Women-friendly workplaces essential for sustained economic growth
Inclusive workplaces that empower women are a catalyst for sustainable national growth
"Creating safe, dignified, and inclusive workplaces is not just a social imperative but an economic necessity for Bangladesh," argued stakeholders at a high-level roundtable.
The event, titled Consultation with Private Sector to Make Workplace More Women-Friendly, was organised by the Ashshash project, supported by the Embassy of Switzerland in Bangladesh and implemented by Winrock International, in collaboration with the Bangladesh Institute of Labour Studies (BILS).
Held in Dhaka city on 5th November 2025, the discussion brought together government officials from the Ministry of Labour and Employment and the Department of Inspection for Factories and Establishments.
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Private sector participation included representatives from Transcom Group, Akij Group Ltd., ACI, Partex Star Group, Square Group, BDjobs, and Shomvob Technologies Ltd., among others. Business associations such as the Bangladesh Garment Manufacturers and Exporters Association (BGMEA) and the Bangladesh Knitwear Manufacturers and Exporters Association (BKMEA) also had representatives in the dialogue.
Workers' associations, including the Bangladesh Employers' Federation and the Bangladesh Labour Foundation, also took part in the dialogue. Development partners such as the International Labour Organization and Sramik Karmachari Oikya Parishad participated as well. All stakeholders joined the dialogue to identify practical strategies for enhancing women's participation, safety, and well-being across all sectors.
The discussion drew on a keynote-paper collectively developed by BILS and Ashshash – highlighting best practices from secondary literature and insights from Ashshash's Job Market Assessment and Inclusivity Gap Analysis report.
Together, participants explored how inclusive policies and collaboration mechanisms can pave the way for workplaces that empower and protect women across all sectors. Participants also discussed how collaborative efforts can ensure women's dignity, safety, and equal opportunities – reinforcing that inclusive workplaces are a strategic imperative for a stronger, more productive economy.
The keynote paper was jointly presented by Nazma Yasmin, director – research & development, BILS, and Md Manirul Islam, deputy director – research, and moderated by Parveen S Huda, managing director, CnRG.
The data-driven case for inclusion
The dialogue was grounded in the keynote paper presented by BILS, which highlighted a critical paradox: while female labour force participation has risen to 43%, profound inclusivity gaps remain. A staggering 97% of employed women work in the informal sector, often without legal protection or basic facilities.
The paper identified four predominant barriers: structural discrimination, the absence of essential facilities like separate sanitation and breastfeeding corners, a severe lack of affordable childcare, and a complete absence of mental health and psychosocial support.
"A women-friendly workplace is not merely a matter of social responsibility; it is a smart investment. A safe, respectful, and inclusive working environment boosts productivity, fosters innovation, and strengthens the overall economy," said Dipta Rakshit, country representative, Winrock Bangladesh & project director – Ashshash. She added that for trafficking survivors, whom Ashshash supports, employment is a key metric for restoring dignity and security.
From policy to practice: the implementation challenge
Participants acknowledged progress, such as Bangladesh's recent ratification of ILO Convention 190. However, the consensus was that implementation remains the central challenge.
"The convention is not merely a legal obligation; it applies to all workplaces, formal, informal, public, and private. The real challenge now lies in its effective implementation," said Rahnuma Salam Khan, programme manager, International Labour Organization (ILO).
This sentiment was echoed by Syed Sultan Uddin Ahmmed, executive director, BILS, who stressed the need for a national standard. "One of the major challenges in Bangladesh's labour sector is the absence of a national minimum standard... Bangladesh urgently needs to establish a national benchmark that is applicable to both the public and private sectors," he said.
Government representatives outlined steps being taken. Nilufar Yesmin, deputy secretary, Ministry of Labour and Employment (MoLE), cited increased annual and maternity leave, while Dr Nazmun Nahar, assistant inspector general – health, Department of Inspection for Factories and Establishments (DIFE), noted initiatives for daycare centres and separate washrooms.
