Participation of women in the labor force is of vital importance in any country. The greater the participation of women in the labor force, the higher the level of prosperity. However, with a population of over 1.4 billion, India has one of the lowest female participation rates in the overall labor force. According to the latest World Bank data, women’s share of India’s formal and informal workforce will be 23% in 2021, down from nearly 27% in 2005. In this respect, India ranks lower than its neighbors Bangladesh and Sri Lanka. One of the main reasons for this decline in female participation is the COVID-19 pandemic. Nearly two-thirds of women have lost their jobs due to the pandemic, according to a MetLife survey. Encouragingly, these women are now preparing to return home.
Given the benefits of enhancing economic empowerment, gender diversity, promoting personal fulfillment and social change, every effort should be made to involve more women in the workforce. Moreover, society needs to ensure that the quality of work is better than in previous years. It is a well-known fact that many women are dissatisfied with their current jobs and are considering changing jobs or careers. This phenomenon is prevalent among female leaders in senior positions. Against this background, there is a need to prioritize the challenges women face when returning to work.
Challenges for women to return to work:
In the socio-cultural environment of India, women are expected to do household chores. Since independence, women in various positions have broken free from that bondage and established themselves in various fields. But society’s expectations still remain. Pursuing a career while juggling childcare, household chores, and other family obligations can be overwhelming. Therefore, careful time management and support systems are required. A Harvard Business Review study found that women are more likely to assume caregiving responsibilities, making it harder for them to work full-time. In such a difficult environment, women typically put their careers on hold to fulfill family responsibilities. As such, female aspirants face questions about career gaps, their ability to meet job market demands, and other related issues as they return to the job market. This affects their trust level and reduces their bargaining power with future employers.
Another challenge women face is skill obsolescence. Rapid advances in technology and changes in the industry will make many skill sets irrelevant over time. This is especially true in the technology industry. Of India’s five million tech workforce strength, 35 percent of her total workforce is women, according to industry body NASSCOM. With such a large workforce, female employees taking a career break may find their skills outdated. Such factors affect the ability of female employees to negotiate fair compensation and benefits. Many women take, and eventually accept, jobs for less than their skill level deserves. In addition, women returning to work may also face stigma against career gaps, as some employers may view such gaps as a lack of commitment or skills. Amidst these challenges, access to mentorship, career coaching, return programs, and flexible working arrangements can go a long way in solving the nuances of returning to work.
Bootcamp programs help you get back to work faster.
According to Statista, the country’s female labor force participation rate has fallen from around 36% in 2021 to around 33% in 2022 and 2023. Halting declines and improving participation requires adopting a multipronged approach.
First, on an individual level, the right mindset is paramount for women to re-enter the job market. Typically, women want to return to work after battling gaps and self-doubt and insecurities. Developing a positive mindset can help women workers overcome such challenges and build confidence in their return.
Having a support system is also an important factor in gaining trust and servicing the industry. For example, technology can be used to streamline household chores and automate certain tasks. Similarly, using online resources such as home delivery services can improve work-life balance. This support system frees women from family responsibilities and allows them to focus on their professional endeavors.
Upskilling is another aspect that greatly influences the outcome of women’s reemployment efforts. This is especially true in the technology industry. Over the past five years, emerging technologies such as AI, ML, data analytics, and cloud computing have changed the face of the technology industry. Therefore, it’s important to learn the in-demand skills to regain your mojo. Upskilling platforms like OdinSchool run special programs for women who want to get back into the workforce. These programs offer active mentorship along with additional support in new age areas such as data science, analytics, web development, and digital marketing. Encouragingly, some women have successfully returned to work through these programs. One example is Potuguntra, the girlfriend of Nagalakshmi from Andhra Pradesh. The mother of two has embarked on a challenging and exciting journey to return to her career as an associate manager at PepsiCo after an 11-year hiatus. OdinSchool Data Her ScienceWith active support in her bootcamp, she not only excelled in developing her skills, but also the mindset and confidence she needed to successfully return to work. was able to build.
Finally, changes in social norms are a need of the times. Reducing the pressure on women as primary caregivers in the family and creating a culture of participation can go a long way in this regard. Additionally, companies need to eliminate bias and adopt flexible working hours, increased paid family leave, equal pay and better communication to encourage women to return to work. Special efforts should be taken to address and the issue of “maternal penalties” for women with children should not face any gender discrimination. Parental leave for men also increases gender diversity by sharing household chores equally.
According to global consulting firm McKinsey, India could boost its gross domestic product (GDP) by up to $770 billion by giving equal opportunities to women in the workforce. Therefore, all parties should actively pursue ways to facilitate women’s return to work through multiple means.
The author of the article is Shruti Gadam, Odin School Director
