Addressing Gender Pay Disparities in India’s Construction Sector

Gender pay disparity remains one of the most persistent issues plaguing India’s construction sector. Although the construction industry is one of the largest employers of labour in India, it continues to display significant gender-based wage inequalities. Women working in construction often earn much less than their male counterparts for the same or similar roles, with some estimates suggesting that women earn between 30-40% less than men in this industry[1].

This inequality persists despite a robust legal framework designed to ensure equal pay for equal work. The wage gap is rooted in deep-seated societal norms, lack of awareness, and insufficient enforcement of existing laws. Understanding the extent of this disparity, the legal framework surrounding it, and the challenges involved in implementing equitable solutions are vital in addressing the gender pay gap in India’s construction industry.

India’s legal framework provides clear directives regarding gender pay equality. The Constitution of India lays the groundwork for wage parity by promoting gender equality in all spheres of life. Article 39(d) of the Constitution specifically mandates the State to ensure that men and women receive equal pay for equal work. This constitutional principle aims to eliminate any discrimination based on gender in the workplace, particularly with regard to remuneration.

To operationalize this constitutional directive, the Equal Remuneration Act of 1976 was enacted. The Act aims to prevent gender-based discrimination in matters relating to wages and recruitment. It provides a legal basis for ensuring that employers pay equal remuneration to men and women performing the same work or work of a similar nature. 

However, despite these provisions, the Act has faced criticism for its weak implementation and limited scope. Employers often bypass the law by categorizing jobs in a way that undervalues roles typically filled by women.

Recognizing these limitations, the Indian government introduced the Code on Wages in 2019, which consolidated four labour laws, including the Equal Remuneration Act. This Code extends the principle of equal remuneration to all genders and emphasizes “equal pay for equal work”. However, critics argue that while this may appear to be a step forward, it doesn’t fully address the complexities of wage disparities, particularly those stemming from occupational segregation and the undervaluation of roles traditionally held by women.

Despite the existence of a legal framework aimed at ensuring equal pay, several challenges hinder the realization of wage parity between men and women in India’s construction industry. These challenges are multifaceted and range from deep-rooted societal norms to structural issues within the industry itself. Below are some key challenges:

• Occupational Segregation:

One of the most significant barriers to wage equality is occupational segregation. Women in the construction sector are often confined to lower-paying jobs such as manual labour, while men dominate higher-paying skilled positions such as masons or carpenters. This segregation is both a cause and effect of societal norms, which often assign specific roles to women based on perceived physical or intellectual limitations. As a result, women are paid less even when performing the same type of work.

According to the World Bank’s report on Women’s Work and Employment (2021), women’s participation in lower-skilled, lower-paid jobs is a global issue, with India’s construction sector reflecting this trend. Women are generally underrepresented in higher-paying technical roles, contributing to the persistent wage gap.

• Weak Enforcement of Existing Laws:

Although India’s Equal Remuneration Act and the Code on Wages 2019 provide legal safeguards, enforcement remains a significant challenge. Many employers are either unaware of or deliberately ignore these laws, exploiting loopholes or categorizing jobs in ways that allow them to justify pay disparities.

A study by the International Labour Organization (ILO) in 2020 pointed out that while India has made progress in enacting gender equality laws, enforcement mechanisms are often under-resourced and ineffective, particularly in informal and unregulated sectors like construction.

• Prevalence of Informal Employment:

A large portion of women in India’s construction sector are employed informally, with little to no access to legal protections or benefits. Informal employment allows for significant wage flexibility, which often results in lower wages for women. Furthermore, without formal contracts, it becomes difficult for women to claim equal pay or challenge discriminatory practices.

The National Sample Survey Office (NSSO) 2019 report on the informal workforce in India highlighted that women in informal employment, particularly in construction, are often paid less than men, with the wage gap being exacerbated by the lack of formal employment contracts.

To reduce and eventually eliminate the gender-based pay gap in India’s construction sector, a multifaceted approach is required. This approach should involve legislative reforms, better enforcement of existing laws, and societal changes in how women’s labour is valued. Below are some strategies that can be adopted:

One key step is to reevaluate how “equal work” is legally defined. The current focus on “same or similar work” often fails to address the fact that jobs traditionally held by women may be undervalued, despite their equivalent contribution to productivity. A broader definition that focuses on “work of equal value” could help address wage disparities more effectively.

International standards, such as those set by the International Labour Organization (ILO), advocate for the principle of “equal pay for work of equal value.” This approach has been successful in several countries in closing the wage gap by recognizing that even if the tasks performed by men and women are different, they may contribute equally to the workplace. India could adopt similar legal reforms to better address wage disparities.

Enforcement of wage equality laws needs to be strengthened. Government agencies should conduct more frequent inspections, especially in industries like construction where wage discrimination is rampant. Employers who violate the law should face stricter penalties, including fines or other sanctions.

According to the ILO’s Global Wage Report 2020-2021, countries that have implemented stronger enforcement mechanisms for wage equality laws have seen a marked decrease in gender wage gaps. Strengthening India’s enforcement capacity, particularly in the informal sector, could lead to better compliance with existing laws.

Since a large number of women in construction are informally employed, extending legal protections to the informal workforce is crucial. This could involve introducing stricter regulations around informal labour, providing social security benefits, and ensuring that wage parity laws apply to both formal and informal employment.

The National Commission for Enterprises in the Unorganised Sector (NCEUS) Report 2020 highlights the need for better protections for informal workers, particularly women, to address gender-based wage discrimination in sectors like construction.

Women in India’s construction sector earn 30-40% less than their male counterparts. This gap is largely due to occupational segregation, societal norms, and informal employment, which lead to women being confined to lower-paying jobs.

India’s legal framework includes the Constitution’s Article 39(d), the Equal Remuneration Act of 1976, and the Code on Wages, 2019. These laws mandate equal pay for equal work, but enforcement remains weak in the construction sector.

The persistence of the gender pay gap is due to several factors: weak enforcement of wage equality laws, deep-rooted societal biases, and the high prevalence of informal employment, which offers little legal protection to women.

Women are often relegated to lower-paying, labour-intensive roles such as bricklaying or carrying materials, while men dominate higher-paying skilled jobs like masonry and carpentry. This segregation reinforces the pay disparity.

Effective solutions include stronger enforcement of existing laws, broader definitions of equal work to include the value of women’s contributions, and formalizing employment for women in the construction industry to ensure they receive proper wages and legal protections.