Can I Have It All Page 20

  The country has undergone a progressive economic growth over the last century. However, the economy remains dependent on the agricultural sector even today. While the majority of Indian population still lives in rural communities, by 2030, a projected forty per cent of India’s population will have moved to the cities, doubling the urban population. McKinsey reports that seventy per cent of new jobs and seventy per cent of Indian GDP will be created in India’s cities between now and 2030 (India’s Urban Awakening: Building Inclusive Cities, Sustaining Economic Growth, McKinsey Global Institute (2010)). A vast rural and urban divide runs across the country, with the disparity widening with urban growth.

  The liberalised Indian economy has created new job opportunities and contributed to rising income levels. One of India’s greatest resources is that it has the largest working-age population in the world, and the majority of this population in the organised sector speaks English( Catalyst. First Step: India Overview. New York: Catalyst, 2013). While developed economies are expected to undergo a decline in working population, India’s labour force is expected to grow by thirty two percent over the next twenty years(‘India Country Profile 1–95. Business Source Premier’ (2012). According to various studies, currently, fifty one per cent of the Indian population is under twenty five, and sixty six percent is under thirty five, while only six percent of the population is over sixty five. The median age of the country’s population is among the youngest in the world at twenty six point seven years.

  GENDER RATIOS IN INDIA

  As stark as it might sound, the gender ratio at birth itself is currently not balanced in many parts of the world. India’s sex ratio is skewed in favour of men at 940 females for 1000 males, with some states reporting ratios as low as 877 females per 1000 males(2011 Census Survey of India). These ratios are a representation of a deep-seated gender bias that exists to this day. Driven by regressive thoughts, the practice of female infanticide exists even today and not just in rural, but also in urban areas. While there have been several measures introduced by the government to address this, biases are deep-seated and require a lasting social change in order to be dealt with. Not just in India, but across other emerging markets, gender ratio is skewed towards males, highlighting an issue that exists right at the starting point.

  STATUS OF WOMEN

  The status and role of women in India is thus defined by a complex variety of influences. While the Indian constitution guarantees gender equality, gender rights guaranteed by the constitution do not extend over religious personal laws, which often give fewer rights to women. Eighty per cent of the population lives according to Hinduism and its customs and laws; the Muslim population follows the Islamic Sharia code (Catalyst. First Step: India Overview. New York: Catalyst, 2013). Both these religions follow patriarchal systems and women face discriminatory access in many areas such as inheritance, education and child custody. The practices are known to be commonly justified by the argument that women have no financial responsibility towards their husbands and children. While law abolished several discriminatory traditions after Independence, many women continue to live with them in rural India. Due to prevailing customs and traditions, women’s civil liberties are low, extending to restricted freedom of movement and dressing.

  Both the Hindu Marriage Act and the Prohibition of Child Marriage Act suggest marital age as 18. However, owing to lack of clarity and poor enforcement of laws, twenty eight per cent of women still get married between the age of fifteen to nineteen. The average marital age is twenty(Ricardo Hausmann, Laura D. Tyson, and Saadia Zahidi, The Global Gender Gap Report 2012, World Economic Forum (2012). While nuclear families are on the rise, a vast proportion of families are typically joint or extended in nature. Post-marriage, women are expected to live with in-laws and extended family where they are expected to primarily play the role of child-bearers and care-takers, with the additional responsibility of elderly-care. As per a recent study, more than eighty per cent of Indians agree with the statement, ‘Changing diapers, giving kids a bath, and feeding kids are the mother’s responsibility’ (Evolving Men: Initial Results from the International Men and Gender Equality Survey, (2011).

  EDUCATION

  Education and awareness are a critical tool to increase women empowerment (‘What Works in Girls’Education: Evidence and Policies From the Developing World’). There are still about 774 million illiterate adults in the world, and two-third of the illiterate adults are women (‘Troiano, Emily. First Step: Women in the World. New York: Catalyst, 2014.). This startling statistic reveals that there is much to be done in the space of adult education for women. The situation is improving at primary education levels, with globally, eighty-five per cent of primary-school-aged girls enrolled in schools(‘United Nations, Department of Economic and Social Affairs, The Worlds Women 2010’). In India, according to the 2011 census, the literacy rate for women stands at sixty-five per cent, and eighty-two per cent for men.

  There is a significant mindset hurdle to be surmounted in this space, especially in developing countries. Families still prefer to invest in a boy’s education rather than the education of their daughters due to social conditioning.

  Tertiary education shows significantly better trends, with Indian women now being forty per cent of the students enrolled in universities (Indiastat, ‘State-wise Students Enrolment (Total and Women) in Universities and Colleges in India’ (2008–2009)), and many are getting degrees in finance, technology and marketing (Catalyst. First Step: India Overview. New York: Catalyst, 2013.). Yet, ironically, having a highly educated daughter is believed to be a deterrent in finding her a suitable match for marriage!

