Gujarat records a female labour force participation rate above the national average, supported by government policies promoting women’s economic empowerment. Schemes such as Mukhyamantri Mahila Utkars Yojana and Mahila Swavalamban Scheme strengthen financial inclusion, self-help groups, and access to credit for women, especially those below the poverty line. The state also promotes women’s entrepreneurship through targeted training and awareness programmes. Using PLFS 2023–24 data, this factsheet examines women’s employment in Gujarat, focusing on job types, sectoral distribution, and key indicators shaping female workforce participation.
Publications
Publications
Category
Year
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.
Newsletter (Gender In Focus)
Gender in Focus
- June , 2023
- IWWAGE
In this issue, we have included the insights from ‘Together We Can’, a compilation of case studies of how women’s collectives from different Indian states address the issue of gender-based violence that could serve as an example for others.
In this issue, we have included the insights from ‘Together We Can’, a compilation of case studies of how women’s collectives from different Indian states address the issue of gender-based violence that could serve as an example for others.
Learning note
Women’s Workforce Participation in India: Statewise Trends
- April , 2023
- Suchika Gupta , Sona Mitra , Bidisha Mondal
Uttar Pradesh, with a population of nearly 200 million, is India’s most populous state and the fourth largest by area. Despite a literacy rate of 57.1% for women in 2011 and a female unemployment rate of 13.1% in urban areas in 2020-21, UP remains an economic powerhouse. It is the largest producer of food grains and accounts for 90% of India’s carpet production. With a Gross State Domestic Product (GSDP) of INR 17.49 trillion in 2021-22, UP’s economy is driven by its thriving agricultural, textile, and tertiary sectors. This factsheet explores key socio-economic and employment trends in the state.
Uttar Pradesh, with a population of nearly 200 million, is India’s most populous state and the fourth largest by area. Despite a literacy rate of 57.1% for women in 2011 and a female unemployment rate of 13.1% in urban areas in 2020-21, UP remains an economic powerhouse. It is the largest producer of food grains and accounts for 90% of India’s carpet production. With a Gross State Domestic Product (GSDP) of INR 17.49 trillion in 2021-22, UP’s economy is driven by its thriving agricultural, textile, and tertiary sectors. This factsheet explores key socio-economic and employment trends in the state.
Learning note
Women’s Workforce Participation in India: Statewise Trends
- April , 2023
- Suchika Gupta , Sona Mitra , Bidisha Mondal
Assam, the second-largest state in the northeast by population and area, had a population of 3.12 crore in 2011. With a Gross State Domestic Product (GSDP) of INR 3,73,872 crores in 2020-21, the state’s Female Labour Force Participation (FLFP) rate stands at 18.9% in rural areas and 16% in urban areas, lower than the national average. Assam’s gender ratio in 2020-21 was 958 females per 1,000 males, and the literacy rate was 72.2%, with a gender disparity in literacy-77.85% for men and 66.27% for women. This factsheet examines Assam’s key socio-economic indicators.
Assam, the second-largest state in the northeast by population and area, had a population of 3.12 crore in 2011. With a Gross State Domestic Product (GSDP) of INR 3,73,872 crores in 2020-21, the state’s Female Labour Force Participation (FLFP) rate stands at 18.9% in rural areas and 16% in urban areas, lower than the national average. Assam’s gender ratio in 2020-21 was 958 females per 1,000 males, and the literacy rate was 72.2%, with a gender disparity in literacy-77.85% for men and 66.27% for women. This factsheet examines Assam’s key socio-economic indicators.
Factsheet
Women’s Workforce Participation in India: Statewise Trends
- April , 2023
- Suchika Gupta, Sona Mitra, Bidisha Mondal
This factsheet highlights Assam’s key socio-economic indicators, including a Female Labour Force Participation (FLFP) rate of 18.9% in rural areas and 16% in urban areas, both below the national average. With a literacy rate of 72.2%, the state shows notable gender disparity in education. Explore Assam’s economic landscape, gender ratios, and workforce trends.
This factsheet highlights Assam’s key socio-economic indicators, including a Female Labour Force Participation (FLFP) rate of 18.9% in rural areas and 16% in urban areas, both below the national average. With a literacy rate of 72.2%, the state shows notable gender disparity in education. Explore Assam’s economic landscape, gender ratios, and workforce trends.
