Breaking Gender Stereotypes: Women in Non-Traditional Vocational Skills and Trades

Introduction

Vocational training traditionally channeled women into “appropriate” fields: tailoring, beauty, food production—while reserving construction, electrical work, plumbing, and mechanics as male domains. This segregation limits women’s earning potential and perpetuates gender stereotypes about women’s capabilities.

Women entering non-traditional trades challenge these stereotypes while accessing higher wages and better career prospects. A female plumber earns 20-30% more than a tailor; a woman mason commands respect and independence in her community. Breaking gender barriers in vocational training creates economic opportunity while transforming social norms about gender, work, and capability.

The Gender Divide in Vocational Training

Current Landscape

Vocational Training Distribution:

Sector	Traditional (% Women)	Non-Traditional (% Women)
Beauty and Wellness	85%	N/A
Tailoring and Fashion	75%	N/A
Food and Hospitality	45%	15%
Agriculture	40%	25%
IT and Digital	20%	10%
Electrical	2%	2%
Construction	3%	3%
Plumbing	1%	1%
Mechanics	0.5%	0.5%

Wage Differential (Monthly):

Skill	Traditional Female Role	Non-Traditional Female Role	Male Role
Beauty	₹8,000-12,000	N/A	N/A
Tailoring	₹10,000-15,000	N/A	N/A
Electrical	N/A	₹20,000-30,000	₹22,000-32,000
Plumbing	N/A	₹18,000-25,000	₹20,000-28,000
Construction	N/A	₹12,000-18,000	₹15,000-22,000

Employment Outcomes: Trained women in non-traditional trades report 85% employment success vs. 65% in traditional trades.

Why Gender Segregation in Trades?

1. Historical and Cultural Factors

• Colonial legacy divided trades along gender lines
• Cultural beliefs about “appropriate” work for women
• Women restricted to home-based, supplementary income (not primary career)
• Family honor linked to women’s roles; certain work deemed “degrading”

2. Institutional Barriers

• Training institutions segregate by trade and gender
• Instructors (mostly male) lack experience teaching women
• Learning environments designed for men
• Curricula don’t acknowledge women’s needs or barriers

3. Labor Market Discrimination

• Employers hesitant to hire women in non-traditional roles
• Concerns about physical capability (often unsupported by evidence)
• Worry about job site harassment and safety
• Preference for male workers based on prejudice, not competence

4. Family and Social Pressure

• Families discourage daughters from “unfeminine” work
• Concerns about marriage prospects
• Safety and harassment fears
• Limited visibility of successful women role models

5. Individual Confidence and Self-Perception

• Girls socialized to doubt technical capabilities
• Imposter syndrome when entering male-dominated spaces
• Initial confidence gaps due to less early exposure
• Internalization of gender stereotypes

Non-Traditional Vocational Skills for Women

High-Demand Trades

1. Electrical Work

Skills:

• Wiring and circuit installation
• Troubleshooting and maintenance
• Renewable energy installation (solar systems)
• Electrical safety and compliance

Training Duration: 6-12 months

Earnings: ₹20,000-30,000/month (employee); ₹40,000-60,000+ (self-employed)

Benefits:

• High demand, skill shortage
• Modernizing (renewable energy adds growth)
• Can work independently or in companies
• Respect and autonomy in communities

Challenges:

• Physical demands (ladders, heavy equipment)
• Safety risks (electrocution)
• Male-dominated work sites (harassment risk)
• Employer skepticism about women’s capability

Solutions:

• Specialized training programs addressing women’s needs
• Work site support and grievance mechanisms
• Role models: successful women electricians as trainers
• Partnering with progressive employers

2. Plumbing and Water Systems

Skills:

• Pipe fitting and installation
• Sanitation systems
• Water purification and maintenance
• Problem diagnosis and repair

Training Duration: 6-9 months

Earnings: ₹18,000-25,000/month (employee); ₹35,000-50,000+ (self-employed)

Benefits:

• Consistent demand (water/sanitation universal need)
• Can work in urban and rural areas
• Entrepreneurship opportunity (own business)
• Essential service creating respect

Challenges:

• Physical demands (crawling, lifting)
• Dirty work (social stigma)
• Customer resistance to female plumbers
• Technical complexity of system design

Solutions:

• Training partnerships with municipal corporations
• Supporting women’s entrepreneurship/business startup
• Marketing highlighting competence and reliability
• Community awareness campaigns normalizing women plumbers

3. Construction and Masonry

Skills:

• Bricklaying and cement work
• Scaffolding and structural work
• Safety practices and compliance
• Blueprint reading and estimation

