This factsheet highlights Bihar’s significant development challenges, including the lowest female workforce participation rate (WPR) in India at just 2.8%. It underscores the urgent need for policy action to address disparities in women’s employment and offers a comparison with national averages to highlight key gaps in gender development.
Publications
Publications
Category
Year
Report
An Assessment Of The National Gender Campaign For DAY-NRLM
- December , 2023
- Moumita Sarkar | Arpita Paul
The Deendayal Antyodaya Yojana-National Rural Livelihoods Mission (DAY-NRLM) is committed to addressing gender equality through its gender interventions, with a focus on eliminating gender-based violence (GBV). GBV, particularly violence against women and girls, remains one of the most significant barriers to personal growth, well-being, and living a life of dignity. Recognising this issue as a major obstacle to individual and societal development, DAY-NRLM has undertaken strategic efforts to combat GBV. To empower marginalised communities, especially women, in recognising and addressing the different forms of violence they face, DAY-NRLM launched the Nayi Chetna Pahal Badlav Ki campaign from 25th November to 23rd December 2022. This month-long initiative, aligned with the International Day for the Elimination of Violence Against Women, was inaugurated by the Honourable Union Minister for Rural Development, Shri Giriraj Singh. The campaign marks the beginning of an annual event focused on gender equity, with each year addressing a specific theme. The theme for Year 1 was Equity and Ending Gender-Based Violence. An assessment was conducted to evaluate the campaign’s reach, relevance, and effectiveness, highlighting the factors that enabled or constrained its success. The findings, drawn from both qualitative and quantitative data, offer valuable insights for improving future campaigns. The report incorporates information from DAY-NRLM’s Management Information System (MIS) and feedback from stakeholders across various administrative level’s state, district, block, Cluster-Level Federations (CLFs), and Village Organisations (VOs). Additionally, a national online survey, with over 20,000 Self-Help Group (SHG) members participating from nearly 5,000 CLFs across 24 states, contributed to the comprehensive assessment.
The Deendayal Antyodaya Yojana-National Rural Livelihoods Mission (DAY-NRLM) is committed to addressing gender equality through its gender interventions, with a focus on eliminating gender-based violence (GBV). GBV, particularly violence against women and girls, remains one of the most significant barriers to personal growth, well-being, and living a life of dignity. Recognising this issue as a major obstacle to individual and societal development, DAY-NRLM has undertaken strategic efforts to combat GBV. To empower marginalised communities, especially women, in recognising and addressing the different forms of violence they face, DAY-NRLM launched the Nayi Chetna Pahal Badlav Ki campaign from 25th November to 23rd December 2022. This month-long initiative, aligned with the International Day for the Elimination of Violence Against Women, was inaugurated by the Honourable Union Minister for Rural Development, Shri Giriraj Singh. The campaign marks the beginning of an annual event focused on gender equity, with each year addressing a specific theme. The theme for Year 1 was Equity and Ending Gender-Based Violence. An assessment was conducted to evaluate the campaign’s reach, relevance, and effectiveness, highlighting the factors that enabled or constrained its success. The findings, drawn from both qualitative and quantitative data, offer valuable insights for improving future campaigns. The report incorporates information from DAY-NRLM’s Management Information System (MIS) and feedback from stakeholders across various administrative level’s state, district, block, Cluster-Level Federations (CLFs), and Village Organisations (VOs). Additionally, a national online survey, with over 20,000 Self-Help Group (SHG) members participating from nearly 5,000 CLFs across 24 states, contributed to the comprehensive assessment.
Towards A Feminist Just Energy Transition in Asia
- December , 2023
- Arimbi Wahono and Laura Doanová
Energy transitions are not gender-neutral, and their impacts vary across social groups. In Asia, women—especially in rural and low-income communities—are disproportionately affected by energy poverty, environmental degradation, and climate change. Limited access to assets such as land and capital restricts women’s ability to adapt to transition processes. At the same time, women’s greater burden of unpaid care work reduces their access to paid employment, education, and training, weakening their capacity to navigate structural transitions. With Asia home to half of the world’s population and a large share living in poverty, these vulnerabilities are further intensified in the face of climate shocks (Oxfam 2022).
