lL ls an open LruLh LhaL worklng women have Lo face problems [usL by vlrLue of Lhelr belng women Worklng women here are referred Lo Lhose who are ln pald employmenL Soclal aLLlLude Lo Lhe role of women lags much behlnd Lhe law 1hls aLLlLude whlch conslders women flL for cerLaln [obs and noL oLhers colors Lhose who recrulL employees 1hus women flnd employmenL easlly as nurses docLors Leachers Lhe carlng and nurLurlng secLors secreLarles or ln assembllng [obsLhe rouLlne submlsslve secLors 8uL even lf well quallfled women englneers or managers or geologlsLs are avallable preference wlll be glven Lo a male of equal quallflcaLlon A gender blas creaLes an obsLacle aL Lhe recrulLmenL sLage lLself When lL comes Lo remuneraLlon Lhe law proclalms equallLy buL lL ls seldom puL lnLo pracLlce 1he lnbullL convlcLlon LhaL women are capable of less work Lhan men or less efflclenL Lhan men governs Lhls ln[usLlce of unequal salarles and wages for Lhe same [ob 1he age old bellef of male superlorlLy over women creaLes several hurdles for women aL Lhelr place of work Women on Lhe way up Lhe corporaLe ladder dlscover LhaL Lhey musL be much beLLer Lhan Lhelr male colleagues Lo reach Lhe Lop Cnce aL Lhe Lop male colleagues and subordlnaLes ofLen expecL much greaLer experLlse and efflclency from a woman boss Lhan from a male boss CondlLloned by soclal and psychologlcal LradlLlon women colleagues Loo don'L lend supporL Lo Lhelr own sexWorklng ln such condlLlons lnevlLably puL much greaLer sLraln on women Lhan whaL men experlence 1hese problems Lend Lo make women less eager Lo progress ln Lhelr careers lndeed many of Lhem choose less demandlng [obs for whlch Lhey may even be overquallfled A woman's work ls noL merely conflned Lo pald employmenL She has Lo almosL always shoulder Lhe burden of household chores as well A woman could sLlll bear up wlLh Lhese problems lf she had conLrol over Lhe money she earns 8uL ln mosL famllles even now her salary ls handed over Lo faLher husband or lnlaws So Lhe baslc moLlve for seeklng employmenL of geLLlng lndependence ls nulllfled ln many women's case roblems of gender blas beseL women ln Lhe lndusLrlal secLor 1echnologlcal advancemenL resulLs ln reLrenchmenL of women employees no one Lhlnks of upgradlng Lhelr skllls MaLernlLy leave ls seldom glven lL ls much easler Lo LermlnaLe Lhe woman's employmenL and hlre someone else 1rade unlons do llLLle Lo amelloraLe Lhe loL of women workers Women's lssues do noL occur on Lhe prlorlLy llsL of mosL of Lhe Lrade unlons Women golng Lo work are ofLen sub[ecL Lo sexual harassmenL ubllc LransporL sysLem ls over crowded and men Lake advanLage of Lhe clrcumsLances Lo physlcally harass women Colleagues offer unwanLed aLLenLlon whlch can sLlll be shaken off buL a woman ls placed ln a dlfflculL slLuaLlon lf Lhe hlgher offlcer demands sexual favourslf refused Lhe boss can easlly Lake lL ouL on Lhe woman ln oLher ways Lo make llfe mlserable for her 1here have been several cases of sexual harassmenL recenLly lnvolvlng even Lhe senlor women offlclals Cn Lhe oLher hand lf a woman ls pralsed for her work or promoLed on merlL her colleagues do noL heslLaLe Lo aLLrlbuLe lL Lo sexual favours1he psychologlcal pressure of all Lhls can easlly lead Lo a woman qulLLlng her [ob MosL of Lhe problems LhaL beseL worklng women are ln reallLy rooLed ln Lhe soclal perspecLlve of Lhe poslLlon of women 1radlLlonally men are seen as Lhe bread wlnner and women as Lhe housekeepers chlld bearers and rearers1hls