EPFO’s Employer Rating Survey

Context

Employees’ Provident Fund Organization (EPFO) and the Ministry of Women and Child Development (WCD) have launched a new survey on “increasing women participation in the workforce”.

About Survey

About EPFO Established by- Employee Provident Fund and Miscellaneous Provision Act, 1952 Nodal Ministry- Ministry of Labour and Employment, Government of India. Function- Provide social security to workers working in India. EPFO is the largest social security organization in the world

1. Focus of survey- Enhancing Women's Participation
2. Detailed Questionnaire: The survey EPFO's 30 crore subscribers, includes a comprehensive questionnaire on the working conditions for women in companies nationwide.
3. Key Inquiries: The crucial aspects of survey:

1. The provision of flexibility in working hours
2. Existence of an internal complaints committee for addressing Prevention of Sexual Harassment (POSH) formalities.
3. Availability of crèche facilities,
4. Transportation during late hours,
5. Adherence to the 'equal pay for equal work' principle for both male and female workers.

3. Details have to be submitted on the myscheme.gov.in portal.

Labor Force Participation Rate (LFPR) Measures the proportion of the working-age population (15-64 years) that is either employed or actively seeking employment. It is expressed as a percentage and provides insights into the extent to which the population is participating in the labor market.

Status of women workers in India

1. EPFO’s Annual Report for 2022-23:

1. There are 29.88 crore members across 21.23 lakh establishments under the EPFO’s ambit.
2. Women’s labour force participation rate (LFPR) has improved over the last few years.
3. Much of this increase has been seen in the unpaid work category

2. Periodic Labour Force Survey (PLFS):

1. The female participation rate rose to 27.8 per cent in 2022-23 from 17.5 per cent in 2017-18
2. Major chunk of this is “helpers in household enterprises”, who do not receive any regular salary for their work.

3. Centre for Monitoring Indian Economy:

1. Female LFPR reduced to 8.73 per cent in 2022-23 from 11.80 per cent in 2017-18
2. Female LFPR in rural areas slowed to 9.68 per cent in 2022-23 from 12.16 per cent in 2017-18,
3. In urban areas moderated to 6.90 per cent in 2022-23 from 11.10 per cent in 2017-18.

Global perspective of women workers (World Bank)

1. South Asia region had a female labour force participation rate of 26 per cent in 2022,
2. LFPR in India’s neighbouring countries: Sri Lanka (33%), Pakistan (25%), Nepal (29%), Bangladesh (38%) and China (61%).

Government‘s efforts in improving women’s LFPR

1. Proposed four labour codes: government has incorporated specific provisions for safeguarding the employment of women workers.
2. The Code on Social Security, 2020: It addresses issues like enhanced paid maternity leave and mandatory crèche facilities.
3. The Code on Occupational Safety, Health and Working Conditions (OSH), 2020: improved conditions for women workers in the above-ground mines.
4. The Code on Wages 2019: It includes provisions to eliminate gender-based wage discrimination for similar nature of work.
5. Aatmanirbhar Bharat package: It includes various long term schemes/ programmes/ policies to create women employment opportunities.

Challenges in Female Labor Force Participation in India

SR	Challenges in Female Labor Force Participation	Solutions
1	Gender Stereotypes and Societal Norms	Promoting gender-neutral education and challenging stereotypes through awareness campaigns.
2	Lack of Access to Education	Implementing policies to enhance educational infrastructure, scholarship programs, and vocational training for women.
3	Workplace Discrimination and Harassment	Strict implementation of anti-discrimination laws, promoting workplace inclusivity, and establishing effective grievance redressal mechanisms.
5	Limited Flexibility and Remote Work Opportunities	Encouraging companies to adopt flexible work arrangements, telecommuting options, and promoting a culture of work-life balance.
6	Disparities in wages between male and female workers	Enforcing equal pay for equal work, promoting transparency in salary structures, and advocating for fair wage policies.
7	Safety Concerns during Commute	Improving public transportation safety, providing secure transport options, and ensuring workplaces have proper security measures.
8	Limited Representation in Leadership Roles	Encouraging diversity initiatives, mentorship programs, and leadership training to empower women to take on leadership positions.
9	Inadequate enforcement of existing labor laws and gender-specific regulations	Strengthening legal frameworks, ensuring strict enforcement of anti-discrimination laws, and promoting gender-sensitive policies.

Conclusion

EPFO's survey marks a crucial step toward addressing gender disparities in the workforce. Government initiatives, coupled with private sector collaboration, are vital for fostering inclusive and equal opportunities.

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