Feature Address: How to Boost Malaysia's Workforce?

Improvement of policies and infrastructure to support working mothers will help build a skilled female workforce.

Extending school hours can enable mothers to work full-time. Double sessions in schools force mothers to pick up their children at irregular hours, limiting them to part-time jobs. In Latin America, extending school hours to a single, longer session (up to 3 p.m.) led to a surge in women taking full-time employment.

Licensed and regulated daycare centres can ease mothers’ concerns. States with higher female employment tend to have higher childcare enrolment rates. In Connecticut, a universal pre-kindergarten program increased family income by 20%, with each dollar spent by the government generating a $1.30 return. This enabled more women to join the workforce.

Access to higher education is crucial, as female university graduates are more likely to work. Women with tertiary qualifications are more likely to participate in the labour force due to their ability to secure higher-paying, higher-status jobs. A strong university education system is essential to create a skilled female workforce for high-productivity sectors that rely on human capabilities that automation cannot replace.

A cultural shift and normalisation of women in the workforce helps challenge long-standing stigmas.

Changing perceptions about women in the workforce is crucial. Currently, 80% of Malaysian men believe that men should be prioritized for jobs when job opportunities are scarce, reflecting a significant cultural barrier to female employment. Many men feel they have failed if they cannot solely provide for their families.

Media can help reshape cultural norms around working women. In Saudi Arabia, platforms like the state-owned Shahid MBC (the Middle Eastern equivalent of Netflix) have begun airing shows featuring women in the workforce, encouraging societal acceptance of female labor participation. By presenting working women as role models, these shows are helping to shift societal views.

Cultural normalization of shared childcare is key to reducing guilt among women. Films like Mary Poppins and Nanny McPhee normalize shared childcare, presenting it as a common practice and challenging the belief that only mothers should be the primary caregivers. In societies where such ideas are prevalent, women face less pressure and are not seen as ‘Raven Mothers’ who neglect their children, allowing them to participate fully in the workforce without feelings of guilt or judgment.

Engaging fathers in childcare responsibilities will help dismantle traditional gender roles.

Male involvement in childcare enhances family well-being and workforce participation. When men take a more active role in child-rearing, women feel more supported and are more likely to join the workforce. Shared responsibilities also contribute to children’s development and strengthen family bonds.

Countries with shared caregiving responsibilities experience higher fertility rates and economic gains. Societies that encourage men to share childcare duties—especially those tasks that are overwhelming for one parent—tend to see higher fertility rates and reduced family stress. This fosters a sustainable work-life balance for both parents, promoting population growth and increased economic participation.

Encouraging fathers’ involvement in childcare challenges traditional gender roles. Normalizing the concept of ‘stay-at-home fathers’ helps break down stereotypes around work and family roles. This shift diminishes the stigma that men should only be providers and women should only be caretakers, leading to more balanced and flexible family dynamics.