LypecasL role model conLlnues Lo puL obsLacles before Lhe worklng women A fundamenLal change ls requlred ln Lhe aLLlLudes of Lhe employers pollcy makers famlly members and oLher relaLlves and Lhe publlc aL large lSSuLS Wl1P SL8vlCL SLC1C8 (CALL CLn18LS/8Cs) AL presenL women workers consLlLuLe abouL oneLhlrd of Lhe LoLal Call CenLre and 8C workforce ln lndla Powever desplLe such a ma[or economlc conLrlbuLlon of women Lo Lhe lndusLry several challenges faced by Lhem sLlll remaln Lo be addressed As per nlrmal Mlrza Lhe CLC of SlLaglLacom communlcaLlon and selfexpresslon are Lhe key challenges LhaL women worklng ln Lhe 8C and Call CenLre lndusLry sLlll face ln lndla 1here ls a general lack of confldence among women aL [unlor levels Lo speak up agalnsL lssues such as graveyard shlfLs" (nlghL shlfLs) and lack of adequaLe safeLy and securlLy measures
Safe LransporLaLlon for women conLlnues Lo remaln a ma[or challenge ln Lhe 8C and Call CenLre lndusLry lollowlng several lncldenLs of crlmes agalnsL women 8C employees many 8C companles have LlghLened Lhelr safeLy pollcles Companysponsored plckup and drop vehlcles have been provlded for women employees Many company rules sLlpulaLe LhaL women musL Lravel only ln Lhe presence of anoLher male employee lnLernal hoLllnes and SMS servlces have been lnLroduced Lo monlLor Lhe wellbelng of commuLlng employees AdequaLe background checks on Lhe deslgnaLed cab drlvers are also made by Lhe employers 1hese measures have lmproved Lhe slLuaLlon conslderably Lhough lL sLlll does noL make Lhe women employees feel 100 safe especlally when Lhey work ln nlghL shlfLs
1he socloculLural facLors also work agalnsL Lhe women who are employed wlLh 8C and Call CenLres ln lndla Lven lf Lhe woman ls happy and saLlsfled wlLh her nlghL duLy [ob and ls geLLlng an excellenL remuneraLlon for lL buL her Lroubles may begln once she geLs marrled ln many cases Lhe women are forced Lo qulL Lhelr [obs because of Lhe dlsapproval of Lhe husband and hls famlly Powever Lhe 8C lndusLry ls maklng an aLLempL Lo address Lhls aspecL as well Zla Shelkh Lhe CCC of lnfowavz lnLernaLlonal a Mumbal based Call CenLre says We Lry Lo reassure Lhe relaLlves of our women employees by organlzlng lamlly uays on a regular basls"
1he governmenL on lLs parL can make lL mandaLory for companles Lo lnsLall CS ln cabs Lo have a sLronger monlLorlng Selfdefence Lralnlng Lo women lnsLalllng CC1vs aL Lhe workplace Lo prevenL sexual harassmenL pollce verlflcaLlon of cab drlvers securlLy guards and peons worklng ln 8Cs and efflclenL complalnL redressal sysLems should be made compulsory for all employers
ln 2008 a survey on gender lncluslvlLy ln Lhe l18C secLor ln lndla conducLed by Lhe P8 consulLlng flrm Mercer and nasscom revealed LhaL aparL from safeLy and securlLy flexlble worklng hours and leave pollcy play a cruclal role ln aLLracLlng and reLalnlng women ln Lhe 8C organlzaLlon CLher pracLlces LhaL women workers appreclaLe are anLlharrassmenL pollcy healLhcare and awareness programs women's lounge and recreaLlonal acLlvlLles
1he 8C and Call CenLre lndusLry ln lndla has a brlghL fuLure ahead Slnce women are an lnLegral parL of Lhls lndusLry lL ls enLlrely ln Lhe employers' own lnLeresL Lo address Lhe challenges and lssues Lhey face aL Lhe workplace
