Educated Sri Lankan Women are facing a Jobless Future

Introduction

Highlight

• ·         Female unemployment in Sri Lanka remains significantly higher than male unemployment in all education levels.
• ·         The gap is especially pronounced at the GCE A/L and above level, where the female unemployment rate is 2.55 times higher than the male rate.
• ·         Youth unemployment (15-24 years) is particularly high among females, reaching 30.6%.
• ·         These disparities highlight the need for targeted interventions to address the challenges faced by Sri Lankan women in the labor market.

Sri Lanka, an island nation lauded for its beauty and resilient spirit, faces a paradoxical reality when it comes to its female workforce. Despite boasting high female literacy rates and significant educational gains, Sri Lankan women, particularly those with higher education, are disproportionately burdened by unemployment. This article delves into the complexities of this issue, analyzing its root causes, highlighting existing efforts, and proposing concrete solutions to bridge the persistent gender gap in Sri Lanka's job market.

The latest numbers from the 2023 Department of Census and Statistics survey paint a clear picture: Sri Lanka's overall unemployment rate stands at 4.7%, but beneath this seemingly manageable figure lies a hidden storm. Female unemployment sits at a disconcerting 7.0%, nearly 50% higher than the male rate of 3.4%. This gap widens even further as educational levels rise.

Table 1: A Stark Divide: Female Unemployment by Education Level (2023)

The data unveils a disturbing trend: the higher the education, the wider the gender unemployment gap. Women with GCE A/L and above qualifications face a staggering 2.55 times higher unemployment rate than their male counterparts. This alarming statistic signifies a deep-rooted gender bias embedded within the Sri Lankan professional landscape, leaving countless qualified women stranded on the fringes of the workforce.

The reasons behind this crisis are not isolated; they weave a complex tapestry of societal expectations, discriminatory practices, and inadequate support systems. Traditional gender roles, which prioritize a woman's place within the home, can discourage them from actively seeking employment. Subtle, yet pervasive, forms of discrimination during hiring processes often disadvantage qualified women, pushing them out of contention before they even reach the starting line.

Furthermore, the lack of flexible work arrangements and accessible childcare options presents a significant hurdle for working mothers. These challenges are compounded by potential skill mismatches, where educational programs may not adequately prepare women for the demands of the current job market. Additionally, limited access to information and career guidance can leave women navigating the professional world in the dark, unaware of opportunities and support systems that could empower them.

While the Sri Lankan government, including policy initiatives promoting equal opportunity hiring and work-life balance measures, has taken strides these efforts, require stronger enforcement and evaluation to ensure their effectiveness. Similarly, civil society and advocacy groups are working tirelessly to challenge gender stereotypes and empower women, but their reach alone cannot fully bridge the gap.

Table 2: Female Unemployment in Sri Lanka (2023)

Source: Department of Census and Statistics, Labour Force Survey (Q1 2023), World Bank, Central Bank of Sri Lanka and ILO

Common Challenges

•        Societal expectations: Traditional gender roles, which prioritize women's domestic responsibilities over professional pursuits, can discourage them from actively seeking employment.
•       Discrimination: Gender bias during hiring processes, often subtle and unconscious, can significantly disadvantage qualified women.
•       Lack of flexible work arrangements: Rigid work schedules and limited childcare options hinder women's ability to balance career and family obligations.
•      Skill mismatch: Educational programs may not adequately prepare women for the skills and demands of the current job market.
•      Limited access to information and career guidance: Women may lack awareness of available opportunities and support systems necessary for career advancement.

Government and Other Actions

·         Policy initiatives: The government has introduced policies promoting equal opportunity hiring and fair pay, promoting work-life balance measures, and supporting female entrepreneurship.

·         Skills development programs: Programs geared towards female career development and training in high-demand sectors are being implemented.

·         Awareness campaigns: Initiatives to raise awareness about gender discrimination and promote inclusive workplaces are ongoing.

·         Civil society efforts: Advocacy groups and NGOs are working to empower women and challenge gender stereotypes in the workplace.

Missing Pieces

• ·         Effective implementation and monitoring of policies: Existing policies require stronger enforcement and evaluation to ensure their effectiveness in bridging the gender gap.
• ·         Tackling unconscious bias: Training programs and awareness campaigns focused on unconscious bias among employers and hiring managers are crucial.
• ·         Addressing cultural norms: Challenging entrenched societal expectations through education and community engagement is essential to create a more supportive environment for working women.
• ·         Investing in affordable and accessible childcare: Expanding childcare options and infrastructure will significantly ease the burden on working mothers.
• ·         Promoting STEM education for girls: Encouraging girls to pursue careers in science, technology, engineering, and mathematics (STEM) will open doors to high-growth sectors with low unemployment rates.

Way Forward

Overcoming Sri Lanka's female unemployment challenge requires a multi-pronged approach:

• ·         Continued government commitment: Sustained policy efforts, coupled with robust monitoring and evaluation mechanisms, are key to driving sustainable change.
• ·         Private sector engagement: Encouraging corporate social responsibility initiatives and promoting inclusivity within businesses is crucial.
• ·         Investing in education and skills development: Tailoring educational programs to equip women with the skills and knowledge needed for the current job market is essential.
• ·         Building strong support systems: Expanding access to affordable childcare, flexible work arrangements, and mentorship programs will empower women to thrive in the workplace.
• ·         Catalyzing a cultural shift: Challenging traditional gender roles through education, media, and community engagement is vital to create a more equitable society.

Conclusion

Sri Lanka's female unemployment crisis is not only a social injustice but also an economic hindrance. By effectively addressing the challenges, implementing comprehensive solutions, and fostering a culture of inclusivity, Sri Lanka can unlock the full potential of its female workforce and pave the way for a more prosperous and equitable future.

References

·         Department of Census and Statistics: http://www.statistics.gov.lk/

·         Central Bank of Sri Lanka: https://www.cbsl.gov.lk/

·         International Labour Organization: https://ilostat.ilo.org/

·         World Bank: https://data.worldbank.org/