STEM, Skilling & Support: Preparing Women for the Jobs of Tomorrow

Women’s participation in the workforce is crucial for economic and social progress. Over the past few years, India has seen a significant rise in women joining the labour market, thanks to government policies, private sector initiatives, and evolving societal norms. However, despite these gains, challenges such as wage gaps, workplace safety, and access to childcare continue to hinder women’s long-term career growth. Bridging these gaps requires a collective effort from businesses, non-profits, and the government.

This article explores the factors influencing women’s workforce participation, the hurdles they face, and the steps needed to prepare them for future job opportunities.

The recent rise in women joining the workforce in India

The recent rise in women joining the workforce is evidenced by the latest data shared by the Periodic Labour Force Survey (PLFS) 2023-24. It was revealed that the Labour Force Participation Rate (LFPR) for women was 41.7 per cent.

In 2018, the LFPR for women was only 23.3 per cent. The significant growth in the past six years can be attributed to multiple reasons including economic necessity, self-employment, educational attainment, gradual societal shift, and various government initiatives. For example, MNREGA mandates that at least one-third jobs provided under the scheme should be allocated to women.

In addition to this, significant steps have been taken by the private sector to encourage female employment. This includes flexible working conditions, diversity and inclusion initiatives, and skill-based training provided to women to encourage their entry to the formal workforce.

While India’s female LFPR was only around half of the global average, efforts undertaken have resulted in India closing the gap. As of 2023, the average global female LFPR was 49 per cent.

Challenges That Might Stop Women From Staying in The Workforce?

The challenges preventing women from staying in the workforce are multi-dimensional, deeply rooted in societal norms, systemic issues, and structural barriers.

Women often bear the dual responsibility of professional work and caregiving, particularly for children and elderly family members. This is known as the double burden of women’s work. As families migrate to urban centres for work, mothers are also restricted due to insufficient childcare facilities. Although, the Maternity Benefits (Amendment) Act of 2017 has mandated day care support for any employers with 50 or more employees. However, many organisations are yet to implement these facilities for their employees.

Women’s participation in the labour force is also concentrated in informal or low-paying sectors. As a result of this, they are forced to weigh whether it makes sense to spend their time working at a low wage, or taking care of their household. Additionally, a significant portion of women’s work, especially in rural and informal sectors, goes unpaid or underpaid, devaluating their contributions.

While the female workforce is concentrated in low paying sectors, they are also at risk of leaving the workforce because they lack access to skill-building opportunities, particularly in emerging fields like technology and digital services that offer high pay.

These are only a few of the many reasons that affect women’s employment retention rates. We need active efforts through targeted interventions to make workplaces safer, invest in skill training, make commuting easy and affordable and increase female representation in leadership roles to build a more empathetic workplace for women.

How can different stakeholders work together to create support systems for women in the workplace?

One important area of focus is addressing the lack of affordable and accessible childcare. While the government has created legislation requiring employers to provide childcare facilities, employers have not taken adequate steps towards the same. The government can invest in establishing childcare centres near office areas, while also offering tax incentives to employers who offer in-house childcare centres, whether established in-house childcare facilities.

The Nonprofit sector has a significant role to play here because these childcare centres, whether established in-house or government subsidised, would need to be staffed by trained professionals. There would be significant demand for skill-based training for employment purposes in these childcare centers, especially in underserved areas.

Skill development is another essential area where joint efforts can make a significant impact. The government has already implemented many programs that have achieved some success. Nonprofits and businesses are already taking significant steps towards imparting skill-based training focused on employment. There is significant potential for collaboration between all three, the government through their programs and schemes, businesses through their availability of funding and determination to drive change, and nonprofits who have deep links with local populations and have a history of engaging closely with communities.

How to ensure women are prepared for future jobs?

There needs to be adequate focus on preparing women for future jobs. This starts at the foundational levels, by encouraging women to choose STEM-related education. This is critical to orient women’s aspirations towards future looking jobs.

The larger question the ecosystem needs to solve for, is how to nudge women towards these educational pathways. Concerted effort is required from the government by providing scholarships, recognition and incentivising creation of new jobs in these technical fields.

Nonprofits can play a role in community outreach. Teaching digital literacy skills to women who may lack prior experience with technology. Businesses can contribute by providing devices, digital training, and access to tools needed for online learning, as well as incorporating more women into remote-work opportunities. All in all, a collaborative approach is needed to ensure that women are well-prepared for future jobs.

How the NIIT Foundation helped women overcome barriers and build long-term careers?

We have had wonderful success stories where women have not only overcome barriers, but have successfully built long-term careers on their own terms. A young mother of two, who had suffered domestic abuse enrolled with us to upskill herself. She joined our Change Maker’s course, where she trained in data entry and entered the formal workforce. Today, she is working with a large company, while supporting her children as a single mother.

We have also taken forward other initiatives such as Digital Bus, where we have brought digital literacy education to the remotest parts that have limited access to skill training. We have covered more than 45 villages, impacting over 48,700 beneficiaries, with more than 50 per cent of them being women.

Conclusion

Ensuring women’s equal participation in the workforce is not just about inclusion—it is about empowering them with the skills, opportunities, and support systems necessary for long-term success. Collaborative efforts from the government, businesses, and non-profits can create an ecosystem where women thrive in emerging sectors like STEM and digital services. By addressing key challenges such as childcare, skill development, and workplace safety, we can pave the way for a more diverse and resilient workforce. With continued investment and targeted interventions, the future of work can be more inclusive and equitable for women in India.

The article has been jointly written by Sapna Moudgil, NIIT Foundation and Charu Kapoor, Country Director, NIIT Foundation