Q. What do you understand by Gender-based Domestic Division of Labour? Is it undergoing a change in the wake of increasing participation of women in formal employment? Clarify your answer with illustrations. (UPSC CSE Sociology Optional | 20 Marks)
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Introduction
The gender-based domestic division of labour refers to the unequal distribution of unpaid household work based on gender, where women are primarily responsible for cooking, cleaning, childcare, and elder care, while men are associated with paid work and decision-making. Although women’s participation in formal employment has increased significantly, sociologists argue that domestic responsibilities continue to remain largely gendered.
I. Meaning of Gender-based Domestic Division of Labour
1. Social Construction of Gender Roles
Domestic responsibilities are assigned according to socially defined gender norms rather than biological differences.
Example: Women are traditionally expected to cook and care for children, whereas men are expected to be breadwinners.
2. Unpaid and Invisible Labour
Domestic work contributes significantly to family welfare but remains economically unrecognized.
Example: Household work performed by homemakers is excluded from GDP calculations.
3. Patriarchal Distribution of Responsibilities
Patriarchal family structures allocate caregiving roles mainly to women.
Example: Women are expected to care for elderly family members even when employed.
4. Reproduction of Gender Inequality
Unequal domestic responsibilities limit women’s educational, occupational, and leadership opportunities.
Example: Women often decline promotions requiring relocation due to family responsibilities.
II. Changes Due to Increasing Female Participation in Formal Employment
1. Greater Economic Independence
Employment has enhanced women’s bargaining power within the household.
Example: Dual-income families increasingly involve women in financial decision-making.
2. Increasing Shared Household Responsibilities
Urban and educated families are witnessing greater participation of men in domestic work.
Example: Fathers sharing childcare responsibilities during work-from-home arrangements.
3. Expansion of Support Services
Domestic workers, childcare centres, and labour-saving technologies have reduced the domestic burden.
Example: Day-care facilities enabling working mothers to continue their careers.
4. Changing Social Attitudes
Younger generations increasingly support gender equality in household responsibilities.
Example: Couples jointly managing cooking and household finances.
III. Why Gender Inequality Persists
1. The “Second Shift”
Arlie Russell Hochschild argued that employed women continue to perform the majority of unpaid domestic work after returning from paid employment.
Example: A working woman managing office responsibilities along with household chores.
2. Patriarchal Norms
Traditional expectations continue to define caregiving as a woman’s responsibility.
Example: Women are expected to take career breaks after childbirth more often than men.
3. Glass Ceiling and Motherhood Penalty
Employers often perceive women with caregiving responsibilities as less committed.
Example: Slower promotions for women after maternity leave.
4. Unequal Distribution of Care Work
Even in dual-income households, women spend significantly more time on unpaid care work than men.
Example: Women balancing professional work with elder care and household management.
IV. Some Perspectives
1. Feminist Perspective
Sylvia Walby argues that patriarchy extends from the household to the workplace, maintaining women’s subordinate position.
Example: Gender norms influencing both domestic and professional roles.
2. Marxist Feminist Perspective
Friedrich Engels viewed unpaid domestic labour as essential for reproducing labour power under capitalism.
Example: Household labour supporting the productive workforce without monetary compensation.
3. Gendered Organization Perspective
Joan Acker argued that workplaces are designed around male life patterns, assuming workers are free from domestic responsibilities.
Example: Long working hours making career advancement difficult for primary caregivers.
Conclusion
Women’s increasing participation in formal employment has undoubtedly transformed family relations and enhanced gender equality. However, domestic labour remains unequally distributed, resulting in the persistence of the “double burden” or “second shift.” Meaningful social change requires not only women’s economic empowerment but also equal sharing of unpaid care work, supportive public policies, and transformation of patriarchal norms.
Value Addition
Thinkers
- Arlie Russell Hochschild – Second Shift.
- Sylvia Walby – Patriarchy.
- Friedrich Engels – Family and Unpaid Labour.
- Joan Acker – Gendered Organizations.
- Ann Oakley – Sociology of Housework.
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