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Indian Express
13 hours ago
- Business
- Indian Express
More than minimum: Why govt is mulling ‘living wage', and what it could mean for women at work
Low wages are holding women back from formal employment – 54 per cent of blue- and grey-collar women employees are unhappy with their pay and 80 per cent saving nothing or less than Rs 2,000 per month, according to a new report. 'Income is a make-or-break factor driving women's exit from the blue-grey collar workforce,' the report by Quess Corp, India's largest staffing firm, and the Udaiti Foundation, said. 'Women already face steep opportunity costs to join the workforce. Inadequate wages that ignore local realities simply drive them out,' it added, flagging a 'clear gap between minimum wage and living wage'. The need to align minimum wage with real living costs has also gained traction among top policymakers. The Union Ministry of Labour and Employment, for instance, is discussing the concept of a living wage, which factors in expenditure on health and education that is currently excluded from minimum wage calculations. According to Vandana Gurnani, Labour and Employment Secretary, accounting for health- and education-related expenses in wage standards could 'reduce the opportunity cost' women face when entering formal employment. Low pay, high costs push women out The report found that blue- and grey-collar women employees earn just 70 per cent of what men do, and that low wages, combined with high opportunity costs like unpaid caregiving, time lost to commuting, or the cost of migration, make it difficult for women to 'sustain at work'. Based on a survey of over 10,000 current and around 1,600 former women employees at Quess, it said workers in peri-urban zones, which host significant manufacturing activity, often have minimum wages that lag behind urban benchmarks, despite high living costs. 'Costs are higher in Tier 1 cities, but 1 in 5 women earn below INR 20,000, which is typically the stipulated minimum wage… Those earning above INR 20,000 are 21% less likely to drop out in the near term, showing that better pay supports retention,' it said. Quess provides staffing and outsourcing services to over 3,000 clients across sectors like retail, IT, manufacturing, and banking. At the launch of the report on July 24, Gurnani said, 'Conceptually, it's very good if you go beyond nutrition, housing, and clothing, which are currently counted for minimum wage, to expenditure on health and education, which is proposed.' 'From a women's perspective, it is very important because the care model, like childcare, is going to cost them. (Inclusion of health and education) will reduce the opportunity cost that women face when they come out to work,' she said. Gurnani added that the ministry is figuring out how to 'do this in a diverse setting because things vary from state to state'. She also highlighted the need for a 'social dialogue' with employers and employees. 'So, it is currently at that stage. It is not happening today, but I am glad that we started thinking about it,' she said. For women, wages only part of the problem While living wage standards would benefit all workers, the impact could be more significant for women, who face higher opportunity costs. This is particularly relevant given India's low female labour force participation rate (LFPR) – just 32 per cent for women above 15 years as of June, compared to 77.1 per cent for men, according to the Periodic Labour Force Survey (PLFS). Several economists argue that India's female LFPR must cross the 50 per cent mark if the country is to achieve developed economy status. In addition to low wages, women workers also contend with poor work culture, limited access to safe and affordable housing, and mobility constraints. In some states, regulatory barriers add to the challenge. 'There are 54 laws that actually prohibit women from participating in the workforce. Among them are the night shift laws, which are now being removed state by state,' said Pooja Sharma Goyal, founding CEO of Udaiti Foundation. 'What happens when you dismantle night shift laws is that the private company becomes responsible for ensuring a woman's safety on her way home at night. That includes providing transport. Now, many large companies are able to provide that, while the small ones are not. Those are some of the nuances we need to start thinking about,' she told The Indian Express. Industrial hubs draw more women According to Guruprasad Srinivasan, CEO of Quess Corp, a state's industrial base – particularly its manufacturing strength – is a key driver of higher female workforce participation. 'Tamil Nadu hosts many large, modern electronics and manufacturing units, followed by states like Karnataka and Maharashtra. With higher workforce participation in manufacturing, these states naturally absorb more women workers,' Srinivasan said. 'High finger dexterity and hand-to-eye coordination are areas where women tend to do well. We test these skills, and more women pass than men. So naturally, there's demand for them in sectors like electronics and auto manufacturing. The semiconductors sector is another space to watch,' he said. Aggam Walia is a Correspondent at The Indian Express, reporting on power, renewables, and mining. His work unpacks intricate ties between corporations, government, and policy, often relying on documents sourced via the RTI Act. Off the beat, he enjoys running through Delhi's parks and forests, walking to places, and cooking pasta. ... Read More