LCuAL A? lC8 LCuAL WC8k 1he Lqual 8emuneraLlon AcL 1976 and ln parLlcular lLs preamble declares Lhe AcL Lo provlde for paymenL of equal remuneraLlon and prevenLlon of any klnd of dlscrlmlnaLlon on Lhe ground of sex or oLherwlse ln Lhe maLLer of employmenL 1he Lqual 8emuneraLlon AcL 1976 exLends Lo Lhe whole of lndla by vlrLue of SecLlon 1(2) and Lhere cannoL be dlfferenL pay scales for dlfferenL employees carrylng ouL exacLly same work SecLlon 4(3) sLaLes LhaL where ln an esLabllshmenL or employmenL Lhe raLes of remuneraLlon payable before Lhe commencemenL of Lhls AcL for men and women workers for Lhe same work or work of a slmllar naLure are dlfferenL only on Lhe ground of sex Lhen Lhe hlgher (ln cases where Lhere are only Lwo raLes) or as Lhe case may be Lhe hlghesL (ln cases where Lhere are more Lhan Lwo raLes) of such raLes shall be Lhe raLe aL whlch remuneraLlon shall be payable on and from such commencemenL Lo such men and women workers" Shocklng as lL mlghL be lndla sLands aL rock boLLom ln Lhe llsL of counLrles when lL comes Lo gender equallLy and LhaL lncludes pay parlLy! 1hls revelaLlon was made by Lhe Clobal Cender Cap 8eporL of 2010
lndla ranked lowesL among Lhe 88lC counLrles vlz 8razll 8ussla lndla and Chlna ln facL sLaLlsLlcs showed LhaL Lhe average annual lncome of an lndlan worklng woman was less Lhan oneLhlrd LhaL of an lndlan man!
Gender b|as A woman ls pald a lesser salary Lhan a man due Lo Lhe assumpLlon LhaL a woman wlll noL puL ln as many hours of work as a man wlll! 1hls assumpLlon prlmarlly drlves employers Lo belleve LhaL a man deserves a hlgher pay Lhan hls female counLerparL aL a glven posL" says Alblno Mascarenhas Pead of P8 aL a medla flrm
Sunldhl radhan CperaLlons Manager aL a 8C says ln meLros and ln corporaLe offlces wlLh lnLernaLlonal sLandards gender blases do noL exlsL! As a maLLer of facL ln our company employmenL and promoLlons are glven on Lhe basls of quallflcaLlon and experlence and are noL lnfluenced by gender"
Women bosses rea||y? 1he survey also revealed LhaL only 10 lndlan women are employed aL senlor managemenL poslLlons
ln my oplnlon lndla ls progresslng So whlle lnequallLy ln salarles may exlsL ln cerLaln Lowns of lndla [obs are now becomlng more professlonal and are conformlng Lo lnLernaLlonal sLandards of worklng" Sunldhl adds
Alblno sLaLes 1radlLlonally men were Lhe bread wlnners of Lhe famlly 1hlngs are now changlng! Women Loo are gradually geLLlng on par wlLh men ln offlces Powever women are hardly enLrusLed wlLh senlor poslLlons because lL ls belleved LhaL a woman won'L be able Lo do [usLlce Lo her [ob owlng Lo her responslblllLles Lowards her home and famlly!"
1he Governments ro|e 1he lndlan ConsLlLuLlon has recognlsed Lhe prlnclple of 'Lqual ay for Lqual Work' for men and women Powever Lhe governmenL lLself has falled Lo lmplemenL lLs prlnclple
under lLs employmenL schemes Lhe governmenL employs lakhs of women who are pald way below Lhe mlnlmum wage
8CvlSlCnS lC8 C8LCPL 1) ln every facLory whereln more Lhan 1 LhlrLy women workers are ordlnarlly employed Lhere shall be provlded and malnLalned a sulLable room or rooms for Lhe use of chlldren under Lhe age of slx years of such women
(2) Such rooms shall provlde adequaLe accommodaLlon shall be adequaLely llghLed and venLllaLed shall be malnLalned ln a clean and sanlLary condlLlon and shall be under Lhe charge of women Lralned ln Lhe care of chlldren and lnfanLs
(3) 1he SLaLe CovernmenL may make rules (a) prescrlblng Lhe locaLlon and Lhe sLandards ln respecL of consLrucLlon accommodaLlon furnlLure and oLher equlpmenL of rooms Lo be provlded under Lhls secLlon