Energy transitions are not gender-neutral, and their impacts vary across social groups. In Asia, women—especially in rural and low-income communities—are disproportionately affected by energy poverty, environmental degradation, and climate change. Limited access to assets such as land and capital restricts women’s ability to adapt to transition processes. At the same time, women’s greater burden of unpaid care work reduces their access to paid employment, education, and training, weakening their capacity to navigate structural transitions. With Asia home to half of the world’s population and a large share living in poverty, these vulnerabilities are further intensified in the face of climate shocks (Oxfam 2022).
Factsheet
Women’s Workforce Participation in India: Statewise Trends
- November , 2023
- Sona Mitra, Hiya Singh Rajput
Located in the eastern region of the country, Bihar bears the ignominy of being among the poorest states of India with very low development outcomes and indicators in the domains of education, health, food security, hunger and nutrition.The factsheet explicitly points towards certain stark aspects of the status of women’s employment in Bihar – which require urgent policy attention – and highlights the overt disparities through a comparison with the national averages.
Located in the eastern region of the country, Bihar bears the ignominy of being among the poorest states of India with very low development outcomes and indicators in the domains of education, health, food security, hunger and nutrition.The factsheet explicitly points towards certain stark aspects of the status of women’s employment in Bihar – which require urgent policy attention – and highlights the overt disparities through a comparison with the national averages.
Learning note
Designing Gender Responsive Apprenticeship Programs
- September , 2023
- Sona Mitra | Preethi Rao | Sonakshi Chaudhary
The National Apprenticeship Promotion Scheme (NAPS) and the National Apprentice Training Scheme (NATS) aim to enhance skill development and boost employment opportunities in India. However, the overwhelming male dominance in these programs highlights a significant gender gap in their implementation. To address this, several measures are recommended to promote greater female participation. Key recommendations include collecting gender-disaggregated data to understand women’s choices, incentivising employers to hire more women apprentices, and conducting awareness campaigns targeted at women. Additionally, creating gender-sensitive infrastructure and addressing social norms that limit women’s participation are essential steps toward inclusivity. Integrating NAPS with the upcoming DESHStack portal will further enhance women’s access to apprenticeship opportunities and improve their transition into the workforce. Implementing these steps will create a more gender-responsive apprenticeship system, fostering economic growth and empowerment for women.
The National Apprenticeship Promotion Scheme (NAPS) and the National Apprentice Training Scheme (NATS) aim to enhance skill development and boost employment opportunities in India. However, the overwhelming male dominance in these programs highlights a significant gender gap in their implementation. To address this, several measures are recommended to promote greater female participation. Key recommendations include collecting gender-disaggregated data to understand women’s choices, incentivising employers to hire more women apprentices, and conducting awareness campaigns targeted at women. Additionally, creating gender-sensitive infrastructure and addressing social norms that limit women’s participation are essential steps toward inclusivity. Integrating NAPS with the upcoming DESHStack portal will further enhance women’s access to apprenticeship opportunities and improve their transition into the workforce. Implementing these steps will create a more gender-responsive apprenticeship system, fostering economic growth and empowerment for women.
Learning note
Indian Skilling Ecosystem: Potential and Gaps
- August , 2023
- Aparna G | Sona Mitra | Bidisha Mondal
The Indian skilling ecosystem has seen significant investment to position the country as a global skill capital. However, despite these efforts, India continues to face challenges in female labour force participation (FLFP). Evidence shows that over half of women outside the workforce express a desire to gain skills for employment, yet they face multiple barriers such as limited access to training, gender-normative course selections, and poor job retention. This brief explores the gaps in India’s skilling ecosystem, highlighting the need for gender-inclusive training programmes, better data collection on women’s participation, and addressing structural barriers that impede women’s progress from training to employment. Key recommendations include creating gender-responsive infrastructure, offering tailored curricula for women, and improving post-placement support to ensure higher retention in the workforce. By addressing these challenges, India can maximise the potential of skilling programmes to enhance women’s economic empowerment and drive inclusive economic growth.
