Content

1. Women and Men in India 2025: Selected Indicators and Data
2. Skilling India for a Future-Ready Workforce

Women and Men in India 2025: Selected Indicators and Data

Context

• Ministry of Statistics and Programme Implementation released the 27th edition of “Women and Men in India 2025” at the National Deliberative Summit on “Data for Development”, emphasizing data-driven governance for gender equality.
• The report provides latest gender-disaggregated indicators (health, education, employment, decision-making), making it highly relevant for tracking India’s progress toward SDG 5 (Gender Equality) and inclusive growth.

Relevance

• GS II (Governance / Social Justice)
  • Gender equality, inclusive development, data-driven policymaking, SDG-5 tracking
  • Role of Ministry of Statistics and Programme Implementation in evidence-based governance
• GS III (Economy)
  • Female Labour Force Participation Rate (LFPR), human capital, demographic dividend
  • Gender budgeting, productivity, labour market outcomes

Practice Question

Q. Gender-disaggregated data is critical for achieving inclusive development and effective policymaking. In light of the “Women and Men in India 2025” report, examine India’s progress and the challenges that persist. (250 words)

Static Background

• “Women and Men in India” is an annual statistical publication by MoSPI, compiling gender-based indicators from Census, NFHS, PLFS, SRS, and administrative datasets to support evidence-based policymaking.
• Gender statistics are rooted in constitutional guarantees—Articles 14 (equality before law), 15(3) (protective discrimination), 16 (equal opportunity), and DPSPs promoting social justice and gender equity.
• India institutionalised Gender Budgeting (since 2005-06) to track public expenditure on women-centric schemes, complemented by policies like National Policy for Women (draft) and SDG localisation.

Issue in Brief

• Report highlights improving gender outcomes—sex ratio at birth rising (904→917), declining infant mortality, universal school-level gender parity, rising higher education enrolment, and sharp increase in rural female LFPR.
• Emphasises data transparency via 50 metadata indicators, improving clarity on methodology, enabling better policy targeting, and strengthening governance through evidence-based interventions.

Overview

• Improving sex ratio at birth (917) reflects gradual behavioural change against son preference, supported by schemes like Beti Bachao Beti Padhao, PCPNDT Act enforcement, and awareness campaigns, though still below natural baseline (~950).
• Declining infant mortality rates (2008–2023) indicate success of health interventions like National Health Mission, Janani Suraksha Yojana, and POSHAN Abhiyaan, improving maternal and child healthcare access.
• Achieving gender parity in school education reflects sustained state support via Samagra Shiksha Abhiyan, RTE framework, and targeted incentives like scholarships and mid-day meals, reducing dropout rates among girls.
• Rising female GER in higher education (30.2) indicates narrowing gender gap, aligned with National Education Policy 2020, though participation remains uneven across STEM and elite institutions.
• Sharp increase in rural female LFPR (37.5%→45.9%) reflects expanding livelihood avenues through Mahatma Gandhi National Rural Employment Guarantee Act, Deendayal Antyodaya Yojana-NRLM, and SHG-led micro-enterprises.
• Growth in women in managerial roles (102.54%) suggests improving corporate inclusion, supported by Companies Act provisions, ESG norms, and skilling initiatives like Skill India Mission.
• Inclusion of metadata for 50 indicators strengthens statistical literacy, reducing misinterpretation risks, and aligns India with global standards like UN Gender Statistics frameworks.
• Rural–urban and state-wise disaggregation exposes persistent regional inequalities, necessitating targeted interventions through programmes like Aspirational Districts and gender-sensitive planning at state level.

Data & Evidence

• Sex Ratio at Birth: 904 (2017–19) → 917 (2021–23)
• Rural Female LFPR: 37.5% → 45.9% (2022–2025)
• Female GER (Higher Education): 28.5 → 30.2
• Women in managerial roles: +102.54% growth (2017–2025)

Challenges / Gaps

• Persistent patriarchal norms and son preference continue to distort demographic balance in certain regions despite legal safeguards and awareness programmes.
• Rising female LFPR partly reflects distress-driven participation and informal work, lacking job security, social protection, and wage parity, limiting real empowerment outcomes.
• Education–employment disconnect persists due to mobility constraints, unpaid care burden, and safety concerns, especially in urban areas.
• Data limitations—underreporting in informal sector, time lags, and gaps in capturing unpaid work and gender-based violence—affect comprehensive policy formulation.

