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ISSN 2412-2777(Print) Scholar Journal of
Business and Social
Scholar Journal of Business and Social Science, Science
Vol.2, No.2(2016) 27-34

Gender Disparity in Bangladesh and its impact on women in workplaces

Farhana Mahmood1, Sonia Rezina2*

1. Executive Officer, United Commercial Bank Ltd., Dhaka, Bangladesh

2.*Senior Lecturer, School of Business (SoB), Uttara University, Dhaka, Bangladesh

ABSTRACT
Gender biasness at the workplace is been a widely concerned matter in the whole world,
specially in the developing and under developed countries for years. Women have to
struggle in every stage of their work life more to survive than to comprise equal rights. They
are not even recognized for their efficiency and work of talent compared to their male peers.
This paper aims to study the impact of gender discrimination on the women workforce of
Bangladesh. For this purpose, various research articles have been reviewed to portray the
actual scenario regarding gender issues. An unstructured questionnaire has been used to
gather general opinion from the female respondents from different sectors. The study is
mainly qualitative in nature. The study shows that females are discriminated more rather
than their male counterparts in their workplaces. It is common for women to have the
behavioral discrimination at their workplace. They are also deprived of the basic facilities
obligatory for being a female to have a friendly work environment. The terrible matter of
concern is that most of the female workers are even unaware of their general rights
regarding their work and workplace.
Copyright © 2016, Scholar Journals. All rights reserved.
Keyword: Women, empowerment, workplace, discrimination, challenges, Bangladesh.
JEL Classifications: H52, H53
1. INTRODUCTION
Being a densely populated country with lower education rate and slower economic growth,
it is not an easy task to find a job where the number of work opportunity is very less than the
eligible population. Having inadequate technological assistance and improvement,
Bangladesh is also starving from the rapid spread of domestic industries. As a result, new job
opportunities are not being bent in accordance with the growth of unemployed population.
In such condition, it is very difficult to properly utilize the manpower according to their
skills. As a result, finding a job is the main concern than finding a good job with good
remuneration and better working condition. This highly competitive labor market makes it
even more difficult for women to find a suitable job. Because of social prejudices, a lot of

* Corresponding author; Mob.: 01675-548941;

E-mail address: rezina.sonia@gmail.com
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 F. Mahmood & S. Rezina
works are considered to be inappropriate for women though the same are adopted by the
women in a lot of other countries with pride. Women are also considered to be the inferior
work force that shrinks their job scopes and forces them to take the lower paid labor
incentive works which are considered not only lower level but also less important. Apart
from that, cultural barriers, gender discrimination, social hazard, physical challenges and
lack of family support makes it worse for working women even to continue their jobs.
In the surroundings like Bangladesh, where women are to resist a lot to have a job, they have
a little concern about the discrimination comprising with them at workplace and consider it
as their fate. They are deprived of their labor rights from the very beginning. Not only the
employers show less interest to recruit women for jobs but also the overall gender biased
impressions discourages women for out-home employment. All these things simultaneously
are the result of the lower rate of women participation in workplace. Though the scenario
has been changing but the speed is very deliberate. The govt. has a little contribution to
change the scenario and to take a step to increase women participation in workplace.
Numbers of women in Bangladesh have been choosing to be homemaker even after
completing their education, having no other alternatives devoting their desire to work.
2. LITERATURE REVIEW AND HYPOTHESES DEVELOPMENT
Gender discrimination is any unequal treatment based on gender and may also be referred
to as sexism. The basic feature of gender discrimination is evident in any situation where a
person shows a prejudice towards another that would not occur had they been the opposite
sex (Bilkis et al., 2010). The sectors of work for women in Bangladesh are very limited. They
are considered inappropriate for a lot of works and stuck in some few work areas. Rashid
(2010) observed that 79 percent of the labor force of Bangladesh is engaged in the informal
sector and majority of the workers in the informal sector are female such as unpaid family
workers, home based workers or other categories of workers. In such feature, he
demonstrated the real base of workplace for women in Bangladesh. Apart from the home-
based works, women in Bangladesh are also leading in some other sectors in terms of
contribution which are agriculture, industry and service. Trentham et al. (1998) explained
the work place gender discrimination rational bias theory, where they said that businessmen
discriminated women and people at the top of the organization are most biased against
women than people at the bottom. And the discrimination is more because of external
pressures than from internal. According to Actionaid (2015), gender inequality in work not
only has consequences for women; it carries major costs for all, including businesses and the
wider economy. It is calculated that women could increase their income globally by up to 76
per cent if the employment participation gap and the wage gap between women and men
were closed. This is calculated to have a global value of USD 17 trillion. Channar et al. (2011)
identified that females were discriminated more than males at workforce in public
organizations. This discrimination decreases satisfaction and motivation and increases
stress level. Haque et al. (2011) pointed out that, women of Bangladesh are very much
mistreated than men through the rules, regulations, customs and ancient nature of the
society. This irrational behavior gives women lower status in terms of men socially,
culturally, religiously, economically and legally.
Sultana et al. (2013) found a positive and highly statistically significant effects of age,
educational qualification (years of schooling), total household income (BDT in thousand per
month), and occupational status on women empowerment (CEI). Women are more likely to
be wage workers and unpaid family workers; that women are more likely to engage in low-
productivity activities and to work in the informal sector, with less mobility to the formal
sector than men (World Bank, 2012). In the discrimination of wage it is also found that the
women specific wage discrimination is also constituted but the base is mostly the level of
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 Scholar Journal of Business and Social Science, 2(2), 2016, 27-34
their education. Women are considered for domestic and reproductive work rather than
fully engaged in industry equips with better education.

