“Women’s Empowerment” has been a widely used term for the past two decades. It highlights an ongoing struggle to overcome the historical and systemic disempowerment women face. In the development sector, this term is particularly prevalent. But what does it truly mean? Jo Rowlands, in her book “Questioning Empowerment,” defines empowerment as “a process whereby women become able to organise themselves to increase their own self-reliance, to assert their independent rights, to make choices, and to control resources that will assist in challenging and eliminating their own subordination.” The key term in this definition is “themselves”—emphasising that empowerment must originate from within.
A key aspect of women’s empowerment is financial independence. While women have always engaged in work, we specifically refer to waged work. A century ago, women were often excluded from the workforce. Gradually, this began to change, and women started to earn more money than before, yet they were earning less than men for doing the same job.
Times have evolved. Women from various socio-economic backgrounds now occupy various roles across different industries. By joining the workforce, these women have been breaking through socio-cultural barriers. Despite their success in diverse fields, they continue to encounter gender-based discrimination. While gender-based discrimination is a reality for every working woman, the situation varies greatly for women from different socio-economic backgrounds.
There has been a surge in discussions about the glass ceiling and its role in preventing women from reaching top positions. It’s no secret that female representation at the executive level in Asia-Pacific is low, with women making up just 4% of CEOs in APAC companies, according to a 2022 report from Equileap. Statistics reveal that women constitute just 28% of senior management. These figures reflect deeply rooted patriarchal attitudes. While privileged and underprivileged women struggle to advance their careers, their experiences differ significantly. The glass ceiling highlights the barriers faced by women in privileged positions, whereas the “sticky floor” depicts the dire circumstances of women fighting for basic survival. These women are often overlooked.
The sticky floor metaphor illustrates a pattern of discriminatory employment that confines workers, particularly women, to lower-level positions with little to no opportunity for advancement. Catherine Berheide introduced this concept in 1992, describing it as a scenario where women occupy low-paying, low-prestige, and low-mobility jobs. These women often find themselves trapped in these roles, with few chances to rise within their organisations. Although the dynamics of women’s employment have evolved, many still face these persistent challenges. In contrast, men typically begin and maintain their careers with fewer interruptions, allowing them to climb the career ladder more easily. The sticky floor functions like gravity, holding women down and obstructing their career progression. Numerous factors contribute to this downward force, whether imposed by societal expectations or internalised by the women themselves.
The Reality of the Sticky Floor
An example of the sticky floor is the situation of women workers in Bangladesh’s Ready-Made Garment (RMG) sector. Women workers in this industry are mostly from less privileged socio-economic backgrounds. Operators are the main workforce driving production in the factory. There are few female supervisors and almost no female assistant production managers or production managers. I had the opportunity to talk to women operators at various factories during research. The reasons they cited for not being able to climb the career ladder were predominantly societal and familial constraints—such as gender roles in the family, societal judgment, responsibilities towards children, men’s inability to accept female leadership and lack of education and skills. Each of these reasons is strongly connected to the patriarchal mindset embedded in Bangladeshi society.
These subaltern women represent a significant portion of the population, and their empowerment is crucial for the welfare of their communities and the economy. Leaving no one behind is the only way to proceed.
Financial Independence and Workplace Dynamics
Financial independence is a cornerstone of empowerment. However, the reality for many women, particularly those from less privileged backgrounds, is that their economic contributions are undervalued. Women in low-paying jobs often lack access to the resources and opportunities needed to advance. They are disproportionately represented in domestic work, retail, and caregiving industries, where wages are low and job security is minimal. Moreover, workplace dynamics often reinforce these disparities. Women in these sectors face multiple forms of discrimination, including gender, class, and sometimes race. This intersectionality exacerbates their marginalisation, making it even harder for them to break free from the sticky floor.
The discourse on women’s empowerment and workplace equality must include all women’s experiences, particularly those from less privileged backgrounds. The glass ceiling and the sticky floor are both critical concepts in understanding the full spectrum of gender-based discrimination in the workplace. By acknowledging and addressing the unique challenges faced by women on the sticky floor, we can create a more equitable and inclusive society where every woman has the opportunity to succeed and thrive. Empowerment is not a one-size-fits-all concept. It must be tailored to address the specific needs and circumstances of different groups of women. Only then can we ensure that no one is left behind in pursuing gender equality and social justice. Thus, discussing the sticky floor is as important as discussing the glass ceiling.