The Indian skilling ecosystem has seen significant investment to position the country as a global skill capital. However, despite these efforts, India continues to face challenges in female labour force participation (FLFP). Evidence shows that over half of women outside the workforce express a desire to gain skills for employment, yet they face multiple barriers such as limited access to training, gender-normative course selections, and poor job retention. This brief explores the gaps in India’s skilling ecosystem, highlighting the need for gender-inclusive training programmes, better data collection on women’s participation, and addressing structural barriers that impede women’s progress from training to employment. Key recommendations include creating gender-responsive infrastructure, offering tailored curricula for women, and improving post-placement support to ensure higher retention in the workforce. By addressing these challenges, India can maximise the potential of skilling programmes to enhance women’s economic empowerment and drive inclusive economic growth.
Learning note
Strengthening the Skilling Ecosystem: Leveraging the Potential of the Private Sector in India
- August , 2023
- Prakriti Sharma
India faces a unique challenge with one of the world’s lowest female labour force participation rates and a large informal workforce. As nearly 50 million young women remain neither in education nor employment, it is crucial to bridge the gap between available jobs and the skills required by the market. While the government has led the charge in skilling efforts, the private sector holds immense potential to play a pivotal role in this ecosystem. Despite efforts through initiatives like the National Skill Development Corporation (NSDC), only 36% of companies in India currently conduct in-house training. Barriers such as societal norms, mobility restrictions, and lack of awareness particularly hinder women’s participation in vocational training. To address these gaps, there is a need for stronger private sector engagement in skill development and workforce placement. By mobilising Corporate Social Responsibility (CSR) funds, creating local infrastructure, and offering financial and non-financial support for entrepreneurship, the private sector can foster inclusive growth. Additionally, businesses can leverage their networks to connect disadvantaged groups with market opportunities, offering targeted placement support to enhance women’s participation in the workforce. Unlocking India’s latent talent through collaboration between government and private enterprises will help build a more skilled, diverse, and employable workforce, ensuring sustainable economic growth and increased female labour force participation.
India faces a unique challenge with one of the world’s lowest female labour force participation rates and a large informal workforce. As nearly 50 million young women remain neither in education nor employment, it is crucial to bridge the gap between available jobs and the skills required by the market. While the government has led the charge in skilling efforts, the private sector holds immense potential to play a pivotal role in this ecosystem. Despite efforts through initiatives like the National Skill Development Corporation (NSDC), only 36% of companies in India currently conduct in-house training. Barriers such as societal norms, mobility restrictions, and lack of awareness particularly hinder women’s participation in vocational training. To address these gaps, there is a need for stronger private sector engagement in skill development and workforce placement. By mobilising Corporate Social Responsibility (CSR) funds, creating local infrastructure, and offering financial and non-financial support for entrepreneurship, the private sector can foster inclusive growth. Additionally, businesses can leverage their networks to connect disadvantaged groups with market opportunities, offering targeted placement support to enhance women’s participation in the workforce. Unlocking India’s latent talent through collaboration between government and private enterprises will help build a more skilled, diverse, and employable workforce, ensuring sustainable economic growth and increased female labour force participation.
Working Paper
Needs Assessment of Childcare Facilities
- July , 2023
- Sona Mitra , Neelanjana Gupta ,Trisha Chandra
This report, conducted by IWWAGE in collaboration with SEWA, explores the critical need for childcare in remote tribal areas of India, covering districts in Gujarat, Odisha, Kerala, and Meghalaya. The study focuses on how the lack of quality childcare services impacts mothers’ ability to engage in paid employment, particularly following the disruptions caused by the Covid-19 pandemic. It highlights the “double burden” that women face managing domestic responsibilities while striving to earn a livelihood. Findings reveal significant gaps in childcare facilities, with many women relying on informal, unpaid care arrangements. The report stresses the urgent need for improved, accessible Early Childhood Development (ECD) services that not only support mother’s workforce participation but also ensure the well-being and cognitive development of children. This study provides valuable insights into the barriers women in rural and tribal areas face and calls for targeted policy interventions to close the gap in childcare services.