Mint
2 days ago
- Business
- Mint
Low pay, poor work culture: Why women in blue- and grey-collar jobs are struggling
Across India's factories, kitchens, warehouses, service counters and construction sites, nearly 3.9 million women form a vital part of the blue-and-grey-collar workforce. Yet, their participation remains fragile and often short-lived, despite their growing numbers. The State of Women in the Blue-Grey Collar Workforce 2025 report, released by the Udaiti Foundation and Quess Corp Ltd, shows that 52% of women in the blue and grey workforce intend to stay in their jobs for less than a year. The findings are from a survey of 10,620 current and 1,575 former women workers employed through Quess Corp and highlight several challenges faced by the women employed in the blue/grey collar workforce. The report, using the Periodic Labour Force Survey data, showed that the total number of women in blue/grey collar jobs has doubled in the last four years—from 1.94 million in 2020–21 to 3.88 million in 2023–24— their share in the workforce has increased only marginally, from 16% to 19%. While this may still seem like progress, there is a complex reality that women face in the workforce: the lack of a proper environment to build a sustainable career. Exit echoes The report highlighted that a majority of women who have been working for less than a year did not intend to stay in the workforce for less than a year. Interestingly, those who make it beyond the first year show a higher appetite for staying in the workforce longer. The challenges driving this attrition are persistent and structural. Low income remains the most cited reason (54%) by most of the respondents surveyed, followed by poor work culture (28%), safety concerns (22%), and limited career growth (21%). Mobility and safety For many women in blue- and grey-collar roles, getting to work is one of the biggest barriers to staying employed. It's not just about reaching the place of work; it is also about getting there safely, affordably, and on time. According to the report, nearly one in five women face mobility-related challenges, including long travel time (27%), high commuting costs (19%). Women have also voiced concerns over unsafe or unavailable public transport. These issues are especially pronounced for women working early or late shifts and those commuting from poorly connected areas. Public transport remains the most common mode of commute for both unmarried women (63%) and married women (59%). Yet persistent issues like harassment, overcrowding, and poor connectivity make daily travel difficult, the report noted. With few reliable alternatives, many women are forced to spend more or travel longer to reach their workplace. Pay, proximity, and perception For those who are still employed, workplace culture is a silent strain. Rigid schedules emerged as the most common concern across all age groups. Rigid schedules emerged as the most common concern across all age groups. Other issues included a lack of respect and unsupportive managers, pointing to long-standing gaps in how value and voice are acknowledged at work. Over one in three women across all ages report a lack of flexibility as a big issue. For women older than 33 years of age, lack of respect and unsupportive managers are bigger issues compared to younger ones. Women who have quit the workforce, returning is not simply about finding an opportunity, but also about having better work conditions. Better pay remains the top motivator, with 42% of former employees saying it would encourage them to rejoin. Other key factors include proximity to home (20%), access to training and skilling (18%), and greater workplace flexibility (17%). With millions employed in the blue/grey collar workforce, and millions more expected to join in the coming years as the Indian economy progresses, addressing the challenges faced by the current employees may help bridge the gap between the need for a job and the desire to build a career. As India hopes to achieve a higher female labour force participation rate from the current 41.7%, enhancing the quality of work and enabling job satisfaction in the blue/grey collar segment will be crucial.
