WOMEN DISCRIMINATION AT GARMENT INDUSTRY

SEMINAR PAPER
IN
WOMEN DISCRIMINATION AT GARMENT INDUSTRY
SUBMITTED BY:
M.ABDUL MUJEEF, NITISH KUMAR.AR, DHEERAN RATHNAVEL.G,
IBATHULA SAINATH RAO
REG. NO.:
PROV/LLB/9/23/005, PROV/LLB/9/23/012, PROV/LLB/9/23/023, PROV/LLB/9/23/027
BATCH: 2023-2026

ASSOCIATE PROFESOR/SUPERVISOR
Prof. SHRESHTH BHATNAGAR
(LEGAL METHODS AND LEGAL SYSTEMS)

SCHOOL OF LAW
ALLIANCE UNIVERSITY, BANGALORE
DATE OF SUBMISSION: 01/12/2023
 DECLARATION

I Declare that the seminar paper entitled “women discrimination at garment industry” has
been prepared by me and it is the original work caried out by me for the fulfilment of the
requirements of LLB (hons.) degree programme of school of law, alliance university. No part
of this seminar paper has already formed the basis for any examination/evaluation
requirement of any degree.

Name of the student: M. Abdul Mujeef, Nitish kumar.A.R. R, Dheeran Rathnavel.G,

Ibathula Sainath Rao
Registration number: PROV/LLB/9/23/005, PROV/LLB/9/23/012, PROV/LLB/9/23/023,
PROV/LLB/9/23/027
Batch: 2023-2026
School of law
Alliance university, Bangalore
Date:

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 WOMEN DISCRIMINATION AT GARMENT INDUSTRY

M.ABDUL MUJEEF, NITISH KUMAR A.R, DHEERAN RATHNAVEL.G,

IBATHULA SAINATH RAO1

Prof. SHRESHTH BHATNAGAR

Associate professor, LLB course, Alliance University, Karnataka, India.

ABSTRACT:

This study investigates the prevalent issue of gender discrimination faced by women in the
garment industry, highlighting the often-underestimated obstacles encountered by female
workers. Despite the industry’s significant economic impact globally, a troubling trend of
gender-based discrimination persists, disproportionately affecting women. Employing a
comprehensive approach, this research combines qualitative and quantitative methods to
dissect the intricate layers of discrimination experienced by women in the garment sector.
The research findings underscore various discriminatory practices, encompassing unequal
pay, limited avenues for career advancement, and instances of workplace harassment.
Persistent wage gaps persist despite women’s substantial contributions to the labour force,
revealing ingrained gender biases. The study also reveals systematic obstacles impeding
women’s ascent to leadership roles, perpetuating a glass ceiling that constraints their
professional development. Additionally, the research delves into the intersectionality of
discrimination, examining how factors such as ethnicity and socio-economic status
compound the challenges faced by women in the garment industry. Through interviews and
surveys, the study captures the first-hand experiences of female workers, offering insight into
their narratives and unravelling the intricate dynamics at play. This research seeks to enhance
our understanding of the nuanced forms of discrimination endured by women in the garment
industry. by shedding lights on these issues, it aspires to catalyze positive change, advocating
for fair labour practices and gender equality to create a more inclusive and equitable work
environment for women in this crucial sector.

KEYWORDS: women discrimination, challenges, female workers, unequal pay.

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1
Student, alliance school of law, alliance university, Karnataka.
 TABLE OF CONTENTS

CONTEXT PAGE NO.

DECLARATION 01

ABSTRACT 02

INTRODUCTION 04

RESEARCH PROBLEM 05

EXISTING LEGAL SITUATION 05

LITERATURE RIVIEW 06

SCOPE AND OBJECTIVES 06

RESEARCH QUESTIONS 08

HYPOTHESIS 08

METHODOLOGY 08

CONTENT

INTERPRETATION OF DATA

CONCLUSION
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INTRODUCTION

Women face pervasive discrimination in the garment industry, extending across borders and
impacting the lives of numerous women who are integral to this labour-intensive sector.
Rooted in historical, social, and economic factors, this issue presents a complex array of
challenges for women employed in the industry.

The garment industry has featured gendered divisions of labour, relegating women primarily
to low-skilled and poorly compensated tasks. This historical precedent establishes a system
that perpetuates discrimination, constraining women’s opportunities for advancement. While
women form a substantial part of the garment workforce, their roles often involve repetitive
tasks, hindering skill development and career growth.

