Empowering Her Future: Skill Development and Trade Opportunities for Women in Bangladesh

Women’s skill development stands as a foundational pillar for Bangladesh’s pursuit of inclusive economic growth and social advancement. As the nation strives to achieve middle-income status and meet the Sustainable Development Goals, it is clear that empowering women through targeted, market-responsive skill-building is not just a matter of equity—it is a strategic necessity for harnessing the country’s demographic dividend and ensuring sustainable development1 25. Women comprise nearly half of Bangladesh’s population and a substantial share of its workforce, yet their representation in formal, skilled, and higher-paying sectors remains disproportionately low. Bridging this gap is essential for unlocking innovation, productivity, and long-term prosperity.

While designing the upcoming ORNA Project, I delved deeply into the realities facing women in Bangladesh—especially those classified as NEET (Not in Education, Employment, or Training). The ORNA Project is dedicated to empowering these women by equipping them with essential digital skills for remote work and fostering digital entrepreneurship. My research revealed both the urgency of the challenge and the immense potential for transformation. The current situation is sobering, and it is clear that significant, coordinated efforts are required to truly empower Bangladeshi women.

Here is a summary of what I found:

Current Skill Situation of Women in Bangladesh

Despite notable improvements in female education—98.65% of Bangladeshi women have at least some schooling—this has not translated into proportional gains in skilled employment or labor force participation. As of 2022, women’s labor force participation stood at 42.7%, still far behind men’s 80% rate. The vast majority of working women (96.6%) are engaged in informal, home-based, or low-paying jobs, with 74.1% in agriculture, 8.7% in industry, and 17.2% in services. Representation in managerial and technical roles remains particularly low, even in sectors like ready-made garments (RMG), where women are the majority of the workforce.

Enrollment in Skill Development and TVET

Women’s participation in Technical and Vocational Education and Training (TVET) is improving but remains imbalanced. Female enrollment in public TVET institutions ranges from 9% to 13%, and about 33% in private institutions. In 2019, women accounted for just over 25% of all technical and vocational students—meaning only one in four TVET students was female. On average, women represented around 40% of all short-term skills training participants in 2019-20, but this figure masks significant disparities across sectors and regions.

Top 15 Trades and Sectors for Women in Bangladesh

Trade/Sector	Key Roles & Opportunities
Readymade Garment (RMG) Industry	Machine operators, supervisors, quality control, merchandising, fashion design
Teaching and Education	Primary/secondary teachers, early childhood educators, higher education faculty
Healthcare (Nursing, Allied Health)	Nurses, midwives, physiotherapists, lab technicians, community health workers
Information Technology (IT)	Software development, web design, data entry, freelancing, digital marketing
Garment & Textile Design	Fashion design, textile art, pattern making, sustainable fashion
Beautician & Cosmetology	Salon services, freelance makeup, skincare, bridal services
Catering & Food Processing	Baking, food preservation, packaged food production, restaurant services
Handicrafts & Artisanal Work	Nakshikatha, jute crafts, embroidery, block printing
Agriculture & Agro-processing	Organic farming, seedling production, mushroom cultivation, agri-tech
Livestock & Fisheries	Poultry, dairy, fish cultivation, feed production
Poultry Farming	Small-scale poultry, farm management
Electronics & Mobile Servicing	Appliance repair, phone servicing, electronics diagnostics
Tailoring & Dressmaking	Custom tailoring, boutique operations, online tailoring
E-commerce & Online Business	Facebook-based selling, online shops, virtual assistants, product reselling
Green Jobs & Sustainability	Solar energy, waste management, recycling, eco-tourism

Other promising sectors include leather goods, light engineering, retail, and overseas employment.

Key Considerations for Women’s Skill Development

- - Market-Responsive Training: Programs must align with current and future labor market needs, especially as automation and the Fourth Industrial Revolution (4IR) reshape traditional sectors like RMG.
  - Gender-Inclusive Training Centers: Safe, accessible, and female-friendly facilities are essential, including hostels, childcare, and transport.
  - Microfinance & Startup Support: Access to finance and business development services is vital for women-led entrepreneurship, especially in rural areas.

Digital Literacy: Training in digital skills is crucial for accessing online markets, freelancing, and remote work opportunities.
Awareness & Sensitization: Community engagement to challenge stereotypes and promote the value of women’s work in non-traditional trades.
Policy & Institutional Support: Implementation of gender-responsive policies and active involvement of government, NGOs, and the private sector.

Barriers to Women’s Skill Development

Social Norms & Stereotypes: Persistent beliefs about “appropriate” jobs for women limit their participation in technical and higher-value trades.
Limited Access to Training: Fewer women enroll in TVET (Technical and Vocational Education and Training) due to location, lack of information, and inadequate facilities.
Caregiving Burdens: Domestic responsibilities and lack of support services restrict women’s ability to attend training or work outside the home.
Financial Constraints: Training costs, lack of stipends, and limited access to credit hinder participation, especially for low-income women.
Occupational Segregation: Women are concentrated in low-wage, informal, or unpaid roles, with limited access to managerial or technical positions.
Mobility & Safety Concerns: Inadequate transport and safety issues deter women from pursuing training or jobs far from home.
Lack of Networks & Mentorship: Women often lack professional networks and role models in non-traditional sectors.

Recommendations

Expand Gender-Responsive TVET: Increase the number and reach of women-friendly training centers, with targeted outreach in rural and underserved areas.
Provide Financial Incentives: Offer stipends, scholarships, and microfinance tailored to women’s needs to reduce financial barriers.
Integrate Digital Skills: Embed digital literacy and online business modules in all training programs to prepare women for the digital economy.
Promote Role Models & Success Stories: Highlight women’s achievements in diverse trades to inspire others and shift societal attitudes.
Strengthen Policy Implementation: Enforce gender equity in skill development policies and monitor progress through data collection and reporting.
Support Entrepreneurship: Facilitate access to markets, business development services, and mentorship for women entrepreneurs.
Address Caregiving Needs: Provide childcare, flexible training schedules, and family support services to enable women’s participation.
Engage Communities: Work with local leaders, families, and employers to create an enabling environment for women’s skill development and employment.

Conclusion

Women’s skill development in Bangladesh is both a challenge and an opportunity. By addressing barriers and investing in inclusive, market-driven training across diverse trades, Bangladesh can harness the full potential of its female workforce—driving economic growth, social progress, and gender equality.