SWN002_24se1 Introduction to Social Work Practice and Contexts

Gender Inequality in Indian Workplace

Sheetal Rani

N11940573

Master of Social Work, Queensland University of Technology

SWN002_24se1 Introduction to Social Work Practice and Contexts

Phillip Ablett

April 14, 2024

Introduction

Gender Inequality, at workplaces is a social justice concern in India. It is evident through the wage gap between men and women, limited chances for leadership positions, job segregation based on gender and unequal paths for career growth despite equal qualifications. These disparities not only hinder women's independence but also hinder Indias overall economic progress and societal well-being because the fundamental principle of a flourishing work environment is equal opportunities, which often remain out of reach for women.

To tackle this problem effectively, it is important to take a critical approach. Dealing with the challenges of gender inequality at work in India shows that conventional methods focusing on talent development or minor enhancements in opportunities often fail to address the rooted societal and economic structures that put women at a disadvantage Kabeer, N. (2005). To uncover the root causes of gender inequality and implement solutions for change, this paper argues that a critical examination based on feminist and postcolonial theories is crucial.

The Persistence of Gender Inequality.

Despite advancements in recent years, Indian women still encounter substantial obstacles in professional settings. In the labor surveys carried out between 2020 and 2021, it was found that 73.5% of men and 31.4% of women were part of the workforce (Gupta et al., 2023). According to data from the World Bank, the participation rate of women in the labour force stands at 19%, significantly lower than the global average (World Bank Open Data, n.d.).

Furthermore, the World Inequality Report 2022 estimates that men earn 82 percent of the labour income in India, whereas women earn 18 percent. This financial discrepancy reinforces stereotypes about women as earners and perpetuates their reliance on men. Additionally, the concept of the Glass Ceiling highlights the disparity in the representation of women in leadership roles such as heads of state, senior managers, and CEOs, which falls short of achieving gender equality (Hashmi, 2016), which is evident from a report by the BBC in 2015, where women accounted for 11.2% of board members in companies.

These numbers indicate a bias against the progress of women, which creates a feeling of unfairness and discouragement. Chauradia, Sripada, and George's research shed light on the cultural foundations of this disparity. Social structures dominated by women for household duties priorities male education and restrict their avenues for professional growth. Traditional gender norms discourage women from pursuing careers deemed "masculine," while reinforcing the notion that their primary obligations are within the home (George, 2019).

Dominant Global Forces

Several intertwined global social forces contribute to perpetuating gender inequality in India's workplaces. One significant force is India's deeply entrenched patriarchal social structures, which reinforce traditional gender roles in which women are often expected to focus on childbearing and household duties like cooking for the family and looking after their in-laws and husbands (Ipsita Chakraborty & Seonti Sengupta). The pressure that society puts on women to put family first limits their freedom and can make it challenging for them to advance in their careers.

Additionally, while globalization may lead to advantages, it could also exacerbate gender disparities in India. There are certain segments of the economy with low wages in manufacturing and services that heavily rely on female workers (Ghosh, J. 2002). These industries often prioritize easily replaceable labour, providing chances for career growth and trapping women in low-paying jobs, with few perks hindering their economic progress and professional advancement. Moreover, international trade agreements and foreign investment policies prioritize profit over labour standards. According to Kabeer, N. (2004), if these policies do not prioritize labour practices and gender parity, they can perpetuate existing disparities and continue the exploitation of female workers in India.

A Critical Approach for Social Change

To dismantle existing structures for creating lasting change, it is important to take a critical approach informed by feminist and postcolonial theories. Feminist economics, as stated by Elson (2007), challenges the models that tend to ignore the gender-based division of labor. It involves advocating for labour standards and safeguarding women's rights in trade settings like parental leave for both men and women, providing women with flexibility to balance their personal responsibilities. These initiatives are designed to offer women the flexibility and support they need to manage their careers and home duties, motivating them to stay active in the workforce.

Critical race theory, as explored by Crenshaw (1989), can be applied to understand the intersection of gender and caste in the Indian workplace. This theory recognizes how caste discrimination intersects with gender and can further marginalize women from backgrounds like Dalit women. Considering quotas or affirmative action initiatives that could boost the presence of women, particularly from marginalized communities, can be effective strategies for achieving inclusive and equitable workplaces (Cassan, 2019).

In addition to policy adjustments, adopting a critical teaching methodology is vital to fostering transformation. This approach, as advocated by Freire, focuses on cultivating thinking skills and encouraging individuals to question the power dynamics that reinforce inequality. By introducing gender awareness initiatives and workshops in workplaces, employees can start challenging gender norms and dismantling prejudices that hinder women's career advancement. This will help to stop harmful practices, such as child, early, and forced marriage, and female genital mutilation.

Conclusion

Gender bias in workplaces is a problem with deep roots. It requires an approach that considers postcolonial viewpoints to understand the complex blend of political, social, and cultural factors at play, highlighting the need for systemic change (Mohanty, 2003). By implementing laws, enforcing supportive policies, promoting education, and prioritizing fairness, India can dismantle these barriers and create a truly inclusive work environment where everyone can thrive, irrespective of gender.

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