New Indian Express
3 days ago
- Business
- New Indian Express
Only 1 out of 5 blue and grey collar workers is a woman, high attrition a huge challenge: Report
BENGALURU: Despite women's overall share in blue-grey collar roles rising from 16% in FY20-21 to 19% in FY 23-24, as per the PLFS (Periodic Labour Force Survey), they still account for only about one in five workers in this segment, with high early attrition rates threatening productivity and continuity. This was stated in the study 'State of women in the blue-grey collar workforce 2025', released by the Udaiti Foundation in partnership with Quess Corp Limited. The blue and grey-collar workforce is a segment that forms the backbone of industries like manufacturing, logistics, retail, healthcare, and financial services. Drawing from surveys with over 10,000 current and 1,500 former women workers across sectors like retail, manufacturing, BFSI, and services, this study points out that 52% of women with less than one year of experience plan to quit within the next 12 months, compared to just 3% among those who cross the two-year mark, underscoring the need for interventions to arrest attrition at an early stage.
Hindustan Times
4 days ago
- Business
- Hindustan Times
Women's share in blue-grey collar jobs growing, but attrition remains a challenge: Report
Even as women's overall share in blue-grey collar roles rose to 19 per cent in 2023-24, there is a huge attrition rate, especially with those with less than one year of experience, a report said on Thursday. The report further revealed that 54 per cent of women who are currently working are unhappy with pay, and 80 per cent save less than ₹ 2,000 per month.(Pixabay/Representative) Despite women's overall share in blue-grey collar roles rising to 19 per cent in FY24 from 16 per cent in FY21, as per Periodic Labour Force Survey (PLFS) Annual Report, the cohort faces high early attrition rates that threatens productivity, continuity, and India's ability to achieve its USD 30 trillion economy goal by 2047, according to a report, 'State of Women in the Blue-Grey Collar Workforce-2025'. State of Women in the Blue-Grey Collar Workforce-2025' report by the Udaiti Foundation and Quess Corp is based on a survey with over 10,000 current and 1,500 former women workers across sectors like retail, manufacturing, BFSI, and services. According to the report, 52 per cent of the respondents with less than one year of experience said they are planning to quit within the next 12 months, compared to just 3 per cent among those who cross the two-year mark, underscoring the need for interventions to arrest attrition at an early stage. Of the 1,500 women who left jobs in the last 6 months, 67 per cent of them are out of the workforce for multiple reasons, it stated. "There is tremendous opportunity for India to unlock its full economic potential. We have demonstrated that we can open doors for women, and the unlock lies in creating systems that enable them to thrive and grow. Women aren't leaving because they lack capability, they are leaving because we haven't yet built the infrastructure and designed workplaces for their success," the Udaiti Foundation Founding CEO Pooja Goyal said. With India's blue-grey collar economy projected to comprise 70 per cent of the workforce by 2030, investing in women's retention and advancement isn't just the right thing to do, it's essential for sustainable growth, she added. The report further revealed that 54 per cent of women who are currently working are unhappy with pay, and 80 per cent save less than ₹2,000 per month. Of those earning above ₹20,000 are 21 per cent less likely to drop out in the near term, and among the women employees who are currently out of the workforce, 42 per cent said better pay would motivate them to return to work, indicating that better pay supports retention, it stated. The report also found that 57 per cent of the women respondents, who are currently working, face transport challenges and 11 per cent feel unsafe while commuting, especially during their night shifts. Single migrant women in manufacturing and EMPI sectors rely on hostels (23 per cent) but they face limited safe commuting options, said the report. One in five women who have left the workforce said they will return to work if the workplace was closer to home, indicating that improving mobility solutions holds significant potential to boost workforce participation, it said. "It's not just a social imperative, but essential for building a productive, competitive economy. The staffing industry plays a significant role in providing pathways for women to join formal employment. We need to now develop robust, gender-intentional retention strategies that enable the grey and blue collared women workforce to grow," Quess Corp ED and CEO Guruprasad Srinivasan added.