Factsheet
Women’s Workforce Participation in India: Statewise Trends
- April , 2023
- Nidhi Gyan Pandey
West Bengal (WB) is located on the eastern coast of the Indian peninsula and is part of the fertile Indo-Gangetic Plain. It is the fourth most populous state in the country, with a population of about 99 million.This factsheet examines West Bengal’s key socio-economic indicators.
West Bengal (WB) is located on the eastern coast of the Indian peninsula and is part of the fertile Indo-Gangetic Plain. It is the fourth most populous state in the country, with a population of about 99 million.This factsheet examines West Bengal’s key socio-economic indicators.
Factsheet
Women’s Workforce Participation in India: Statewise Trends
- April , 2023
- Suchika Gupta, Sona Mitra
Uttar Pradesh, with a population of nearly 200 million, is India’s most populous state and the fourth largest by area.This factsheet explores key socio-economic and employment trends in the state
Uttar Pradesh, with a population of nearly 200 million, is India’s most populous state and the fourth largest by area.This factsheet explores key socio-economic and employment trends in the state
Brief
Hybrid Work and its Effect on Women’s Labour Force Participation
- April , 2023
- Areen Deshmukh, Mitali Nikore
COVID-19 and related lockdowns disrupted the global economy and reshaped the concept of the workplace. Organisations worldwide are increasingly adopting hybrid work models that combine remote and in-office work, a trend also evident in India, where 73% of firms plan to shift to hybrid work (CBRE). Women are more vulnerable to such economic shocks due to structural inequities and their disproportionate burden of unpaid care work, which intensified during the pandemic as care institutions shut down. As a result, women’s employment in India was severely affected, with 13.4 million women (26.6%) exiting the labour force between March–April 2020. Hybrid work offers potential to support women’s labour force participation by providing flexibility for those facing caregiving responsibilities, safety concerns, or mobility constraints. This policy review analyses existing government and private-sector hybrid work policies and identifies global best practices. The study draws on a literature review of policy and legal frameworks across 60 countries, along with consultations with key stakeholders.
COVID-19 and related lockdowns disrupted the global economy and reshaped the concept of the workplace. Organisations worldwide are increasingly adopting hybrid work models that combine remote and in-office work, a trend also evident in India, where 73% of firms plan to shift to hybrid work (CBRE). Women are more vulnerable to such economic shocks due to structural inequities and their disproportionate burden of unpaid care work, which intensified during the pandemic as care institutions shut down. As a result, women’s employment in India was severely affected, with 13.4 million women (26.6%) exiting the labour force between March–April 2020. Hybrid work offers potential to support women’s labour force participation by providing flexibility for those facing caregiving responsibilities, safety concerns, or mobility constraints. This policy review analyses existing government and private-sector hybrid work policies and identifies global best practices. The study draws on a literature review of policy and legal frameworks across 60 countries, along with consultations with key stakeholders.
Working Paper
Understanding the barriers to womens career advancement in manufacturing sector
- March , 2023
- Aishwarya Joshi , Kaavyayani Pal , Mahima Chaki
The COVID-19 pandemic catalysed a shift in how we work, bringing hybrid work models into the spotlight especially for women. These flexible arrangements offer greater autonomy over time, often leading to improved work-life balance, reduced costs, and higher productivity. However, the benefits and challenges of hybrid work are not experienced equally its effects are often gendered. While most existing research on hybrid work focuses on ICT-intensive sectors, there’s limited data on how women across different industries and regions are engaging with this model. With the government’s push for a digitally empowered society under the Digital India Programme, and a growing emphasis on enterprise development in peri-urban and rural areas, hybrid work holds promise for expanding economic opportunities for women. This rapid assessment captures insights from 400 working women, including 150 currently in hybrid roles, across sectors such as technology, social services, and healthcare. With an average respondent age of 27 years and nearly half residing outside metropolitan areas, the study highlights both the opportunities and gaps in hybrid work adoption. A case study from a rural BPO in Uttarakhand further explores how hybrid work could transform women’s employment in non-urban settings.
The COVID-19 pandemic catalysed a shift in how we work, bringing hybrid work models into the spotlight especially for women. These flexible arrangements offer greater autonomy over time, often leading to improved work-life balance, reduced costs, and higher productivity. However, the benefits and challenges of hybrid work are not experienced equally its effects are often gendered. While most existing research on hybrid work focuses on ICT-intensive sectors, there’s limited data on how women across different industries and regions are engaging with this model. With the government’s push for a digitally empowered society under the Digital India Programme, and a growing emphasis on enterprise development in peri-urban and rural areas, hybrid work holds promise for expanding economic opportunities for women. This rapid assessment captures insights from 400 working women, including 150 currently in hybrid roles, across sectors such as technology, social services, and healthcare. With an average respondent age of 27 years and nearly half residing outside metropolitan areas, the study highlights both the opportunities and gaps in hybrid work adoption. A case study from a rural BPO in Uttarakhand further explores how hybrid work could transform women’s employment in non-urban settings.
