Women in India’s Workforce: Are Laws Enough to Drive Meaningful Change?
Even with more than 685 million women, India is still troubled by a paradox: Women are making strides in education, entrepreneurship, and politics but remain underrepresented in the formal employment base. India’s female labor force participation rate of approximately 24% in 2023 was among the lowest in the emerging economies, according to the World Bank. Why then are women lagging behind? Are reformist legislations sufficient to effect a fundamental change?
The Legal Landscape: A Step in the Right Direction
India has promulgated a number of laws to empower and protect women in the workplace:
- Maternity Benefit (Amendment) Act, 2017 – increased paid maternity leave to 26 weeks.
- Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 – safe workplaces.
- Equal Remuneration Act, 1976 – equal pay for equal work.
- Code on Social Security, 2020 – female gig and platform workers.
Although these acts are progressive in law and altruistic, the effect of these acts tends not to come through in tangible results. The variance lies not in act availability but in enforcement of acts and in structures in society that are resistant to change.
The Cultural and Structural Barriers
Provisions of the legislation usually interfere with strong cultural practices. Patriarchal mindsets, security issues, domestic chores, and poor access to child-care still compel women out of the workplace. A large number of women in rural India work in informal employment or unpaid activity and therefore remain invisible to official statistics.
Moreover, employers also consider legislations such as maternity leave to be a “cost” which dissuades them from hiring women in the first place. Prevention of workplace harassment and absence of strong grievance redressal systems only worsen matters.
Corporate India: A Mixed Bag
In Indian cities, several firms are moving in progressive directions – providing flexible work arrangements, undergoing DEI (Diversity, Equity & Inclusion) training, and pushing more women into senior roles. But gender equality at the top eludes us. As per a 2024 Deloitte report, women occupy merely around 17% of seats on Indian boards – a gesture towards progress, not equality.
Beyond Laws: What More is Needed?
Stronger Enforcement: Legal provisions should be supported by real-time compliance, periodic audits, and enhanced penalties for non-compliance.
Education & Skill Upgradation: Rural and semi-urban women require upgradation courses and online literacy.
Facilitative Infrastructure: Childcare centers, safe transport, and hygienic washrooms are powerful enablers.
Changing Attitudes: Social campaigns based on professionalizing working women and involving men in domestic work can alter the attitude.
Policy Incentives: Businesses that actively recruit, retain, and advance women can receive tax incentives or public awards.
Conclusion: Legislation is the scaffolding for the empowerment of women, but it remains empty without structural, cultural, and economic backup. India has to shift from policy to practice – to the point that each woman, in a corporate high-rise or in a rural village, has the freedom, security, and potential to enter the economy. Empowerment of women is not a legal issue – it is a national imperative.
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