However, Dr Nahar highlighted systemic hurdles: "There are not enough inspectors, follow-ups are irregular, and a change in mindset is still needed."
The private sector's role
A key focus was the role of the private sector as the primary engine of job creation. Representatives from leading corporations shared their initiatives and the obstacles they face.
Dr Engr Ahmed Tanvir Anam, deputy general manager – head of organization development, learning & academic, DBL Group, detailed their zero-tolerance policy against harassment and provision of daycare. Yet, he noted a common problem: "Many female workers lack post-maternity family support which often hinders their coming back to work."
Md Tabsir Rajib, lead – performance & talent management (corporate HR), Transcom Ltd, explained how their core values of ethics, courage, and excellence are integrated into performance systems to foster inclusion.
However, a different take was highlighted by Prokash Roy Chowdhury, director - sales & marketing, BDJobs. "Export-oriented industries... adhere to international labour and safety standards. In contrast, local market-oriented businesses... often feel no obligation to follow such compliance measures," he said, attributing this to a profit-maximising mindset.
The way forward: collaboration and mindset shift
The roundtable concluded that multi-stakeholder collaboration is essential. Farzana Sharmin, joint secretary (compliance cell), BKMEA, emphasized a holistic view of workers' needs, including mental health and nutrition. Farzana Khan, deputy managing director; SME Foundation, pointed to the need for mindset shifts within families and society, and greater representation of women in leadership.
The roundtable served as a productive stepping stone towards discussion for a common shared national agenda: transforming Bangladesh's workplaces into engines of inclusive growth where every woman can work with safety, dignity, and the opportunity to thrive.
Dipta Rakshit
Country Representative, Bangladesh & Project Director – Ashshash, Winrock International
A women-friendly workplace is not merely a matter of social responsibility; it is a smart investment. A safe, respectful, and inclusive working environment boosts productivity, fosters innovation, and strengthens the overall economy.
Our recent study finds that although women's participation in the workforce has increased, many challenges persist – wage disparity, sexual harassment, mental stress, lack of safety, and limited childcare facilities to name a few. Particularly, women in the informal sector remain highly vulnerable.
Yet, there are reasons for optimism. There are many examples of positive change. For instance, providing employment opportunities for survivors of human trafficking is not only a metric for their empowerment, but also a way to restore their dignity and sense of security.
Syed Sultan Uddin Ahmmed
Executive Director, BILS
One of the major challenges in Bangladesh's labour sector is the absence of a national minimum standard. As a result, while some workplaces maintain good practices, others fall far short. To bridge this gap, Bangladesh urgently needs to establish a national benchmark that is applicable to both the public and private sectors.
Creating change requires more than just awareness or a shift in mindset – it demands a strong legal framework, clear policies, and participatory mechanisms. Real progress is only possible when both workers and employers are actively involved in the process. Conflicts of interest are natural in any workplace; that is why laws and structured systems are essential to address them.
Bangladesh should establish a national indicator to ensure that every female worker, small entrepreneur, and professional has access to maternity protection, social security, and a dignified work environment. This is not a luxury – it is a prerequisite for sustainable development and for Bangladesh's preparation for LDC graduation.
Nilufar Yesmin
Deputy Secretary, Ministry of Labour and Employment - MoLE
We have introduced several important initiatives for female workers. Annual leave has been increased from 10 to 13 days, and maternity leave has been set at four months. Efforts are also underway to provide daycare facilities and proper washrooms within factories.
Our goal is to empower women to step forward with confidence, awareness of their rights, equal pay, and the need for a safe work environment. The ministry is actively working to ensure these measures are implemented across workplaces.
Dr Nazmun Nahar
Assistant Inspector General -Health, Department of Inspection for Factories and Establishments (DFIE)
We have already taken several initiatives to create women-friendly workplaces, including maternity leave, daycare centres, separate washrooms, breastfeeding corners, and protection against sexual harassment. These measures are showing positive results in practice.