Factsheet
Trends in Female Labour Force Participation in Gujrat
- April , 2025
- Aneek Choudhary and Bidisha Mondal
Gujarat records a female labour force participation rate above the national average, supported by government policies promoting women’s economic empowerment. Schemes such as Mukhyamantri Mahila Utkars Yojana and Mahila Swavalamban Scheme strengthen financial inclusion, self-help groups, and access to credit for women, especially those below the poverty line. The state also promotes women’s entrepreneurship through targeted training and awareness programmes. Using PLFS 2023–24 data, this factsheet examines women’s employment in Gujarat, focusing on job types, sectoral distribution, and key indicators shaping female workforce participation.
Gujarat records a female labour force participation rate above the national average, supported by government policies promoting women’s economic empowerment. Schemes such as Mukhyamantri Mahila Utkars Yojana and Mahila Swavalamban Scheme strengthen financial inclusion, self-help groups, and access to credit for women, especially those below the poverty line. The state also promotes women’s entrepreneurship through targeted training and awareness programmes. Using PLFS 2023–24 data, this factsheet examines women’s employment in Gujarat, focusing on job types, sectoral distribution, and key indicators shaping female workforce participation.
Factsheet
Trend in Female Labour Force Participation in Chhattisgarh
- April , 2025
- Aneek Choudhary and Bidisha Mondal
Chhattisgarh records a significantly higher female labour force participation rate than the national average, particularly in rural areas, with rising women’s participation evident since before 2016. Tribal women participate in the labour market at much higher rates than non-tribal women, but most are engaged in self-employment, with a large share working as unpaid family workers. While schemes such as Mahila Kosh and the National Rural Livelihoods Mission aim to promote women’s financial independence, the dominance of unpaid work highlights the need for a deeper examination of labour market conditions and opportunities for women in the state.
Chhattisgarh records a significantly higher female labour force participation rate than the national average, particularly in rural areas, with rising women’s participation evident since before 2016. Tribal women participate in the labour market at much higher rates than non-tribal women, but most are engaged in self-employment, with a large share working as unpaid family workers. While schemes such as Mahila Kosh and the National Rural Livelihoods Mission aim to promote women’s financial independence, the dominance of unpaid work highlights the need for a deeper examination of labour market conditions and opportunities for women in the state.
Chhattisgarh records a significantly higher female labour force participation rate than the national average, particularly in rural areas, with rising women’s participation evident since before 2016. Tribal women participate in the labour market at much higher rates than non-tribal women, but most are engaged in self-employment, with a large share working as unpaid family workers. While schemes such as Mahila Kosh and the National Rural Livelihoods Mission aim to promote women’s financial independence, the dominance of unpaid work highlights the need for a deeper examination of labour market conditions and opportunities for women in the state.
Factsheet
Trends in Female Labour Force Participation in Assam
- April , 2025
- Aneek Choudhary, Vidhi and Bidisha Mondal
Assam has seen a notable rise in female labour force participation since 2021–22, exceeding the national average. However, data for 2022–23 shows an unusually wide gender gap and the lowest recorded female participation, largely due to an NSSO enumeration error that led to underreporting. In recent years, the state has introduced several pro-women initiatives focused on self-employment, skill development, and access to credit, which are expected to support higher female participation. Updated PLFS data will provide a clearer picture of emerging trends in women’s employment in Assam.
Assam has seen a notable rise in female labour force participation since 2021–22, exceeding the national average. However, data for 2022–23 shows an unusually wide gender gap and the lowest recorded female participation, largely due to an NSSO enumeration error that led to underreporting. In recent years, the state has introduced several pro-women initiatives focused on self-employment, skill development, and access to credit, which are expected to support higher female participation. Updated PLFS data will provide a clearer picture of emerging trends in women’s employment in Assam.
Assam has seen a notable rise in female labour force participation since 2021–22, exceeding the national average. However, data for 2022–23 shows an unusually wide gender gap and the lowest recorded female participation, largely due to an NSSO enumeration error that led to underreporting. In recent years, the state has introduced several pro-women initiatives focused on self-employment, skill development, and access to credit, which are expected to support higher female participation. Updated PLFS data will provide a clearer picture of emerging trends in women’s employment in Assam.
