Why Are Women in Georgia Still Less Active in the Labor Market Than Men?

In the first quarter of 2025, labor force participation among women in Georgia stood at 44.4%, while for men it was 66.5% (Geostat, 2025). This means that out of every 100 women, only 44 were either working or actively looking for a job, while the rest were entirely out of the labor process. This 22-percentage-point gap remains one of the most persistent and entrenched inequalities in Georgia’s economy.

Labor force participation shows how many people are economically active—that is, either employed or unemployed but actively seeking work. Those who neither work nor seek work—such as individuals caring for children or the home, or those studying without intent to enter the labor force—are not counted as part of the labor force. Therefore, a low participation rate does not automatically mean low unemployment; it means many people do not even reach the labor market.

For women, this low figure isn’t solely the result of household responsibilities. Several other factors must be considered:

First, the labor market offerings for women are extremely limited. Many private and public sector jobs still require physical presence in the office, with rigid schedules and minimal flexibility. For women who simultaneously care for children, elderly family members, or people with disabilities, these conditions often make regular employment practically impossible.

Second, informal and biased hiring practices play a role. In Georgia, women often encounter invisible barriers when seeking employment. Employers may (consciously or not) assume women are less reliable in the long term (e.g., due to potential maternity leave) or perceive them as lacking leadership skills—prejudices that hinder access to jobs and promotions.

Third, the labor market is heavily gender-segmented. Women’s employment is concentrated in a few sectors—education, healthcare, and services—making them more vulnerable to wage delays, staff cuts, or economic downturns in these fields. In contrast, technology and finance—better-paying and more stable sectors—remain male-dominated.

And finally, the participation rate among women dropped by an additional 0.6 percentage points in 2025, while it remained unchanged for men. This indicates that not only are women not entering the market in greater numbers—they are leaving it.

This is not just a statistical issue—it represents a loss of economic potential. Women in Georgia are at least as educated as men, and often more so, yet their knowledge and skills are not being translated into economic output.

If meaningful change is to happen, the solution goes beyond access to childcare. It requires a broader shift in labor policy: support for flexible schedules, remote work, regional professional retraining programs, and proactive steps to challenge cultural stereotypes. Without such efforts, the labor market will continue to rely disproportionately on one gender’s capacity—ultimately limiting the country’s productivity.