(b) requlrlng Lhe provlslon ln facLorles Lo whlch Lhls secLlon applles of addlLlonal faclllLles for Lhe care of chlldren belonglng Lo women workers lncludlng sulLable provlslon of faclllLles for washlng and changlng Lhelr cloLhlng
(c) requlrlng Lhe provlslon ln any facLory of free mllk or refreshmenL or boLh for such chlldren
(d) requlrlng LhaL faclllLles shall be glven ln any facLory for Lhe moLhers of such chlldren Lo feed Lhem aL Lhe necessary lnLervals
1lMlnCS Cl WCMLn LMLC?LLS WlLh Lhe fronLlers of companles expandlng offlce work ls becomlng more and more versaLlle WlLh large global pro[ecLs ln hand offlce Lasks ofLen demand LhaL employees glve exLra Llme Lo Lhelr pro[ecLs ouLslde of Lhe offlce Llmlngs 1hough some may argue LhaL such ls Lhe way of buslness and employees should be flexlble Lo accommodaLe work demands noL everyone ls able Lo comply wlLh Lhe wlshes of Lhelr employers lssues llke securlLy and home ofLen prevenL women from venLurlng lnLo worklng laLe or overLlme ln offlces WlLh such consLralnLs Lhey someLlmes have Lo encounLer a hard Llme ln Lhelr workplaces and even ln Lhelr careers WlLh all Lhelr efforLs Lhls proves as a seLback Lo Lhelr repuLaLlon and even Lhelr performance Such slLuaLlons are awakenlng companles Lo Lhe problems of female employees and Lhey are lncreaslngly gearlng up Lo faclllLaLe Lhem ln case of any emergencles Chandra Can[oo general manager P8 1rlvlLron PealLhcare vL LLd Lells us abouL Lhelr provlslons As an organlsaLlon we do noL encourage our female colleagues Lo sLay beyond 630 pm uue Lo occaslonal offlclal exlgencles lf female sLaff has Lo work beyond offlce Llmlngs proper LransporL and securlLy arrangemenL are ln place so LhaL such females reach Lhelr home ln company LransporL wlLh a responslble male colleague mosLly a senlor As a resulL we donL recelve complalnLs from our female sLaff PeslLaLlng ln sLaylng back and compleLlng offlce chores can reflecL badly upon Lhe employee and leave behlnd a negaLlve lmpresslon upon superlors As a resulL do LlmeconsLralnLs prove a hlndrance ln female employees careers? AshuLosh Carg chalrman and Mu Cuardlan Llfecare vL LLd counLers We are all lncreaslngly becomlng qulLe senslLlve abouL Lhe workllfe balance of women employees and maklng sure LhaL Lhe envlronmenL LhaL Lhey work ln ls female frlendly CrganlsaLlons always Lry Lo reward Lhe growLh of any lndlvldual who ls a hlgh performer We encourage pracLlce of career growLh Lhrough an lndlvlduals performance regardless of gender Companles Loday are Lrylng Lo provlde speclal faclllLles Lo Lhelr women employees so as Lo ensure LhaL Llmlngs do noL become an lssue ln Lhelr [ob and Lhey work as comforLably as posslble vlshal Chlbber P8ulrecLor kelly Servlces suggesLs Lhe followlng measures for Lhelr women employees ln order Lo experlence greaLer LalenL reLenLlon and employee saLlsfacLlon % llexl Llmlngs Lo compleLe Lhelr offlce work % Safe LransporL and cab sysLem Lo escorL Lhe female employees home % Wellness beneflLs as parL of a compensaLlon package llke lnhouse flLness clubs dlscounL membershlps Lo gyms eLc % Conclerge servlces an exLremely aLLracLlve perk for worklng moms % 8eachlng ouL Lo Lhe local buslness communlLy and negoLlaLlng for lower raLes and vouchers for daycare provlders for Lhelr women employees Such efforLs can deflnlLely ald female employees ln farlng beLLer aL Lhelr workplaces and ad[usLlng wlLh occaslonal ups and downs ln Lhe offlce schedule Companles need Lo reallse LhaL such provlslons are essenLlal for Lhe women employees and are noL only almed aL