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Factors Affecting Women's Labour Force Participation in Sri Lanka

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Factors Affecting Women's Labour Force Participation in Sri Lanka ILO Country Office for Sri Lanka and the Maldives Copyright © International Labour Organization 2016 First published (2016) Publications of the International Labour Office enjoy copyright under Protocol 2 of the Universal Copyright Convention. Nevertheless, short excerpts from them may be reproduced without authorization, on condition that the source is indicated. For rights of reproduction or translation, application should be made to ILO Publications (Rights and Licensing), International Labour Office, CH-1211 Geneva 22, Switzerland, or by email: [email protected]. The International Labour Office welcomes such applications. Libraries, institutions and other users registered with a reproduction rights organization may make copies in accordance with the licences issued to them for this purpose. Visit www.ifrro.org to find the reproduction rights organization in your country. ILO Cataloguing in Publication Data Factors affecting women’s labour force participation in Sri Lanka / International Labour Organization, ILO Country Office for Sri Lanka and the Maldives. - Colombo: ILO, 2016. ISBN: 9789221285175; 9789221285205 (web pdf ) International Labour Organization; ILO Country Office for Sri Lanka and the Maldives. women workers / labour force participation / private sector / labour market segmentation / survey / Sri Lanka 14.04.2 ILO Cataloguing in Publication Data The designations employed in ILO publications, which are in conformity with United Nations practice, and the presentation of material therein do not imply the expression of any opinion whatsoever on the part of the International Labour Office concerning the legal status of any country, area or territory or of its authorities, or concerning the delimitation of its frontiers. The responsibility for opinions expressed in signed articles, studies and other contributions rests solely with their authors, and publication does not constitute an endorsement by the International Labour Office of the opinions expressed in them. Reference to names of firms and commercial products and processes does not imply their endorsement by the International Labour Office, and any failure to mention a particular firm, commercial product or process is not a sign of disapproval. ILO publications and digital products can be obtained through major booksellers and digital distribution platforms, or ordered directly from [email protected]. For more information, visit our website: www.ilo.org/publns or contact [email protected]. Printed in Colombo, Sri Lanka ii Section I: Demand-side Factors Affecting Women’s Labour Force Participation in Sri Lanka Section II: Women’s Activity Outcomes, Preferences and Time Use in Western Sri Lanka iii iv Forward Empowerment of women and equality between women and men are prerequisites for achieving political, social, economic, cultural and environmental security among all peoples. There have been many attempts global, regional and national, to promote this. The process that formally began in 1975, which was proclaimed International Women’s Year by the United Nations General Assembly. In 1979, the General Assembly adopted the Convention on the Elimination of All Forms of Discrimination against Women, which entered into force in 1981 and set an international standard for what was meant by equality between women and men. The 2030 Agenda for sustainable development has reaffirmed the consensus on the importance of gender equality and its contribution to the achievement of the 17 SDGs, more jobs and quality jobs for women, universal social protection and measures to recognize, reduce and redistribute unpaid care and household work are imperative to delivering on the SDG agenda, which aims to reduce poverty (Goal 1) and inequalities (Goal 2) to achieve gender equality (Goal 5) and promote inclusive and sustainable, full and productive employment and decent work for all (Goal 8). The ILO strongly believes that gender equality at the workplace is, not just the right thing to do, but that it is good for business. There is growing awareness and evidence that gender equality boosts enterprise productivity, spurs economic growth and improves the welfare of families. The ILO four key Conventions that aim to promote gender equality in the world of work form the basis of all other ILO activities promoting gender equality in employment. The four key equality conventions are the Equal Remuneration convention (No. 100), Discrimination (Employment and Occupation) (No. 111), Workers with family Responsibilities (No. 156), and Maternity Protection Convention (No. 183). Sri Lanka has ratified all four conventions. However, the implementation and enforcement still have lots of work to do. In Sri Lanka, the labour force participation rate of women is low and has remained at a low rate between 30- 35 percent in the past two decades, which is surprising given the high levels of educational attainments and other social indicators. Women’s participation in the labour market varies greatly across countries reflecting differences in economic development, education levels, social norms and access to childcare and other support services. As per a latest ILO study “Women at work Trends 2016” the global female labour for rate has decreased from 52.4 to 49.6. The corresponding figures for men are 79.9 and 76.1. Hence worldwide the chances for women to participate in the labour market remains 27 % lower than those for men. The first section of the report aims to identify those demand-side constraints through direct data from key players while the second section address research gaps related to women’s participation in the labour force. I would like to acknowledge the authors Shyamali Ranaraja, Shafinaz Hassendeen and Ramani Gunatilaka who conducted these studies for a praiseworthy job. Their work has provided invaluable insights into understanding of the female labour force participation in the Sri Lankan economy and delivers useful analysis for policy makers and other stakeholders involving in promoting decent work in the country. I would also like to acknowledge the contributions of the ILO technical specialists Reiko Tsushima, Sher Verick, Ravi Peiris, DWT New Delhi and Rossana Merola, ILO Geneva. The paper has also benefitted from the contributions from academia, especially from Prof Dileni Gunawardene, Prof Amala de Silva, Dr Asha Abeyasekera and Ranmini Vithanagama. I would also like to place on record my appreciation to CENWOR and Prof Swarna Jayaweera and her team, particularly Girty Gamage for coordinating the survey and the field research under very difficult time constraints. Finally I would like to thank the ILO Country office staff Indra Tudawe, Chandana Karunaratne and Pramodini Weerasekera, for coordinating and facilitating this study. Mr. Donglin Li Country Director ILO Office for Sri Lanka and the Maldives v Introduction Section I: Demand-side Factors Affecting Women’s Labour Force Participation in Sri Lanka Shyamali Ranaraja Shafinaz Hassendeen 1 2 Demand-side Factors Affecting Women’s Labour Force Participation in Sri Lanka Executive Summary Female labour force participation rate in Sri Lanka has remained low between 30 – 35 per cent in the past two decades, which is surprising given the consistently high educational attainment levels and other social indicators of women in the country. While research has focused on the supply-side factors that have kept female labour force participation rate at low levels, data on demand-side constraints is sparse. This study identifies those demand-side constraints through direct data from key players. Based on the likely constraints to demand for female labour identified in available literature, Key Person Interviews were carried out of selected employers in the formal private sector to ascertain the views of employers on the identified constraints and experiences in addressing those and other constraints. Due to the difficulties of obtaining access, the employers/representatives who have been interviewed are those who agreed to participate in the study; it is therefore not a survey of a representative sample of employers in Sri Lanka. The analysis of the interviews will provide recommendations for policy makers and is also intended to provide the basis for a sample survey of employers in the private sector in Sri Lanka at a later date to expand and test the findings of this study. Demand-side constraints on the participation of women in the labour force, theoretically, is visible in occupational segregation, income inequality, discrimination in employment, differences in the quality of jobs available to women versus the quantity of such jobs, and lack of entrepreneurship amongst women; it is caused by a combination of factors including a restrictive legislative environment, and the status and nature of employment in the country. This theoretical basis was examined in relation to Sri Lanka through interviews of senior managers in selected private sector organisations (Key Persons Interviews). The findings largely confirm the existence of constraints as indicated in the theoretical framework, and provide insights into the reasons for such constraints: a combination of restrictive legislation, the role played by the public sector in creating alternate and privileged employment, inability to adapt to changing work environments, the lack of skills and qualifications in women applicants for certain types of jobs, and social and cultural factors. The results of the interviews have also provided the basis for suggestions for changing the
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