Social norms and cultural expectations worsen discrimination against women in the garment
industry. Traditional gender roles assign caregiving and household duties to women, adding
to the burden on female workers striving to balance professional responsibilities with societal
expectations. This dual role results in a precarious situation, as women struggle to meet both
workplace and home demands, leading to heightened stress and fatigue.

Economic factors contribute significantly to discrimination against women in the garment

industry. The industry’s competitive nature and the pursuit of cost reduction have exploited
predominantly female labour, resulting in lower wages compared to their male counterparts.
This perpetuates a gender-based wage gap, impeding economic empowerment. Temporary
and informal employment arrangements further marginalize women, denying them job
security and benefits.

The globalized nature of the garment industry adds complexity to the discrimination faced by
women. Supply chains spanning multiple countries make it challenging for workers,
especially women, to collectively advocate for their rights regarding issues such as low
wages, unsafe working conditions, and lack of representation.2

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Addressing women’s discrimination in the garment industry demands a multi-faceted
approach. Advocacy for gender equality within the industry and on a broader societal level is
crucial. The implementation and enforcement of labor laws prohibiting gender-based
discrimination and ensuring fair wages are vital steps towards fostering a more equitable
work environment. Companies in the garment industry must take responsibility for their
supply chains, ensuring fair treatment and providing opportunities for the advancement of
women workers.

Tailored education and skill development programs for women in the garment sector can
disrupt the cycle of discrimination, empowering them to access higher-skilled positions.
Moreover, challenging traditional gender norms and cultivating inclusivity within the
industry will contribute to dismantling systematic barriers perpetuating discrimination against
women.

RESEARCH PROBLEM

Despite the significant strides made towards gender equality in various sectors, women in the
garment industry continue to face pervasive forms of discrimination, ranging from unequal
pay and limited career advancement opportunities to workplace harassment and unsafe
working conditions. This research aims to delve into the multifaceted dimensions of women
discrimination within the garment industry, exploring the root causes, manifestations, and
consequences of this issue.

EXISTING LEGAL SITUATION

In the past three years, the Asian garment sector served as a crucial gateway for women to
join the formal economy, presenting unprecedented chances for enhancing women’s
economic empowerment. Despite benefiting millions of women by improving their economic
and social well-being, unfulfilled opportunities persist due to enduring gender disparities,
hindering the realization of decent work for all. 3

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3
This report analyses the present situation of women in Asia’s garment sector, focussing on
key trends and gender dynamics. It specifically addresses issues such as pay equity,
discrimination, violence, and harassment, as well as the unequal burden of unpaid care, work
and family responsibilities. Furthermore, it highlights the absence of women’s voice,
representation, and leadership.

LITERATURE REVIEW

studies investigating women discrimination in the garment industry consistently reveal issues
like unequal pay, restricted career progression, and instances of workplace harassment. The
research underscores the essentiality of implementing robust policies to rectify gender
imbalances, facilitate equal opportunities, and establish a workplace conductive to support.
Moreover, the recurrent theme of cultural and societal norms influencing women’s
encounters in this sector emphasizes the need to cultivate inclusivity and challenge prevailing
gender stereotypes.

SCOPES AND OBJECTIVES

The garment industry, a significant contributor to global employment, is under scrutiny as a

central arena for examining the pervasive issue of gender discrimination against women. This
exploration delves into the various dimensions and goals of gender discrimination in the
garment industry, seeking to offer a comprehensive insight into the hurdles women encounter
in this sector:

WAGE DISPARITY: A primary facet of discrimination lies in the stark wage

inequality between male and female workers in the garment industry. Numerous
studies have extensively highlighted the prevalence of this wage gap, where women
consistently earn less than their male counterparts despite undertaking similar tasks. 4