  The global statistics in tertiary education are also getting a lot more balanced, thus making it even more imperative to ensure that these educated women enter and are then retained in the work-force!

  WOMEN IN POLITICS

  We see a few senior political leaders in Europe and in the US, which is very inspiring, but the numbers are yet dismal. Ironically, India is among the handful of nations in the world that has elected both a female Prime Minister and President. Currently, there are some prominent women leaders in national and regional politics; however, the overall representation of women in politics is low. In the houses of parliament, women currently represent eleven per cent of the Lok Sabha and ten pointsixper cent of the Rajya Sabha (‘Inter-Parliamentary Union, Women in National Parliaments (2012’). There are quotas for women representation in local politics and are also being discussed at the national level. As per an amendment to the constitution, village councils that manage local affairs (Panchayats) have thirty three percent reservation for women. Regardless of that, the respect for women needs to trickle down at the ground levels.

  SAFETY

  There are several legislations to protect women’s physical safety but enforcement has been a challenge. Violence against women such as domestic abuse and dowry-related violence mar women’s lives within their homes. Molestation, rape, dowry deaths and honour killings are very real threats to the basic integrity and rights of women. Late evening transit to and from work is a significant challenge in some parts of the country. These violations are sometimes an expression of power abuse. Rapes and the associated deaths are regular occurrences – though many more attacks go unreported to the public or police

  SOCIAL NORMS

  With a vast proportion of societies being patriarchal even today, the status of women in the society is impacted. The expectations of women, their decision-making power and independence are subdued vis-a-vis men. In these societies, the roles of the breadwinner and caregiver are also etched much more strongly, thus providing women less room to spread their wings and circle of influence. The expectation that women would manage most or all domestic chores exists even for working women, in varying degrees the world over. Prevalent religious norms also have discriminatory practices against women, making it tougher to unshackle some of the biases that exist.

  LEGAL SYSTEM

  A 20
13 study that analysed 143 economies, found that ninety per cent of them still have at least one legal difference between men and women, which limits women’s freedom, rights, and opportunities. Furthermore, even if a country has laws promoting equity, these laws may not be enforced (The World Bank and International Finance Corporation, Women, Business and the Law 2014: Removing Restrictions to Enhance Gender Equality: Key Findings). Inheritance rights vary for women in many countries, revealing deep-seated discrimination systems. Child-custody rights in many countries are not aligned in favour of mothers. Many countries also follow religious laws where discrimination is even more prevalent.

  WORKFORCE PARTICIPATION

  Workforce participation rate for women across the world certainly leaves a lot to be met. The extent of women actively involved in economic activity is an outcome of the social and cultural factors discussed above. In 2010, the workforce participation rate was twenty six point one per cent for women in rural India, and only thirteen point eight per cent for women in urban areas (Indiastat, ‘Workforce Participation Rate by Sex and by Sector in India’ (2013)with overall participation being below Thirty five per cent. Ironically, over the last decade, the country has actually seen female workforce participation dip. The International Labour Organisation (ILO) ranks India 120th out of 131 countries examined for women’s labour force participation rate (EjazGhani, William Kerr, and Stephen D. O’Donnell, The World Bank, “Promoting Women’s Economic Participation in India,” Economic Premise (2013); ‘India: Why is Women’s Labour Force Participation Dropping?’, International Labour Organisation press release, February 13, 2013), and the World Economic Forum rates India 123 rd out of 134 countries (Ricardo Hausmann, Laura D. Tyson, and Saadia Zahidi, The Global Gender Gap Report 2012, World Economic Forum (2012). Other South-Asian countries also fare poorly in this regard. Asian economies such as Japan stand at sixty two per cent, Indonesia fifty three, and Malaysia forty seven per cent. The US women workforce participation is sixty eight, UK at sixtynine and Norway at seventy six per cent (Press Search; World Economic Forum, Gender Gap Report 2010; World Bank). In certain Asian economies, studies have shown inverse relationships between education levels and workforce participation. These statistics are alarmingly low in comparison with other developing economies with large populations such as China and Brazil.

  Forty eight per cent of Indian women drop out of the pipeline before reaching mid-career, compared to the Asia average of twenty-nine per cent (Catalyst. First Step: India Overview. New York: Catalyst, 2013.). Career breaks for women in India come earlier due to the lower marital age and even if they don’t discontinue their careers entirely, professional women In India may take several breaks over the span of their career. The Asia-Pacific region continues to lose between 42 and 47 billion dollars a year in GDP due to the lack of participation of talented women in the workforce (‘India’s Economy: The Other Half’, Center for Strategic and International Studies (2012).

  The traditional gender roles and stereotypes still prevalent in India cause women to report that they have to work harder than their male peers to prove themselves, are excluded from informal networks, and face stereotypical biases against women bosses. Many also report a lack of support or empathy from their families, making it difficult to accept more responsibility and advance in the workplace. Also, with factors such as safety playing a dampener, women may often not get considered for jobs or advancements that involve travel.

