SOCIAL RELEVANCE PROJECT WORK ON

“GROWING RATE OF WOMEN FROM FUTURES

PERSPECTIVE”

THE PROJECT SUBMITTED TO THE

UNIVERSITY OF MUMBAI
IN PARTIAL FULFILLMENT OF THE REQUIREMENT
FOR THE AWARD OF DEGREE OF
MASTER OF MANAGEMENT STUDIES (MMS)

BY
AVHAD MADHURI DAGU JIJABAI
F-406

PARLE TILAK VIDYALAYA ASSOCIATION’S

PTVA’S INSTITUTE OF MANAGEMENT
VILE PARLE (E), MUMBAI – 400 057.
2020-2022
 CERTIFICATE

I Dr. Tejashree Deshmukh hereby certify that Ms. Madhuri Avhad

MMS Student of Parle Tilak Vidyalaya Association’s PTVA’s Institute
of Management, has completed a project titled ‘Growing rate of women
from Future’s Perspective’ in the Academic Year 2020-22. The work of
the student is original and the information included in the project is true to
the best of my knowledge.

(Signature of Guide with Date)

Dr. Tejashree Deshmukh

Faculty Guide
 DECLARATION

I, Ms. Madhuri Avhad MMS Student of Parle Tilak Vidyalaya

Association’s PTVA’s Institute of Management, hereby declare that
I have completed the project titled “Growing rate of women from
Future’s Perspective” during the Academic Year 2021-22.

The report work is original and the information/data and the references
includedin the report are true to the best of my knowledge. Due credit
is extended on thework of Literature/Secondary Survey by endorsing
it in the Bibliography as per the prescribed format.

(Signature of student with date)

 ACKNOWLEDGEMENT

It is a matter of great satisfaction and pleasure to present this Social

Relevance project report on “Growing rate of women from Future’s
Perspective”.

Firstly, I am extremely grateful to my mentor and project guide Dr.

Tejashree Deshmukh for her guidance, discussion and critical
assessment of the project.

I am also thankful to my institute Parle Tilak Vidyalaya Association’s

PTVA’s Institute of Management for giving me an opportunity to
undergo this learning experience. PTVAIM has given me access to
Turnitin, an internet-based plagiarismdetection service which helped me
check my project for similarity and deter any occurrence of plagiarism so
that I could follow all the norms set by our institutes ‘Internal Plagiarism
Policy’. I wish to acknowledge my project guide for his/her valuable
suggestions and support while using Turnitin and bringing down the
similarity report to desirable levels.

Finally, I take this opportunity to express my sincere gratitude to all those

who havedirectly or indirectly helped me in completing my project work.
SIMILARITY REPORT
 TABLE OF CONTENT
Sr. No. Particulars Page No.

1. Executive Summery 1

2. Introduction 2-3

3. Literature Review 4-5

4. Objectives 6

5 Need For Study 6

6. Research Methodology 6

7. Data Analysis 7-22

8. Conclusion 23

9. Reference 24

10. Bibliography 25

LIST OF TABLE
Sr. No. Particulars Page No.
1. Mature & Emerging Market 9
 CHAPTER 1. EXECUTIVE SUMMERY

The role of women in enterprises is not limited to an individual level but their
sustainable business model impacts the entire family, community and society. Whether it is a
corporate or social organization, women can perform effectively and efficiently in all areas of
expertise. They are change makers of society in their own way by reinventing the world while
addressing many issues in a comprehensive way. It is favourable to have women entrepreneurs
as they hold the ingenuity and holistic perspective for sustainable growth of the economy. The
perspective of women will add an interesting outlook to the research about their acceptance to
women-led enterprises and women empowerment. This study ensures some sense of the sheer
breadth of different approaches and perspective of women different regions of women-led
enterprises and entrepreneurship. The study aims to understand the women's perspective on the
factors which includes Government policy, women-led enterprises in rural and poor areas,
competence, higher education, comparison with general enterprise, innovation, leadership,
funding, society acceptance, business diversification, global goals for promoting women
entrepreneurship, national mission schemes, digital economy, risks, modern business
opportunity and barriers. The samples were selected using a stratified sampling technique. The
data analysis is performed on SAS platforms Enterprise Guide and Visual Analytics Studio has
underlined the perspective of women across Maharashtra. The study indicates the linkage
between perspective & opportunities for the growth of women-led enterprises. It also identifies
the barriers and challenges encountered by them.

1
 CHAPATER 2. INTRODUCTION

The traditional strategies adopted to uplift the developing countries has brought mixed
results but the newer approach i.e. the grassroots approach has redefined the foundation of
development. This approach addresses the issues of the people from the bottom of the pyramid
and aims at improving their lives by imparting the essential training and facilitating them to
establish their own businesses. This also includes developing their business insight and micro-
entrepreneurial skills. The skills are mostly imparted through projects for self-development
done through consulting and technical assistance by NGO’s. These micro ventures are
considered as sustainable due to their strong linkages to local people, less capital intensiveness
and better environment sensitivity.

Any development activity will not be successful if the recipient of the same is not in
the focus or is marginalized. In the process of economic development, upliftment of the quality
of life has been ignored which has resulted in uneven economic growth and has not contributed
to the development of the societies. The goal of development is not only to promote growth
economically but also improve the lives of the people which include traditionally marginalized
segments such as women
Many times, women find it difficult to get informal or formal employment hence, they
opt for self-employment which could be set up adjoining their house; having flexible hours of
work that will allow them to manage home and business well. In developing countries, small
women-led enterprises are important sources for generating income. They increase the chances
of employment and earning income which helps in alleviating poverty conditions.

