SJIF Impact Factor: 7.001| ISI I.F.Value:1.241| Journal DOI: 10.

36713/epra2016 ISSN: 2455-7838(Online)

EPRA International Journal of Research and Development (IJRD)
Volume: 5 | Issue: 9 | September 2020 - Peer Reviewed Journal

SKILL DEVELOPMENT FOR WOMEN EMPOWERMENT

IN INDIA: A REVIEW

Harisha N
Assistant Professor, Department of Economics, Karnataka State Open University, Mukthagangothri,
Mysore,

ABSTRACT
Gender equality and empowerment plays an important role in economic development. In India majority of women and
men residing both in rural and urban areas are unskilled. However, more number of women residing in the rural areas
is unskilled compared to men living in both rural and urban areas. And these unskilled women workers are working in
the informal sector facing many problems including lack of skills. The studies reveal that more than 90 per cent of
women workers are concentrated in the informal sector. However, the condition of women in the informal sector is
miserable, most of time they have to work in extremely low wages and without any job security and social security
benefits, apart from these working conditions also unsatisfactory. And for all these problem lack of skill among women
is one of the main reasons. Hence, to empower women working in the informal sector and fulfill the dream of Make in
India concept of our Hon. Prime Minister there is an urgent need to transform them as ‘skilled worker’ through
suitable programmes and policies. This paper mainly focused objectives like, to discuss the importance of skill
development for women empowerment in the informal sector in India, analysis the challenges for women to attain
skills, and to suggest suitable policy measures to improve employability of the women workers in the informal sector.
The proposed study mainly is descriptive in nature and based on secondary sources. The study suggests that there is a
need to further develop HRD and training policy from a gender perspective, with an understanding of local customs
and traditions. Besides this, there is a need to make the skill development process accommodating and flexible to
encourage women to enroll. The training may have to incorporate teaching of basic skills such as numeracy, problem
solving, communication, learning to learn, and team work and, other deeply impacting skill such as behavioral skills,
including building selfesteem, self-organizational and negotiating capacity for employment purpose.
KEY WORDS: Empowerment, Skill, Gender Gap, Training, Informal

INTRODUCTION sector facing many problems including lack of skills.

Gender equality and empowerment plays an According to the Census of India 2011, women
important role in economic development. In India constitute 48.46 percent of the total population and
majority of women and men residing both in rural and about 25.67 percent of them are designated as workers
urban areas are unskilled. However, more number of (GoI, 2011). In India the presence of the non-formal
women residing in the rural areas is unskilled compared economy has been overwhelmingly large with 92 per
to men living in both rural and urban areas. And these cent of the total workforce of about 458 million poor
unskilled women workers are working in the informal and vulnerable workers being part of this economy

2020 EPRA IJRD | Journal DOI: https://doi.org/10.36713/epra2016 | www.eprajournals.com |1 |

 SJIF Impact Factor: 7.001| ISI I.F.Value:1.241| Journal DOI: 10.36713/epra2016 ISSN: 2455-7838(Online)
EPRA International Journal of Research and Development (IJRD)
Volume: 5 | Issue: 9 | September 2020 - Peer Reviewed Journal

