Women of Balapara and Horrissor villages identified wage discrimination as they were paid US$2.90–3.30 per day while men were paid US$4.10–4.90 for the same or similar work despite doing comparable hours. It was further confirmed by comparing men’s and women’s wage rates across employers in these villages. They also found wage discrimination in agriculture, informal labour, and other economic activities. This issue emerged during women’s focus group discussions in September 2025. A total of 763 women from these two villages decided to participate in demanding equal pay for equal work in the three types of work.
Women generated evidence of discrimination by documenting daily wage rates for women and men across employers and discussed [them] in courtyard meetings and village forums. They reached consensus on the demands by holding collective dialogue. Women were initially hesitant due to fear of job loss and social backlash. WRO addressed these barriers through peer support and confidence- building on rights. This approach gradually increased participation and reduced fear. After reaching consensus, WRO invited Men/Boys Clubs and civil society members to participate, who publicly endorsed the women’s demand for fair wages.
A delegation of women met landowners, contractors, and labour supervisors and presented the documented wage comparisons, national minimum wage rates and argued for equal pay. At this meeting, community leaders, 90 members from six men/boys clubs and 35 members from one civil society platform were also involved. Their participation helped to amplify the women’s voices, express solidarity, and build broader community support. Employers justified wage gaps citing women’s “lower capacity” or “traditional practice” and even used subtle intimidation such as threatening to reduce their work opportunities. However, women maintained their collective pressure, involving male allies to reduce retaliation risks and documenting intimidation incidents. Despite such a firm stand, women faced practical challenges as employers were reluctant to give wage parity due to their financial concerns and offered only an increase. After several negotiations, women agreed to this offer as a temporary measure while their demand for equal wages in accordance with the Bangladesh national minimum wage rates continue.
As a result, there was a rise in women’s wages in agriculture from US$3.90–4.30 to US$4.30–4.70, informal labour from US$3.00–3.40 to US$3.40–3.90, and in local economic activities from US$2.90–3.30 to US$3.30–3.70. Apart from increased wages, women gained confidence, self-esteem, and empowerment to assert their rights, and actively participated in decision-making. They also became aware of labour rights, equal remuneration, and decent work standards, and deepened their skills in negotiation, documentation, and group mobilisation. This collective action strengthened women workers as a group, fostering solidarity, mutual support, and shared leadership. It also strengthened community accountability, transforming local structures into platforms where women’s rights and social justice could be upheld.
Contributed by CMES, Bangladesh.
