A Women’s Urban Employment Guarantee Act

Context:

Addressing gender disparities and promoting the empowerment of women constitute integral components of the Sustainable Development Goals. In addition to ethical and constitutional obligations, there is substantial evidence indicating that boosting the employment rates of women can serve as a catalyst for economic advancement.

Relevance:

GS2-

• Social Issues
• Policies (Design and Implementation)

Mains Question:

Discuss the challenges faced by the urban female workforce in India. What can be done at the level of both public and private sectors to effectively enhance the employment rates of women in urban areas, both quantitatively and qualitatively. (15 Marks, 250 Words).

Relevant Statistics:

• According to the Periodic Labour Force Survey (PLFS), approximately 10.18 crore women in the age group of 15-59 in urban areas are currently outside the workforce. When considering those who are self-employed or engaged in casual labor, this figure rises to about 11.65 crore.
• According to the Periodic Labour Force Survey (PLFS), the employment rate for women in urban areas was 22.9% in the last quarter of 2023, indicating a substantial unmet demand for employment among urban women.
• The urban unemployment rate, reflecting the desire for employment regardless of active job-seeking, is 9%, compared to 4% in rural areas.

Challenges Specific to the Women Workforce in Urban Areas:

• Despite operating well below its intended capacity, the Mahatma Gandhi National Rural Employment Guarantee Act (MGNREGA) has played a crucial role in granting financial independence to women in rural areas, with over half of its workforce being female. However, the situation in urban areas presents distinct challenges.
• Social norms, safety concerns, and limited transportation options deter urban women from entering the workforce.
• There are two categories of unemployment: those actively seeking employment and those desiring work but not actively searching. A larger proportion of unemployed women in urban areas are actively seeking employment compared to their rural counterparts.
• Additionally, approximately 25% of urban women have completed higher secondary education, contrasting with 5% in rural areas. The low employment rates among urban women underscore a significant underutilization of their potential.
• To tackle the overarching issue of urban unemployment, certain states have implemented urban employment programs. While these initiatives are not exclusive to women, initial indications suggest a higher level of female participation.

Establishment of a National Women’s Urban Employment Guarantee Act (WUEGA):

• The vision for WUEGA entails women constituting at least 50% (preferably 100%) of the program’s management staff. Involving women and local communities could potentially enhance the constitutional mandate of decentralization.
• Each worksite under WUEGA would provide essential facilities, including childcare services. Employment opportunities should be accessible within a 5-km radius, and public transportation for women should be free.
• Many women face challenges transitioning from school to work due to insufficient skills and mobility issues. A recent study in Delhi and Bengaluru revealed that three out of five women cited inadequate skills as a barrier to obtaining secure employment.
• Initiating apprenticeships for female college students across various disciplines could provide a pathway for women with advanced degrees to join as program personnel. Women who have completed Class 10 could qualify to manage Information Facilitation Centres at each urban local body, equipped with computer training facilities.
• These centers can be strengthened through consistent capacity-building initiatives to address the skills gap. Considering the limited uptake of apprenticeships in India, incorporating apprenticeships within a women’s urban employment guarantee can seamlessly align with the broader goal of preparing women for the workforce.
• Moreover, it can serve as a means to empower local communities by functioning as a centralized hub for registering grievances. Introducing a social audit unit within WUEGA, with a minimum of 50% women staff, could be devised for independent monitoring of the program.
• Social audits demand a diverse set of skills, presenting a valuable opportunity for women who have completed Class 12 to engage part-time or full-time and enhance their employability.
• Examples of such endeavors exist, with Karnataka being a notable instance where women are actively involved in comprehensive waste management, including tasks like collection and driving of ‘Swacch’ vehicles, within gram panchayats in selected districts. This initiative not only demonstrates success but has also empowered numerous women to obtain driving licenses.

Conclusion:

Depending on the outcomes and challenges, this initiative could serve as a foundation for a broader urban employment program that encompasses not only women but all individuals. The benefits of this proposal far exceed fiscal conservatism. It is also imperative to shift from viewing income as insurance to ensuring a steady income, particularly for women.