Women's Share of the Labor Market in Iran: 16 Percent

Data from the Statistical Center indicates that in the year 1402 (2023), out of approximately 24 million employed individuals in Iran, only about 4.6 million were women, reflecting a 16 percent share of women in the total employed population. The Telegram channel 'Emtidad' wrote on Tuesday, November 1, that women's entry into the labor market in Iran continues to be a path filled with obstacles and multiple challenges, with new barriers arising at every step. According to this report, traditional and conservative thoughts still define women in non-professional and homemaking roles, and these attitudes remain one of the biggest barriers to their presence in professional fields. Emtidad noted in its report that while there are supportive laws for women in the workplace, these laws often remain merely written on paper, with a significant gap between promise and reality. In this regard, the ILNA news agency reported on July 11 that while both female and male workers contribute the same amount to the social security fund (one-third of their monthly salary), it is unfair that men receive family allowances upon retirement while women, despite their needs, remain empty-handed. ILNA stated that workers' wages are meager, and their benefits and amenities are very low; among them, the situation for female workers is worse both during employment and after retirement. The agency added that in many small and medium-sized workshops, and more severely in underground and home-based workshops, women's wages are lower compared to men's; women and men do not receive equal pay for similar work, but according to 'Simin Yaghoubi,' a women workers' activist, this injustice continues into retirement as the Social Security Organization does not recognize the legal and wage rights of female pensioners. Meanwhile, Emtidad's report states that limited access to job opportunities is the first barrier women face when entering the labor market. Additionally, most women in Iran must choose between work and family, as job support for balancing the two is very weak. In this context, one can refer to the statements of Ali Khamenei, the Supreme Leader of the Islamic Republic, on April 30, 2013, who said: 'The most important role a woman can play at any level of knowledge and spirituality is that of a mother and a wife; this is more important than all her other work; this is the work that no one else can do but a woman.' Most job opportunities for women are directed towards low-income and part-time jobs, which exacerbates the discriminatory wage gap between women and men. Similarly, women with higher education often find themselves in lower-paying and lower-status jobs compared to men with similar qualifications, and managerial and high-level organizational positions remain unattainable for women. They often work in informal and insecure jobs, leading to deprivation of basic rights and legal benefits, and the lack of adequate support to combat workplace harassment places them in vulnerable positions. Furthermore, many organizations in Iran informally show reluctance to hire women, and their hiring policies favor men. Maternity leave laws also serve as an excuse for many employers to avoid hiring women, further reducing women's presence in the labor market. The website Asr Iran reported on October 13, citing a well-educated working woman, that despite her good performance and long work history, her superior sidelined her from a management position she had long awaited, solely because she intended to have a child. Asr Iran also pointed out that there is no support for working women; even insured female workers in the formal economy, let alone those who are uninsured and whose names are not registered anywhere, receive no support, and added that no plans or bills to support these women are on the agenda. Often, when the topic of women's employment or support for working women is discussed, it only refers to women working in the government sector. From maternity and breastfeeding laws to job security and part-time work support. The website reported that many mothers face strict regulations regarding maternity and hostility from employers, leading to dismissals due to pregnancy and childbirth, and the lack of adequate childcare facilities alongside mothers' workplaces puts them in poverty. As a result, being a mother while working is condemned to punishment. On the other hand, Emtidad reported that male-dominated workplace environments bring invisible pressures and discrimination for women, which reduces their motivation for career advancement. Additionally, familial and societal expectations for women to fulfill traditional roles as mothers and wives always negatively impact their career decisions. Regarding discrimination between women and men in government agencies, one can refer to a protest letter from over a thousand female employees in the Ministry of Oil. The signatories of this letter, published on the Campaign website, addressed the Minister of Oil of the fourteenth government of the Islamic Republic, demanding justice in the laws and regulations of the oil industry to eliminate discrimination between male and female employees. They wrote: 'Labor rights deny any discrimination and duality in jobs and work and seek to establish rules and regulations to prevent job monopolization. Job security is felt when there is strong support against discrimination, injustice, or unfair dismissal. To achieve this, eliminating discrimination and job inequality and ensuring security are among the most important demands of women.' This group of female employees in the oil industry also demanded 'the removal of the terms female and male from all administrative and employment regulations, payment of family and child allowances to female employees, consideration of a fair and minimal share (in the form of positive discrimination) from the board of directors and management for female employees, equal rights for family allowances, bonuses, and welfare benefits including oil/gas cards and gift cards equal to male employees, and allowing the spouses and children of working women to benefit from the health and treatment services of the oil industry with equal deductions from all employees.' 'Standardizing the calculation of pensions for women and men and the right to use sports club facilities and recreational accommodations for the immediate family (including spouses and children) of female employees with equal deductions from female and male employees' are other demands of the letter's signatories. There has been no news of the Ministry of Oil's response to this letter.