This report, conducted by IWWAGE in collaboration with SEWA, explores the critical need for childcare in remote tribal areas of India, covering districts in Gujarat, Odisha, Kerala, and Meghalaya. The study focuses on how the lack of quality childcare services impacts mothers’ ability to engage in paid employment, particularly following the disruptions caused by the Covid-19 pandemic. It highlights the “double burden” that women face managing domestic responsibilities while striving to earn a livelihood. Findings reveal significant gaps in childcare facilities, with many women relying on informal, unpaid care arrangements. The report stresses the urgent need for improved, accessible Early Childhood Development (ECD) services that not only support mother’s workforce participation but also ensure the well-being and cognitive development of children. This study provides valuable insights into the barriers women in rural and tribal areas face and calls for targeted policy interventions to close the gap in childcare services.
Report
SWAYAM Process Evaluation
- July , 2023
- Valentina Brailovskaya , Bhavya Khare , Debendra Nag
The Strengthening Women’s Institutions for Agency and Empowerment (SWAYAM) programme is being implemented in Chhattisgarh, Jharkhand, Madhya Pradesh, and Odisha, aimed at empowering women by strengthening collectives. IWWAGE, an initiative of LEAD at Krea University, provides technical assistance to the Deendayal Antyodaya Yojana-National Rural Livelihoods Mission (DAY-NRLM), with IDinsight conducting the evaluation. This report presents IDinsight’s final evaluation findings, offering insights and recommendations for future rollout. The evaluation assessed whether SWAYAM’s activities were implemented as intended based on the Theory of Change (TOC). Two rounds of phone surveys (2021 and 2022) measured key indicators related to women’s empowerment, with the second round including qualitative surveys with stakeholders to understand the role of Gender Resource Centres (GRCs). Key activities in Round 2 included updating the TOC, defining indicators, and revising survey instruments. Topics covered included SWAYAM training, gender-based violence, and economic and political empowerment. This report provides insights to improve SWAYAM’s implementation and increase its impact on women’s empowerment.
The Strengthening Women’s Institutions for Agency and Empowerment (SWAYAM) programme is being implemented in Chhattisgarh, Jharkhand, Madhya Pradesh, and Odisha, aimed at empowering women by strengthening collectives. IWWAGE, an initiative of LEAD at Krea University, provides technical assistance to the Deendayal Antyodaya Yojana-National Rural Livelihoods Mission (DAY-NRLM), with IDinsight conducting the evaluation. This report presents IDinsight’s final evaluation findings, offering insights and recommendations for future rollout. The evaluation assessed whether SWAYAM’s activities were implemented as intended based on the Theory of Change (TOC). Two rounds of phone surveys (2021 and 2022) measured key indicators related to women’s empowerment, with the second round including qualitative surveys with stakeholders to understand the role of Gender Resource Centres (GRCs). Key activities in Round 2 included updating the TOC, defining indicators, and revising survey instruments. Topics covered included SWAYAM training, gender-based violence, and economic and political empowerment. This report provides insights to improve SWAYAM’s implementation and increase its impact on women’s empowerment.
Learning note
Hybrid Work and its Effect on Womens Labour Force Participation
- June , 2023
- Sona Mitra | Preethi Rao | Aishwarya Joshi
The COVID-19 pandemic redefined workspaces globally, with many organisations adopting hybrid work models that offer employees flexibility between working from home and in the office. In India, this shift holds potential to increase women’s participation in the workforce, as hybrid work can help women balance care responsibilities, safety concerns, and mobility challenges. However, it also presents unique challenges for women, including increased stress, burnout, and a heavier burden of unpaid care work. This policy review highlights the need for gender-inclusive hybrid work policies, drawing on global best practices and insights from 60 countries. It reveals that while hybrid models are becoming the norm, there is a lack of specific provisions addressing women’s unique needs. In India, the absence of comprehensive remote work policies and gender-responsive guidelines further complicates the situation, despite some initiatives like the Maternity Benefit Act and the Sexual Harassment at Workplace Act extending protection to remote work. This publication calls for concerted efforts by both government and private sectors to develop gender-responsive hybrid work policies. Recommendations include transparent compensation policies, clear communication channels, flexible evaluation systems, childcare support, and training for managers to ensure a gender-inclusive work environment. By adopting these measures, organisations can minimise attrition, maximise retention, and create a more equitable hybrid workplace for women.