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4
 extensively highlighted the prevalence of this wage gap, where women consistently
earn less than their male counterparts despite undertaking similar tasks.
 IMPEDED CARER PROGRESSION: Another substantial aspect is the hindered
career advancement for women within the garment industry. Despite possessing skills
and qualifications, women often confront invisible barriers that impede their
progression to leadership roles. Investigating the factors behind these limitations and
formulating strategies to overcome these barriers are pivotal objectives in cultivating
a more inclusive work environment.
 WORKPLACE HARASSMENT: Persistent concerns revolve around workplace
harassment, manifesting in various forms such as verbal abuse, intimidation, and
inappropriate behaviour. Grasping the extent and nature of harassment within the
garment industry is vital for crafting policies that establish a secure and respectful
workplace.
 UNDERREPRESENTATION: The scarcity of women in decision-making positions
stands out as a clear aspect of discrimination in the garment industry. Prioritizing the
examination of reasons behind this underrepresentation and establishing initiatives to
encourage diversity in leadership roles should be paramount. Elevating the visibility
of women in managerial and executive positions not only addresses discrimination but
also acts as a potent catalyst for cultural transformation.
 IMPACT OF CULTURAL AND SOCIETAL NORMS: An overacting dimension
involves the influence of cultural and societal norms on women’s expectations often
shape workplace dynamics, impacting hiring practices, job assignments, and
perceptions of women in certain roles. Objectives here encompass challenging these
norms, raising awareness, and fostering a culture that values diversity and inclusivity.
 STEROTYPES AND GENDER BIAS: Traditional stereotypes may lead to the
perception that certain roles within the industry are more suitable for men, limiting
opportunities for women.
 LACK OF FAMILY-FRIENDLY POLICIES: Inadequate support for work life
balance, such as limited maternity leave or flexible work arrangements, can
disproportionately affect women.5

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RESEARCH QUESTIONS

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  How does gender-based discrimination manifest in hiring practices within the garment
industry?
 What impact does limited access to education and training opportunities have on
women’s advancement within the garment industry?
 How does the intersectionality of factors like race and socioeconomic status
compound discrimination against women in the garment sector?
 What strategies or initiatives have been successful in promoting gender equality and
empowerment for women working in the garment industry?
 What are the labour laws and the legislations that have been provided to reduce the
women discrimination in garment industry?

HYPOTHESIS

“Persistent gender discrimination in the garment industry is driven by systemic biases,

contributing to unequal pay, limited career advancement, and a hostile work environment
for women.”

METHODOLOGY

To investigate women’s discrimination in the garment industry, a robust research

methodology was involved:

o Conducting a throughout literature review

o Defining objectives and hypothesis
o Choosing a research design
o Implementing a sampling strategy
o Selecting data collection methods
o Defining variables and measurements
o Addressing ethical considerations6

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o Outlining a data analysis plan
o Ensuring validity and reliability
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 o Developing a time line and budget

CONTENT

Gender discrimination in hiring practices within the garment industry manifests through
nuanced yet impactful avenues, perpetuating systematic inequalities and limiting
opportunities for women. Occupational segregation is conspicuous, channelling women into
specific roles like sewing or administrative tasks, while men secure positions in management
or technical domains.

This confines women’s job opportunities, reinforcing traditional gender norms. Wage
disparities deepen this discriminatory landscape, with women often receiving lower starting
salaries than male counterparts for comparable positions, perpetuating enduring economic
imbalances. Biased job descriptions, featuring masculine language or gender-specific
requirements, dissuade qualified women from applying and entrench stereotypes about
suitable roles for each gender.

Implicit bias infiltrates recruitment decisions, fostering unconscious favouritism towards

male candidates and perpetuating societal norms. The underrepresentation of women in
leadership positions adds another layer, as hiring barriers impede access to top-level roles,
diminishing diversity at decision-making levels. Maternity discrimination exacerbates the
issue, as fear of potential leaves leads to reluctance in hiring women of childbearing age,
hindering career progression.

Gender-based stereotypes seeps into interviews, with facing inquires about family plans or
childcare responsibilities, questions seldom posed to male candidates, perpetuating traditional
gender roles. Informal recruitment channels, predominantly male-dominated, obstruct
women’s access to opportunities and hinder career advancement. The lack of transparent
hiring practices exacerbates discrimination, as subjective judgements and biases thrive
without clearly defined criteria.7

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Inadequate anti-discrimination policies further contribute to the problem, underscoring the

need for robust measures to dismantle biases, promote inclusively, and foster equal
opportunities within the garment industry. Addressing these manifestations demands a
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comprehensive commitment to dismantling biases, implementing inclusive policies, and
cultivating a culture that values diversity, paving the way for a more equitable and just hiring
landscape.

CHAPTER: 2

Restricted access to education and training significantly impedes the progress of women
within the garment industry, sustaining gender disparities and impeding broader economic
development. Despite being a key player in the global economy and a primary source of
employment in developing nations, the garment industry becomes a challenging terrain for
women when educational and training barriers arise.

Education acts as a catalyst for women’s empowerment, providing them with the knowledge
and skills essential for navigating the intricacies of the garment industry. Without sufficient
educational opportunities, women often confined to low-skilled, low-paying positions with
limited prospects for career advancement. Quality education equips women to comprehend
market dynamics, negotiate improved working conditions, and contribute meaningfully to
industry innovation and development.

