Skilling Women: Are We Wasting Taxpayer Money or Sowing Seeds of Change?

Despite countless government schemes, corporate social responsibility (CSR) initiatives, and targeted programs designed to boost women’s employment, the results often seem lackluster. India has poured billions of taxpayer rupees into skilling initiatives, yet the fundamental question remains: Are these programs truly empowering women and translating into tangible workforce participation, or are they just another well-intentioned but flawed attempt to address deep-rooted gender disparities? Is our investment in skilling women a strategic step toward an inclusive future, or are we merely throwing money at a problem without addressing its core causes? With the future of work evolving at breakneck speed, failing to equip half the population with the necessary tools could have dire consequences—not just for women, but for India’s economic ambitions as a whole.

The Persistent Gender Gap 

India's ambitious skilling initiatives, such as the Pradhan Mantri Kaushal Vikas Yojana (PMKVY), the Deen Dayal Upadhyaya Grameen Kaushal Yojana (DDU-GKY), and targeted programs like Knowledge Involvement Research Advancement through Nurturing (KIRAN) for women in STEM, have significantly increased female participation in training programs. Yet, these numbers do not translate into corresponding workforce participation. Women's labor force participation has plummeted from 22.8% pre-pandemic to 16.9% post-pandemic, highlighting the glaring disconnect between skill-building efforts and actual employment. If the goal is economic inclusion, why are these programs failing to create lasting impact? 

Cultural and Structural Barriers 

The challenges go beyond skill acquisition. Deep-rooted socio-cultural norms, structural barriers, and limited family support often negate the benefits of training. Many women, even after receiving skill training, are either forced back into traditional domestic roles or discouraged from pursuing careers—especially in unconventional fields. The expectation that women should prioritize caregiving over career advancement continues to restrict their professional mobility, making economic independence an uphill battle. 

Sectoral Segregation and Limited Opportunities 

Many skilling programs still focus on traditionally “feminine” trades, such as beauty, wellness, and tailoring, rather than high-growth, high-paying sectors like technology, finance, or industrial trades. Even in STEM, where women make up 43% of graduates, few secure jobs in research and development due to systemic biases. The workplace is evolving rapidly, but if women continue to be funneled into low-wage, low-mobility sectors, the gender gap in economic participation will persist.

The Digital Divide and the Future of Work 

The rapid digitization of industries further complicates the issue. Women—particularly those in rural areas—are disproportionately affected by the digital divide, with limited access to technology and digital literacy. Without strong digital skills, their chances of securing jobs in the future workforce diminish significantly, exacerbating the gender employment gap despite the availability of online learning and remote work opportunities. 

Public-Private Partnerships: A Mixed Bag 

Public-private partnerships have emerged as a promising approach to bridging the employment gap. Programs like MSDE Skills Partnerships and TechSaksham aim to integrate women into the digital economy, but systemic issues—including mobility constraints, job availability, and inadequate post-placement support—continue to hinder their success. While intent is strong, execution remains the Achilles’ heel. 

Rethinking Skilling Strategies 

To create meaningful change, skilling initiatives must evolve beyond conventional training models. Key strategies include: 

• Holistic Support Systems: Address barriers such as childcare, safe transportation, and workplace gender sensitivity to ensure women can transition from training to employment seamlessly. 

• Breaking Cultural Norms: Educational reforms and awareness programs must start early, dismantling gender stereotypes about career choices and work suitability. 

• Digital Inclusion: Bridging the digital divide by ensuring affordable access to technology and upskilling in emerging fields like AI, cloud computing, and data analytics. 

• Industry Alignment: Skilling programs should align with high-growth sectors, ensuring women are equipped with relevant and in-demand skills rather than being confined to traditional roles. 

Conclusion: Are We Moving Forward? 

At a glance, the impact of these skilling initiatives may appear sluggish, but there is undeniable progress. Despite the challenges, success stories emerge—women breaking barriers, securing employment, and redefining economic independence. The journey is slow, but every life transformed is a step towards a more inclusive workforce. 

Key Takeaways: 

• Women's labor force participation remains low despite extensive skilling efforts, signaling a gap between training and employment. 

• Cultural norms and structural barriers continue to impede women's career progress. 

• A strong focus on traditionally “feminine” trades limits women’s access to high-growth industries. 

• Digital literacy and access remain critical for women to stay relevant in the future workforce. 

• Skilling programs need to be complemented by holistic support systems and cultural shifts to drive real change. 

If India is to realize Prime Minister Modi’s vision of a Viksit Bharat by 2047, we cannot afford to sideline half of our workforce. Continued investment in these programs—coupled with refined strategies—will be key to bridging the gender gap and unlocking India's true economic potential.