Work, age and gender

Judging a woman ability by marital status is discrimination. In exams separate personal status from work ability.

Treating young age as incompetence reduces youth participation. In exams write balance of participation and mentoring.

Unequal burden of housework affects girls education. In exams connect education with gender justice.

Learning ability is not limited to youth. In exams link reskilling with age equality.

Household labour is useful but not recorded in the market. In exams give an example of invisible labour.

Denying promotion due to motherhood is gender discrimination. In exams write maternity protection and equal opportunity.

Experience-based knowledge is useful in training the new generation. In exams recognize elders contribution.

Long work stops education and development. In exams write adolescent safety and girls education.

Shared care reduces burden on women. In exams connect shared responsibility with equality.

Work opportunity should come with safety. In exams write safe transport and complaint system.

Ability-based division reduces gender stereotypes. In exams write the basis of fair work distribution.

Work adaptation is based on health and capacity. In exams write both safety and dignity.

Doing paid or productive work does not automatically give a woman economic power. In many home-based arrangements, another person, contractor, or family member may receive and control the payment. If the woman cannot decide how her earnings are saved, spent, or used, her bargaining power and independence remain limited. Control over income is therefore an important part of economic empowerment, along with access to resources, fair payment, and decision-making authority.

Option A is correct because lack of control over earnings weakens economic empowerment. The issue is not necessarily the amount of work time, the product’s size, or workplace lighting. A worker may contribute substantially while receiving little control over the financial benefit. Recognising who owns and manages the income helps explain why home-based work can remain unequal even when it provides employment.

Digital training helps older employees learn to use new software, online communication tools, and digital work processes. This enables them to remain active and employable as workplace technology changes. Training does not remove their experience; it combines their experience with new digital skills. Exam tip: Link this idea with reskilling and inclusion at the workplace.

Option C is correct because roles are assigned according to merit, skills and ability rather than traditional assumptions about women and men. Treating technical leadership as only men's work or care coordination as only women's work creates gender stereotypes, so A and B are restrictive. Option D is discrimination based on marital status. Exam tip: Equal opportunity means selecting a person for a role on merit, not gender.

Without pension or employment, an older woman has no regular source of income, creating economic insecurity. Age-related disadvantage and gender discrimination can also lead to dependence, exclusion, or reduced participation in decisions, creating social insecurity. Therefore, the double insecurity is economic and social, not merely health or housing insecurity. Exam tip: Link lack of income with economic insecurity and age-gender disadvantage with social insecurity.

Care policies should be for both mother and father. In exams write shared parental responsibility.

Adolescent participation helps safe decisions. In exams write child rights and consultation.

Unpaid care work, such as caring for children, sick persons or older persons, can leave a person with less time for paid employment. In option A, reduced paid working hours may affect the woman’s income, work experience and future opportunities, so it shows an economic impact. Option C is incorrect because care responsibilities can affect both employment and income. Exam tip: Link time constraints with reduced income or employment opportunities.

A grievance system gives women a channel to report harassment, discrimination, or unsafe behaviour and seek redressal. Without it, confidence in safety and fair treatment may fall, and women may hesitate to join or continue at the workplace. Equality does not increase automatically; it also requires effective policies, training, and accountability. Exam tip: Link a grievance-redressal mechanism with workplace safety and women’s participation.