Skilling for Women: Beyond the Informal Sector

India’s Corporate Social Responsibility (CSR) initiatives for women’s empowerment have seen a significant engagement around traditional skill-building programs such as stitching, tailoring and food processing. While these efforts have undoubtedly provided economic opportunities to thousands of women even, they have inadvertently reinforced women’s participation in the informal sector and do not necessarily contribute to their entry into the formal workforce. While these initiatives provide income opportunities, they often lack formal job security, benefits, or upward mobility.

A trend which further reinforces this is how skilling projects frequently allocate post-harvest activities such as papad or khakhra production to women’s Self-Help Groups (SHGs), while it is predominantly the male farmers who receive technical training in modern agricultural and irrigation techniques.

Insights from some of NuSocia’s primary research projects show that while the SHG members are appreciative of the income and support from the khakra and papad units, they want to be part of the technical training too. In such cases, the program design itself leads to furthering of the gendered division of labour and income opportunities.

To create real economic empowerment, skill development programs must move beyond traditional models and focus on integrating women into the formal workforce. India’s economic landscape is evolving, and the skills needed for success are shifting towards technology, digital literacy, and industry-specific expertise. “The Skilling Imperative in India”, a 2023 report by ORF emphasises that skilling programs must align with emerging industry demands rather than merely increasing the number of women trained in any sector. It is not enough to enroll more women in courses; skilling institutions must work towards dismantling systemic industry barriers such as hiring biases, workplace safety concerns, and restrictive work policies that discourage female participation.

Further, many training programs continue to operate in isolation from industry needs. The Ministry of Skill Development and Entrepreneurship (MSDE) has highlighted that while initiatives under Skill India aim to provide specialized training for women, there is still a lack of focus on ensuring industry placement and sustained employment. Courses should not only equip women with relevant skills but also provide structured pathways into employment through apprenticeships, job placement programs, and employer partnerships.

A 2024 article titled ‘Women in STEM – Challenges and Opportunities in India’ by IWWAGE, KREA University and TQH highlighted a few programmes and schemes which are implemented at a national and an international level. A comparative analysis of these programmes and schemes brought out interesting insights.

India’s programmes are more government-driven, while many international initiatives like Athena SWAN (UK), FEMTECH (Germany) and Nationaal Techniekpact 2020 (Netherlands) involve industry collaborations.
International schemes emphasise systemic policy reforms, while India’s schemes focus on direct support like financial aid and seats for women.
Global programmes focus on workplace gender sensitisation, while Indian initiatives prioritise skilling and re-entry support.
Both Indian and international models recognise the importance of mentorship and networking, but international frameworks have a stronger emphasis on leadership and career progression.
One of the national schemes (GATI) focuses on institutional reforms while Australia’s “Male Champions of Change” program actively involves male allies in gender inclusivity efforts.

To summarise, Indian initiatives tend to emphasise direct support, such as financial aid and reserved seats for women in technical education, whereas international programs focus on long-term systemic reforms and industry collaboration. On the other hand, international programmes could benefit from India’s targeted approach to women’s re-entry in STEM careers.

While the income generation activities in the informal sector have been highly beneficial for a large number of the rural women, there is a need for a forward-looking strategy for the young women. There needs to be a more holistic approach to skilling women, ensuring that they are not only trained but also provided with avenues to secure formal employment. CSR programs can positively shift their focus from informal sector training to equipping women with high-demand skills in technology, finance, and engineering. By adopting a comprehensive strategy, India can truly tap into its potential workforce, not just in numbers but in meaningful and sustainable careers that provide financial independence, security, and growth.

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