3. OBJECTIVE OF THE STUDY

The main objectives are as follows:
To develop an understanding about how the discriminatory factors act as the hindrance
for women participation in workforce in Bangladesh.
To study the gender disparity impact and the challenges working women have to face in
their workplaces in Bangladesh.

4. METHODOLOGY
The study has been conducted in two principal methods. The first method is, by gathering
information from relevant materials like reports and features published in the leading
newspapers, books and articles on gender issues and related websites. The figures included
in the article are collected from Labor Force Survey Bangladesh 2013, where we could not
find data in equal year interval. The second method is, by interviewing some female
employees from different sectors like banks, ready-made garment factories, educational
institutions etc. about their experiences and thoughts regarding the issue. The interviews
were conducted using unstructured questionnaires. Later on, we applied both the two types
of information for analyzing the concept of gender discrimination and biasness in
employment and at workplaces. This led us to conclude with some Determinant factors
behind gender differences in workplaces.

5. REVOLUTION OF WOMEN WORKFORCE IN BANGLADESH:

Though it was considered as a discredit for women to work out of home, the scenario has
started to change from the early eighties. Because of the unstable economic condition of a
new born country it was difficult to find job as well. From the beginning of the 21st century
the scenario has turned to a positive change and the number of women participation in
workforce has started to increase and the rate is higher than that of male workforce. The
changing scenario is noticeable in some last couple of years. The intrinsic change in women
participation in labor force is reflected in differentiated rate of growth.

5.1 Economically active labor force:

Economically active means those in the population of working age (16-65) who are either in
work or are looking for work. In 2002-2003, the number of economically active female labor
force was less than the male labor force. It has seen to be increased till 2012-2013 more
rapidly than their male counterparts.
Table-1: Economically active labor force: Fig. in million
2002-2003 2005-2006 2009-2010 2012-2013
Male 36 37.30 39.50 42.5
Female 10.3 12.10 17.20 18.2
Source: Labor Force Survey Bangladesh 2013

5 Employed population:
In 2002-2003, male labor force constituted 34.50 million against 9.80 million of their female
counterparts. In 2012-2013 female employed population increased to 16.8 million against
41.2 million male participants. Though the number of female participants could not reach
the same level of the male participants but the increasing rate is much more rapid than that

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 F. Mahmood & S. Rezina
of male counterparts. If the rate goes sharp we are hopeful for an equal participation
scenario at workplace for working women in recent future.

Table-2: Employed population: Fig. in million

2002-2003 2005-2006 2009-2010 2012-2013
Male 34.50 36.10 37.90 41.2
Female 9.80 11.30 16.20 16.8
Source: Labor Force Survey Bangladesh 2013
Female workforce participation rate has risen almost 10% during the last 10 years. There
was a positive trend in the participation of female workforce in the recent years, which
indicates that women despite of so many challenges are coming forward to proudly join the
mainstream.
Table-3: Female workforce participation rate:
2002-2003 2005-2006 2009-2010 2012-2013
26.10% 29.20% 36% 33.5%
Source: Labor Force Survey Bangladesh 2013