(GoI, 2012). The studies reveal that more than 90 per SKILL REQUIREMENT FOR WOMEN
cent of women workers are concentrated in the IN THE INFORMAL SECTOR
informal sector. Hence, it can be said that informal As per the skill gap study conducted by the
sector in India is the women’s sector. However, the National Skill Development Cooperation during 2010 -
condition of women in the informal sector is miserable, 2014, there is an additional net requirement of 109.73
most of time they have to work in extremely low wages million skilled manpower by 2022 across twenty four
and without any job security and social security key sectors. But in the case of women, they are today
benefits, apart from this working conditions also facing the economy which is increasingly becoming
unsatisfactory (Neha Mittal, 2012). less-labour intensive but more capital, technology,
According to the National Sample Survey knowledge and skills driven. Besides that they are
Office’s (NSSO) 68th round (2011-12), 79 percent of overwhelmingly work in the informal economy, with
the informal workers do not have a written job contract; less education and generating lower incomes than men.
71 percent are not eligible for paid leave; and 72 It is proven that female participation in the workforce
percent are not eligible for any social security benefits increases along with educational levels. Hence to
(NSSO, 2014). Hence, several international and unlock the full economic potential of women’s
national commissions, committees, research studies, participation, India needs to bring about an
seminars and discussions in the last six decades have employment revolution, along with a skill development
documented the socio-economic conditions of women or educational revolution. It is also observed, that the
workers in the informal sector in India. However, still concept of training and skill development of women
the status of women in the non formal sector is far from needs to move beyond the conventional goal of
satisfactory. And for all these problem lack of skill imparting technical and managerial competencies, to
among women is one of the main reasons. Hence, to playing a broader role of even including basic literacy,
empower women working in the informal sector and numeracy, critical social and political awareness,
fulfill the dream of Make in India concept of our Hon. awareness about gender and enhancing life skills
Prime Minister there is an urgent need to transform (FICCI, 2014, Nitika Diwakar and Tauffiqu Ahamad,
them as ‘skilled worker’ through suitable programmes 2015).
and policies. Against this background the paper is India is experiencing a demographic dividend
designed with the following objectives. as more than 50 per cent of the population is in the
working age group which can make India the skill
OBJECTIVES AND METHODOLOGY capital of the world. It is estimated that by 2020, the
1. To discuss the importance of skill average Indian will be 29 years of age compared to
development for women empowerment in the average age of 37 years in China and US and 45 years
informal sector in India; in Europe and 48 years in Japan. However, skilling this
2. To analyse the challenges for women to youth bulge constitutes a challenge particularly when
attain skills; there is preponderance of informal sector (Sunita
3. To suggest suitable policy measures to Sanghi and Kuntal Sensarma 2014). In fact, during the
improve employability of the women workers next 20 years the labour force in the industrialized
in the informal sector. world is expected to decline by 4%, while in India it
This paper is based on the information gathered will increase by 32%. This poses a formidable
through available secondary sources and literature challenge and a huge opportunity. To reap this
reviews. The secondary sources include the reports demographic dividend which is expected to last for
collected from governmental reports, journals, articles, next 25 years, India needs to equip its workforce with
books, documents of various ministries/departments employable skills and knowledge so that they can
and organizations, papers and web-sites are used in this contribute substantively to the economic growth of the
study. The proposed study mainly is descriptive in country (Nitika Diwakar, Tauffiqu Ahamad, 2015).
nature. However, research conducted in the informal sector
suggests the need for further research into the
prevailing conditions that have led to the failure of the
existing training and skill development initiatives of the
government. It also demands action in the form of
policy change and local level initiatives and building of

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 SJIF Impact Factor: 7.001| ISI I.F.Value:1.241| Journal DOI: 10.36713/epra2016 ISSN: 2455-7838(Online)
EPRA International Journal of Research and Development (IJRD)
Volume: 5 | Issue: 9 | September 2020 - Peer Reviewed Journal

