Narayana Murthy, the co-founder of Infosys, reignited the work-life balance debate earlier this week by suggesting that young Indians work 70-hour weeks to accelerate the nation’s economic growth. While his statement reflects an admirable ethos of sacrifice and hard work that built his own success, it inadvertently overlooks the realities faced by large sections of India’s workforce — women.
For many women, work does not end at the office. It extends into unpaid caregiving and domestic responsibilities at home, which remain undervalued and unaccounted for in economic policymaking. Murthy’s proposal, while well-meaning, risks alienating half of the potential workforce by ignoring the structural barriers women face.
The Hidden Costs of Caregiving
The numbers tell a stark story. According to the International Labour Organisation (ILO), over 53 per cent of Indian women remain outside the labour force due to caregiving responsibilities, compared to just 1.1 per cent of men. This disparity highlights the structural barriers restricting women’s economic participation. Even when women enter the workforce, many carry the “double burden” of paid work and unpaid domestic responsibilities, leaving them overworked and underappreciated.
Unpaid caregiving is not just a domestic matter; it is a significant economic driver. A 2023 report by the State Bank of India estimated that unpaid work contributes Rs 22.7 lakh crore, approximately 7.5 per cent of India’s GDP. Despite its importance, this labour remains invisible in economic calculations, policy frameworks, and corporate strategies. This oversight perpetuates inequities, making Murthy’s suggestion of extended work hours unfeasible for many women.
Pandemic Fallout on Women’s Employment
The pandemic further amplified these inequities. A study by Azim Premji University revealed that women were seven times more likely than men to lose jobs during the COVID-19 lockdowns. With schools closed and families confined to homes, women’s unpaid domestic workload surged dramatically, even as formal employment opportunities dwindled. These setbacks demonstrate how precarious women’s workforce participation remains, even in the fifth-largest economy in the world.
Moreover, recovery has been slow. According to the World Bank’s Gender Data Portal, as of 2023, India’s female labour force participation rate (FLFPR) stood at just 37 per cent. This falls far below the global average of 49 per cent, ranking India 165th out of 187 countries globally. Policymakers and business leaders must recognise that addressing these gendered challenges is not just a matter of fairness but a prerequisite for sustainable economic growth.
Challenging the Productivity Myth
Murthy’s suggestion rests on the assumption that productivity is directly proportional to hours worked. However, global evidence debunks this notion. Scandinavian countries, with their shorter workweeks and robust social safety nets, consistently rank high on productivity indices. For instance, Norway boasts one of the shortest average workweeks at just 27 hours, yet it ranks as the second-most productive country globally. These nations show that efficiency stems from smart policies and healthy work environments — not merely from longer hours.
India’s rigid work culture often penalises women for their caregiving roles. A 2022 LinkedIn survey revealed that 72 per cent of working women in India declined jobs lacking flexible work options, and 70 per cent have either quit or considered quitting due to insufficient flexibility. Additionally, 88 per cent of women who sought flexible work faced pay cuts, and 37 per cent had their requests denied.
Murthy’s vision of longer work hours ignores these realities. Instead of calling for more hours, corporate leaders should focus on designing workplaces that support productivity through inclusivity.
Rethinking Workplaces
India’s economic future depends on workplaces that value inclusivity as much as productivity. Flexible work policies and hybrid models are not luxuries — they are necessities. Women balancing caregiving and careers need environments that do not penalise them for their dual burden.
Providing childcare support at workplaces, for instance, is not just an HR policy; it’s a business imperative that reduces attrition and encourages workforce retention. A study by the World Bank found that employer-supported childcare significantly improves productivity and employee satisfaction.
Similarly, the introduction of shared parental leave could be transformative. Encouraging men to participate in caregiving duties not only relieves the burden on women but also begins to dismantle long-standing gender norms.
Outcome-based work cultures — where performance is measured by results, not hours logged — can shift the focus from presenteeism to actual productivity. This is particularly crucial in a country where long hours often masquerade as dedication.
Ultimately, rethinking workplaces is not about giving special treatment to women but about recognising that a thriving workforce depends on addressing the unique barriers they face.
The Economic Imperative
Investing in women’s workforce participation is not just a social good — it is an economic necessity. McKinsey estimates that closing the gender gap in India’s workforce could add $770 billion to the GDP by 2025. Research also shows that diverse workplaces outperform their homogenous counterparts. And companies with more women in leadership roles report higher profitability. The economic case for gender equity is clear; yet, achieving this requires systemic changes that enable women to overcome existing barriers.
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The Path Forward
Murthy’s call for a hard-working India resonates with the country’s aspirations for global competitiveness. But hard work cannot be a one-size-fits-all solution. For many women, the call for 70-hour work weeks might not only be unfeasible but also exclusionary. Addressing unpaid care work, ensuring flexibility, and creating equitable workplaces are the steps toward building a workforce where everyone can thrive.
Murthy’s vision of a prosperous India is compelling, but it will remain incomplete without addressing these gendered realities. True economic growth is inclusive and sustainable, ensuring that no one is left behind in the pursuit of excellence.
The writer is a lawyer and research consultant. Views are personal