6.DETERMINANT FACTORS BEHIND THE FATE OF WOMEN EMPOWERMENT:

Lack of higher education:
Education enhances the decision making power of women towards their family regarding
their decision and self identity as the male members are more likely to hold the
manipulating power. The increase of educational level is considered to be the base for
women empowerment. The level of education not only opens the scope to work but also the
families are getting aware of women right as well as the importance of education. The Govt.
of Bangladesh has also taken different type of activities to encourage girls’ education.
Educational Stipend and other activities taken by GOB to improve the condition of female
education, have not only increased the rate of enrolment and primary education of female
child but also created opportunities before them to enter into the employment market
(Mallika et al. 2011). At present, the rate of girls’ education gained an immense success for
primary and secondary schooling. Still 23.2% girls are prohibited from going to school
because of performing domestic chores (BBS, 2013)
Early marriage:
Though the child marriage scenario has changed to a great extent in Bangladesh, the
disappointing fact is that the change occurred mostly to the educated and financially
established families. The poor and the people in rural areas are still in the vein of
undervalued attitude towards girl child. According to a BRAC research, child marriage rate in
Bangladesh is 65 percent, highest in South Asia and fourth highest in the world
(bdnewa24.com, 2015). Early marriage hindrances the girls’ future education and blocks the
potentiality to be empowered.
Work-Life dilemma:
As families of Bangladesh are dominated by men, it is difficult for a lot of women to make the
decision merely by their own desire to work without having permission of their husbands.
Even the working women are dominated by their husbands on their income which
demotivates them to an extent for employment. In Bangladesh, majority of working women
have no power to spend their money by their own decision. Despite of this, most of the
working women have to manage their family chores like cleaning, cooking, rearing children
etc without the help of their husbands. The most striking moment for a woman who is
working either in a full-time or part-time job is to take care of the young children when she
is out of home. Because of the increasingly formation of nuclear family, parents fall in
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 Scholar Journal of Business and Social Science, 2(2), 2016, 27-34
dilemma since they have to move out for their jobs. Fouzia Nasrin, working as a full-time
lecturer in a private university stated that, “I have to keep balancing my work life and family
life continuously as I have no one to take care of my one-year old boy while I am at work”.
Only a few range of working women may hold the ability to rear their infants to a good care
in absence of parents. Family impasse dejects a number of women either to enter into or to
continue job in future.
Underestimation at employment:
Most of the discriminatory actions towards women are not recognized vividly in the society
of Bangladesh and considered as a natural route. Hazardous fact is that women are not free
from this revolting gender biasness even to the educated society. Prejudiced norms led the
employers to be biased towards their women employees as well as their female peers.
Female workers have to face different types of discriminatory behavioral actions from the
beginning to the end of their work life. In most of the organizations women are considered
less efficient than male both for physical and intellectual jobs. Pronoti Shaha, working as a
software engineer in a private organization portrayed that, “I have to work harder than my
male colleagues to prove myself on a constant basis. Though, whenever I make any mistake,
the surrounding environment becomes more impossible to move forward.” When a woman
is measured according to gender rather her quality and efficiency, it leads her towards a
demotivated job life.
Sexual Harassment inside and outside of workplace:
There is no such universally accepted definition of sexual harassment though the meaning or
the tolerance may differ from country to country based on religion and culture variations.
However, there is general agreement that sexual harassment is a conduct that is unwelcome
and unsolicited by the recipient. The harassment may either be physical or any verbal
indication. This controversial issue is been a prime concern for women to be discouraged for
outside work. Not necessarily the sexual abuse to take place inside the workplace but it may
frequently occur in public places especially on the way to workplace. The dual harassment is
a key hindrance for women to go out for work in a country like Bangladesh where women
abuse is considered and overlooked as a habitual phenomenon. In an individual survey
conducted by the authors of this paper, almost everyone answered negative about the
experience of sexual harassment when 100 women employees from different institutions
were asked whether they faced any direct or indirect sexual annoyance in their workplace.
But the pitfall is that almost everyone experienced the abuse on the way specially on the way
back to home when they work late at night even in evening. Among them, only a few had
experienced sexual harassment but those were very significant.
Leave and other facilities:
Surely, it has to be recognized that women have some different and special needs and unless
these needs are specifically acknowledged, women cannot be equal citizens in a country.
Biologically women need some specific facilities not as sympathy but as their basic rights.
One of the basic causes of deprivation of women regarding maternity benefits is the
weakness of relevant Acts and lack of enforcement of the existing laws. Issue of Gazette
Notification Amendment Rule 197(1) of Part-I of the Bangladesh Service Rules published
from Ministry of Finance provides for permanent government female servants the right to
take six months' with pay maternity leave (effective from January’9 2011) and the
Bangladesh Labour Act, 2006 (chapter iv) provides a female worker the right to take 16
weeks maternity leave with pay. But the women working in private sectors are totally
ignored regarding the payment policy during maternity leave (The Daily Star, 2015). Apart
from the leave facility women also need to have child care facility from their office, as a
majority of working women having nuclear family does not have family support to take care

