• Sri Lankan female labour force participation rate stagnant at 30-36%
• In stark contrast to 75% labour force participation rate among men
• Urgent need for policy interventions to enhance access to decent work
• Agri, manufacturing, education are top 3 industries employing women
• Gender biases, societal stigma are associated with certain jobs/sectors
• Enhancing women’s economic empowerment offers numerous benefits
• Promoting gender equality in labour market enhances economic efficiency

Women in Sri Lanka represent a significant yet underutilised pool of human resource with immense potential and capabilities, asserted Institute of Policy Studies of Sri Lanka (IPS) Research Economist Sunimalee Madurawala in an interview with The Sunday Morning.

Madurawala emphasised that ensuring women’s economic empowerment was crucial for achieving an inclusive recovery from the economic crisis, pointing out that despite comprising 54% of the working-age population, women’s share in total employment stood at only 34%. 

She noted that since the late 1990s, the Female Labour Force Participation Rate (FLFPR) in Sri Lanka had remained stagnant, fluctuating between 30-36% – in stark contrast to the 75% labour force participation rate among men.

According to IPS study findings, several barriers hinder women’s access to decent work in Sri Lanka, including legal, social, and infrastructural factors. Outlining recommended interventions to increase women’s participation in decent work, Madurawala said the most crucial and immediate step was to create ‘decent jobs’ not just for women, but for all individuals seeking employment and that it was essential to establish a supportive policy environment that encouraged accessible and regulated formal childcare options.

“Historically, governments have primarily focused on creating job opportunities without sufficient attention to other dimensions of decent work. However, aspects such as workplace safety, healthy working conditions, access to social security, workers’ rights, and social dialogue are equally essential considerations, particularly for women when deciding to pursue employment,” she added.

Commenting on the role of the private sector in ensuring women’s access to decent work, she said it could prioritise the offering of ‘decent job opportunities,’ address barriers to decent work within workplaces, provide support services such as childcare and transportation facilities, and invest in services that facilitate women’s access to decent work, among other measures.

Following are excerpts of the interview:

To start off, what is the definition of decent work?

The idea of ‘decent work’ goes beyond just having a job; it focuses on the quality of employment across four key dimensions. 

Firstly, it involves access to various job opportunities. Secondly, it ensures social protection, including fair pay, workplace safety, healthy working conditions, and access to social security. 

The third dimension guarantees workers’ rights, such as freedom of association, non-discrimination, and the absence of forced and child labour. Lastly, it emphasises social dialogue, allowing workers to voice their opinions and negotiate work-related matters.

Could you tell us about women’s participation in the workforce in Sri Lanka and their participation in terms of decent work? 

Since the late 1990s, the FLFPR in Sri Lanka has remained stagnant, fluctuating between 30-36%. This stands in stark contrast to the approximately 75% labour force participation rate among men. 

For instance, recent data from the Department of Census and Statistics reveals that in 2022, the FLFPR was recorded at 32.1%, while the male labour force participation rate stood at 70.1%. Women’s choices to enter the workforce are often influenced by factors such as marital status and family obligations, which do not have a considerable effect on men’s decisions to join the labour force.

In terms of accessing decent work, both men and women face significant challenges in Sri Lanka, with women encountering greater obstacles. A recent study done by IPS with the support of the Partnership for Economic Policy (PEP) and Co-Impact found that only 7.7% of women aged 15-60 have access to decent work, compared to 8.3% of men. This highlights the urgent need for policy interventions to enhance access to decent work, particularly for women. Such measures are vital for Sri Lanka, given its demographic transition and current economic circumstances.

What are the main industry sectors that employ women in Sri Lanka? 

According to the latest data, agriculture, manufacturing, and the education sectors are the top three industries employing women in Sri Lanka. 

In terms of percentages, the agriculture sector employs 27% of the total employed women, while the manufacturing and education sectors provide employment opportunities for 23% and 16% of employed women, respectively.

What are the main barriers to women’s access to decent work in Sri Lanka?

According to our study findings, several barriers hinder women’s access to decent work in Sri Lanka, including legal, social, and infrastructural factors. 

Gender biases embedded in legislation pose significant obstacles to women seeking employment opportunities. Many existing laws are outdated and paternalistic, placing undue burdens on employers when hiring women. These regulations often mandate additional safeguards for female employees, further complicating the hiring process. Despite constitutional provisions for gender equality, shortcomings in law enforcement and entrenched gender stereotypes continue to impede women’s ability to secure decent work. 

A lack of social infrastructure, like childcare facilities, poses a significant barrier to women’s access to decent employment opportunities. There is a notable lack in usage of formal childcare services by parents, and they often resort to informal childcare arrangements involving grandparents, relatives, and neighbours. The limited availability, high costs, and insufficient monitoring and regulation are the primary factors constraining the use of formal childcare services. Working mothers without access to either of these options may be compelled to leave the workforce.

Reliable, safe, and affordable transportation is crucial to enhance opportunities for women to access decent work. However, the public transportation system in Sri Lanka faces a number of challenges, notably concerning safety and reliability. This makes commuting to work time-consuming and exhausting, creating a major hurdle for women seeking employment beyond their immediate vicinity.

