A woman working at a bank branch in Dhaka —FE File Photo Sustainable Development Goal 5 (SDG 5) strives to achieve gender equality and empower all women and girls, recognising that gender parity is a fundamental human right and essential for a prosperous and equitable society. In Bangladesh, achieving gender equality in the workforce is critical for social justice and the nation's long-term economic growth and development. Despite significant strides in education and health, gender inequality in the workforce remains a persistent challenge, limiting the country's ability to harness its full potential.
In Bangladesh, women make up around 36 per cent of the labour force, a figure although improving over the years, still represents a considerable gender gap. This discrepancy is more pronounced in the formal sector, where women are often concentrated in lower-paying jobs and rarely hold leadership roles. Most working women are employed in informal sectors, including agriculture, domestic work, and the readymade garment (RMG) industry, where they face precarious working conditions, low wages, and minimal job security.
A significant manifestation of inequality in the workforce is the wage gap, with women in Bangladesh earning 20-30 per cent less than their male counterparts for similar work. This pay disparity is compounded by unequal access to opportunities for career advancement, skills development, and leadership roles. Although women have progressed in entering fields traditionally dominated by men, they frequently encounter barriers preventing them from climbing to managerial or decision-making positions. This "glass ceiling" effect restricts their ability to contribute fully to the economy and achieve financial independence.
The informal sector highlights further inequalities. While the formal sector struggles with hiring biases and inadequate support for working mothers, the informal sector subjects women to exploitative conditions, such as long hours and low wages, with little recourse to legal protections. These conditions exacerbate the economic vulnerability of women and contribute to cycles of poverty.
Cultural and societal norms also influence gender dynamics in the workplace. In many regions of Bangladesh, traditional attitudes about gender roles persist, with women expected to bear the primary responsibility for caregiving and domestic duties. These expectations often lead to a high dropout rate of women from the workforce, particularly after marriage or childbirth. The lack of supportive workplace policies, such as affordable childcare or flexible working hours, compounds this issue, forcing many women to abandon their careers.
The barriers to gender equality in the workforce are deeply rooted in structural and cultural dimensions. While Bangladesh has made significant progress in areas like education and health, achieving SDG 5 requires addressing persistent disparities in the labor market. A multi-faceted approach is necessary to break down the systemic obstacles hindering women's full participation and success in the workforce.
One of the most significant structural challenges is education and vocational training access. Despite progress in primary and secondary education, many women, especially in rural areas, lack access to higher education and vocational training, limiting their employment prospects in higher-paying, skilled sectors. This educational gap and financial constraints often prevent women from pursuing entrepreneurship or improving their professional skills. The unequal distribution of resources exacerbates this disparity, making it difficult for women to escape low-paying and informal employment.
Workplace discrimination, including biased hiring practices and harassment, remains a pervasive problem. Despite existing laws designed to combat discrimination and harassment, enforcement remains weak, leaving many women without adequate protection. Women often face harsher evaluations and are underrepresented in decision-making positions. This lack of representation not only perpetuates gender stereotypes but also limits the influence women can have in shaping policies and practices that promote equality.
The disproportionate burden of unpaid care work on women is also a critical challenge. Cultural norms in Bangladesh often assign women the responsibility for household chores and caregiving, regardless of their paid employment status. This dual burden forces many women to prioritise family duties over career advancement, leading to a high attrition rate from the workforce, particularly after childbirth or marriage. The absence of workplace policies that support work-life balance, such as paid parental leave or subsidised childcare, exacerbates this issue.
Achieving gender equality in the workforce requires comprehensive policy reforms and societal shifts. These changes should dismantle the structural barriers that hinder women's participation in the workforce while creating an inclusive and supportive environment for women to thrive.
One key strategy is implementing inclusive labour policies. These policies should focus on equal pay for equal work, non-discriminatory hiring and promotion practices, and workplace support for working mothers. Providing subsidised childcare and parental leave for both mothers and fathers would allow women to more effectively balance professional and family responsibilities.
Furthermore, skill development programmes, especially those targeting women in rural areas, can improve their employability in various sectors. These programmes should focus on vocational training, financial literacy, and entrepreneurship, equipping women with the tools necessary to succeed in formal and informal economies.
Technology and innovation can also play a transformative role in bridging the gender gap. Digital platforms offer flexible work options, allowing women to participate in the workforce without compromising their familial duties. Remote work opportunities, as well as e-commerce platforms, can create new avenues for women entrepreneurs. Additionally, targeted digital literacy programmes can equip women with the skills to thrive in an increasingly tech-driven economy.
Another important strategy is encouraging women's participation in high-growth industries like STEM (Science, Technology, Engineering, and Mathematics). These fields typically offer higher wages and better career prospects, yet women remain underrepresented. Scholarships, mentorship programs, and targeted recruitment campaigns can help break down gender stereotypes and encourage more women to pursue careers in these areas. The visibility of successful women in STEM fields can also inspire young women to follow similar paths.
Moreover, shifting societal norms and challenging traditional gender roles are essential for promoting gender equality in the workplace. Awareness campaigns that challenge stereotypes about women's societal and workplace roles are crucial. These campaigns should engage both men and women and policymakers to foster a more inclusive culture. Media and educational institutions are essential in reshaping public perceptions by showcasing positive female role models and emphasising shared responsibilities within families and workplaces.
International cooperation is also vital in advancing gender equality. Bangladesh can benefit from aligning its strategies with global standards and learning from other countries' best practices. International organisations such as UN Women, the International Labour Organisation (ILO), and the World Bank provide technical assistance, funding, and expertise to design and implement programmes to reduce gender disparities. By sharing knowledge and resources, Bangladesh can enhance its capacity to tackle gender inequality and work toward achieving SDG 5.
Dr Matiur Rahman is a researcher and development worker.
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