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 F. Mahmood & S. Rezina
of their infants. Every year a lot of women have to leave their job after giving birth of baby.
Though the present scenario has changed a lot as some organizations have taken the
initiatives to arrange childcare facilities but the changing speed is very deliberate. Apart
from these, having no separate washroom, prayer room for women, congested and
unfriendly workplace etc are the common problems women face regularly at their
workplace and accepted normally having no other alternatives overlooked by employers.
Wage:
It is been considered that presently the discriminatory factors have reduced to a great extent
specially in workplace between male and female though the scenario was quite different and
disappointing before some recent years. From our survey, it is been found that in govt. and
socially recognized organizations like Bank, educational institutes and other private firms
there is no discriminatory salary structure separately for male and female. The wage rate for
daily workers is also either same or differ with minimal range. A study conducted by
international labor organization (ILO) shows that women working in hotel & restaurant and
construction sector are heavily discriminate in the wages. Female labor earns on an average
30 percent less wages than men on the same sector.

7. LAWS AND POLICIES TAKEN TO IMPROVE THE SCENARIO:

Discrimination in employment and occupation has been prohibited by the discrimination
(Employment and Occupation) Convention (No. 111). Article 1, paragraph 1(a) of the
Convention defines that discrimination as- “Any distinction, exclusion or preference made on
the basis of certain criteria which has the effect of nullifying or impairing or equality of
opportunity or treatment in employment or occupation”. The provision of the Bangladesh
Labor code, 2006 is aimed to ensure the maintenance of a healthy workforce and favorable
working environment.
In May, 2009, an honorable Bench of the High Court Division, after the final hearing of a writ
petition, issued directives to be obeyed compulsorily in case of sexual harassment of women
in workplace and educational institutions until enactment of specific laws in this regard. But
still there is no enactment in this regard and the directives could only be fulfilled through
laws. There are many laws in Bangladesh to protect women from discrimination and
violence. But most of the people are unaware of these to ask for their general rights. The
implementation of the laws depends on the level of education, social awareness and law
enforcing authority.

8. CONCLUSION AND RECOMMENDATIONS:

The scenario of women in their workplace and their proper right cannot solely be altered by
the family or society or the government, as it consists the way of thinking of the whole realm.
This paper tried to focus on the crucial factors that lie behind women empowerment in
Bangladesh. The factors shed light on the issues of gender disparity in Bangladesh and its
impact on the women employees in Bangladeshi workplaces.
The policy framework regarding employment should be employee friendly for both male and
female workers concentrating more on equity than on equality as the females sometimes
need special assistance in some particular situations concerning the perspective of the
family and society. Despite, the policies must be enforced by proper monitoring and seek to
fulfill the aspiration of the people in their working lives including opportunities, incomes,
rights, voices, and recognition. Side by side, at the time of conducting their internal and
external audit, every organization should introduce the evaluation of behavioral
management to ensure the unbiased working environment for all the employees. They

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 Scholar Journal of Business and Social Science, 2(2), 2016, 27-34
should also provide transportation facilities to ensure utmost security on their way back
home when they would require late night assistance from their female employees.
However the increasing trend of women participation in an enormous number of working
sectors makes us optimist to see the equal gender parity in workplaces in Bangladesh where
women will frequently escort the summit of their organization.

References
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BdNews24.com (2015). Legal marriage age for girls proposed at 16 years under special
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Rashid, H. (2010). Right to Equality and Equal Opportunity. The Daily Star, 13 March, 2010.
Sultana, A. F. R. I. N., & Hossen, S. S. (2013). Role of employment in women empowerment:
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Thedailystar.net (2015). Maternity benefits - Right or Privilege?. Retrieved September 21,
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