The aforementioned has been considered by the Planning Commission, central

governments and state governments and thus realize that women should be brought into the
mainstream for holistic development of the country by empowering women entrepreneurs.
Here, the definition of women entrepreneurs as given by Government of India - an enterprise
owned and controlled by women having a minimum financial interest of 51 percent of the
capital and giving at least 51 percent of the employment generated in the enterprise to women.
The Industrial Policy of Government highlighted the necessity of entrepreneurship
programmes for women to facilitate them in starting small-scale enterprises. Despite taking
several efforts, the number of women entrepreneurs has not been increasing as expected.

2
 A year and a half into the COVID-19 pandemic, women have made important
gains in representation, and especially in senior leadership. But the pandemic continues to take
a toll. Women are now significantly more burned out—and increasingly more so than men.
Despite this added stress and exhaustion, women are rising to the moment as stronger leaders
and taking on the extra work that comes with this: compared with men at the same level, women
are doing more to support their teams and advance diversity, equity, and inclusion efforts. They
are also more likely to be allies to women of colour. Yet this critical work is going unrecognized
and unrewarded by most companies, and that has concerning implications. Companies risk
losing the very leaders they need right now, and it’s hard to imagine organizations navigating
the pandemic and building inclusive workplaces if this work isn’t truly prioritized.

3
 CHAPTER 3. LITERATURE REVIEW

Nisha Pandey (2019)

In “An Empirical Study on Women's Perspective of Women-Led Enterprises: With
Special Reference of Maharashtra” stated that This study attempted to understand the
perception of the potential and existing beneficiaries of such steps towards empowerment of
women. In spite of the existence of these development programmes targeted for women, the
progress has been sluggish. The barriers in the form of social acceptance, lack of financial
support, an outreach of skill training, etc were encountered. Thus, the crucial focus of this study
was suggesting measures to reduce in the barriers faced by the women entrepreneurs.

Parikshit Zade (2015)

In “Status of Women in India For GS1” researcher found that After a century of
revolutions, struggle, blood shedding, Sathyagrahas and sacrifices, India finally achieved
Independence on August 15,1947. Women shouldered critical responsibilities in India s
struggle for freedom. They held public ‟ meetings, organized picketing of shops selling foreign
alcohol and articles, sold Khadi and actively participated in National Movements. & covered
the actual condition of women from past 60 years.

Daniel Gavidia (2016)

In “CTI TN Women in Science and Technology” researcher stated that The incomplete
exploitation of women’s potential in STEM areas constitutes an important lost opportunity for
society. However, women face multiple barriers that prevent their recruitment, retention, and
promotion along the entire STEM career path. Several countries have recognized the
significance of these barriers and have implemented policy instruments to overcome them and
encourage gender parity in science.

Gowthamshree (2012)

“Women Empowerment Project” researcher stated that The primary objective of this
project was to assess progress in India toward the twin goals of gender equality and women‘s
empowerment. In general, the report finds that gender inequality is persistent in every domain
examined, and women are disempowered both absolutely and relative to men. Further, an
examination of indicators for which trend data are available shows that the progress toward
gender equality and women‘s empowerment remains very slow.

4
Poorvee Batra (2013)

“Project On Women Enterpreneurship in India” According to researched India is a male

dominated society & womens are assumed to be economically & socially dependent on male
members. Women Entreprenaurs faced lots of problems at start-up as well as operating stage
like non availability of finance, restricted mobility freedom & having to perform dual role at
home & office, but currently a huge number of women force has starting new startup, in
accordance scheme offered by government & promoting them to encourage other women.

5
 CHAPTER 4. OBJECTIVES OF THE STUDY

• To study the perception of women and understand their thinking and viewpoint with
respect to women-led enterprise
• To examine the perspective of females to understand the motivating factors linked to
women empowerment and women led enterprise.
• To identify the perception associated with barriers linked to the women-led enterprise.
• To measure the views of women with regards to competence, leadership qualities and
barriers

CHAPTER 5. NEED OF THE STUDY

The study is done for social relevance of Women from Future’s Perspective in
organization as well as family. The study indicates the linkage between perspective &
opportunities for the growth of women-led enterprises. It also identifies the barriers and
challenges encountered by them.

CHAPTER 6. METHODOLOGY
Nature of Research :-

The research is analytical in nature. It analyzes the concept of future of womens, as year
on year rate of women is increasing.

Sources of Data : -

The Study is done with the help of Primary data as well as secondary data, Secondary
information has been obtained from various published resources such as journals, books,
websites, research works & newspapers etc

6
 CHAPTER 7. ANALYSIS OF DATA

The study is divided into various sections shown as given below:

1. MOTIVATION OF WOMEN FOR OPTING ENTREPRENEURSHIP

The classification of women entrepreneurs is based on various motivational criteria that

inspire them to undertake entrepreneurial activities. Women belonging to varied socio-
economic and educational status choose entrepreneurship because of several reasons. Women
from lower economic strata- choose entrepreneurship due to their economic needs. Another
category of women are the ones who are educated but lack entrepreneurial knowledge. Then
there are women who belong to the middle class who have leisure time but don’t have enough
skills to take up entrepreneurial activities but are motivated to achieve something in life. The
last category of women is the one who is well off and are least interested in entrepreneurship.
In general, entrepreneurship activity is seen as a means for improving socio-economic status
and achieving economic independence.

