“Why
aren’t India’s women working?” This was the headline of an article in the August 23
edition of
The New York Times. The headline writers ought to have known better. Indian
women work hard, and all the time. Yet, their work is largely not considered
“work”. Only work for which you are paid is counted. And much of the work that
women do is unpaid.
The
premise that bringing more women into the paid workforce will help women and
the Indian economy is behind policies, such as the one announced on Tuesday by
Bihar Chief Minister Nitish Kumar, to reserve 35% of all government jobs for
women.
Kumar
is not the first to take this step. Madhya Pradesh already has 30% reservation
for women in government jobs, as does Gujarat at 33%. In addition, the Union home ministry sent out
an advisory to all state government and union territories on August 26, 2014 on
increasing women in the police to 33% of the total force.
While
33% of positions in the constable rank are reserved for women in the Central
Reserve Police Force and the Central Industrial Security Force, 15% are
reserved in the Border Security Force, the Sashastra Seema Bal and the
Indo-Tibetan Border Police. As the local police come under the state government,
they are expected to fall in line and work towards increasing the number of
women recruits – currently in short supply as evidenced by the Delhi Police, a force in which women comprise only 9.27%.
Discouraging factors
But
while quotas are well-intentioned, they are clearly not enough. The Parliamentary
Committee on Empowerment of Women, which looked specifically at the question of
increasing women’s presence in the police force, underlined the simple and
rather obvious problems that need to be addressed even as the number of women
recruited for these jobs increases.
In
its
December
17, 2014 report, the committee emphasises the need to improve the facilities
available to women when it writes, “despite a spate of efforts from the
Government, lack of basic amenities/rest rooms/mobile toilets is still a major
problem for the women in police in many States.”
In
other words, it is not enough to just recruit more women. Both government and
the private sector need to ensure that the conditions at work do not dehumanise
women or place an additional stress on their lives. Apart from toilets,
provisions of crèches and benefits such as maternity leave should not be seen
as special favours. Women enter the paid workforce on unequal terms. A paid job
is in addition to the unpaid “work” that they do every day – child care,
elderly care, domestic chores, among them.
There
will be those who will argue against quotas for women in government jobs. Such
people ought to travel by the women’s special trains at peak hour from
Churchgate station in Mumbai. Here you meet women, many of them employed by the
state government, who wake up at the crack of dawn every day, prepare food for their
families, and then set off on their long commute to work.
At
the end of the day, they use the train ride to prepare for the tasks that wait
exclusively for them once they get home: cook, clean, wash and at some point
sleep before the day begins again. Government jobs, with all their security and
benefits, are not exactly a gravy ride if you are a lower-middle-class woman.
The
other important component to increase women’s presence in the paid workforce is
safety. From sexual harassment to sexual assault, women face these dangers
every day as they step out to earn a living. The
recent
distressing case of an Accredited Social Health Activist worker in Uttar Pradesh, who
committed suicide because the man who raped her threatened to release the video
of the act, brings home the dangers that even those women part of government
programmes face. Just having a paid job does not protect them from sexual
predators.
A matter of perception
In
any case, even if every state government follows the lead of Nitish Kumar and
others by reserving government jobs for women, it is unlikely to make more than
a tiny dent in the larger problem of getting more women in paid employment.
India is close to the bottom in the list of countries when it comes to the
percentage of women in paid employment or “female labour force participation”
(termed FLFP). While the global average
is 50%, which means every other woman is in the labour
force, in India it was
33% in 2012 and has now slipped further.
Why
do we need to increase the number of women in paid employment? Is it just tokenism if employment means a
double burden on them?
The
most obvious significance is that a woman contributing to family income has a
better chance of being treated more decently than one who does not. That, of course, is an assumption that is not
always born out with the statistics which reveal that even well-educated women
in good jobs are at the receiving end of domestic violence. Also, in many
cases, they do not have control over the money they earn. Yet, there is change,
especially in urban areas where the cost of living is inducing more women into
some form of paid employment.
The
larger significance of more women in the workforce is that of perception. In
the last several decades, women have entered many fields that remained closed
to their mothers.
Rabia
Futtehally, for instance, was one of the first women pilots in India.
Today, out of 5,100 commercial pilots in India, 11.7% are women (the average
worldwide is 3%). This has been achieved without quotas but illustrates how the
opening up of new avenues for employment for women encourages more women to
consider these options. And even if entrenched attitudes, which will not accept
that women have capabilities and rights, do not evaporate, they are
challenged.
Reserving
jobs for women is one way to increase the percentage of women in paid jobs. But
in the long run, neither more money, nor job security, will make a difference to women’s status unless we recognise and value the real
“work” that millions of women do every day, all day.