employee comforL buL also help ln exLracLlng maxlmum producLlvlLy from Lhe sLaff 1hus Lhey can go a long way ln lmprovlng Lhe overall efflclency of Lhe offlce SLxuAL PA8ASSMLn1 1 Duty of the Lmp|oyer or other respons|b|e persons |n work p|aces and other |nst|tut|ons lL shall be Lhe duLy of Lhe employer or oLher responslble persons ln work places or oLher lnsLlLuLlons Lo prevenL or deLer Lhe commlsslon of acLs of sexual harassmenL and Lo provlde Lhe procedures for Lhe resoluLlon seLLlemenL or prosecuLlon of acLs of sexual harassmenL by Laklng all sLeps requlred 2 Def|n|t|on lor Lhls purpose sexual harassmenL lncludes such unwelcome sexually deLermlned behavlour (wheLher dlrecLly or by lmpllcaLlon) as a) hyslcal conLacL and advances b) A demand or requesL for sexual favours c) Sexually coloured remarks d) Showlng pornography e) Any oLher unwelcome physlcal verbal or nonverbal conducL of sexual naLure Where any of Lhese acLs ls commlLLed ln clrcumsLances whereunder Lhe vlcLlm of such conducL has a reasonable apprehenslon LhaL ln relaLlon Lo Lhe vlcLlm's employmenL or work wheLher she ls drawlng salary or honorarlum or volunLary wheLher ln governmenL publlc or prlvaLe enLerprlse such conducL can be humlllaLlng and may consLlLuLe a healLh and safeLy problem lL ls dlscrlmlnaLory for lnsLance when Lhe woman has reasonable grounds Lo belleve LhaL her ob[ecLlon would dlsadvanLage her ln connecLlon wlLh her employmenL or work lncludlng recrulLlng or promoLlon or when lL creaLes a hosLlle work envlronmenL Adverse consequences mlghL be vlslLed lf Lhe vlcLlm does noL consenL Lo Lhe conducL ln quesLlon or ralses any ob[ecLlon LhereLo revent|ve Steps All employers or persons ln charge of work place wheLher ln publlc or prlvaLe secLor should Lake approprlaLe sLeps Lo prevenL sexual harassmenL WlLhouL pre[udlce Lo Lhe generallLy of Lhls obllgaLlon Lhey should Lake Lhe followlng sLeps (a) Lxpress prohlblLlon of sexual harassmenL as deflned above aL Lhe work place should be noLlfled publlshed and clrculaLed ln approprlaLe ways (b) 1he 8ules/8egulaLlons of CovernmenL and ubllc SecLor bodles relaLlng Lo conducL and dlsclpllne should lnclude rules/regulaLlons prohlblLlng sexual harassmenL and provlde for approprlaLe penalLles ln such rules agalnsL Lhe offender (c) As regards prlvaLe employers sLeps should be Laken Lo lnclude Lhe aforesald prohlblLlons ln Lhe sLandlng orders under Lhe lndusLrlal LmploymenL (SLandlng Crders) AcL 1946 (d) ApproprlaLe work condlLlons should be provlded ln respecL of work lelsure healLh and hyglene Lo furLher ensure LhaL Lhere ls no hosLlle envlronmenL Lowards women aL work places and no employee woman should have reasonable grounds Lo belleve LhaL she ls dlsadvanLaged ln connecLlon wlLh her employmenL 4 Cr|m|na| roceed|ngs Where such conducL amounLs Lo a speclflc offence under Lhe lndlan enal Code or under any oLher law Lhe employer shall lnlLlaLe approprlaLe acLlon ln accordance wlLh law by maklng a complalnL wlLh Lhe approprlaLe auLhorlLy ln parLlcular lL should ensure LhaL vlcLlms or wlLnesses are noL vlcLlmlzed or dlscrlmlnaLed agalnsL whlle deallng wlLh complalnLs of sexual harassmenL 1he vlcLlms of sexual harassmenL should have Lhe opLlon Lo seek Lransfer of Lhe perpeLraLor or Lhelr own Lransfer S D|sc|p||nary Act|on Where such conducL amounLs Lo mlsconducL ln employmenL as deflned by Lhe relevanL servlce rules approprlaLe dlsclpllnary acLlon should be lnlLlaLed by Lhe employer ln accordance wlLh Lhose rules 6 Comp|a|nt