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印度正在見證一個歷史性時刻,市場、社會和政治力量的融合可能會重新定義該國的經濟未來。世界經濟論壇最近的一份報告預測,按照目前的進展速度,實現性別平等將需要 134 年的時間——這個令人震驚的時間表凸顯了重新構想性別平等方法的緊迫性。
India is at a historic juncture where the convergence of market, social, and political forces could redefine the nation’s economic future. A recent report by the World Economic Forum predicts that, at the current rate of progress, gender parity will take 134 years to achieve — an alarming timeline that highlights the urgency of reimagining our approach to gender equity. While India has made commendable progress in closing the gender gap, it remains insufficient. With only 64.1% of its gender gap closed in 2024, the country ranks 129th globally, indicating the need for transformative policies.
印度正處於歷史關頭,市場、社會和政治力量的融合可能會重新定義該國的經濟未來。世界經濟論壇最近的一份報告預測,按照目前的進展速度,實現性別平等將需要 134 年的時間——這個令人震驚的時間表凸顯了重新構想性別平等方法的緊迫性。儘管印度在縮小性別差距方面取得了值得稱讚的進展,但仍然不夠。該國在 2024 年僅縮小了 64.1% 的性別差距,在全球排名第 129 位,這表明需要變革性政策。
Past success stories, such as the Pradhan Mantri Jan Dhan Yojana (PMJDY), demonstrate that coordinated efforts across various sectors can yield substantial results. PMJDY, which revolutionised financial inclusion, exemplifies the Trifecta Effect — a synergistic alignment of market dynamics, social initiatives, and political will. To fully tap into the potential of the female workforce and achieve meaningful gender parity, India must apply this approach to the care economy.
Pradhan Mantri Jan Dhan Yojana (PMJDY) 等過去的成功案例表明,各部門的協調努力可以產生實質成果。 PMJDY 徹底改變了金融包容性,體現了三重效應——市場動態、社會倡議和政治意願的協同結合。為了充分挖掘女性勞動力的潛力並實現有意義的性別平等,印度必須將這種方法應用於護理經濟。
The care economy—which includes childcare, elder care, and healthcare services—is an often overlooked yet critical sector that holds transformative potential for India’s economy. According to the International Monetary Fund, achieving gender parity could boost India’s GDP by an astonishing 27%. By strategically investing just 2% of GDP in the care economy, India could create 11 million new jobs, significantly increasing female workforce participation. This investment would not only address pressing social needs but also unleash economic growth. More women in the workforce would lead to greater financial independence, reduced gender disparities, and a more inclusive, sustainable economic model. The impact would be profound, empowering women, strengthening families, and fostering a more equitable society.
護理經濟——包括兒童保育、老年人護理和醫療保健服務——是一個經常被忽視但至關重要的部門,對印度經濟具有變革潛力。根據國際貨幣基金組織的數據,實現性別平等可以使印度的 GDP 成長驚人的 27%。透過策略性地將 GDP 的 2% 投資於護理經濟,印度可以創造 1,100 萬個新就業機會,顯著提高女性勞動參與。這項投資不僅可以解決緊迫的社會需求,還可以釋放經濟成長。更多女性加入勞動力將帶來更大的經濟獨立、縮小性別差距以及更具包容性、可持續的經濟模式。其影響將是深遠的,賦予婦女權力,鞏固家庭,並促進一個更公平的社會。
However, the Trifecta Effect is not without its challenges. Aligning market, social, and political forces is difficult, as each operates under different priorities. Market forces, driven by profit motives, often prioritise short-term gains over long-term societal benefits, leading to hesitancy in investing in gender diversity and inclusion. Social forces, while influential in shaping public opinion, are often hindered by deep-seated cultural norms that resist change. Political forces, despite their capacity to enact gender parity policies, frequently face pushback from vested interests and lack sustained commitment. Misalignments across these forces result in token corporate initiatives, social movements that struggle to gain traction, and political will that falters in the face of opposition.
