Dr. Rajkumar Singh
Women make up a significant portion of the global labour force and their role has evolved substantially over time. In many countries, women are now increasingly present in a diverse range of professions, from skilled trades to leadership roles. This participation has been driven by various factors, including educational advancements, policy changes promoting gender equality, and shifting societal attitudes.However, challenges persist. Women often face barriers such as wage gaps, underrepresentation in senior roles, and workplace discrimination. Additionally, in many parts of the world, women continue to shoulder a disproportionate share of unpaid domestic work, which can limit their full economic participation.The concept of “female as a global labour force” encompasses several defining features that highlight women’s participation, challenges, and contributions in the workforce worldwide. The key features include: a. Diverse Participation: Sectoral Representation: Women are involved in a wide range of sectors including healthcare, education, technology, agriculture, and manufacturing.Varied Roles: Women occupy roles from entry-level positions to top executive and leadership positions, contributing to different levels of organizational structures. b. Economic Contribution: GDP Contribution: Women’s participation in the labour force significantly contributes to the Gross Domestic Product (GDP) of countries.Entrepreneurship: Female entrepreneurs create jobs, drive innovation, and contribute to economic diversification. c. Educational Attainment: Increasing Educational Levels: More women are attaining higher levels of education, which enhances their skills and employability.STEM Involvement: An increasing number of women are entering Science, Technology, Engineering, and Mathematics (STEM) fields, although disparities still exist.Efforts to address these issues include initiatives to promote equal pay, support for work-life balance, and measures to enhance women’s representation in leadership and decision-making roles. Improving access to education and training also plays a crucial role in empowering women and maximizing their contributions to the global economy.
Origin and development
The origin and causes of female participation in the global labour force can be traced through historical, economic, social, and political developments whose overview include:
a. Historical Context: Industrial Revolution: The transition from agrarian economies to industrialized ones in the 18th and 19th centuries saw women entering factories and mills. While often underpaid and working in poor conditions, this marked the beginning of women’s large-scale entry into the formal workforce. World Wars: During World War I and World War II, men were drafted into military service, leading women to fill roles traditionally held by men. This demonstrated women’s capability in various industries and services.
b. Economic Factors: Economic Necessity: In many households, dual incomes became necessary for maintaining an adequate standard of living, pushing more women into the workforce. Globalization: The expansion of global markets and the establishment of multinational corporations have created diverse employment opportunities worldwide, drawing more women into the labour force.
c. Social Factors: Educational Advancements: Increased access to education for women has equipped them with the skills and qualifications necessary for a wide range of professions. Changing Social Norms: Societal shifts towards gender equality have encouraged women to pursue careers and challenge traditional gender roles.
d. Political and Legal Factors: Legislation and Policy Changes: Many countries have enacted laws promoting gender equality in the workplace, including anti-discrimination policies, maternity leave, and equal pay legislation. Women’s Rights Movements: Advocacy for women’s rights has been instrumental in achieving legal and societal changes that support women’s participation in the workforce.
e. Technological Advancements: Automation and IT Revolution: The rise of information technology and automation has created new job sectors where women have been able to participate more fully, often with greater flexibility.
f. Cultural Influences: Media and Representation: Media portrayal of successful women in various professions has helped to normalize and inspire female participation in the workforce. Role Models and Mentorship: The presence of female role models in leadership positions has encouraged more women to pursue ambitious career paths.
g. Global Trends: Urbanization: As more people move to urban areas, women find more employment opportunities in cities compared to rural areas. Demographic Changes: Aging populations in many developed countries have led to increased demand for workers, including women, particularly in healthcare and service industries. Overall, the integration of women into the global labour force is a multifaceted process influenced by a combination of historical precedents, economic needs, educational advancements, and ongoing social and political efforts aimed at promoting gender equality.
Facing challenges
The female labour force faces a variety of challenges that can impede women’s full participation and advancement in the workplace. These challenges are multifaceted and vary across different regions and industries. Some of the key challenges include: a. Wage Gap: Gender Pay Gap: Women, on average, earn less than men for the same work, which is a persistent issue in many countries. Valuation of Work: Jobs typically dominated by women, such as caregiving and teaching, are often undervalued and underpaid. b. Occupational Segregation: Horizontal Segregation: Women are often concentrated in certain sectors or roles, such as healthcare, education, and administrative positions, which may offer fewer opportunities for advancement. Vertical Segregation: Women are underrepresented in senior and leadership positions across most industries, often referred to as the “glass ceiling.” c. Work-Life Balance: Caregiving Responsibilities: Women often bear a disproportionate share of unpaid domestic work and caregiving responsibilities, which can limit their career opportunities and advancement. Flexible Work Arrangements: Lack of access to flexible working conditions can make it challenging for women to balance professional and personal responsibilities. d. Discrimination and Bias: Gender Discrimination: Women may face explicit or implicit discrimination in hiring, promotions, and daily work interactions. Stereotypes and Biases: Gender stereotypes and biases can affect perceptions of women’s capabilities and contributions in the workplace. e. Lack of Support Systems: Childcare and Family Support: Limited availability of affordable childcare and family support services can hinder women’s ability to participate in the labour force. Mentorship and Networking: Women may have less access to mentorship and professional networks, which are crucial for career advancement. f. Legal and Policy Barriers: Insufficient Legal Protections: In some countries, laws protecting women’s rights in the workplace are inadequate or poorly enforced. Maternity and Parental Leave: Inadequate maternity and parental leave policies can negatively impact women’s career continuity and progression. g. Education and Skills Gap: Access to Education: In some regions, girls and women have less access to quality education and vocational training, limiting their employment opportunities. Skills Mismatch: Women may face challenges in accessing training for high-demand, high-paying jobs, particularly in STEM fields. h. Economic and Social Factors: Economic Insecurity: Women are more likely to be in precarious employment, with lower job security and fewer benefits. Social Norms and Expectations: Cultural and societal expectations about gender roles can restrict women’s career choices and aspirations. These challenges requires concerted efforts from governments, businesses, and society as a whole.
(The author is a youth motivator and former Head of the University Department of Political Science, B.N. Mandal University, Madhepura)