2. STEPS TAKEN BY THE GOVERNMENT

Women's development has been a government policy objective since independence.
The same was reflected in the plans approved by India's Planning Commission. Until the
1970s, the entire concept of the development of women focused primarily on welfare. In the
1970s, there was a fundamental shift from welfare to development, which recognized the
mutually strengthening nature of the development process. In the 1980s, a cross-disciplinary
approach focusing on three key areas of health, education and employment was adopted. In all
sectors, including the SSI sector, women have been given priority. Governments and NGOs
have been paying increasing attention to the economic contribution of women through self -
employment and industrial enterprises.
3. REASONS FOR SLOW PROGRESS OF WOMEN ENTREPRENEURS IN INDIA

The difficulties and limitations experienced by female entrepreneurs have constrained

the growth of female entrepreneurship. The main barriers faced by female entrepreneurs are:
the biggest disincentive for female entrepreneurs is that they are women. A kind of patriarchal-
male dominant social order is their basic condition for business success. Male members believe
that it is a great risk to finance women's enterprises. In many parts of the country, male
chauvinism remains prevalent. In all aspects, women are considered weak. In a society

7
dominated by men, women are not treated as men who act as a barrier to the entry of women
into business. Women entrepreneurs struggle with men entrepreneurs who easily participate
in the promotion and development area and easily market their products with both the
organized sector and their male counterparts. Such competition ultimately leads to female
entrepreneurs being liquidated.

A majority of women in India often lead a less literate life. Thus, they are not self-
dependent which reduces their capacity to bear risks in a business unit. Generally, there is an
obsolete outlook towards women that they are not capable of entering in the field of
entrepreneurship. The mobility of women of India in India restricted as compared to men.
While setting up their business enterprise they encounter a challenge of humiliating approach
by government officials. Hence, this hinders the entrepreneurial spirit of women.

Women‘s family and personal obligations are sometimes a great barrier for succeeding
in a business career. Thus, it is difficult for women to strike a balance between their enterprise
and family. The financial institutions consider this as a limiting factor as they believe that
women can exit their business and shift to fulfilling their responsibilities. Motherhood, lack of
management experience, and traditional socialization have all been cited as reasons for delayed
entry into entrepreneurial careers. Another discouraging factor, in this case, arises when
women meet with the challenge of expanding a business or increasing the production capacity,
as they may not be in a position to finance the same.

Women controlled businesses are generally small in size. Therefore, they face a
constraint of accessing information regarding training, market access, schemes, concessions,
etc. There is a small percentage who are able to take the benefit of the same. There is a lack of
awareness regarding the assistance provided by the government in the form of incentives, loans,
schemes etc. by the institutions in the financial sector. So, the sincere efforts taken towards
women entrepreneurs may not reach the entrepreneurs in rural and backward areas. Apart from
the above discussed problems, there may occur other series of serious problems faced by
women entrepreneurs as improper infrastructural facilities, high cost of production, attitude of
people of society towards the women modern business outlook, low needs of enterprise.
Women also tend to start a business about ten years later than men, on average.

8
TRANSITION IN THE AGE OF AUTOMATION :-

In the automation age, women face new challenges overlaid on long-established ones.
Technology adoption could displace millions from their jobs; many others will need to change
the way they work. Globally, 40 million to 160 million women may need to transition between
occupations by 2030, often into higher-skilled roles. If they make these transitions, women
could find more productive, better paid work; if they don’t, they could face a growing wage
gap or leaving the labor market. Men and women need to be skilled, mobile, and tech-savvy in
the automation age, but women face pervasive barriers. Concerted and creative new solutions
are needed to enable women to move forward. If women take advantage of transition
opportunities, they could maintain their current share of employment; if they cannot, gender
inequality in work could worsen.

FUTURE OF WOMEN AT WORK :-

Navigating transitions could put women on a path to more

productive, better-paid work; failing to do so could worsen
existing challenges. To capture job opportunities, millions
of women could need to make major work transitions by
2030. Concerted measures and creative new solutions by
governments, companies, and individuals are needed in
three areas to enable the necessary transitions and
overcome long-established barriers
• Invest in training programs and platforms to enable
Women to develop necessary skills.
• Enable women to balance unpaid and paid work, (Fig. Mature & Emerging Market)
and develop infrastructure and networks, to boost
their labor mobility.
• Raise women's access to technology, their skills to use it, and their share of tech jobs
and leadership roles.

WOMEN’S ECONOMIC OPPORTUNITIES IN INDIA

India is one of the world‘s fastest growing economies, with women mainly from the
middle class increasingly entering the workforce. Urban centres like Delhi and Bangalore have
seen an influx of young women from semi- urban and rural parts of the country, living alone

9
and redefining themselves. However, the story of economic empowerment for women is not a
singular narrative; rather it is located in a complex set of caste, class, religious, and ethnic
identities.

The Global Gender Gap Report by the World Economic Forum in 2009 ranked India 114th out
of 134 countries for inequality between men and women in the economy, politics, health, and
education. On equal economic opportunities and women‘s participation in the labour force,
India ranked 127th and 122nd respectively. The number of women in the workforce varies
greatly from state to state: 21% in Delhi; 23% in Punjab; 65% in Manipur; 71% Chhattisgarh;
76% in Arunachal Pradesh. 28 The diversity of women‘s economic opportunities between
states is due to the cultural, religious, and ethnic diversity of each state. Northern states like
Delhi and Punjab lag far behind on gender equality measures, including the alarming sex ratio
between men and women (due to son preference and sex-selective abortion), low female
literacy levels, and high rates of gender-based violence.

