Editorial 1 : Farm as factory
Introduction: Recent reports in newspapers show the fall in employment level. As the manufacturing sector is not picking up in India as expected, governments have to think out of box to generate employment in India. The agriculture sector can be one from where huge employment can be generated.
The status of employment in India
- The number of workers employed in unincorporated sector enterprises across India has fallen from 11.13 crore in 2015-16 to 10.96 crore in 2022-23, according to a comparative analysis of the National Sample Survey Office’s data by Indian Express.
- The drop has been entirely in manufacturing (from 3.60 crore to 3.06 crore), while the workforce engaged in trade (3.87 crore to 3.90 crore) and “other services” (3.65 crore to 4 crore) has marginally gone up.
Why the recent drop in employment is bad news?
- The drop in employment in unincorporated sector enterprises is disturbing.
- The informal sector has traditionally acted as a shock absorber and “employment sink” for the large masses of unskilled/semi-skilled labour that cannot be productively engaged either in formal firms or agriculture, more so in years of crop failure.
- In this case, these enterprises — whether own-account establishments or run with some hired hands — were themselves seemingly victims of the triple shocks of demonetisation, goods and services tax rollout, and the pandemic-induced economic lockdowns between 2016-17 and 2021-22.
Is formalisation of workforce a factor behind drop in informal jobs?
- The reduction in the number of workers in unincorporated non-agricultural establishments may have been, to some extent, offset by an expansion in formal sector employment.
- If such formalisation has happened — there’s no reliable data on that — it’s probably not a bad thing.
- Informal firms are, after all, characterised by small scale of operations and low productivity that also translates into workers being paid little: The annual emoluments per hired employee in unincorporated sector enterprises averaged just Rs 1,24,482 during 2022-23.
- India, it’s well known, has too many people in agriculture.
- If the jobs being generated outside agriculture are mostly in the informal sector and construction having the same characteristics — low output per worker and paying just-about subsistence wages — it does not amount to genuine structural transformation.
- The transfer of surplus labour should, ideally, be from informal (including agriculture and construction) to formal (manufacturing and high-productivity services).
Why manufacturing and service sector are not able to absorb surplus labour in India?
- The manufacturing sector is becoming increasingly capital-intensive, with the deployment of both labour-saving and labour-displacing automation, artificial intelligence and machine learning technologies.
- IT, accountancy or financial services, on the other hand, demand skills that a majority of India’s working population lacks.
How agriculture sector can help in absorbing surplus labour?
- The failures of manufacturing and service sectors to absorb surplus labours leaves agriculture and tapping its unexplored potential for gainful employment generation.
- Such jobs can be not on, but “near and outside” the farms — in the aggregation, grading, processing, packaging, transporting, warehousing and retailing of produce or the supply of inputs and services to farmers.
- It requires re-imagining agriculture and a vision of the “farm as a factory” producing crops that are raw material for further value addition.
- Converting onion and tomato to paste and puree can do what sugar mills and dairies have done — not just adding value to produce, but also creating jobs in the countryside itself.
Conclusion: providing value addition to agriculture can solve many problems for India. It can raise income of farmers, reduce food wastage in India, improve food security, control food inflation, and top of all these, it can generate meaningful employment to absorb surplus labour from agriculture sector.
Editorial 2 : Her own workplace
Introduction: The Supreme Court’s comment on Monday that a mandatory menstrual-leave policy might be counter-productive for women in the workforce is an intervention in what has proved to be a contentious issue not just in India but across the world.
What was the case all about?
- The three-judge bench, hearing a plea to implement menstrual leave for women under the Maternity Benefit Act, 1961, urged the Centre to frame a model policy in consultation with states and stakeholders, ensuring that fear of its misuse as a basis for discrimination does not deter the entry of women into the workforce.
The Challenges Facing Working Women: Motherhood, Workplace Housekeeping, and Menstrual Leave
Motherhood penalty
- Pregnancy and child-rearing stall career progress
- Can lead to reduced opportunities for advancement
Workplace housekeeping
- Women often assigned menial administrative tasks
- Men at same professional level not typically given these duties
Potential impact of menstrual leave
- Risk of becoming another obstacle for women
- May affect employment opportunities
- Could hinder career advancement
The Debate on Paid Menstrual Leave: Balancing Recognition and Potential Discrimination
Opposition to paid menstrual leave
- Former Union Minister Smriti Irani's stance in Rajya Sabha
- Concern about discrimination over a natural biological process
Potential risks of menstrual leave
- May pathologize a normal biological function
- Could potentially increase stigma rather than reduce it
Recognizing genuine health issues
- Conditions like endometriosis and dysmenorrhea cause real discomfort
- These issues can significantly impact work performance
Need for careful policy formulation
- Requires balanced approach to address genuine needs
- Must avoid reinforcing stereotypes or discrimination
Importance of safeguards
- Guidelines needed to prevent misuse
- Protections required for both employees and employers
Global Perspectives on Menstrual Leave Policies: Challenges and Opportunities
Countries with menstrual leave policies
- Taiwan and Zambia have instituted such policies
- Implementation remains a challenge in these countries
Spain’s pioneering move
- First European nation to introduce paid menstrual leave in June 2023
- Viewed as a step towards gender parity
Challenges in Spain’s implementation
- Low uptake among women
- Reasons include onerous process and fear of discrimination
Indonesia’s experience
- Two-day menstrual leave policy in place
- Low utilization due to mandatory medical examination requirement
India’s Supreme Court's comment
- Seen as an opportunity for further deliberation
- Chance to develop a more balanced policy
Key considerations for policy development
- Acknowledging women’s biological needs
- Accommodating workplace demands
- Striking an equilibrium between the two
Conclusion: The draft menstrual hygiene policy released by the government last year outlined the provision of flexible hours and support leaves: “… such arrangements should be available to all, to prevent perpetuating stigmas or assumptions about productivity based on menstrual cycles,” It could be a starting point.