The impact of education is further amplified by training opportunities, which offer practical
skills directly applicable to the garment industry. Women lacking access to such programs
may struggle to adapt to evolving technologies and production methods, relegating them to
outdated roles and perpetuating dependence on manual labor. These constraints their upward
mobility within the industry, hindering their potential contributions to productivity and
efficiency.

The absence of education and training opportunities reinforce gender stereotypes, suggesting
that specific roles in the garment industry are reserved for men. This not only limits women’s
entry into diverse job functions but also fosters a hostile work environment where
discrimination and unequal opportunities prevail.8

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The impact extends to women’s financial independence, as the lack of skills and knowledge
acquired through education and training often leads to exploitative labor conditions, meager

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wages, and precarious employment. This economic vulnerability not only affects individual
women but also undermines the overall economic development of communities and nations.

Effectively addressing these challenges necessitates a multifaceted approach. Governments

and industry stakeholders must invest in accessible and quality education tailored for women,
aligning with the demands of the garment industry. Training programs should be designed to
empower women with the diverse skills needed within the sector. Initiatives promoting
gender equality in the workplace, including mentorship programs and awareness campaigns,
are essential for dismantling ingrained biases and fostering a more inclusive industry culture.

The limited access to education and training for women in the garment industry perpetuates
inequality, restrains economic development, and impedes the industry’s overall progress. A
dedicated commitment to breaking down these barriers is indispensable for creating a more
equitable and flourishing garment industry, where women can fully engage and contribute to
its growth.

INTERSECTIONALITY OF FACTORS LIKE RACE ETC…

The interplay of factors such as race and socioeconomic status exacerbates discrimination
against women in the garment sector, generating a intricate network of challenges that
disproportionately affect marginalized individuals. In an industry already marked by gender
disparities, the convergence of race and socioeconomic status amplifies the obstacles women
encounter, resulting in systematic inequities.

Women of color contend with compounded biases in the garment sector, where racial
stereotypes intersect with gender norms, creating a layered form of discrimination. Those
form marginalized racial backgrounds not only face gender-based hurdles but also contend
with racial biases that impede their prospects for advancement within the industry,
perpetuating a cycle of exclusion and marginalization.9

The impact of socioeconomic status further complicates matters. Women from lower

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socioeconomic backgrounds often lack access to educational and training resources,

heightening the barriers to entry into the garment sector. Constrained financial means limit

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their ability to acquire necessary skills and qualifications, pushing them into lower-paying,
more exploitative positions within the industry. This economic vulnerability compounds the
discrimination they face, trapping them in precarious working conditions with limited
avenues for upward mobility.

The intersection of race and socioeconomic status also results in unequal opportunities for
career progression. Women of color from disadvantaged socioeconomic backgrounds may
find themselves relegated to the lower tires of the industry, with fewer chances to access
leadership roles or participate in decision-making processes. This lack of representation
perpetuates a cycle of underrepresentation and reinforces existing power imbalances.

Workplace discrimination is heightened for women at the intersection of multiple

marginalized identities. They contend not only with gender-based biases but also racial
discrimination, creating a doubly hostile work environment. Stereotypes linked to both race
and gender contribute to a toxic workplace culture where women of color from lower
socioeconomic backgrounds endure microaggressions, exclusionary practices, and limited
opportunities for professional growth.

The intersectionality of these factors also plays a role in pay disparities within the garment
sector. Women at the crossroads of race and low socioeconomic status are more likely to be
confined to low-wage positions with inadequate benefits. The wage gap widens as these
women struggle to access education and training opportunities, hindering their ability to
secure higher-paying roles within the industry.

Effectively addressing these intersectional challenges demands a comprehensive approach.

Industry stakeholders must prioritize diversity and inclusion initiatives that consider the
intersecting identities of women. This involves creating targeted programs to address the
specific barriers faced by women of color from lower socioeconomic backgrounds, including
accessible education, mentorship opportunities and initiatives aimed at breaking down
systematic biases.10

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The intersectionality of factors like race and socioeconomic status compounds discrimination
against women in the garment sector, presenting a multifaceted challenge beyond gender
disparities. Recognizing and addressing the interconnected nature of discrimination faced by

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women navigating the intersection of race and low socioeconomic status is essential for
fostering a truly inclusive and equitable industry.

CHAPTER: 3