Various Factors Responsible for Entry-Exit Mechanism Attempted by Women Workforce

Abstract

The dynamics of women's participation in the workforce are shaped by a wide array of interrelated factors, influencing both their entry into and exit from employment. This study seeks to examine the variety of factors responsible for these workforce mechanisms, with a particular focus on the unique challenges and opportunities women face. Key elements such as socio-cultural expectations, economic pressures, organizational structures, and policy frameworks are crucial in shaping women's decisions regarding workforce engagement. Socio-cultural norms, including traditional gender roles and caregiving responsibilities, often determine the extent of women’s involvement in the labor market, with many women facing the dual burden of work and family responsibilities. Economic factors, such as wage disparities and lack of job security, further influence women’s career trajectories, leading to exits from the workforce or a preference for part-time and lower-paying jobs. Additionally, workplace environments that fail to accommodate the needs of women—whether through insufficient maternity leave, inadequate pay, or gender-based discrimination—often serve as barriers to long-term workforce participation.

Educational attainment and access to skill development are also central to women’s career progression, as limited access to professional training or networking opportunities can hinder their advancement. Government policies, such as maternity leave, equal pay legislation, and workplace gender equality initiatives, play a pivotal role in facilitating or limiting women's entry and retention in the workforce. Psychological and emotional factors, including work-life balance and mental health, further complicate these dynamics. The role of technology, shifting global economic trends, and the growing gig economy are additional emerging factors that are reshaping women’s workforce engagement. This study underscores the need for comprehensive strategies to address these factors, ensuring greater gender parity in workforce participation. Understanding the multiple dimensions of entry-exit mechanisms is essential for creating supportive policies and work environments conducive to the sustained inclusion of women in the labor market.