GET IN TOUCH
- Please wait...
The ready-made garments (RMG) sector has been a cornerstone of Bangladesh’s economic development, positioning the country as the world’s second-largest garment exporter. Women have played a pivotal role in this success, constituting 80% of the workforce in the 1980s. However, this number has dwindled to 53.65% (Jenns, 2023).
Leadership representation is even more concerning, with women holding just 9% of managerial roles from 2010 to 2018 (Uddin, 2021). This disparity raises critical questions: why, despite their significant contributions, are women being left behind in leadership? Social expectations, cultural norms, and institutional obstacles have created a glass ceiling, hindering women from reaching their full potential. To maximize the sector’s potential, it is imperative to dismantle these barriers and enable women to lead.
Societal norms in Bangladesh often confine women to caregiving and homemaking roles, especially for those from low-income backgrounds. Women in the RMG sector face the challenge of balancing work with domestic responsibilities, such as managing families and caring for dependents. These demands significantly limit their ability to work longer hours or pursue career advancement. Moreover, household power dynamics often see husbands dictating decisions about their wives’ employment, further restricting women’s career prospects. A study titled Unpaid Care Work: Perspectives of Employers and Workers in the RMG Sector revealed that 79% of women who left the industry did so to care for their families (The Business Standard, 2023).
Even women in supervisory roles face challenges, such as extended work hours without overtime pay, pushing many to prioritize family obligations over career aspirations. This imbalance leads to early retirements or transitions to informal roles, perpetuating economic inequality. Without adequate financial incentives or workplace support, many women opt to fulfill societal expectations over pursuing professional growth.
The RMG sector in Bangladesh is rife with gender biases, where women are often assigned roles like sewing or quality control, deemed “suitable” for their gender. Higher-paying, skill-intensive roles, such as cutting and finishing, are predominantly reserved for men. Technological advancements, which could potentially close this gap, have instead exacerbated it. A 2023 GIZ study highlights how women are often excluded from learning new technologies due to systemic barriers and societal attitudes that perceive them as less capable.
Biases in promotion practices further deepen these inequities. Despite proving their competence, women are frequently overlooked for leadership roles in favor of men, who are stereotypically seen as better leaders. This not only perpetuates economic inequality but also stifles innovation and diversity in the sector.
Global shifts towards automation and sustainability pose additional challenges for women in the RMG sector. Poor working conditions, harassment, and limited access to healthcare exacerbate these difficulties. Female workers often endure long hours in poorly ventilated factories, leading to chronic health issues such as anemia and reproductive problems. Pregnant workers and those with caregiving responsibilities face even greater challenges, including dismissal or lack of support for maternal health.
A culture of verbal abuse and harassment further discourages women from pursuing career growth. These systemic issues create hostile work environments that undermine women’s confidence and limit their upward mobility.
Childcare remains a significant hurdle for women in the RMG sector. Although the Bangladesh Labour Act of 2006 mandates daycare facilities in factories with 40 or more female workers, compliance is alarmingly low, with only 23% of factories meeting this requirement (The Business Standard, 2021). This forces working mothers to choose between their children’s safety and their careers, often leading to workforce dropouts. The absence of adequate childcare infrastructure not only disrupts families but also deprives the sector of talented workers.
Despite being the backbone of the RMG sector, women remain underrepresented in leadership. Studies show that gender diversity in leadership yields tangible benefits, including a 3.5% rise in earnings before interest and taxes (EBIT) for every 10% increase in gender diversity (McKinsey & Company). Women leaders are more likely to address issues such as workplace harassment, gender equality, and support for caregivers, fostering more equitable work environments.
Empowering women in leadership roles not only enhances the sector’s economic performance but also contributes to broader societal progress. Gender-equitable workplaces drive national growth, improve household well-being, and create long-term developmental benefits.
To address systemic gender disparities, coordinated efforts are required from policymakers, factory owners, buyers, and financial institutions:
By breaking down systemic barriers and fostering an inclusive work environment, the RMG sector can unlock its full potential, drive economic growth, and contribute to sustainable development.
This article was co-authored by Zahedul Amin, co-founder & director at LightCastle Partners, Md Mostafa Sorower, Thematic Working Groups Lead at The Asia Foundation, Anika Tahsin Haque Katha, Communication and Outreach Intern at The Asia Foundation, and was originally published on The Business Standard website.
To read the unabridged version of the article, click here.
Our experts can help you solve your unique challenges
Stay up-to-date with our Thought Leadership and Insights
