Several factors hinder women’s participation in the formal workforce:-

1. Societal Norms and Gender Roles:
Women often face the expectation to prioritize household responsibilities and childcare, limiting their time for formal employment. For instance, cultural norms in many regions position women as primary caregivers, restricting their ability to work full-time or in demanding roles.

2. Discrimination and Bias:
Women frequently encounter biases in hiring, promotions, and pay. They are often underrepresented in leadership roles and earn less than their male counterparts, which can discourage them from pursuing long-term careers. For example, the wage gap and “glass ceiling” effects create significant career hurdles for women.

3. Educational Barriers:
In some areas, women have less access to quality education and training, restricting their job prospects. For instance, in regions where girls’ education is devalued, women lack the skills needed for competitive employment.

To enhance women’s employment opportunities, several measures can be taken:

1. Flexible Work Policies:
Introducing remote work options and flexible hours can help women balance work and family. For example, policies in countries like Denmark, which support flexible working conditions, have significantly increased women’s workforce participation.

2. Affordable Childcare:
Providing affordable childcare services enables working mothers to pursue careers. Sweden’s subsidized childcare model has led to higher employment rates among women.

3. Legal and Corporate Reforms:
Enforcing equal pay laws and promoting mentorship programs can foster a more inclusive work environment. Companies that actively promote gender equality often see better engagement and retention among female employees.

4. Access to Education and Training:
Improving access to education and vocational training for women equips them with essential skills for various jobs. Programs focusing on girls’ education and STEM fields have successfully reduced gender disparities in employment.

By addressing these barriers and implementing supportive policies, we can significantly boost women’s participation in the formal workforce.

Current Government Policies: Governments are increasingly implementing policies to address these issues. For instance, India’s Maternity Benefit (Amendment) Act, 2017 extends paid maternity leave to 26 weeks, supporting new mothers. Sweden’s parental leave policies offer up to 480 days of paid leave, encouraging shared childcare responsibilities.