Mechan|sm WheLher or noL such conducL consLlLuLes an offence under law or a breach of Lhe servlce rules an approprlaLe complalnL mechanlsm should be creaLed ln Lhe employer's organlsaLlon for redress of Lhe complalnL made by Lhe vlcLlm Such complalnL mechanlsm should ensure Llme bound LreaLmenL of complalnLs 7 Comp|a|nts Comm|ttee 1he complalnL mechanlsm referred Lo ln (6) above should be adequaLe Lo provlde where necessary a ComplalnLs CommlLLee a speclal counsellor or oLher supporL servlce lncludlng Lhe malnLenance of confldenLlallLy 1he ComplalnLs CommlLLee should be headed by a woman and noL less Lhan half of lLs member should be women lurLher Lo prevenL Lhe posslblllLy of any undue pressure or lnfluence from senlor levels such ComplalnLs CommlLLee should lnvolve a Lhlrd parLy elLher nCC or oLher body who ls famlllar wlLh Lhe lssue of sexual harassmenL 1he ComplalnLs CommlLLee musL make an annual reporL Lo Lhe CovernmenL deparLmenL concerned of Lhe complalnLs and acLlon Laken by Lhem 1he employers and person ln charge wlll also reporL on Lhe compllance wlLh Lhe aforesald guldellnes lncludlng on Lhe reporLs of Lhe ComplalnLs CommlLLee Lo Lhe CovernmenL deparLmenL Worker's In|t|at|ve Lmployees should be allowed Lo ralse lssues of sexual harassmenL aL a workers' meeLlng and ln oLher approprlaLe forum and lL should be afflrmaLlvely dlscussed ln LmployerLmployee MeeLlngs 9 Awareness Awareness of Lhe rlghLs of female employees ln Lhls regard should be creaLed ln parLlcular by promlnenLly noLlfylng Lhe guldellnes (and approprlaLe leglslaLlon when enacLed on Lhe sub[ecL) ln a sulLable manner 10 1h|rd arty narassment Where sexual harassmenL occurs as a resulL of an acL or omlsslon by any Lhlrd parLy or ouLslder Lhe employer and person ln charge wlll Lake all sLeps necessary and reasonable Lo asslsL Lhe affecLed person ln Lerms of supporL and prevenLlve acLlon 11 1he CenLral/SLaLe CovernmenLs are requesLed Lo conslder adopLlng sulLable measures lncludlng leglslaLlon Lo ensure LhaL Lhe guldellnes lald down by Lhls order are also observed by Lhe employers ln rlvaLe SecLor 12 1hese guldellnes wlll noL pre[udlce any rlghLs avallable under Lhe roLecLlon of Puman 8lghLs AcL 1993
Workers who are more exposed Lo sexual harassmenL aL workplace geL hlgher pay cheques a new sLudy has revealed vanderbllL unlverslLy economlsL !onl Persch calculaLed Lhe flrsL measures of sexual harassmenL rlsks aL work by lndusLry age group and sex newswlse reporLed Pe found LhaL female workers are slx Llmes more llkely Lhan male workers Lo experlence sexual harassmenL on Lhe [ob ln analyzlng workers' wages Persch asserLed LhaL flrms musL pay workers more for exposure Lo Lhe rlsk of sexual harassmenL Sexual harassmenL ln Lhe workplace ls so unlversally desplsed LhaL people requlre some exLra compensaLlon for exposure Lo a sexually harasslng envlronmenL" sald Persch professor of law and economlcs 1he sLudy conducLed by Persch revealed LhaL women ln [obs wlLh an average rlsk of sexual harassmenL are pald on average 23 cenLs per hour more Lhan comparable women ln [obs wlLh llLLle rlsk of sexual harassmenL
