Addressing Workplace Discrimination: Insights from Bangladesh’s SME Sector | Asad Islam

 In July 2024, I embarked on a journey across various districts in Bangladesh, visiting Small and Medium Enterprises (SMEs) to explore a critical issue: workplace discrimination faced by women. SMEs are the backbone of Bangladesh’s economy, contributing significantly to employment and GDP. However, despite their economic importance, many of these workplaces harbor systemic challenges, particularly gender-based discrimination, that hinder equal opportunities and fair treatment for women. My goal was to understand the root causes of this issue, engage with both business owners and employees, and identify actionable solutions to create a more inclusive and equitable work environment.

The Context of Workplace Discrimination in SMEs

Women in Bangladesh’s SME sector often face unequal treatment, ranging from lower wages and limited career advancement opportunities to biased workplace policies and, in some cases, harassment. These challenges are compounded by cultural norms, lack of awareness, and inadequate enforcement of labor laws. While SMEs employ a significant portion of the workforce, including women, the lack of formal structures in many of these businesses often leaves room for discriminatory practices to persist unchecked.

During my visits, I observed that women employees frequently reported feeling undervalued or overlooked for promotions compared to their male counterparts. Some shared experiences of being assigned roles with less responsibility, despite having equal or superior qualifications. These insights underscored the need for a deeper examination of workplace dynamics and the development of strategies to address these disparities.

Engaging with Owners and Employees

To gain a comprehensive understanding, I held candid conversations with SME owners and workers across various industries, including textiles, handicrafts, and small-scale manufacturing. These discussions revealed a complex interplay of factors contributing to workplace discrimination:

1. Owner Perspectives: Many SME owners acknowledged the presence of gender disparities but cited challenges such as limited resources, lack of training on gender equality, and societal expectations as barriers to change. Some expressed a willingness to improve but lacked the knowledge or tools to implement inclusive policies.

2. Employee Insights: Female workers shared stories of being sidelined in decision-making processes or facing subtle biases, such as being expected to handle administrative tasks while male colleagues were given leadership roles. They also highlighted the need for better communication with management to voice their concerns without fear of retaliation.

3. Management-Worker Divide: A recurring theme was the gap between management and employees. In many SMEs, hierarchical structures and a lack of open dialogue prevented workers from raising concerns about discrimination. This disconnect also made it difficult for owners to fully understand the challenges their employees faced.

These conversations were eye-opening, revealing both the challenges and the potential for meaningful change. It became clear that addressing workplace discrimination requires a multi-faceted approach that involves education, policy changes, and fostering mutual respect between employers and employees.