Training Duration: 3-6 months

Earnings: ₹12,000-18,000/month (laborer); ₹25,000-40,000+ (skilled mason/supervisor)

Benefits:

• Massive industry with continuous demand
• Clear career progression (laborer → skilled worker → supervisor → contractor)
• Income better than many alternatives for women
• Visible contribution (creating buildings, infrastructure)

Challenges:

• Most physically demanding work
• Safety risks (falls, injuries)
• Highly male-dominated, hostile environments
• Seasonal and project-based employment uncertainty

Solutions:

• Women-only construction teams creating safe environments
• Company policies ensuring gender-sensitive work sites
• Safety training and equipment tailored for women
• Employer partnerships committing to inclusive practices

4. Mechanics and Automotive

Skills:

• Vehicle repair and maintenance
• Engine mechanics
• Electrical systems in vehicles
• Diagnostic tools and technology

Training Duration: 6-12 months

Earnings: ₹18,000-25,000/month (technician); ₹40,000-60,000+ (master mechanic/entrepreneur)

Benefits:

• Rapidly modernizing sector (EVs, diagnostics)
• Strong demand and job security
• Can establish own service center (high income potential)
• Emerging sector less entrenched gender norms

Challenges:

• Technical complexity
• Customer skepticism (trust in competence)
• Greasy, physically demanding work
• Specialty tools and certification needed

Solutions:

• Training with modern diagnostic equipment
• Building confidence through hands-on practice
• Certification programs increasing credibility
• Mentorship from experienced mechanics

5. Renewable Energy Installation

Skills:

• Solar panel installation
• Wind energy systems
• Energy efficiency auditing
• System maintenance and troubleshooting

Training Duration: 3-9 months

Earnings: ₹20,000-30,000/month (technician); ₹50,000-80,000+ (engineer/entrepreneur)

Benefits:

• Rapidly growing sector with massive projected demand
• Government schemes supporting renewable energy (guaranteed market)
• Emerging sector with flexible gender norms
• Combines technical and environmental purpose
• Skill portability (work anywhere with solar expansion)

Challenges:

• Newer field, limited women’s presence to inspire
• Technical training requires foundational knowledge
• Market still developing in rural areas
• Equipment and safety training costly

Solutions:

• Government scheme coordination (MNRE subsidies)
• Foundational training modules for those lacking background
• Supply chain support (equipment availability)
• Integration with government renewable energy programs

6. Heavy Equipment Operation

Skills:

• Operating JCB, bulldozers, cranes
• Equipment maintenance
• Safety protocols and compliance
• Site management and coordination

Training Duration: 2-3 months

Earnings: ₹25,000-35,000/month (operator); ₹40,000-60,000+ (supervisor/contractor)

Benefits:

• High demand in construction and mining
• Higher pay than laborer positions
• Equipment skills transferable globally
• Limited need for physical strength (operator-controlled)

Challenges:

• Extremely male-dominated industry
• Workplace harassment and discrimination risk
• Customer and employer skepticism
• Safety-critical role requiring confidence

Solutions:

• Women operator groups for collective presence
• Employer training and accountability mechanisms
• Media highlighting women operators (normalizing presence)
• International certification increasing credibility

Why These Skills Change Lives

Economic Impact:

• Wage increase from ₹5,000/month (alternative income) to ₹15,000-25,000/month
• Career longevity: trades valuable across work life (vs. beauty work declining with age)
• Entrepreneurship: women can establish own businesses with higher margins
• Global demand: skills recognized internationally

Social Impact:

• Economic independence enabling household decision-making
• Delayed marriage, more education for children
• Community respect as skilled professional, not domestic help
• Visible break from gendered expectations

Agency and Confidence:

• Ability to do work traditionally “reserved” for men
• Technical competence and problem-solving capability
• Negotiating with clients and employers as expert
• Mentoring younger women in non-traditional roles

Case Study: Women Electricians Collective

Organization: PowerWomen Initiative (Jharkhand NGO)

Program: Women Electrical Technician Training and Collective

Duration: 3 years

Investment: ₹1.2 crores

Target: 500 women

Program Design

Phase 1: Recruitment and Motivation (2 months)

• 50 community awareness camps
• Door-to-door identification of candidates
• Overcoming family resistance through counseling
• Group discussions addressing misconceptions
• Enrollment: 150 women (30:1 ratio of candidates to selected)

Phase 2: Foundational Preparation (3 months)

• Basic numeracy and science (electrical theory)
• Confidence building addressing gender stereotypes
• Site visits with successful women electricians (role modeling)
• Family engagement sessions
• 120 women continue (80% retention)