Way Forward

• Strengthen gender budgeting with outcome-based monitoring, integrating MoSPI datasets into real-time dashboards for dynamic policy adjustments.
• Promote high-quality female employment through skilling, digital inclusion, and incentivising industries under Production Linked Incentive Scheme to increase female workforce participation.
• Expand care economy infrastructure via creches and maternity support under Pradhan Mantri Matru Vandana Yojana, reducing unpaid care burden and improving retention.
• Leverage SHG networks and rural entrepreneurship ecosystems to convert LFPR gains into sustainable income-generating opportunities.
• Enhance data ecosystem using AI, administrative data integration, and more frequent surveys to improve reliability and policy responsiveness.
• Combine legal enforcement with behavioural change strategies to address deep-rooted gender biases and ensure long-term sustainability of gains.

Prelims Pointers

• “Women and Men in India” is published by MoSPI, not MWCD.
• Sex Ratio at Birth differs from Census sex ratio.
• GER measures enrolment relative to population, not actual attendance.
• LFPR includes both employed and job-seeking population.
• Gender Budgeting introduced in India in 2005-06.

Mains Enrichment

Introductions

• “Gender equality in India is increasingly being shaped by data-driven governance, as reflected in MoSPI’s latest ‘Women and Men in India 2025’ report.”
• “Robust gender-disaggregated data forms the backbone of inclusive policymaking, enabling targeted interventions to bridge systemic inequalities.”

Conclusions

• “India’s gender journey reflects a shift from welfare to empowerment, but sustaining gains requires structural transformation in employment, social norms, and governance systems.”
• “Achieving gender equality is central to constitutional morality and economic growth, making it indispensable for India’s transition to a developed nation.”

Skilling India for a Future-Ready Workforce

Context

• Union Budget 2026–27 and Economic Survey 2025–26 emphasise employment-linked skilling as a core growth strategy, signalling a shift from welfare-oriented training to productivity, employability, and industry-aligned human capital development.
• PIB release highlights sector-specific skilling push (textiles, AVGC, healthcare, tourism, sports), indicating convergence of education, industry, and labour market reforms to harness India’s demographic dividend.

Relevance

• GS II (Governance)
  • Skill development policies, institutional mechanisms (Skill India Mission, NSQF)
  • Education–employment linkage, demographic dividend management
• GS III (Economy)
  • Employment generation, productivity, human capital formation
  • Industry 4.0, future skills, MSMEs, global competitiveness

Practice Question

Q. India’s skilling ecosystem is undergoing a shift from welfare-driven training to employment-linked human capital development. Analyse the challenges and suggest measures for building a future-ready workforce. (250 words)

Static Background

• India’s skilling framework operates under Skill India Mission (2015), aligned with National Skill Qualification Framework (NSQF) to standardise vocational training and ensure industry relevance.
• Skilling linked to constitutional vision of equality (Articles 14, 16, 21) and DPSPs promoting livelihood, alongside SDG 4 (quality education) and SDG 8 (decent work and economic growth).
• Institutional ecosystem includes ITIs, Sector Skill Councils, National Skill Development Corporation (NSDC), and apprenticeship frameworks integrating formal and informal labour markets.

Issue in Brief

• India is leveraging its demographic dividend (young workforce) through large-scale skilling reforms aimed at improving employability, productivity, and global competitiveness.
• Budget 2026–27 adopts a cross-sectoral skilling approach, integrating education, manufacturing, services, and emerging sectors like AVGC, healthcare, and green jobs.