Factsheet
Trend In Female Labour Force and Workforce Participation- Telangana
- April , 2025
- Vidhi and Bidisha Mondal
Telangana has emerged as a major industrial and services-led economy, with GSDP growing nearly 197% between 2014–15 and 2023–24. Services contribute about two-thirds of GSVA, while industry has achieved near gender parity in employment due to targeted policy interventions. Agriculture remains a key employer, engaging 45.8% of the population but contributing a smaller share to GSDP. Women are largely concentrated in agriculture, while men dominate services. This factsheet examines trends in female labour force participation in Telangana from 2017–18 to 2023–24, focusing on sectoral distribution, occupational segregation, and workforce barriers.
Telangana has emerged as a major industrial and services-led economy, with GSDP growing nearly 197% between 2014–15 and 2023–24. Services contribute about two-thirds of GSVA, while industry has achieved near gender parity in employment due to targeted policy interventions. Agriculture remains a key employer, engaging 45.8% of the population but contributing a smaller share to GSDP. Women are largely concentrated in agriculture, while men dominate services. This factsheet examines trends in female labour force participation in Telangana from 2017–18 to 2023–24, focusing on sectoral distribution, occupational segregation, and workforce barriers.
Telangana has emerged as a major industrial and services-led economy, with GSDP growing nearly 197% between 2014–15 and 2023–24. Services contribute about two-thirds of GSVA, while industry has achieved near gender parity in employment due to targeted policy interventions. Agriculture remains a key employer, engaging 45.8% of the population but contributing a smaller share to GSDP. Women are largely concentrated in agriculture, while men dominate services. This factsheet examines trends in female labour force participation in Telangana from 2017–18 to 2023–24, focusing on sectoral distribution, occupational segregation, and workforce barriers.
Factsheet
Trends in Female Labour and Workforce Participation- Meghalaya
- April , 2025
- Aneek Chowdhury, Bidisha Mondal
Meghalaya’s FLFPR is significantly higher than the average for India and many other states. Although the proportion of self-employed women has risen in both rural and urban areas, the overwhelming majority (over 75 per cent) are own-account workers. The report highlights the Female Labour Force Participation Rate (FLFPR) in Meghalaya compared to other states in the country and delve into the specific data and factors influencing this FLFPR.
Meghalaya’s FLFPR is significantly higher than the average for India and many other states. Although the proportion of self-employed women has risen in both rural and urban areas, the overwhelming majority (over 75 per cent) are own-account workers. The report highlights the Female Labour Force Participation Rate (FLFPR) in Meghalaya compared to other states in the country and delve into the specific data and factors influencing this FLFPR.
Factsheet
Trends in Female Labour and Workforce Participation – Chhattisgarh
- April , 2025
- Aneek Choudhary
Chhattisgarh records significantly higher female labour force participation than the national average (60% vs 42% in PLFS 2023–24), driven mainly by increased involvement of women in agriculture and allied activities since 2016. However, much of this work remains informal, with high shares of self-employment and unpaid family labour (91% in PLFS 2023–24). While schemes like the Mahila Cash and National Rural Livelihoods Mission have expanded women’s self-help groups, these patterns point to the need for deeper analysis of job quality, labour conditions, and meaningful economic opportunities for women in the state.
Chhattisgarh records significantly higher female labour force participation than the national average (60% vs 42% in PLFS 2023–24), driven mainly by increased involvement of women in agriculture and allied activities since 2016. However, much of this work remains informal, with high shares of self-employment and unpaid family labour (91% in PLFS 2023–24). While schemes like the Mahila Cash and National Rural Livelihoods Mission have expanded women’s self-help groups, these patterns point to the need for deeper analysis of job quality, labour conditions, and meaningful economic opportunities for women in the state.
Chhattisgarh records significantly higher female labour force participation than the national average (60% vs 42% in PLFS 2023–24), driven mainly by increased involvement of women in agriculture and allied activities since 2016. However, much of this work remains informal, with high shares of self-employment and unpaid family labour (91% in PLFS 2023–24). While schemes like the Mahila Cash and National Rural Livelihoods Mission have expanded women’s self-help groups, these patterns point to the need for deeper analysis of job quality, labour conditions, and meaningful economic opportunities for women in the state.