THE FUTURE OF WORK WILL LOOK DIFFERENT FOR WOMEN AND MEN DUE
TO ENTRENCHED GENDER DIFFERENCES IN OCCUPATIONS AND SECTORS

According to Mckinsey Global Institute, Across countries, there are distinct gender
differences in employment across occupations and sectors, which shape women’s prospects for
jobs lost and gained differently from those of men. For instance, in mature economies women
account for only 15 percent of machine operators on average.4 However, women account for
72 percent, on average, of clerical support workers. In emerging economies, women make up
22 percent of machine operators on average, but 43 percent of clerical support workers. We see
a similar trend across sectors. More than 70 percent of workers in healthcare and social
assistance in nine of the ten countries studied are women. Conversely, less than 15 percent of
construction workers, and only about 30 percent of manufacturing workers, are female in many
countries.

To some extent, the concentration of men or women in specific occupations and sectors
reflects the degree to which women participate in the labour force, and is not correlated to level
of economic development. For instance, gender concentration in specific occupations and
sectors is more pronounced in India than in other countries studied, reflecting the facts that
women’s labour-market participation is relatively low and women’s jobs are concentrated in
agriculture. In countries like China and Canada where labour-force participation is relatively
high among women, gender concentration in certain occupations and sectors is less marked.

10
Nevertheless, even in mature economies with high female labour-force participation, gender
differences exist within occupations and sectors, suggesting that deep social and cultural norms
influence where women (and men) work. It remains unclear to what extent “innate” differences
between men and women contribute to choices about the kind of work they do. We do not
explore this topic in this report, and we acknowledge that, ultimately, where women and men
work is a matter of personal choice that is likely shaped by preference as well as social and
environmental factors.

The measures of gender concentration are entrenched and persistent, and they could be
difficult to overcome. They matter because where men and women are employed today
influences how they will be affected by automation, and this could also be indicative of their
ability to tap into future growth opportunities across sectors and occupations.

WOMEN MAY BE AT SLIGHTLY LESS RISK OF LOSING THEIR JOBS DUE TO

AUTOMATION THAN MEN

Patterns of potential jobs lost vary enormously between men and women as well as
within countries; this is driven by the mix of occupations in which women and men tend to
work within each country in our analysis, and the activities that make up these occupations.
Some activities, and therefore occupations, are more automatable than others. For instance,
routine physical tasks and routine cognitive work are both highly automatable, but those
requiring more complex cognitive, social, and emotional skills are less so. Men have high
representation in routine physical roles such as machine operators and craft workers, and nearly
40 percent of jobs held by men that could potentially be lost to automation are in these
categories. Conversely, women have high representation in many occupations with high
automation potential due to their high share of routine cognitive work, such as clerical support
worker roles and service worker roles; we estimate that this is where 52 percent of female job
losses could be (compared with 27 percent of male job losses).

WOMEN COULD ALSO EXPERIENCE JOB GAINS, ASSUMING THEY MAINTAIN

THEIR CURRENT SHARE OF EMPLOYMENT WITHIN SECTORS AND
OCCUPATIONS

Women’s slight advantage compared with men in their positioning to gain jobs reflects
the fact that so many more women than men work in healthcare. Particularly in mature
economies, demand for, and employment in, healthcare could grow significantly by 2030 as
the population ages and the cost of care continues to rise. . However, it is important to note that

11
women will be able to achieve these gains only if they are able to maintain their current share
of employment within sectors and occupations in the labor market; if not, women could risk
falling behind.

MORE THAN 150 MILLION NET JOBS COULD BE ADDED IN EXISTING

OCCUPATIONS AND SECTORS BY 2030

In our scenario to 2030 across the approximately 150 million net jobs (factoring in both
jobs displaced by automation and job creation) could be added in existing occupations and
sectors, the vast majority of which could be in emerging economies. Mature economies could
experience minimal net job growth or even a net decline as any gains in employment are
counteracted by higher rates of automation adoption. A

In mature economies, positive net job growth could be concentrated in only two sectors:
PST and healthcare. Today, women are well represented in the second but underrepresented in
the first in many countries; in Canada, Japan, the United Kingdom, and the United States,
women have lower representation in the PST sector compared with their average share in the
economy. In India, women are slightly underrepresented relative to economy-wide
participation in manufacturing and strongly underrepresented in construction and in
accommodation and food services.

MANY PEOPLE COULD MOVE INTO ENTIRELY NEW OCCUPATIONS, BUT

WOMEN MAY FACE MORE CHALLENGES MAKING THIS MOVE

Waves of technological innovation displace or change the nature of many jobs, but they
also create new ones, as was the case when economies shifted away from agriculture in the
past. Historical trends in the United States suggest that up to 9 percent of the employed
population could be working in entirely new occupations by 2030.8 Examples from the past
decade range from recently created jobs in machine learning and AI to ride-hailing drivers and
roles in sustainability and resource management. If we extrapolate from trends in the United
States across our sample of ten countries—recognizing that the United States is an imperfect
comparison for many of these countries—this translates into more than 160 million additional
jobs in entirely new occupations by 2030. This would be comparable to the entire net growth
in labor demand for existing occupations (after accounting for jobs lost due to automation) in

12
the sample of ten countries. Tapping into these jobs is therefore a major source of opportunity
for women.

However, employment in new occupations may be more challenging for women than
for men. MGI analysis of 135 recently created US occupations defined by O*NET in 2009
found that approximately 60 percent of jobs were in occupation categories that are male
dominated, and only 16 percent female dominated. Other studies have also found that men are
more likely to work in highly paid “frontier” jobs, a category of new occupations that involves
the deployment of next-generation technology.