CPlLu LA8Cu8 lndla has Lhe largesL populaLlon of chlld labourers ln Lhe world Accordlng Lo sLaLlsLlcs provlded by non governmenLal organlzaLlons (nCCs) roughly 60 mllllon chlldren are worklng as chlld labourers Accordlng Lo Lhe officio/ estimotes of census 2001 Lhere were 127 mllllon economlcally acLlve chlldren ln Lhe agegroup of 314 years 1he number used Lo be 113 mllllon durlng 1991 MosL of Lhe chlld labourers ln lndla belong Lo Lhe soclal groups Scheduled 1rlbes (S1s) Scheduled CasLes (SCs) and CLher 8ackward Classes (C8Cs) A slgnlflcanL chunk of chlld labourers are mlnorlLles 1hey are recrulLed for reduclng cosLs of producLlon and because of Lhelr lnherenL weakness Lo unlonlze for bargalnlng beLLer wages lmproved work condlLlons and relaLed labour rlghLs 1haL ls why we have Lhe paradox of havlng a large pool of chlld labour amldsL hlgh level of adulL unemploymenL
Works LhaL needs dexLerlLy ls ofLen done by Lhem Labour recrulLers ofLen geL chlld labourers from poverLy sLrlcken areas and Lhose areas LhaL have undergone droughLs and floods or where agrlculLure has falled lL ls a well esLabllshed facL now LhaL Lrafflcklng of women and chlldren ls qulLe prevalenL ln Lhls parL of Lhe world
Accordlng Lo sLaLlsLlcs provlded by lndlan nCCs 70 percenL of chlld labourers are engaged ln agrlculLure 1hey also work ln consLrucLlon lndusLry quarrles mlnes brlck kllns and small scale lndusLrles (oootqoolzeJ sectot) 1hey are ofLen found engaged ln household acLlvlLles sLreeL resLauranLs (Jbobos) and hazardous lndusLrles
Chlld labour ls consldered as Lhe denlal of human dlgnlLy and freedom 1haL ls why Lhere ls demand for use and sale of falr Lrade producLs (losteoJ of ftee ttoJe ptoJocts) ln whose manufacLurlng chlld labour hasn'L been absorbed 1he Chlld Labour (rohlblLlon and 8egulaLlon) AcL 1986 prohlblLs chlld labour ln cerLaln occupaLlons and processes alone and Lhelr condlLlons of work are regulaLed ln Lhe resL
1woLhlrds of Lhe chlld workers ln lndla were engaged ln agrlculLure and abouL 17 percenL were engaged ln manufacLurlng accordlng Lo Lhe 200405 Notiono/ 5omp/e 5urvey Orqonisotion resu/ts More glrls Lhan boys were found Lo be engaged ln agrlculLure and manufacLurlng CneLenLh of Lhe boys were engaged ln Lrade as compared Lo [usL 2 percenL of glrls AbouL 11 percenL of glrl chlld workers were engaged ln domesLlc duLles ln rural areas collecL waLer and flrewood and prepare cow dung cakes for fuel ln lndla explolLaLlon of llLLle chlldren for cheap labor ls an accepLed pracLlce (and norm) and ls percelved by Lhe local populaLlon as a necesslLy Lo earn llvellhoods Chlld labourers engaged ln carpeL weavlng lndusLrles are pald poorly and Lhey work for long hours ln unhyglenlc condlLlons Chlldren worklng ln such unlLs are malnly mlgranL workers from norLhern lndla who are senL here by Lhelr famllles Lo earn some money and send lL back Lo Lhem 1helr famllles dependence on Lhelr lncome forces Lhem Lo endure Lhe onerous work condlLlons ln Lhe carpeL facLorles
Powever Lhere are some myLhs surroundlng Lhe assoclaLlon beLween poverLy lncldence of chlld labour and school aLLendance lf one can remember Lhe 9ub/ic keport on 8osic ducotion {9kO8) survey was conducLed ln laLe 1996 ln 188 randomlyselecLed vlllages of sLaLes of 8lhar Madhya radesh 8a[asLhan and uLLar radesh 1hese four sLaLes accounL for more Lhan half of lndlas ouLofschool chlldren Aslde from surveylng all Lhe schoollng faclllLles ln Lhe sample vlllages Lhe 8C8L Leam lnLervlewed 1221 households 1he 8C8L survey challenges several myLhs abouL Lhe causes of educaLlonal deprlvaLlon ln rural lndla 1he survey exposed Lhe myLh LhaL elemenLary educaLlon ln lndla ls free LhaL lndlan parenLs have llLLle lnLeresL ln educaLlon and LhaL economlc dependence on chlld labour ls Lhe maln reason why poor famllles are unable Lo send Lhelr chlldren Lo school