Bridging the Gender Gap: From Education to Employment

The gender disparity in workforce participation has been a persistent issue in Sri Lanka, sparking discussions and calls for action over the years. Despite ongoing talks, tangible progress in narrowing this gap still needs to be made. As Sri Lanka grapples with a severe economic crisis, it becomes imperative to closely examine the labour force and unlock its potential to aid economic recovery.

Sri Lanka is approaching the final stages of its demographic dividend, marked by a significant portion of its population falling within the working age range (typically 15-64 years old) relative to the dependent age categories, such as the elderly and children [1]. According to the Asian Development Bank, Sri Lanka's working-age population is projected to peak around 2027 [2]. This presents a unique opportunity to bolster economic prospects by implementing appropriate socioeconomic policies, similar to how successful economies like Singapore and Hong Kong have utilized their demographic dividends to propel economic growth.

Crucially, a substantial segment of this working-age population comprises highly educated women with longer life expectancy, necessitating targeted interventions to harness their economic potential.

Analyzing the Current Labor Market Landscape

The 2021 Labor Force Survey shows that Sri Lanka's total labour force comprises 8.5 million individuals, with 65% being male. The overall Labor Force Participation Rate (LFPR) in Sri Lanka stands at around 50%, underscoring a significant and persistent gender gap that has existed since the early 2000s.

In 2021, the male labour force participation rate was 71%, in stark contrast to the considerably lower female labour force participation rate of 31.8%. This enduring gender gap over nearly a decade calls for heightened government attention and intervention. It represents an untapped economic potential that needs to be harnessed for the nation's benefit.

A considerable proportion of women in the labour force are employed in the estate sector, constituting 42.6% of the female workforce. Additionally, a significant majority of the economically inactive population in 2021 were women, accounting for approximately 73.3%.

Among these economically inactive women, 59.4% cited engagement in household work as their primary reason for not participating in the labour force, highlighting household responsibilities as a significant deterrent to women's workforce engagement.

Education and Labor Force Participation

Sri Lankan women tend to achieve higher education levels than men [5]. However, this educational advantage has yet to translate into higher levels of participation in the labour force. Figure 1 illustrates the relationship between labour force participation and education.

The diagram underscores two critical points. Firstly, it reveals that a significant majority of women who participate in the labour force (83.2%) possess degrees or higher levels of education. This suggests that women are more likely to apply for jobs aligned with their skill set and education level.

Secondly, it highlights a significant disparity concerning men. Even if men have a Grade 5 or below education level, a substantial portion (65.7%) still actively contribute to the economy. This disparity suggests that women with lower levels of education face more significant challenges or barriers to workforce participation than their male counterparts.

This statistic also emphasizes the traditional societal norm of men being perceived as the breadwinners, leading to higher labour force participation rates among men, irrespective of their educational levels. On the other hand, despite their advanced academic qualifications, women may encounter societal pressures or constraints that discourage them from seeking or maintaining employment.

Understanding the Factors Behind Low Female Labor Force Participation

The persistently low female labor force participation rate in Sri Lanka can be attributed to various socioeconomic factors.

One primary factor discouraging women from actively contributing to the economy is their significant burden of care responsibilities. This includes various household tasks, from cooking and cleaning to childcare and caring for the elderly. According to the 2017 Time Use Survey, women spent nearly four hours more daily on unpaid care work and domestic services than men.

For decades, a prevailing societal stereotype has positioned women as primarily responsible for household management, while men are expected to be the breadwinners outside the household. This division of labour is a key reason why women, despite having the qualifications and capabilities for employment, often choose to stay at home, while men, even with lower levels of education, enter the labour market.

Another significant barrier is the presence of legal constraints in Sri Lanka. The two notable legal limitations include restrictions on night-time work and the lack of recognition for part-time employment. While initially aimed at protecting women, these legal provisions inadvertently discriminate by limiting women's employment opportunities and earning potential.

Policy Recommendations to Boost Female Labor Force Participation

Addressing these barriers is vital to improving labor force participation rates, especially among women. Here are some policy recommendations:

1.       Recognize Part-Time Work: Acknowledge part-time work under existing statutes and provide benefits such as annual leave while removing provisions restricting women from working at night.

2.       Enhance Childcare Facilities: Utilize local government mandates to set up standardized and regularized daycare centres through bylaws, encouraging Public-Private Partnerships to provide childcare facilities by leveraging existing infrastructure.

3.       Tailored Courses for Private Sector Needs: Introduce more courses and degrees tailored to the needs of the private sector, with a focus on arts graduates.

The effectiveness of these policies hinges on a shift in societal mindsets, particularly within the education system. Challenging and dismantling the prevailing patriarchal system through education can instil in both men and women the belief that predefined gender roles are unnecessary. Sri Lanka has made progress in challenging gender stereotypes. However, there's still much work to be done, and initiating change within the education system can serve as a promising starting point.