Women invest more in healthcare and education improving overall household wellbeing
| Photo Credit:
Bohdan Skrypnyk
In an interview waiting room, brief conversations can reveal longstanding beliefs about gender roles in employment. A common statement, “If your partner is already working, why do you need to work?” indicates a global viewpoint that treats women’s jobs as optional and unnecessary. This belief, often framed as fairness or job sharing, contributes to a bias that keeps women marginalised within the workforce.The notion of “one job per family” assumes that jobs go to households rather than individuals. Although it may seem fair, it is influenced by gender, traditionally assigning the role of primary earner to men. Consequently, women, especially those who are married, are often encouraged to withdraw from the job market. This messaging positions women’s work as secondary, negotiable, and expendable.However, this expectation contradicts itself. The same women who are nudged to leave the workforce when their partners are employed are frequently expected to return to work when circumstances change. If their partner loses a job, they may be expected to support the family financially or provide care for ageing relatives. This sends mixed signals, viewing women’s employment as both unnecessary and essential, depending on what suits traditional patriarchal structures. This issue is not isolated. Many women face similar biases in their employment around the world.In India, for example, despite progress in education, female labour force participation has remained low, consistently below 30 per cent, in stark contrast to over 70 per cent for men. This gap is not simply a matter of personal choice; it is rooted in social norms that prioritise the employment of men over women.Global experiencesThis global trend is evident in countries like Japan and South Korea, where women often experience the “secondary earner bias.” Tax laws and workplace policies tend to treat women’s incomes as additional rather than necessary. In Japan, for instance, the “spousal deduction” has historically limited women’s earnings, encouraging reliance on husbands.A similar effect can be seen in Germany, where joint taxation practices discourage two full-time incomes, impacting women disproportionately. Economic downturns further highlight these gendered employment issues. During past economic crises, such as the Global Financial Crisis, jobs were initially lost in male-dominated industries but eventually led to cuts in sectors like education and healthcare, where women are more heavily employed.The Covid-19 pandemic intensified these challenges, with the United Nations reporting that women faced higher job losses and greater unpaid caregiving responsibilities. The global employment rate dropped by 4.2 per cent for women in 2020, while men’s fell by only 3 per cent, a situation referred to as a “she-cession.” Structural factors contribute to these disparities. Women are more likely to hold informal, part-time, or unstable jobs, which are the first to be cut during economic downturns. In India, many women who worked as domestic helpers lost their jobs with little support during the pandemic.Economic impactThe International Monetary Fund has noted that workforce gaps for women are not just unfair but also harm economic growth. Everyday workplace realities also reflect the lower status of women in employment. Hiring practices often favour men for demanding roles, and employers assume that women will prioritise family over their careers, resulting in discrimination in hiring and promotions. The “motherhood penalty” means mothers often have lower chances of being hired and receive lower wages compared to other workers, whereas men may benefit from a “fatherhood premium,” where being a family man is viewed positively.In the context of “one job per family”, this creates a narrative that legitimises women being excluded from the workforce until they are needed during crises. Data indicate that women’s employment is crucial for economic and social development. Increased female participation in the workforce could significantly boost economies, potentially raising GDP by up to 12 per cent in some nations. In India, equal participation could add trillions to the economy. Women in the workforce also have positive effects on future generations.Children of working mothers tend to achieve higher education and develop progressive views on gender roles. Women generally invest their earnings in essentials such as health and education, improving household wellbeing. Furthermore, continued workforce engagement equips women with financial independence, which is vital during personal or family crises. The argument that women should step back to accommodate others is misguided and harmful. It overlooks systemic barriers to job creation and unfairly places the responsibility on women.Systemic change neededInstead of questioning why women work, discussions should focus on why economies lack fair employment opportunities for all and why women’s contributions are viewed as conditional. The comment made in the interview waiting room symbolises a broader societal issue. Addressing this requires structural changes in policies to recognise women as equals in the economy. This includes investing in childcare, ensuring equal pay, reforming tax laws, and addressing workplace biases.Transforming cultural narratives is also essential; women’s work should not be seen as a choice but as a right and necessity. The simplistic view that one job per family could solve unemployment risks perpetuating gender hierarchies.The significant question is not why women need to work if their partners do, but why society continues to devalue women’s work and restrict their economic participation while expecting them to fulfil roles as earners and caregivers in times of need. Until these contradictions are handled, dismissive comments will persist in various aspects of daily life.The writer is Assitant Professor in the Department of Economics, Dr BhimRao Ambedkar College, University of DelhiPublished on July 21, 2026