MORE WOMEN THAN MEN MAY EXPERIENCE PARTIAL AUTOMATION OF

THEIR WORK

Even if women and men remain in their current jobs, the ways in which they work are
likely to change significantly as some of the component activities of their occupations are
automated, creating “partial automation” of their work. As an illustration, the typical auto
mechanic working in 2019 engages in a very different set of activities than the average
mechanic in 1950. These workers now use hydraulic lifts and diagnostic computers rather than
jacks and manual methods of diagnosis. However, the average number of auto mechanics has
not declined in most countries; instead, mechanics have experienced a major transformation in
the way they work because of partial automation.

Some evidence suggests that women could be more likely to face partial automation
than men. Using the United States as an example, we find that approximately half of
occupations that are mainly held by women are less than 50 percent technically automatable
by 2030, compared with about 20 percent of occupations largely performed by men. If this
pattern holds across countries, women could be at less risk than men of seeing their jobs
replaced in their entirety by machines, but could be more likely to experience a fundamental
change in their jobs.

• Work activities may shift in importance and could increasingly involve

collaborating with automated systems. As machines increasingly handle routine
physical and cognitive tasks, women could spend more time managing people,
applying expertise, and interacting with stakeholders. In an emergency room in
2030, for instance, health workers could spend less time doing clerical work
(due to the adoption of preregistration by mobile phone, computerized checkout

13
 and billing, and AI-led diagnostic tools), and physical work, but more time
interacting with patients.
• Certain skills could become more important. By 2030, jobs in Europe and the
United States could require up to 55 percent more time using technical skills
and 24 percent more hours using social and emotional skills.11 Time spent
using physical and manual skills and basic cognitive skills could decrease as
those activities are automated.
• More women could work flexibly. Co-location with colleagues is an important
part of working lives today, but technology could reduce the need to co-locate
as telecommuting becomes more widely adopted, for instance. The rise of these
new, more flexible ways of working is particularly helpful to women because
they disproportionately carry the “double burden” of working for pay and
working unpaid in the home in both mature and emerging economies.

ROUGHLY 40 MILLION TO 160 MILLION WOMEN GLOBALLY MAY NEED TO

TRANSITION BETWEEN OCCUPATIONS AND SKILL LEVELS

As jobs are lost and gained, women (and men) will need to transition across occupations
and skill levels in order to achieve the 2030 scenario we have simulated. Across the ten
countries data by Mckinsey, between 20 million and 100 million women may need to make
transitions across occupations to ensure that they are positioned for shifts in labour demand.
For men, we estimated that 35 million to 170 million men need to make these transitions. These
wide ranges reflect different potential paces of diffusion of automation technologies, which is
difficult to anticipate. The ranges are based on a midpoint automation adoption and an early
automation—or rapid— adoption scenario. Extrapolating these findings globally, between
around 40 million and 160 million women may need to transition across occupations—between
7 and 24 percent of women—compared with about 60 million to 275 million men, or 8 to
28 percent

If women are able to navigate the necessary transitions, they may be able to maintain,
or in some cases slightly increase, their current share of employment. However, if women are
not able to make these transitions effectively, their share of employment could decline. To
provide a sense of the impact this could have, we looked at how female share of employment
would change if the 40 million to 160 million women dropped out of the labor force entirely
rather than making job transitions. We acknowledge that this is an extreme outcome, but note

14
it to help illustrate the imperative for successful transitions. In this hypothetical case, we found
that the female share of employment could drop by one to seven percentage points, on average,
across the ten countries studied between 2017 and 2030.

WOMEN WILL NEED HIGHER EDUCATIONAL ATTAINMENT AND SKILLS TO

MAKE SUCCESSFUL TRANSITIONS, THRIVE IN EXISTING JOBS, AND
CAPTURE NEW OPPORTUNITIES

In mature economies, most women (and men) are likely to have to transition into
occupations with higher educational requirements. In the six mature economies we include in
our sample, net labour demand for jobs requiring a secondary education or an associate degree
are likely to decline across the board.12 In five of the six mature economies in our sample, net
labour demand is only seen growing for jobs with a college or advanced degree (Exhibit E8).
In three of the four emerging economies in our sample—China, India, and Mexico—net labour
demand is seen rising strongly for occupations requiring a secondary education for both men
and women (Exhibit E9). In India, in particular, low-skill women in the agriculture sector could
face a significant need to reskill as labour demand for jobs requiring less than a secondary
education decline.

However, having the right education and skills is not enough to ensure that women
successfully navigate the transitions needed for the workforce of the future. Women still face
many barriers in the labour market, including the need to juggle paid employment with unpaid
family responsibilities, as well as cultural barriers

THESE TRANSITIONS ARE ALSO CHARACTERIZED BY JOB GROWTH IN

HIGHER-WAGE OCCUPATIONS THAT OFFERS BOTH OPPORTUNITIES AND
CHALLENGES

In the period to 2030, the adoption of automation technologies and the areas where jobs
are created could drive a shift in labour demand toward higher-paid jobs. The situation carries
both opportunity and risk for women. If they manage to transition between occupations and
retrain themselves to meet demand for jobs that are higher-paying and associated with different
skills, they could be looking at a future of more productive and more lucrative employment.
However, if they cannot make the necessary transitions, many women could face an
intensifying wage gap relative to men.

15
 In all the mature economies studied, demand for low- and middle-wage jobs may
contract by 2030. Workers in middle-wage jobs in mature economies could be the most
vulnerable. In general, although demand for low-wage labour could also decline, low-wage
workers could be somewhat less at risk of job loss than middle-wage workers since their wages
are often too low to justify the cost of implementing automation technology. Meanwhile,
middle-wage workers in mature economies are often in jobs with a high degree of automation
potential, such as plant and machine operation, with significant enough earnings to make
automation cost-effective.

