Lok Sabha Question No. 3176 (UNSTARRED), answered on 2018-12-31
Subject: Female Workforce at Risk of Job Displacement
Ministry: LABOUR AND EMPLOYMENT
Asked by: SHOBHA KARANDLAJE

## MINISTRY OF LABOUR AND EMPLOYMENT

## GOVERNMENT OF INDIA LOK  SABHA

## UNSTARRED QUESTION NO.  3176

## TO BE ANSWERED ON 31 ST  DECEMBER, 2018

## FEMALE WORKFORCE AT RISK OF JOB DISPLACEMENT

## 3176.  KUMARI SHOBHA KARANDLAJE:

Will the Minister of LABOUR AND EMPLOYMENT be pleased to state:

- (a) whether a disproportionately large share of the female workforce is at risk of job displacement due to automation as women are under represented in managerial  and  professional  positions  and  if  so,  the  details  and  the reaction of the Government thereto;
- (b) the steps taken to endow women with required skills, close gender gaps in leadership  positions  and  bridge  digital  gender  divide  that  could  confer greater flexibility in work, benefiting women;
- (c) whether  India  has  one  of  the  lowest  female  Labour  Force  Participation rates  (LFPR),  among  BRICS  countries,  if  so,  the  details  thereof  and  the reasons therefor;
- (d) the  steps  taken  to  generate  awareness  to  espouse  a  positive  attitude towards women among the public, since it is one of the most important impediments in women's participation in economic activities; and
- (e) whether  the  Government  proposes  to  make  it  incumbent  upon  Private Companies  to  disclose  gender  diversity  in  hiring  employees,  if  so,  the details thereof?

## ANSWER

## MINISTER OF STATE (IC) FOR LABOUR AND EMPLOYMENT (SHRI SANTOSH KUMAR GANGWAR)

- (a) to (e): As per the results of available labour force surveys on EmploymentUnemployment conducted by Labour Bureau, Ministry of Labour and Employment, the estimated  labour force participation rate for females aged 15 years  &  above on usual status basis in the country during 2011-12, 201213, 2013-14 and 2015-16 was 30.0%, 26.5%, 31.1% and 27.4 % respectively.

As per the International Labour Organisation (ILO) Study on  'Women Participation-Equal  Pay  for  Equal  Value'  for  BRICS  Labour  and  Employment Minister's Meeting held in Durban, South Africa, August, 2018; 'despite some significant  progress  in  recent  years,  the  gender  gaps  in  the  labour  market participations remain large in BRICS countries. In some countries, the gap has widened rather than decreasing, and the years of solid economic growth have not necessarily led to higher female labour market participation.' The  decline  in  female  work  force  participation  rate  may  be  attributed  to factors like increased educational enrolment, insufficient formal  wage employment  opportunities  etc.  Government  has  taken  several  initiatives  to improve the employability of youth including women. A new Ministry of Skill Development  and  Entrepreneurship  has  been  established  to  coordinate  the skill  development  schemes  across  various  sectors.  Government  has  also implemented  the  National  Career  Service  (NCS)  Project  which  comprises  a digital  portal  that  provides  a  nation-wide  online  platform  for  jobseekers  and employers for job matching in a dynamic, efficient and responsive manner and has a repository of career content. Further,  Government  has  taken  various  steps  to  increase  female  labour participation  rate  which  includes  the  enactment  of  the  Maternity  Benefit (Amendment)  Act,  2017  which  provides  for  enhancement  in  paid  maternity leave from 12 weeks to 26 weeks and provisions for mandatory crèche facility in  the  establishments having 50 or more employees; issue of an advisory to the States under the Factories Act, 1948 for permitting women workers in the night shifts with adequate safety measures. Further, in order to enhance the employability of female workers, the Government is providing training to them National Vocational Training Institutes and Regional Vocational Training Institutes. A number of protective provisions have been incorporated in various labour laws through a network of Women Industrial Training institutes, for creating congenial work environment for women workers.

The Equal Remuneration Act, 1976 provides for payment of equal remuneration to men and women workers for same work or work of similar nature  without  any  discrimination.  Further,  under  the  provisions  of  the Minimum Wages Act, 1948, the wages fixed by the appropriate Government are equally applicable to both male and female workers and the Act does not discriminate on the basis of gender.

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