Phase 3: Technical Training (9 months)

Curriculum:

• Month 1: Basic electrical theory and safety
• Month 2-3: Domestic wiring and installation
• Month 4-5: Commercial and industrial systems
• Month 6: Renewable energy (solar systems)
• Month 7-8: Troubleshooting, diagnostics, problem-solving
• Month 9: Internship with partner electrical companies

Instructors: 80% women electricians from industry

Learning Environment:

• Women-only classes ensuring safe, comfortable learning
• Practical hands-on labs with real circuits and systems
• Mentorship from senior women electricians
• Regular confidence and motivation sessions

Outcome: 110 women complete training with certification

Phase 4: Livelihoods and Enterprise (12 months)

Employment Path (60% of graduates):

• Partnered electrical companies hire trained women
• Formal employment with ₹18,000-22,000/month salary
• Benefits, work security, clear advancement path
• 95% retention rate after 1 year

Entrepreneurship Path (30% of graduates):

• 35 women form three collective groups for economies of scale
• Group purchases tools and equipment
• Bulk contracting with municipalities and developers
• Individual monthly income ₹25,000-35,000 through collective projects
• Business training and group management support

Freelance and Part-time (10% of graduates):

• 12 women balance with household responsibilities through project-based work
• Average income ₹12,000-15,000/month
• Flexibility enabling caregiving responsibilities

Impact Assessment

Metric	Target	Year 1	Year 2	Year 3
Women trained	500	150	320	500
Completion rate	75%	82%	85%	79%
Employment/business rate	80%	92%	88%	85%
Average income	₹18,000	₹17,500	₹21,000	₹23,500
Women reported confidence increase	70%	78%	82%	81%
Household decision-making increase	50%	58%	65%	70%

Financial Outcomes

• Total Income Generated: ₹3.8 crores annually (500 women × ₹7,600/month additional income)
• Social ROI: 3.2:1 (social value of additional income vs. program investment)
• 10-year Income Impact: ₹38 crores additional household income

Broader Impacts

Community Level:

• 120 girls newly pursuing STEM education (inspired by women electricians)
• 8 municipalities shifted policies to employ female electricians in public works
• Media coverage normalizing women electricians (“inspiring stories” → “normal careers”)

Industry Level:

• 12 electrical companies changed recruitment policies to recruit women
• 3 companies initiated women-only safety protocols and mentorship programs
• Industry association formed task force on gender diversity

Policy Impact:

• State government recognized program in women’s economic empowerment initiatives
• Renewable energy company partnerships bringing ₹50 lakh additional investment
• Model being replicated in 3 other states

Challenges in Women’s Non-Traditional Vocational Training

Challenge 1: Social and Family Resistance

Issue: Families see women in construction, electrical work as threatening tradition or honor

Solutions:

• Family counseling demonstrating economic and social benefits
• Male family members as advocates (husbands, fathers, brothers)
• Visibility of successful, respected women role models
• Community leaders championing non-traditional roles
• Flexible arrangements balancing family expectations

Challenge 2: Workplace Harassment and Safety

Issue: Female workers face harassment, discrimination, safety neglect on job sites

Solutions:

• Workplace policies and zero-tolerance harassment protocols
• Women peer groups and buddy systems providing support
• Grievance mechanisms with protection against retaliation
• Safety equipment and protocols tailored for women
• Regular safety audits and accountability
• Legal support for harassment cases

Challenge 3: Employer Skepticism

Issue: Employers doubt women’s capability or hesitate to hire despite training

Solutions:

• Work experience during training building demonstrated competence
• Employer engagement during training phase
• Certification and credentials increasing hiring confidence
• Tax incentives or subsidies for hiring women
• Transparency on women’s performance (data showing success)

Challenge 4: Physical Demands and Health

Issue: Some trades require physical strength; women may face health impacts (pregnancy, menopause, aging)

Solutions:

• Job design accommodating diverse physical capabilities
• Health screening and support (reproductive health, bone health)
• Equipment and technology reducing physical demands
• Flexible roles within trades (e.g., electrical planning vs. installation)
• Maternity and menopause workplace support

Challenge 5: Economic Viability for Training Centers

Issue: Training programs expensive; women’s higher dropout risk; lower immediate ROI

Solutions:

• Government subsidies and funding
• Corporate CSR investment
• Success-based financing (payment only if employment achieved)
• Blended model: some subsidized, some fee-based
• Social enterprises capturing business value

Challenge 6: Skill Progression and Career Development

Issue: Women plateau at lower skill levels; limited advancement to supervisory/business roles

Solutions:

• Structured career pathways (laborer → skilled → supervisor → contractor)
• Advanced training for supervisory and management roles
• Business mentorship and incubation for entrepreneurship
• Industry partnerships supporting progression
• Role models in senior positions

Best Practices for Women’s Non-Traditional Vocational Programs

1. Recruit Strategically

• Identify capable, motivated candidates from varied backgrounds
• Don’t assume women from certain backgrounds are “unsuitable”
• Include older women (not just youth)
• Recruit across castes and communities

2. Build Confidence Alongside Skills

• Explicit gender stereotype examination and challenge
• Safe spaces to practice and make mistakes
• Celebrating small wins and progress
• Mentorship from successful women
• Separating self-perception from social stereotypes

3. Ensure Safe Learning Environments

• Women instructors and role models when possible
• Women-only or majority-women cohorts building psychological safety
• Harassment-free facilities and practices
• Mental health and counseling support

4. Partner with Progressive Employers

• Employers committing to hire and support women
• Workplace policies ensuring inclusion and safety
• Regular feedback loops improving program-employer alignment
• Employer involvement in curriculum development

5. Build Community and Peer Support

• Cohort-based learning creating ongoing peer networks
• Women associations or collectives providing solidarity
• Group entrepreneurship reducing individual risk
• Peer mentoring sustaining women beyond training

6. Ensure Genuine Employment and Income Outcomes

• Placement dedicated team, not assumed outcome
• Income verification and ongoing tracking
• Support for self-employment and entrepreneurship
• Career progression monitoring and facilitation

7. Monitor and Evaluate Comprehensively

• Income and employment outcomes
• Safety and well-being in workplaces
• Confidence and agency gains
• Household and community impacts
• Long-term retention and progression

Government Support and Schemes

Pradhan Mantri Kaushal Vikas Yojana (PMKVY)

• Subsidized training including non-traditional skills
• Placement incentives and post-placement support
• Emphasis on women and underrepresented groups

Deen Dayal Upadhyaya Grameen Kaushalya Yojana (DDU-GKY)

• Livelihood training for rural youth and women
• Includes non-traditional trades with placement support

Indira Gandhi National Widow Pension Scheme (IGNWPS)

• Support for widows including skill training
• Non-traditional skills recognized as income-generating option

National Apprenticeship Promotion Scheme

• Subsidized apprenticeships in various trades
• Wage support during apprenticeship period
• Industry training in practical settings

State Government Schemes

• Many states provide women-specific vocational training subsidies
• Some offer additional stipends or support for non-traditional skills

Recommendations for Implementation

1. Start with Demand-Driven Selection

Identify trades with genuine demand in your region:

• Labor market studies showing jobs available
• Employer partnerships confirming hiring
• Earning potential aligning with efforts

2. Invest in Instructor Capacity

• Female instructors (or men trained in gender-sensitive pedagogy)
• Continuous professional development
• Industry connections keeping curriculum current
• Mentorship skills and supportive teaching

3. Create Supportive Ecosystem

• Family counseling and community engagement
• Childcare support enabling participation
• Transport facilitation addressing mobility barriers
• Livelihood support during training (stipends)
• Health and counseling services

4. Ensure Employer Partnerships

• Engage employers early in design
• Work experience during training
• Hiring agreements and placement commitments
• Ongoing feedback and collaboration

5. Build on Long-term Support

• Training isn’t end; starting point for career
• Mentoring beyond training completion
• Peer networks sustaining women
• Advancement and skill development pathways
• Business support for entrepreneurs

6. Document and Share Learning

• Document challenges and solutions
• Share across programs and organizations
• Contribute to field knowledge on what works
• Advocate for supportive policies

Conclusion

Women in non-traditional trades represent both economic opportunity and social transformation. Beyond individual income gains, women electricians, plumbers, mechanics, and construction workers challenge fundamental gender stereotypes, demonstrating that capability isn’t gendered and work value transcends tradition.

Breaking gender barriers in vocational training requires coordinated effort—program design addressing confidence and safety, employer partnerships ensuring opportunities, family and community engagement shifting norms, and supportive policies enabling scale. When successful, the impact extends far beyond individual women to communities where daughters pursue technical careers, families make better decisions with women’s income, and societies experience the full economic and social benefits of gender equality.

Naaz Commercial Institute partners with corporations and NGOs to design and deliver non-traditional vocational training programs that enable women’s economic independence and challenge deeply held gender stereotypes.

Call to Action

Ready to open opportunities for women in non-traditional trades? Let’s partner to develop comprehensive vocational programs combining skill training with social support and employer partnerships.

Contact us to design non-traditional vocational training aligned with your community needs and economic development goals.