In four out of the six mature economies studied, men in middle-wage jobs could face a
higher risk of job loss than women as a share of their current employment in that income
category. Low- and middle-wage men in mature economies are likely to bear the brunt of
labour-market displacement from automation, due to their high representation in machine
operation and craft worker occupations.

However, there may be crucial second-order effects upon women. A reduction in

demand for low- and middle-wage workers could cause displaced men increasingly to compete
for jobs with women, exerting downward pressure on wages. Evidence suggests that the labour
supply of women is typically more responsive to wage pressure than that of men. For instance,
one meta-analysis found that the wage elasticity of labour supply for women may be as much
as five times that of men in mature economies.13 Women may, therefore, leave the labour
market more readily than men when facing downward pressure on wages. Moreover, in many
countries, cultural attitudes favour the man being the primary earner; if women’s wages come
under significant pressure, the cost-benefit of working versus not working may not make sense
for many women.14 Structural challenges are associated with dual-earner households (for
instance, higher tax rates and additional childcare costs) that could encourage women in those
households to leave the labour force if the costs associated with employment become too high.
The imperative is high for women to reskill in order to weather these potential disruptions from
shifting labour demand.

WOMEN WILL NEED TO BE SKILLED, FLEXIBLE AND MOBILE, AND TECH-

SAVVY, AND WILL NEED MEASURES TO OVERCOME CHALLENGES IN ALL
THREE AREAS

Women and men face a period of disruption and change. It will be vital for both to
develop; (1) the skills that will be in demand; (2) the flexibility and mobility needed to negotiate

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labour market transitions successfully; and (3) the access to and knowledge of technology
necessary to work with automated systems, including participating in its creation.
Unfortunately, women face long-established and pervasive structural and societal barriers that
could hinder them in all three of these areas, a situation that has made progress toward gender
equality in work slow.

The good news is that the forces of technology and innovation that characterize the
automation age can also pave the way for more gender equality in the workforce. Digital and
internet technologies offer women a way to break down barriers by making reskilling more
accessible and enabling flexible working, for instance. Moreover, private- and public-sector
leaders have a huge opportunity to support women as they navigate impending transitions. We
describe three priority areas for targeted interventions, some of which apply to both men and
women and some of which are geared toward addressing the specific challenges women face.

INTERVENTIONS ARE NEEDED TO HELP WOMEN IMPROVE THEIR

FLEXIBILITY AND MOBILITY

Labour mobility and flexibility help women and men move between employers,
occupations, sectors, and geographies as needed in order to respond to the needs of an evolving
labour market. However, women tend to face more structural challenges in this area than men.

Women are less mobile and flexible because they spend much more time than men on
unpaid care work—more than 1.1 trillion hours a year, compared with less than 400 billion
hours for men. Governments can help give women the flexibility to ease their double burden
through subsidized maternity and parental leave and childcare. Companies can offer flexible
workplace policies, but one 2018 survey of employers found that only 23 percent were doing
so.22 Globally, nearly 40 percent of women in wage employment do not have access to social
protection such as pensions, unemployment benefits, or maternity protection.

Another factor limiting women’s mobility is that women—in both mature and emerging
economies—face dangers to their physical security when traveling, potentially limiting where
they can find employment. Several countries have attempted to improve women’s mobility by
introducing women-only train cars and other gender-segregated travel options. In emerging
economies, limited access to—and poor safety on—transportation systems is regarded as the
greatest obstacle to women’s participation in the labour market, especially in the formal
economy. One study estimated that this issue reduced the probability of women in low income
economies participating in the labour market by 16.5 percentage points.

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 Women also don’t have access to the same extent as men to networks that help them to
develop their skills, achieve career progression, and transition into new jobs. Some companies
are moving ahead on this front. US-based hotel company Hilton has created networking groups
for women and other underrepresented groups of employees.

Persistent gender concentration within occupations and sectors also makes it more
difficult for women (and men) to cross over into roles where they currently are the minority of
workers. More effort is needed to combat stereotypes that entrench gender concentration in
some occupations. For instance, companies and other organizations can actively seek to
increase the number and visibility of role models to counteract gender-biased representation of
men or women in the media.

As they transition into different occupations or sectors, women (and men) may need
financial support, including social safety nets like unemployment benefits and insurance.
Labour agencies can focus on providing benefits and assistance to the unemployed: serving as
job counsellors, offering career guidance, and enabling access to potential training and job
opportunities for those temporarily out of the workforce.

TRANSITION

In the scenarios developed for this report, women’s share of employment relative to
men could remain roughly stable or even improve in 2030. However, this will hold only if
many millions of women (and men) successfully negotiate significant transitions between
occupations and sectors—and likely often into higher-skilled roles—to remain employed.

If women navigate these transitions successfully, they could potentially be on a path to

more productive and better-paid work. Enabling women to raise their skills could position them
for jobs that pay more, are associated with less drudgery and routine, and offer more scope to
use social, emotional, and higher cognitive skills. However, if women face more difficulty than
men in navigating these transitions, they could face significant declines in share of employment
and an intensifying pay gap with men in both mature and emerging economies. In an era where
growth in demand for higher-wage labour will likely be stronger than for lower wage labour in
many countries, many women may face a need to reskill. During this period of transition, the
market for lower-wage jobs could see a surplus of female and male workers (the latter being
particularly vulnerable to the automation of manufacturing). This could lead to pressure on
wages at the lower end of the income scale, which could cause women to drop out of the labour

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market entirely and to do so more readily than men, given that women’s labour supply tends to
be more responsive to changes in wages.

