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Invest more to accelerate gender equality
The theme for this year’s International Women’s Day carries a lot of significance for women in Bangladesh as well as around the world. Gender equality is an issue that needs to be addressed with priority by all global stakeholders. Bangladesh has been able to make some progress in this regard, but the country still has a long way to go.
In terms of women’s participation in the labour force, Bangladesh has come a long way. In 1974, only four percent of women were working, which has increased to 38.5 percent now. This growth has been taking place faster than that of male participation in the labour force. Women are not only working in traditional sectors like agriculture and the export-oriented RMG production, but also in emerging sectors such as hotel and restaurant, transport, real estate services, telecommunications, and banking and insurance. Access to higher education has enabled women to secure high-value jobs.
However, despite the progress, the gender gap in managerial positions in these sectors remains high.
There are several reasons behind that. Higher education and skills are important requirements for better jobs irrespective of gender. Though the number of educated women has increased over the years, there is still a low supply of highly educated and technologically skilled women compared to men. Women’s participation in science, technology, engineering, and mathematics (STEM) is much less than men. Unless women can catch up in this area, they will be lagging behind in terms of career and income.
There are only a small number of women occupying managerial or senior positions, because there are substantial impediments to the progression of women’s careers. These obstacles include gender prejudice and inequity, inadequate access to mentorship and networking opportunities, and limited family-friendly policies such as flexible working arrangements. The underrepresentation of women in decision-making positions is a complex issue that is influenced by economic, social, and cultural factors. These factors include gender-based discrimination, societal expectations, and systemic barriers that prevent women from accessing the same opportunities as men.
The patriarchal system is the most significant obstacle to women’s advancement. In patriarchal societies, women are viewed as inferior and less competent than men, regardless of their education and experience. Men tend to undermine women to maintain their dominance, perpetuating gender inequality in all spheres, including the workplace, home, and society. As a result, women face a constant struggle to demonstrate their worth and competence, particularly in decision-making positions. They are often subjected to gender-based discrimination, which manifests in the form of unequal pay, limited opportunities for advancement, and a lack of support for work-life balance.
Another crucial issue is how a lot of women are forced to choose between motherhood and their careers. While many young university graduates enter the workforce with great enthusiasm, this enthusiasm sometimes declines as they start families. Consequently, many female executives leave their positions mid-career, reducing the number of capable women in senior positions. When these women want to return to the workforce after a while, their knowledge may be outdated, and they do not get the desired job due to their prolonged absence from employment. In a job market that is already challenging for fresh graduates, women must persevere and acquire new skills to remain competitive.
To recruit and retain more women in the job market, employers and policymakers should implement family-friendly policies, such as flexible work arrangement and affordable childcare. These policies can help women maintain their careers while also fulfilling their caregiving responsibilities.
Furthermore, employers can provide training and development programmes that cater to the needs of women who have taken career breaks, to help them refresh their knowledge and skills and stay competitive in the job market. This can also help address the issue of women’s underrepresentation in senior positions as it enables more women to re-enter the workforce and advance in their careers.
Another crucial issue is the pay gap, which exists in many countries around the world. It is a manifestation of deep-seated gender inequality in society, which is perpetuated by cultural norms and biases that undervalue women’s work and contribution to the economy. This can be achieved through a combination of policy interventions, such as implementing equal pay legislation and increasing transparency around pay, as well as through awareness-raising campaigns and education programmes to promote gender equality and to empower women to negotiate for better pay.
Achieving gender equality is indeed a long and challenging journey, and it requires collective effort from all members of society to make significant progress. While there have been many positive steps taken by policymakers and organisations to address gender inequality, there is still much work to be done. This includes challenging traditional gender roles and stereotypes, promoting equal opportunities for women in all fields, and ensuring that women have access to education, technology and innovation that can help them achieve their full potential. The government and the private sector have to invest in these areas to accelerate gender equality.
Dr Fahmida Khatun
is executive director at the Centre for Policy Dialogue (CPD). Views expressed in the article are the author’s own.