  Fifty four percent of companies that form the Bombay Stock Exchange have no women on their boards of directors. Women hold only two point five per cent of executive directorship and five percent of directorship positions (Community Business, Cranfield University – ‘Standard Chartered Bank: Women on Corporate Boards in India’ 2010) Global statistics on board representation highlight that there is much to be done in this space globally.

  Economic growth depends on the participation of a full labour force and India’s lack of gender balance in economic participation has become a major impediment in sustainable and lasting growth.

  There is strong numerical evidence of a correlative relationship between women’s economic participation and general economic growth. There is substantial research available that shows that greater proportion of women’s income is spent towards children’s health and education, positively impacting economic indicators. The Booz & Co Research – Empowering the Third Billion, substantiates that the economic advancement of women doesn’t just empower women but also leads to greater overall prosperity.

  The situation for the future is not entirely bleak – legislations and their enforcement will play an important role in allowing economies to bring more women in the net of economic participation. The evidence today is that the enrolment of girls and women in schools and colleges is on par with that of boys and men in many parts of the world. Ensuring that the girl child is allowed to complete her education is going to be an important enabler for the future.

  Laws for safety of women and their enforcement is becoming an important agenda and public sentiment is beginning to create much greater awareness and sensitivity towards this important issue.

  While quotas and reservation for women may not necessarily solve issues at the root level, they are certainly setting tangible guidelines towards the participation of women in the economy, at corporates and in politics, thus bringing the core issues to the forefront.

  Organisations are starting to implement several measures to attract and retain women employees. Workplace safety norms, travel and flexible work arrangements and childcare facilities are positively impacting the retention of women employees.

  However, I firmly believe that lasting and sustainable improvement can only be brought about by questioning deep-seated attitudes and changing mindsets.

  • Barbara Herz and Gene B. Sperling, What Works in Girls’Education: Evidence and Policies From the Developing World, pg. 21–25.

  • Catalyst. First Step: India Overview. New York: Catalyst, 2013

  • Troiano, Emily. First Step: Women in the World. New York: Catalyst, 2014.

  • United Nations, Department of Economic and Social Affairs, The World’s Women 2010 (2010): p. 52.

  • Indiastat, ‘State-wise Students’ Enrolment (Total and Women) in Universities and Colleges in India’ (2008–2009)

  • The World Bank and International Finance Corporation, Women, Business and the Law 2014: Removing Restrictions to Enhance Gender Equality: Key Findings (2014): p. 8.

  • Indiastat, ‘Workforce Participation Rate by Sex and by Sector in India’ (2013)

  • EjazGhani, William Kerr, and Stephen D. O’Donnell, The World Bank, ‘Promoting Women’s Economic Participation in India,’ Economic Premise (2013); ‘India: Why is Women’s Labour Force Participation Dropping?,’ International Labour Organisation press release, February 13, 2013; Ricardo Hausmann, Laura D. Tyson, and Saadia Zahidi, The Global Gender Gap Report 2012, World Economic Forum (2012)

  • Press Search; World Economic Forum, Gender Gap Report 2010; World Bank

  • McKinsey&Company – Women Matter: An Asian Perspective. Harnessing female talent to raise corporate performance

  • ShirishSankhe, IreenaVittal, Richard Dobbs, et al, India’s Urban Awakening: Building Inclusive Cities, Sustaining Economic Growth, McKinsey Global Institute (2010).

  • Gary Barker, Manuel Contreras, Brian Heilman, Ajay Singh, Ravi Verma, and Marcos Nascimento, Evolving Men: Initial Results from the International Men and Gender Equality Survey, (2011).

  • Inter-Parliamentary Union, Women in National Parliaments (2012).

  • Karl F. Inderfurth and Persis Khambatta, ‘India’s Economy: The Other Half,’ Center for Strategic and International Studies (2012).

  • Community Business, Cranfield University – ‘Standard Chartered Bank: Women on Corporate Boards in India’ 2010

  ABOUT THE CHERIE BLAIR FOUNDATION FOR WOMEN

  The Cherie Blair Foundation for Women provides women entrepreneurs in developing and
emerging markets with the skills, technology, networks and access to capital that they need to become successful small and growing business owners, so that they can contribute to their economies and have a stronger voice in their societies. Working in partnership with local and international non-profit organisations, the private and public sector, the Cherie Blair Foundation for Women develops projects with sustainable solutions to the challenges women entrepreneurs face through three programmes: Enterprise Development, Mentoring and Mobile Technology.

  In India, the Foundation has worked with India’s Self Employed Women’s Association (SEWA) and the Vodafone Foundation in India to develop a mobile application to support a successful women-led agricultural cooperative. It is also working in partnership with the Mann Deshi Foundation to support women entrepreneurs in the Maharashtra region.

  For further information, please visit: www.cherieblairfoundation.org.