TRANSITIONS ARE CHARACTERIZED BY A SHIFT TOWARD HIGHER-WAGE

OCCUPATIONS, INTENSIFYING THE NEED FOR WOMEN TO RAISE THEIR
SKILLS

In the future of work, growth in labour demand for higher-wage jobs could outpace that
for lower-wage jobs. These higher-wage jobs often, but not always, require a higher level of
educational attainment. In the aggregate, this shift in labour demand could be a force for good
if women are able to find their way into higher-wage jobs via reskilling. However, if workers
struggle to meet employer demand, this could lead to even more income inequality. Challenges
could therefore lie ahead for lower-paid women and men if they struggle to make the transition
into higher-paid, higher-skilled occupations.

To test the impact of the future of work on demand for jobs in different wage tiers, we
segmented detailed occupations into three wage terciles—low, medium, and high—to create
country-specific income brackets.97 In all economies in our sample, the occupational
categories most heavily represented in the low-wage income bracket are craft and related
trades, elementary occupations, and service work; in the medium-wage income bracket, the
most prevalent occupations are clerical support work and plant and machine operation; in the
high-wage bracket, the occupational categories that predominate are professional, associate
professional, and technician, and legislator, senior official, and manager roles.

IN MOST EMERGING ECONOMIES, NET JOB GROWTH COULD OCCUR

ACROSS ALL WAGE PROFILES, WITH THE GREATEST GROWTH IN DEMAND
GENERALLY IN MEDIUM- AND HIGH-WAGE JOBS

The picture in emerging economies is likely to be quite different from that in mature
ones (see Exhibit 20 and the infographics at the end of chapter 4). In all three earnings
categories, demand for jobs held by both men and women could grow in the period to 2030,
with some exceptions. Several factors lie behind this expected growth in demand. First, in our
scenario, emerging economies could see higher demand for jobs driven by relatively strong
GDP growth. China enjoyed double-digit annual GDP growth until the early 2010s, and most
forecasters anticipate that, while slowing, GDP growth could continue to top 5 percent per year
in the period to 2030. Second, MGI’s automation model accounts for the economic viability of
automation while assessing automation adoption. In emerging economies, average wages tend

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to be lower, which reduces the incentive to automate, potentially limiting the automation
potential in the period to 2030. Taking these factors together, net job demand across emerging
economies is likely to be stronger than in mature economies.

In China and India, medium- and high-wage jobs could experience larger growth in
demand than low-wage jobs. In China, demand for medium-wage jobs in particular could
expand most for both men and women, although women could enjoy higher growth in labor
demand in this category, driven by gains in services and sales occupations. In all three wage
brackets, women in China appear positioned to experience proportionally higher rates of net
growth in labor demand than men. In India, women could experience slower rates of growth in
labor demand in the low-wage bracket, reflecting large declines in demand for jobs that women
tend to do in agriculture that are not offset by representation in other low-wage occupational
categories such as construction (as is the case for men). The largest growth in job demand for
men could be in the medium-wage bracket, while the most growth for women could occur in
the highwage category, because women are relatively well represented in the expanding
healthcare sector today. Although the stronger growth in higher-wage occupations could
potentially help certain women, the benefits will be captured only if women negotiate a steep
learning curve, which may prove particularly challenging for the many women working in low-
skill informal agricultural jobs.

WOMEN’S ABILITY TO NAVIGATE TRANSITIONS COULD AFFECT THE

GENDER WAGE GAP

Many studies have pointed to a wage gap between men and women. Recent WEF
estimates suggest that only 50 percent of the global earned income gap has been closed. The
persistent wage gap between men and women appears at least in part to reflect the fact that they
are concentrated in different occupations and sectors.104 One study estimated that these
occupational and sectoral differences account for 51 percent of the gender pay gap in the United
States (occupational differences account for one-third of the gender gap, and sector differences
for 18 percent). It is likely that the wage gap is also driven in part by differences in full-time
and part-time work—the latter pays significantly lower wages, and women are
disproportionately represented in this work (in the United States, women account for close to
65 percent of part-time employees)

Looking ahead to 2030, we find that even if men and women successfully navigate
transitions, the gender gap could persist to a certain degree, driven by sectoral and occupational

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differences in where men and women tend to be employed. However, the future size of this
gap is highly dependent on the degree to which women are able to effectively navigate job
transitions by 2030.

In mature economies, women appear to be well represented in relatively high-paying

occupations, at least at first glance (Exhibit 21). They hold 39 percent of jobs in the top two
highest-paying occupational categories, while men hold 34 percent. However, these numbers
disguise deeper inequalities. First, a larger percentage of employed men (8 percent of all men,
compared with 5 percent of all women) work in the highest-paying occupational category—
legislator, senior official, and manager occupations—which pays an average wage premium of
more than 40 percent compared with the next-highest-paying occupation category of
professionals, associate professionals, and technicians. Within the next category, women are
more heavily concentrated in lower-paying roles. In Germany, for instance, women represent
52 percent of associate professionals and technicians, but 42 percent of professionals—and the
latter earn, on average, more than 20 percent higher wages than the former. Finally, more
women work in the two lowest-paying occupational categories, elementary occupations and
clerical support work. In mature economies, 25 percent of women are employed in these roles,
compared with 15 percent of men.