Overview

• Stable LFPR at 55.9% (PLFS 2026) with rising female participation indicates labour market recovery, but underscores need for quality skilling to convert participation into productive employment.
• Budget allocation of ₹1.39 lakh crore for education (+8.27%) reflects prioritisation of human capital formation, aligning education infrastructure with industry demand through university townships and STEM access.
• Establishment of girls’ hostels in every district addresses gender-based access barriers, complementing schemes like Beti Bachao Beti Padhao and enhancing female participation in higher education and STEM fields.
• PMKVY 4.0 under Skill India Mission demonstrates scale and shift to demand-driven skilling—27.24 lakh trained, 154 future-skill roles (AI, Industry 4.0, green jobs), strengthening employability.
• Expansion of apprenticeships via National Apprenticeship Promotion Scheme (54+ lakh apprentices) promotes “earn while learn” model, bridging industry-academia gap and reducing skill mismatch.
• PM–SETU scheme transforming ITIs into hub-and-spoke clusters with industry partnerships signals structural reform, addressing long-standing issues of outdated curriculum and poor infrastructure.
• Sector-specific skilling (textiles, healthcare, tourism) integrates production, services, and employment generation, e.g., Mega Textile Parks, Biopharma SHAKTI, and medical tourism hubs.
• Textile sector reforms (45 million jobs, 8.63% exports) through Samarth 2.0, Mega Textile Parks, Tex-Eco align skilling with global value chains and sustainability, boosting MSME competitiveness.
• Healthcare skilling (100,000 AHPs, 1.5 lakh caregivers) addresses demographic transition (ageing, NCDs) while positioning India as a global healthcare and medical tourism hub.
• AVGC Content Labs (15,000 schools) leverage Orange Economy potential (~₹3.06 trillion by 2027), integrating creativity, technology, and employment in high-growth digital sectors.
• Tourism and hospitality skilling (8.46 crore jobs) through institutional reforms like National Institute of Hospitality enhances service quality, supporting India’s soft power and export earnings.
• Khelo India Mission integrates sports economy with skilling, creating career pathways in coaching, sports science, and management, diversifying employment beyond traditional sectors.

Data & Evidence

• LFPR (15+ years): 55.9% (Feb 2026)
• PMKVY 4.0: 27.24 lakh trained, 154 future-skill job roles
• Apprentices under NAPS: 54.41 lakh+ engaged
• Tourism employment: 8.46 crore jobs (13.3%)
• Textile sector: 45 million jobs, 8.63% exports

Challenges / Gaps

• Persistent skill mismatch—industry demands advanced skills while training ecosystem often remains supply-driven and outdated.
• High informality (≈90% workforce) limits effectiveness of formal skilling, as many workers lack access to structured training and certification.
• Fragmentation across ministries and schemes leads to coordination challenges, duplication, and inefficiencies in skilling delivery.
• Low apprenticeship penetration compared to global standards (Germany, Japan), restricting industry exposure and practical training.
• Gender disparities persist despite improvements, due to mobility constraints, unpaid care burden, and digital divide.

Way Forward

• Transition to outcome-based skilling ecosystem, linking funding with placement rates, wage outcomes, and productivity improvements.
• Strengthen industry-led curriculum design and certification, ensuring real-time alignment with evolving technologies (AI, robotics, green energy).
• Expand formal apprenticeship ecosystem, incentivising MSMEs and integrating gig economy platforms for wider participation.
• Promote digital skilling and lifelong learning, leveraging platforms like DIKSHA and Skill India Digital Hub for scalable access.
• Integrate skilling with industrial policy (PLI, Make in India) to ensure demand-driven workforce creation in manufacturing and exports.
• Enhance women-centric skilling ecosystems, including flexible training, remote work opportunities, and childcare infrastructure.

Prelims Pointers

• Skill India Mission launched in 2015, not 2014.
• NSQF standardises skill levels across sectors.
• NAPS provides 25% stipend support (max ₹1500/month).
• PM–SETU focuses on ITI upgradation, not new institutions.
• CTS (Craftsmen Training Scheme) dates back to 1950.

Mains Enrichment

Introductions

• “India’s demographic dividend can become a liability without adequate skilling, making human capital development central to economic transformation.”
• “The shift toward employment-linked skilling marks a transition from input-based training to outcome-oriented workforce development.”

Conclusions

• “A future-ready workforce requires not just scale but quality, adaptability, and alignment with global economic trends.”
• “Skilling is the bridge between demographic potential and economic prosperity, determining India’s trajectory toward Viksit Bharat 2047.”