Existing social norms mostly discourage women’s access to decent work. Traditionally, women are perceived as caregivers and are expected to fulfil caregiving responsibilities, with their participation in market activities often not encouraged or valued as highly as men’s contribution to household income generation.

Additionally, gender biases and societal stigma are associated with certain jobs and sectors, discouraging women from pursuing non-traditional careers. Women are often steered towards ‘women-appropriate’ jobs, primarily in the service sector, such as teaching. 

Within workplace cultures, women encounter challenges associated with social perceptions. For instance, employers often consider female employees as less committed to work due to factors such as taking frequent leave, reluctance to participate in employment-related activities outside office hours, and seeming less interested in career development opportunities.

However, in many cases, these behaviours are linked to women’s caregiving responsibilities and other family commitments, such as caring for sick children and elderly relatives, attending children’s educational matters, and participating in community activities.

What interventions would you recommend to increase women’s participation in decent work?

The most crucial and immediate step is to create ‘decent jobs’ not just for women, but for all individuals seeking employment. As previously mentioned, the concept of decent work is multifaceted, covering various aspects that ensure the workforce has access to high-quality employment opportunities. 

Historically, governments have primarily focused on creating job opportunities without sufficient attention to other dimensions of decent work. However, aspects such as workplace safety, healthy working conditions, access to social security, workers’ rights, and social dialogue are equally essential considerations, particularly for women when deciding to pursue employment. Therefore, promoting the concept of decent work and ensuring that both existing and new employment opportunities meet the criteria of decent work are crucial. 

The IPS study also found that tertiary education has a notable and beneficial effect on increasing access to decent employment opportunities, so ensuring broader access to education, especially tertiary education, is vital for enhancing women’s access to quality employment.

Additionally, addressing concerns regarding other barriers to accessing decent work, such as gaps in legal provisions, infrastructure facilities, and social norms, would inevitably increase women’s participation in decent work.

How can the private sector contribute towards ensuring women’s access to decent work?

The private sector can play a significant role in ensuring women’s access to decent work through various measures. Firstly, it can prioritise offering ‘decent job opportunities,’ which encompass employment with social security, safe working conditions, workers’ rights, and avenues for social dialogue. 

Additionally, addressing barriers to decent work within their workplaces is crucial. This involves fostering a workplace culture that supports women’s access to decent work by implementing gender-sensitive policies and practices in hiring, compensation, and career advancement. Providing support services such as childcare and transportation facilities can further facilitate women’s participation in the workforce, along with encouraging their leadership and decision-making roles.

Moreover, the private sector can contribute by investing in services that facilitate women’s access to decent work. A prime example is investing in childcare services, which can significantly ease the burden on working mothers and enable more women to participate in the labour force. Such investments not only benefit individual women but also contribute to the overall economic empowerment and development of society.

What are the interventions needed to ensure the availability of affordable childcare and safe transport for women in the workforce?

It is essential to establish a supportive policy environment that encourages accessible and regulated formal childcare options. In this regard, urging the Government to finalise and implement the National Policy for Child Day Care Centres and the National Policy on Early Childhood Care and Development is important. 

Encouraging the private sector to invest in and provide childcare services as viable business ventures can also help improve accessibility. Furthermore, capacity building programmes for personnel involved in childcare services are crucial to ensure the quality and effectiveness of childcare provisions.

In terms of improving the public transportation system, it is crucial to invest in infrastructure, upgrade vehicles, and implement safety measures. Strengthening existing laws and regulations and ensuring their proper implementation are vital steps to deter harassment and guarantee the safety of female commuters. Additionally, conducting public awareness campaigns to educate the community about the importance of respecting women’s safety on public transportation and encouraging bystander intervention in cases of harassment or assault is essential. 

Aside from tackling supply-side challenges to ensure a safe and dependable public transport system, it is equally essential to prioritise demand management, particularly in addressing overcrowding issues. To this end, prioritising the creation of employment opportunities in rural areas becomes paramount as it helps reduce unnecessary commuting and alleviates overcrowding in urban areas significantly.

How important is women’s economic empowerment as Sri Lanka seeks to recover from the economic crisis?

Women in Sri Lanka represent a significant yet underutilised pool of human resource with immense potential and capabilities. Despite comprising 54% of the working-age population, their share in total employment stands at only 34%. Ensuring women’s economic empowerment is crucial for achieving an inclusive recovery from the economic crisis.

For this, addressing gender disparities and barriers that impede women’s full participation in the economy is a must. It would foster a more equitable and resilient recovery. The International Monetary Fund (IMF) also emphasises the importance of ensuring women’s economic empowerment in Sri Lanka’s recovery efforts. The IMF identifies this as a vital growth-enhancing structural reform area that requires renewed focus and efforts. 

Enhancing women’s economic empowerment offers numerous benefits to the country. In the context of Sri Lanka, it is a vital option to offset the challenges posed by an ageing population. As demographic shifts and an ageing population reduce the number of new entrants into the labour market, the role of women becomes increasingly crucial.

Additionally, enhancing women’s economic empowerment has intergenerational benefits. Women with greater control over financial resources tend to invest in the health and well-being of their households, particularly children. Moreover, promoting gender equality in the labour market enhances economic efficiency and leads to improvements in overall development outcomes.