The COVID-19 pandemic redefined workspaces globally, with many organisations adopting hybrid work models that offer employees flexibility between working from home and in the office. In India, this shift holds potential to increase women’s participation in the workforce, as hybrid work can help women balance care responsibilities, safety concerns, and mobility challenges. However, it also presents unique challenges for women, including increased stress, burnout, and a heavier burden of unpaid care work. This policy review highlights the need for gender-inclusive hybrid work policies, drawing on global best practices and insights from 60 countries. It reveals that while hybrid models are becoming the norm, there is a lack of specific provisions addressing women’s unique needs. In India, the absence of comprehensive remote work policies and gender-responsive guidelines further complicates the situation, despite some initiatives like the Maternity Benefit Act and the Sexual Harassment at Workplace Act extending protection to remote work. This publication calls for concerted efforts by both government and private sectors to develop gender-responsive hybrid work policies. Recommendations include transparent compensation policies, clear communication channels, flexible evaluation systems, childcare support, and training for managers to ensure a gender-inclusive work environment. By adopting these measures, organisations can minimise attrition, maximise retention, and create a more equitable hybrid workplace for women.
Learning note
Emerging Priorities in the Care Sector: Opportunities for Indias G20 Presidency
- June , 2023
- Sruthi Kutty | Sona Mitra
Care work-both paid and unpaid-plays a vital role in supporting economies and societies. However, it is predominantly shouldered by women, which limits their ability to participate in the formal workforce. As India assumes the G20 presidency, there is an opportunity to spotlight the care sector as a driver of gender-responsive development. This brief explores the potential of the care economy, highlighting the need for investments in care infrastructure and care workers. By recognising care as a critical sector, and investing in childcare, elder care, and support for persons with disabilities, India can unlock new economic opportunities for women. Adequate investments in infrastructure and trained care workers can reduce the burden on women, enabling them to access employment and contribute to the economy. The brief also calls for public and private sector collaboration to enhance social security, fair wages, and decent working conditions for care workers. Addressing the invisibility of unpaid care work through better measurement tools is key to acknowledging women’s contributions and integrating care work into economic policies.
Care work-both paid and unpaid-plays a vital role in supporting economies and societies. However, it is predominantly shouldered by women, which limits their ability to participate in the formal workforce. As India assumes the G20 presidency, there is an opportunity to spotlight the care sector as a driver of gender-responsive development. This brief explores the potential of the care economy, highlighting the need for investments in care infrastructure and care workers. By recognising care as a critical sector, and investing in childcare, elder care, and support for persons with disabilities, India can unlock new economic opportunities for women. Adequate investments in infrastructure and trained care workers can reduce the burden on women, enabling them to access employment and contribute to the economy. The brief also calls for public and private sector collaboration to enhance social security, fair wages, and decent working conditions for care workers. Addressing the invisibility of unpaid care work through better measurement tools is key to acknowledging women’s contributions and integrating care work into economic policies.
Factsheet
Trends in Female Labour Force Participation in Meghalaya
- August , 2026
- Nabankur Huda, Bidisha Mondal
Meghalaya is a small, hilly state in north-east India with a predominantly rural, agrarian economy and one of the country’s most distinctive social structures. The factsheet explores the trends, opportunities and challenges shaping women’s participation in Meghalaya’s labour market, with a focus on how the state’s social structure and economic transformation influence the nature and quality of women’s work.
Meghalaya is a small, hilly state in north-east India with a predominantly rural, agrarian economy and one of the country’s most distinctive social structures. The factsheet explores the trends, opportunities and challenges shaping women’s participation in Meghalaya’s labour market, with a focus on how the state’s social structure and economic transformation influence the nature and quality of women’s work.
Factsheet
Trends in Female Labour Force Participation in Andhra Pradesh
- August , 2026
- Arpita Paul, Bidisha Mondal
Andhra Pradesh, traditionally an agriculture-based economy, is increasingly transitioning toward manufacturing and services. This factsheet analyses trends in female labour force participation in Andhra Pradesh between 2022 and 2025 using data from the Periodic Labour Force Survey (PLFS). It examines changes in labour force participation and employment rates, employment status, sectoral and occupational distribution, job quality, and the barriers that continue to influence women’s participation in the labour market.