However, challenges remain to make these initiatives sustainable and scalable. There are not enough inspectors, follow-ups are irregular, and a change in mindset is still needed to fully realise these goals.
Farzana Sharmin
Joint Secretary (Compliance Cell), BKMEA
The ready-made garments (RMG) sector is one of Bangladesh's most advanced industries, where brand and buyer oversight help ensure a degree of compliance. BKMEA has introduced a gender harassment prevention policy in the sector to promote equality, safety, and a respectful work environment.
We believe that workers should be viewed first and foremost as human beings. Focusing only on women is not the solution. Mental health, nutrition, sanitation, and safe working conditions are all equally important.
We are working with factories through consultations, training, and guideline development to help all establishments meet a common standard – ensuring that workers can perform their duties in an environment of dignity and protection.
Farzana Khan
Deputy Managing Director; SME Foundation
We have long been working on entrepreneur development, with a special focus on women entrepreneurs and marginalised women, including those returning from abroad. Our goal is to create equal opportunities and an inclusive economy where women's contributions are recognised and strengthened through training and support.
We have observed that the main barriers for women entrepreneurs often come from family and societal pressures. Although the situation has improved somewhat in recent years, real change remains limited due to a lack of effective policies and the underrepresentation of women in senior positions. It is crucial to shift women's mindsets and increase women's participation among policymakers, so they can actively engage in decision-making and problem-solving.
Rahnuma Salam Khan
Programme Manager, International Labour Organization (ILO)
In 2025, Bangladesh became the first country in South Asia to ratify Convention 190 – a significant step toward ensuring worker safety, equality, and the prevention of sexual harassment.
The convention is not merely a legal obligation; it applies to all workplaces, formal, informal, public, and private. The real challenge now lies in its effective implementation.
While policy frameworks have made considerable progress, women's participation at the organisational and company level remains limited. The main barriers are operational and structural, affecting everyday work processes from the ground up. Identifying and addressing these obstacles is essential for meaningful change.
Prokash Roy Chowdhury
Director - Sales & Marketing, BDJobs
Export-oriented industries in Bangladesh are compelled to maintain compliance standards because foreign buyers refuse to accept products otherwise. As a result, these factories adhere to international labour and safety standards.
In contrast, local market-oriented businesses – particularly SMEs and even many large domestic companies – often feel no obligation to follow such compliance measures.
The prevailing mindset among many entrepreneurs is to achieve maximum profit with minimal investment. They are content as long as they can retain workers at the lowest possible wage. This reflects a business culture where employer benefits still take precedence over workers' rights.
Dr Engr Ahmed Tanvir Anam
Deputy General Manager - Head of Organization Development, Learning & Academic, DBL Group
We operate a diverse business portfolio in Bangladesh, spinning, RMG & textiles (covering forward and backward linkages), ceramics, pharmaceuticals, and some others. Our goal is to create women-friendly workplaces. We also enforce a zero-tolerance policy against sexual harassment and maintain open policies and equal opportunities for all employees.
However, challenges remain. At the executive level, attracting women remains difficult. At the worker level, as a labour law-compliant organization we provide benefits of maternity leave and our factories are equipped with doctors and nurses and daycare facilities for worker children.
However, there is still a common problem in Bangladesh that many female workers lack post-maternity family support which often hinders their coming back to work. We are addressing these issues through worker participation committees and regular communication, aiming to create a supportive and inclusive work environment.
Md Tabsir Rajib
Lead - Performance & Talent Management (Corporate HR), Transcom Ltd
To ensure workplace equality, we have taken initiatives aimed at promoting women's inclusion and ensuring safe workplaces. The initiatives taken are built on three core values – ethics, courage, and excellence – which have been integrated into performance assessment systems.
At every level, employees are being encouraged to understand that mindset change and excellence are essential. Recruitment, promotion, and job design are being structured to ensure equal participation of women and men. Our goal is to foster diversity and inclusion, so that every worker – public or private, from any background – has equal opportunities.