Looking ahead to 2030, we anticipate that women could make inroads into higher-wage
jobs. While wage dynamics are influenced by various factors and hard to clearly anticipate, our
scenario suggests that gender wage disparity could lessen slightly in certain mature economies
if women are able to successfully transition into occupations in demand. The bulk of women’s
job displacements could occur in relatively low-paying occupation categories such as clerical
services (14 percent of women could be in this group by 2030, down from 17 percent in 2017).
Simultaneously, women could see demand rise and thus make inroads in the relatively high-
paying professional and associate professional occupation category (38 percent of women
could be in this group by 2030, compared with 34 percent in 2017). This could be a positive
outcome if women are able to effectively navigate the job transitions required to achieve this
picture by 2030. However, men could still outnumber women in the highest-paying
occupations within this category. For instance, in our scenario, 9 percent of men could be
employed in top-paying occupations, compared with 6 percent of employed women. Examples
of these occupations are roles like sales directors, chief technology officers, and comptrollers.
However, if women are not able to make the transitions required, or if they lag behind men in
making these transitions, the pay gap could widen.

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FOSTER MORE DYNAMIC CAREER PATHS AND ENABLE WOMEN’S ACCESS
TO NETWORKS

If women had more access to professional networks, they could have a better chance of
moving into higher-paying professional occupations. A 2018 study by McKinsey and Lean In
found that one in five professional women is frequently the only woman in the room. This
experience is twice as common for women in tech roles and in senior positions—40 percent of
these women are often the only woman in the room, because relatively few women rise to
senior levels, and women are underrepresented in the tech industry. Some companies are trying
to address this. US-based hotel company Hilton has created Team Member Resource Groups,
which are network groups for women and other underrepresented groups of employees.
Companies and universities can also encourage or sponsor participation in external networks,
especially in cases where the organizations or institutions do not have a critical mass of women.
For women who are underrepresented in technical fields, networking opportunities such as the
Grace Hopper Celebration of Women in Computing conference can bring women together for
networking and career development.163 To help women navigate transitions and capture
opportunities, and to make the most of their high-skill talent, companies should re-evaluate
who they are considering for international and other dynamic opportunities, assess their internal
policies for gender bias, and examine barriers facing high performing women who are opting
out of these roles. Individual women should also seek out opportunities to participate in
external networking forums to develop their networks.

Another aspect of fostering dynamic career paths is helping women identify and seek new
opportunities. Digital talent platforms are an effective way to provide transparency and a bridge
between those looking for work and those offering employment. MGI has estimated that up to
540 million individuals could potentially benefit from online talent platforms, with as many as
230 million shortening search times between jobs, reducing the duration of unemployment.

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 CHAPTER 8. CONCLUSION
Women form an integral part of the economic development of any country. Their social
and economic contribution is creditable. The economical aspect for women has been well-
thought after the realisation of their potential and capacity to positively contribute in the growth
of the nation. Thus, in recent history, various steps have been taken towards promoting the
economic participation of women of which promotion of women entrepreneurship is one.
This study attempted to understand the perception of the potential and existing
beneficiaries of such steps towards empowerment of women. In spite of the existence of these
development programmes targeted for women, the progress has been sluggish. The barriers in
the form of social acceptance, lack of financial support, an outreach of skill training, etc were
encountered. Thus, the crucial focus of this study was suggesting measures to reduce in the
barriers faced by the women entrepreneurs. With understanding growing rate of women’s in
worldwide helps to develop economy if they are allowing them to move towards to earn
something.
Because in a country like India, still many women are housewives, on the other hand
some women are working, and wanted to become self-dependent, so at least till 2030, we can
expect that at least 50% women would be from employees or entreprenaurs categories.

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 CHAPTER 9. REFERENCES

Research Papers

• Nisha Pandey (2019) “An Empirical Study on Women's Perspective of Women-Led

Enterprises: With Special Reference of Maharashtra”
https://www.researchgate.net/publication/332727230_An_Empirical_Study_on_Wom
en's_Perspective_of_Women-
Led_Enterprises_With_Special_Reference_of_Maharashtra

• Parikshit Zade (2015) “Status of Women in India For GS1”

https://www.scribd.com/document/280823365/Status-of-Women-in-India-for-GS1

• Daniel Gavidia (2016) “CTI TN Women in Science and Technology”

https://www.scribd.com/document/313481628/CTI-TN-Women-in-Science-and-
Technology-

• Gowthamshree (2012) “Women Empowerment Project”

https://www.scribd.com/doc/98432535/Women-Empowerment-Project

• Poorvee Batra (2013) “Project On Women Enterpreneurship in India”

https://www.scribd.com/document/125852790/Project-on-Women-Enterpreneurship-in-
India

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 CHAPTER 10. BIBILIOGRAPHY

• https://www.scribd.com/search?query=women+progress+in+future&content_type=do
cuments&page=1
• https://www.worldvision.com.au/womens-
empowerment/#:~:text=Women's%20empowerment%20can%20be%20defined,chang
e%20for%20themselves%20and%20others.
• https://www.mckinsey.com/featured-insights/gender-equality/the-future-of-women-at-
work-transitions-in-the-age-of-automation
• https://feature.undp.org/future-is-female/
• https://www.unwomen.org/en/digital-library/publications/2012/6/the-future-women-
want-a-vision-of-sustainable-development-for-all
• https://www.forbes.com/sites/carolinecastrillon/2021/03/28/this-is-the-future-of-
work-for-women/
• https://legaljobs.io/blog/women-entrepreneurs-statistics/
• https://www.indiaspend.com/women/women-run-fewer-than-13-of-indias-small-
businesses-heres-why-731610

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