institutes that are sensitive to the needs and work Women face complex ground realities,
conditions experienced by women and men separately. including low levels of literacy, discriminatory social
The aim of skill development, particularly in customs and traditions, limited hours available for
case of women, is not merely to prepare them for jobs, training and work, and limited exposure and
but also to improve the performance of women workers unfamiliarity with new technology. Besides that, low
by enhancing the quality of work in which they are social value is attached to girl´s education, and as they
engaged. Training and skill development will are considered secondary income earners, lower
encourage higher self esteem among women and importance is given to training of girls for employment.
overall personality development. It is also urged that Hence, a sustainable skill development programme
for skill development to be more effective, training would aim to take on board, both women’s as well as
needs to bend towards developing the kind of skills men’s concerns and experiences. These should form an
women already know. However, focus on upgradation integral part of the design, implementation, monitoring
need not be at the cost of developing new skills, and evaluation of policies and the programmes on skill
especially in the case of women who otherwise may get training and development. The key strategy for
further entrenched in traditional skills and roles. Hence, women’s empowerment and gender equality is to
there is a need to make the skill development process combine policy and institutions at the local level (Anju
accommodating and flexible to encourage women to Malhotra et. al, 2009).
enroll (GoI, 2015). The 11th five year plan (2007-12) Apart from this, The National Skill
has recognized India’s massive need to skill millions of Development Corporation (NSDC) has identified a few
formal and informal workers in the next ten years. In of the major challenges, which need to be addressed for
response, the government has developed many schemes building a conducive ecosystem, of skill development
to increase the proportion of formal and informal for the women workforce. These are as follows, (i) the
skilled workers in its total workforce especially women large number of women who need to be trained since
from a mere 2 percent now to 50 percent by 2022, thus currently only 2% of the female workforce is formally
creating a 500 million strong resource pool. Therefore trained, (ii) inadequacies in the quality and relevance of
it is clear that there is an urgent need for a paradigm TVET (technical and vocational employment training
shift in the skill development sector, in favor of special in India), (iii) inadequate Infrastructure, acute shortage
training, innovations and high quality training. of trained women workers, poor quality of training, (iv)
lack of mechanisms to judge and certify quality, (v)
CHALLENGES FOR WOMEN IN inequity in access to TVET for women (vi) low level of
ATTAINING SKILL education of potential women trainees that limits
The informal sector includes small training of women in the formal sector, (vii) lack of
entrepreneurs, paid and unpaid establishment workers, recognition of prior learning of potential women
independent workers, casual workers etc. The majority trainees (viii) relatively high opportunity cost of
of women working in informal sectors learn their skills learning involved for training women (Institute of
on the job, something that is common to both the Social Studies Trust,2012). Hence, it can be said that
formal and informal sectors. However, many times, women face unique problems in attaining skill and
apprenticeship might provide basic skills but does not there is a need for unique solutions.
familiarise the workers with new technologies or
managerial skills (Singh, 1992). Constraints of both MAJOR SUGGESTIONS
time and money often prevent women workers in the Following are some of the suitable policy
informal sectors from acquiring further training, even measures to improve skills of women workers in the
when such facilities exist. It is also to be noted that the informal sector.
initiatives required to skill the workforce, cannot be Need for Gender Sensitive Training and
assumed to be the same for both men and women, as Policy
women and men face very different social and First and foremost there is an urgent need to
economic circumstances in India. Gender differences further develop HRD and training policy from a gender
abound right from the access to and the availability of perspective, with an understanding of local customs
education and training, to the conduct of training and traditions. It also implies focus on improvements in
programmes. access to education and training for girls, including the
provision of services, such as transport, hostels,

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 SJIF Impact Factor: 7.001| ISI I.F.Value:1.241| Journal DOI: 10.36713/epra2016 ISSN: 2455-7838(Online)
EPRA International Journal of Research and Development (IJRD)
Volume: 5 | Issue: 9 | September 2020 - Peer Reviewed Journal