然而,三連效應並非沒有挑戰。協調市場、社會和政治力量很困難,因為每種力量都在不同的優先事項下運作。在利潤動機的驅動下,市場力量往往優先考慮短期收益而不是長期社會效益,導致人們在投資性別多元化和包容性方面猶豫不決。社會力量雖然對輿論形成具有影響力,但常常受到抵制變革的根深蒂固的文化規範的阻礙。政治力量儘管有能力製定性別平等政策,但經常面臨既得利益者的抵制,並且缺乏持續的承諾。這些力量之間的不一致會導致象徵性的企業舉措、難以獲得牽引力的社會運動以及在反對面前動搖的政治意願。
India’s low Female Labour Force Participation Rate (LFPR), especially in urban areas where it stands at just 25.6%, reflects a broader systemic issue. Women are disproportionately burdened with unpaid labour, including household chores and caregiving responsibilities, which limits their economic participation. According to the International Labour Organisation, women in India spend nearly six hours per day on unpaid labour, compared to just one hour for men.
印度女性勞動參與率 (LFPR) 較低,尤其是在城市地區,僅為 25.6%,這反映了更廣泛的系統性問題。婦女承擔著過多的無酬勞動負擔,包括家務勞動和照顧責任,這限制了她們的經濟參與。根據國際勞工組織的數據,印度女性每天花近六小時從事無償勞動,而男性只有一小時。
A critical policy area is eldercare. As India’s population ages, the demand for eldercare is rising, placing additional pressure on women, who are often the primary caregivers. Government initiatives to provide subsidised eldercare services, along with incentives for private sector investment in this area, would alleviate the caregiving burden on women and open up new employment opportunities within the care economy.
一個關鍵的政策領域是老年人照護。隨著印度人口老化,對老年人照護的需求不斷增加,這給通常是主要照顧者的女性帶來了額外的壓力。政府提供補貼的老年護理服務的舉措,以及對私營部門在這一領域投資的激勵措施,將減輕婦女的護理負擔,並在護理經濟中開闢新的就業機會。
According to a McKinsey Global Institute report, closing the gender gap in labour force participation could add $770 billion to India’s GDP by 2025. However, this goal cannot be achieved without addressing the root causes of women’s disproportionate caregiving responsibilities. To unlock the full potential of the care economy, India must prioritise policies that reduce these unpaid burdens and equip women with the necessary skills and opportunities to participate in the workforce. Subsidised childcare services, eldercare facilities, and healthcare support are among the policies that would directly contribute to job creation and economic growth.
根據麥肯錫全球研究所的報告,到2025 年,縮小勞動參與的性別差距可能會使印度的GDP 增加7,700 億美元。 。為了釋放護理經濟的全部潛力,印度必須優先考慮減少這些無償負擔的政策,並為婦女提供參與勞動市場所需的技能和機會。補貼兒童保育服務、老年護理設施和醫療保健支援等政策將直接促進創造就業和經濟成長。
The underrepresentation of women in corporate leadership is another critical area requiring attention. While there has been a modest increase in women holding leadership positions over the last five years, the numbers remain disproportionately low. Only 56% of organisations report that 10-30% of their leadership positions are occupied by women, and less than 30% of women hired at entry levels make it to leadership roles, compared to their male counterparts. Diversity in top CXO positions is even more dismal, with only 51% of organisations achieving any significant improvement.
企業領導階層中女性代表性不足是另一個需要關注的關鍵領域。儘管過去五年中擔任領導職務的女性人數略有增加,但人數仍然過低。只有 56% 的組織表示,其 10-30% 的領導職位由女性擔任,與男性同行相比,在初級職位聘用的女性中,只有不到 30% 的女性能夠擔任領導職務。最高 CXO 職位的多樣性更加慘淡,只有 51% 的組織實現了顯著改善。
Despite the optics, the harsh reality of social and cultural glass ceilings remains unyielding. Corporate India’s often performative embrace of gender equality and empowerment, symbolised by pervasive “hashtagism,” fails to address the deep-rooted barriers women face. This facade masks the systemic exclusion of women from leadership roles and meaningful workforce participation, perpetuating an environment where true gender parity remains elusive.
儘管有這樣的現象,社會和文化玻璃天花板的嚴酷現實仍然難以改變。印度企業界經常表現地擁抱性別平等和賦權,以普遍存在的「話題主義」為代表,但未能解決女性面臨的根深蒂固的障礙。這種表面現象掩蓋了系統性地將女性排除在領導角色和有意義的勞動參與之外的情況,從而使真正的性別平等仍然難以實現的環境永久存在。
The increase in female board members has largely been driven by government mandates, not organic growth, underscoring the need for policy interventions
女性董事會成員的增加主要是由政府授權推動的,而不是有機成長,這凸顯了政策幹預的必要性
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