Andhra Pradesh, traditionally an agriculture-based economy, is increasingly transitioning toward manufacturing and services. This factsheet analyses trends in female labour force participation in Andhra Pradesh between 2022 and 2025 using data from the Periodic Labour Force Survey (PLFS). It examines changes in labour force participation and employment rates, employment status, sectoral and occupational distribution, job quality, and the barriers that continue to influence women’s participation in the labour market.
Factsheet
Trends in Female Labour Force Participation in Jharkhand
- July , 2026
- Vidhi Singh, Bidisha Mondal
Female labour force participation in Jharkhand has historically remained below the national average. Overall, the literature highlights an employment structure characterised by informality, sectoral concentration, and limited diversification, particularly for women. This factsheet examines the evolving patterns of female labour force participation in Jharkhand, focusing on sectoral distribution, employment status, occupational structure, and the structural barriers shaping women’s engagement in the workforce
Female labour force participation in Jharkhand has historically remained below the national average. Overall, the literature highlights an employment structure characterised by informality, sectoral concentration, and limited diversification, particularly for women. This factsheet examines the evolving patterns of female labour force participation in Jharkhand, focusing on sectoral distribution, employment status, occupational structure, and the structural barriers shaping women’s engagement in the workforce
Factsheet
Trend in Female Labour Force Participation in India
- June , 2026
- Vidhi Singh | Bidisha Mondal
India’s labour market continues to show a marked structural imbalance in female workforce participation, even amid sustained economic growth since liberalisation. This factsheet examines recent trends in women’s labour market participation in India, focusing on sectoral distribution, employment status, occupational patterns, and the quality of employment.
India’s labour market continues to show a marked structural imbalance in female workforce participation, even amid sustained economic growth since liberalisation. This factsheet examines recent trends in women’s labour market participation in India, focusing on sectoral distribution, employment status, occupational patterns, and the quality of employment.
SWAYAM
Nayi Chetna 3.0 Assessment Report
- April , 2026
- Surabhi Awasthi | Arpita Paul | Alpaxee Kashyap | Moumita Sarkar
The National Gender Campaign – Nayi Chetna 3.0, implemented under the Deendayal Antyodaya Yojana–National Rural Livelihood Mission (DAY-NRLM), represents effort to institutionalise gender equality and address gender-based violence (GBV) through a community-driven, convergent approach. The report highlights the campaign’s scale and innovation- over 13 lakh activities reaching crores of people nationwide alongside new pathways of engagement with adolescents, youth and men and stronger convergence across departments and community institutions.
The National Gender Campaign – Nayi Chetna 3.0, implemented under the Deendayal Antyodaya Yojana–National Rural Livelihood Mission (DAY-NRLM), represents effort to institutionalise gender equality and address gender-based violence (GBV) through a community-driven, convergent approach. The report highlights the campaign’s scale and innovation- over 13 lakh activities reaching crores of people nationwide alongside new pathways of engagement with adolescents, youth and men and stronger convergence across departments and community institutions.
Brief
Menstrual and Menopausal Health at Work in India
- February , 2026
- Arundati Muralidharan, Aditi Vyas, Sharati Roy, Vidhi Singh
This policy brief highlights that menstrual and menopausal health are not temporary issues but lifelong realities that significantly affect women’s dignity, wellbeing, and participation in the workforce. Despite rising female labour force participation, workplace support for menstrual and menopausal health remains limited, particularly for women in the informal sector. The brief calls for inclusive workplace policies, stronger social protection, and greater awareness to ensure women can work with dignity and access the support they need throughout their lives.
This policy brief highlights that menstrual and menopausal health are not temporary issues but lifelong realities that significantly affect women’s dignity, wellbeing, and participation in the workforce. Despite rising female labour force participation, workplace support for menstrual and menopausal health remains limited, particularly for women in the informal sector. The brief calls for inclusive workplace policies, stronger social protection, and greater awareness to ensure women can work with dignity and access the support they need throughout their lives.