Gender biases in societal norms (e.g., typecasting women as homemakers, passive followers, or suited for low-end jobs) hinder women’s leadership opportunities in the garment industry and tech-related roles. As Bangladesh’s garment industry becomes automated, many women’s livelihoods could be at risk due to their low representation in managerial roles and their struggles to move into tech-intensive roles, often considered ‘male domains’.
This study aimed to identify barriers, cultural beliefs, and behaviours that may prevent women from performing on an equal footing with men. It also sought potential ways to influence societal perceptions of women’s role in the garment industry.
Using a mixed-method approach, with stratified random sampling, the study collected samples from 3 different groups in Gazipur and Savar – a group of garment workers (sample size = 404), a community group (sample size = 301), and a group of families (sample size =302). To better understand, validate and contextualise the findings, the research team conducted 06 focus group discussions, 10 in-depth interviews (IDIs), and 10 key informant interviews (Klls). The quantitative data was analysed using SPSS statistical software, and qualitative data was coded and analysed using Nvivo.
The study showed widespread bias and patriarchal views towards working women, especially garment workers. Often, these women internalize these stereotypes, which hinder their confidence in assuming leadership or technical roles. About 75% of garment workers perceived men as more competent managers and technicians. Most respondents, including workers and their families, saw women mainly as homemakers. Nearly half of the workers considered women as followers, not leaders. Domestic responsibilities (55%), gender-based violence (27%), and workplace discrimination (24.3%) were the primary reasons cited by workers for limiting women’s roles in the workforce.
Despite recognizing these barriers, 55% of family members still viewed women as responsible for household tasks. Gender stereotypes and lack of technical skills/digital literacy are seen as major barriers, impacting women’s confidence in assuming leadership and technical roles. Over 50% of women workers felt training could enable them to take on supervisory roles, but 40% disagreed, suggesting cultural and structural barriers.
The quantitative and qualitative analysis revealed that younger couples living in nuclear family structures tended to have a more balanced distribution of household chores. Conversely, those residing with extended families, such as in-laws, often reported a less supportive environment, citing the challenge of balancing long factory hours with household responsibilities.
The majority of female participants in the FGDs reported that their earnings were typically controlled by male family members, limiting their personal access to and enjoyment of their income The survey and FGDs also highlighted a perceived lack of representation for women garment workers in mass media. Most respondents felt a media narrative promoting positive gender roles could help change social perceptions towards women in the garment industry.
A significant digital divide also existed, with far fewer women workers (28%) reporting smartphone usage compared to men (65%). Television and friends and family networks appeared to be how most garment workers gathered and consumed information.
The findings offer important pointers regarding behaviour-change and perception-change interventions. They also provide valuable windows into the mindsets and priorities of the garment workers themselves.