Mint
4 days ago
- Business
- Mint
Over 50% entry-level women in blue-grey jobs plan to quit within a year, 54% unhappy with pay, reveals study
At least 52% of women with less than one year of experience in India's blue-grey-collar workforce plan to quit within 12 months, a new survey has found. The attrition rate, however, drops sharply to 3 per cent among those who stay in their jobs for more than two years, from 52% among those who have been employed for less than a year, the report said. It added that 54 per cent of women who are currently working are unhappy with their pay, and 80% save less than ₹ 2,000/month. The findings in the State of Women in the Blue-Grey Collar Workforce-2025, a data-driven report and policy brief offering actionable solutions to strengthen women's participation in one of India's fastest-growing employment segments by Udaiti Foundation, in partnership with Quess Corp Limited. 54 per cent of women who are currently working are unhappy with pay, and 80% save less than ₹ 2,000/month, it added, The blue-grey collar workforce is an emerging term that blends elements of both blue-collar and grey-collar workers. The report cites multiple sources that suggest that India needs to add 7-10 million non-farm jobs a year to achieve the goal of becoming a developed nation or 'Viksit Bharat' by 2047. A large share of these non-farm jobs are blue-collar roles, which form the backbone of India's economy, it says. The findings were launched at an event held in New Delhi on Thursday. Vandana Gurnani, Secretary, Ministry of Labour and Employment, S Krishnan, Secretary, Ministry of Electronics and Communication, and Rajkamal Vempati, Group Executive and Head of Human Resources, Axis Bank, attended the event Despite women's overall share in blue-grey collar roles rising from 16 per cent in FY20-21 to 19 per cent in FY23-24, as per the PLFS Annual Report, the cohort faces high early attrition rates that threaten productivity, continuity, and India's ability to achieve its $30 trillion economy goal by 2047,' the report said. 'This report reveals a tremendous opportunity for India to unlock its full economic potential. We have demonstrated that we can open doors for women, and the unlock lies in creating systems that enable them to thrive and grow. Women are not leaving because they lack capability; they are leaving because we have not yet built the infrastructure and designed workplaces for their success,' Pooja Goyal, Founding CEO of The Udaiti Foundation, said. The report identifies five key challenge areas from the survey that, if addressed, can significantly improve women's retention: higher incomes, safer and more reliable mobility, improved workplace infrastructure, clearer career growth pathways, and more inclusive, supportive work culture. Income is a key challenge: 54% of women who are currently working are unhappy with pay, and 80% save less than ₹ 2,000/month. ● Those earning above ₹ 20,000 are 21% less likely to drop out in the near term— showing that better pay supports retention. Mobility barriers: 57% of women respondents who are currently working face transport challenges; 11% feel unsafe while commuting, especially during night shifts. ● One in five women who have left the workforce said they will return to work if the workplace were closer to home. ● Workplace safety and infrastructure challenges: 22% of women feel unsafe at work, with this figure jumping to 33% where basic safety measures like CCTV and lighting are absent. Career growth: 21% of women respondents cite lack of growth as a reason to leave their jobs; postgraduate women with more than a year's tenure are 3x more likely to exit if the growth pathway is unclear. Limited workplace flexibility: 28% of women report difficult hours and demanding work environments. One-third of them cite lack of flexibility as the main issue. ●Additionally, many field-facing roles across sectors commonly lack formal grievance redressal systems, underscoring the need to build open and responsive channels to hear women employees out. Infrastructure gaps fuel safety concerns: 22% of women feel unsafe at work — a number that spikes to 33% in locations lacking basic infrastructure (e.g., CCTV, lighting). ●This is especially stark in FMCG, education, IT/ITeS, and manufacturing. Women are not leaving because they lack capability; they are leaving because we have not yet built the infrastructure and designed workplaces for their success.