scholarships, and other incentives to encourage women Provision of vocational training in schools
to enroll for education and training. Besides that the The dropout rate from schools is high usually
training may have to incorporate teaching of basic after the 8th standard. Most often, the drop outs from
skills such as numeracy, problem solving, schools at this stage have very little technical skills, and
communication, learning to learn, and team work and, have no option but to join the informal sector. It is
other deeply impacting skill such as behavioral skills, therefore recommended that vocational education
including building selfesteem, self-organizational and should be introduced at the level of secondary
negotiating capacity for employment purpose. Issues of education, or from 9th standard onwards, to attract
identity, autonomy, leadership, rights and students who may drop out, to skill them and as a result
responsibilities, entrepreneurial and business provide them with better livelihood opportunities. The
management skills, increasing awareness on gender are National Vocational Education Qualifications
to be relevant issues for women. Framework (NVEQF), currently being developed, will
encourage integration of vocational and general
Streamlining the Skill development education.
programmes
The entire national skill development system Making Use of private sector
should be put under the umbrella of one ministry, rather If India has to benefit from the demographic
than running them under the leadership of two key dividend, the private sector has to take a responsible
Ministries, i.e. Ministry of Labor and Employment and position in the skill development sector. Two policy
Ministry of Human Resource Development and several level changes that could be undertaken are: (a) As more
other Ministries. This will lead to better focus and investments are crucial for skill development sector,
coordination between different initiatives. one innovation that is suggested for India, is taxing of
medium and large industries to contribute to a fund for
Up gradation of the craftsmen training reinvestments in skill development. Such a provision
scheme which is successfully in place in 61 countries, not only
The main institutions under the craftsmen substantially supports the skill development efforts of
training scheme in India are public Industrial Training the country, but also helps in meeting the demand for
Institutes (ITIs) and private Industrial Training Centers skilled persons from the industry. And (b) Local
(ITCs). The aim of the ITIs and the ITCs is to provide industry needs to become members of the governing
skilled workers to the informal sector, however, body of ITI, to guide them about the new and emerging
evidence shows that both the institutes have performed needs of the industry.
poorly on their mandate. ITIs have been criticized for
offering training in trades that are out dated and not Changes at attitude level of the society
relevant for the modern day employment requirements. Along with other measures, identifying and
Furthermore, “the share of ITI graduates who entered making efforts to change basic and nuanced socio-
self employment or became employers was not much cultural values with a view to eliminate existing biases
greater than 10 per cent while only around 5 per cent of that women in the country face when seeking
ITC graduates joined the unorganized economy. The employment in necessary. Greater efforts are needed in
main reason is that running a small business requires the form of awareness programmes, counseling of
much more than simply possessing a particular families to assuage their fears with regards to training
occupational skill. It requires the ability to run a small of women, and investment in personality development
business, which requires a person to be multi-skilled. of women to be able to analyze and challenge
This sort of training is not imparted in the ITIs and discriminatory practices.
ITCs. Hence, there is a dire need to upgrade the
craftsmen training centre. Besides, the expansion of Identification and Up Gradation of Skills
ITIs is and ITCs, it is equally crucial to build basic One method of encouraging participation in
infrastructure especially in remote areas, making ITIs skill development is the identification of skills that are
more accessible, particularly for women. already known and up gradation of the same; such an
approach would increase the acceptability of the
training being offered. It is also equally important to
provide training after identification of changing norms

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 SJIF Impact Factor: 7.001| ISI I.F.Value:1.241| Journal DOI: 10.36713/epra2016 ISSN: 2455-7838(Online)
EPRA International Journal of Research and Development (IJRD)
Volume: 5 | Issue: 9 | September 2020 - Peer Reviewed Journal

and aspirations of women. To make training certain percentage of intakes in training of trainers
programmes actually accessible to women, it would be institutes, for women. New institutes exclusively for
crucial to provide additional basic services and training of women as trainees and trainers will also be
facilities such as, safe and secure transport, toilets, etc. promoted by Government.

Need for Accessible and affordable training CONCLUSIONS

With poor infrastructure, accessibility Various governments both central and state
continues to be a major problem for women. Hence, It have made several efforts to uplift women workers in
is crucial to build and fund modern institutes of the informal sector through several innovative
training, which are made easily accessible for women programmes. However, it has not succeeded up to a
by building additional infrastructure for instance in satisfactory level due to many confronting issues and
terms of safe and secure roads. To enable and inhibitions. In order to unlock the full potential of
encourage individuals belonging to low income groups women workforce in India, the need of the hour is to
to join vocational training programmes, it is important bring about an employment revolution along with a
to provide quality training at an affordable cost with the skill development revolution. The planners should
option of availing loans and scholarships. focus on women specific policies for their effective
participation in the employment market. As it would
Channelizing training through the local help India to meet its skilling target and reap benefits of
institutions having the largest workforce by 2025 and make ‘Make
Additionally, channeling training through the in India Concept’ a successful one.
existing local institutions of governance can prove to be
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 SJIF Impact Factor: 7.001| ISI I.F.Value:1.241| Journal DOI: 10.36713/epra2016 ISSN: 2455-7838(Online)
EPRA International Journal of Research and Development (IJRD)
Volume: 5 | Issue: 9 | September 2020 - Peer Reviewed Journal

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