India is home to 354 million working-age women, with 128 million residing in urban areas. However, only 20% of these women are active participants in the workforce. Alarmingly, 83% of urban working-age women come from low-income households. This data highlights a significant decline in women’s participation in the formal workforce, reflected in India’s 127th rank out of 146 countries in the Global Gender Gap Index. The Periodic Labour Force Survey (PLFS) (2019-20) further reveals that female labour force participation stands at 22.8%, far below the 56.8% rate for men.

To fully understand women’s workforce participation, it is crucial to analyse demographic factors such as age, socio-economic background, caste, education, marital status, and parental status. A deeper examination shows that many women are excluded from skill development initiatives and formal employment opportunities that offer social security. According to a UNDP article the significant economic and skills gap underlines the urgent need to upskill and reskill women, a vast untapped segment of the workforce.

1. Research to understand women’s specific needs: In-depth research is needed to identify the unique barriers women face when trying to enter or re-enter the workforce. This data can guide the development of targeted upskilling programs that address their challenges, support existing policies, and foster economic empowerment.
2. Create more accessible participation channels: Skilling programs should prioritise women’s safety and mobility in their budgeting and planning processes. It is essential to ensure that women can participate in these programs without fear of discrimination or harm.
3. Develop data-driven, flexible programs: Skill-building initiatives must be flexible and responsive to the changing circumstances of women, considering factors like time availability, mobility constraints, and access to essential resources.
4. Incorporate life skills into training: Training programs should include essential life skills, such as communication, decision-making, negotiation, and self-confidence. A hyperlocal approach—providing training close to home—is particularly important for women who face restrictions related to mobility, time, or access to digital tools.
5. Mentorship and peer learning programs: Mentorship and peer-to-peer learning programs offer crucial support by connecting women to positive role models and long-term guidance. While such programs are emerging, there is a need to extend their scope to help women transition from unemployment to stable employment.
6. Private sector collaboration: Partnerships between the private sector and skilling institutions can significantly increase women’s participation in non-traditional, male-dominated fields. Collaborations can also help achieve sector-specific gender diversity targets.
7. Gender-responsive capacity building: Organisations need to allocate resources to build gender-responsive workplace capacity. This includes training in equitable hiring, promotion, and retention practices, which support women at all levels of the workplace.
8. Holistic support for women in skilling programs: Effective skilling initiatives should provide end-to-end support, from career counselling and soft skills training to job placement and post-placement guidance, such as mentorship and regular follow-ups. Additionally, targeted outreach to vulnerable women and support for those who drop out of skilling programs can enhance long-term outcomes.

The way forward

Unlocking women’s economic potential requires collaboration between the public and private sectors to build a comprehensive skilling-to-placement ecosystem. Addressing the unique challenges women face from start to finish will ensure they have the tools and opportunities to thrive in the workforce. By adopting a gender-responsive approach, India can make significant strides toward closing the workforce gender gap and fostering inclusive economic growth.