Hidden behind Bangladesh's steady GDP growth is a silent crisis - hidden unemployment. Unlike visible unemployment, it is prevalent within offices, schools, NGOs and public sector undertakings. Employees sign attendance accounts, look busy, get paid - but contribute little to productivity, creating an illusory employment picture behind the growth.
In many organizations, the number of employees is much higher than the need. Each task is divided into three or four tasks. Many workers sit all day because there is no work for them. Some only do routine paperwork, while others perform duties that can be easily automated or combined into one position. Yet, these individuals remain on the payroll month after month.
The government unemployment rate in Bangladesh generally does not seem to be of much concern. According to recent statistics, this rate is close to 4 percent, which may seem tolerable for a developing country. But economists have repeatedly warned that these numbers hide the real picture. According to many labor experts, if hidden or disguised unemployment is included, the actual rate would be much higher - perhaps closer to 10 percent.
The reason is simple: Anyone who is in a job is considered "employed" - even if his productivity is close to zero. An employee who does not do any meaningful work is economically the same as an unemployed person, the only difference is that he receives a salary. This difference creates a confusing sense of stability in institutions and the national labor market.
The problem is not limited to government offices. Banks, schools, universities, NGOs and non-governmental organizations often have more staff than they need. In some cases, they are appointed under political pressure. Somewhere else, the desire to build personal relationships or loyalty affects employment. There are also some companies that want to show their expansion or importance by artificially increasing the number of employees.
Years of research have revealed a reality that many Bangladeshis already know intuitively: there has long been a problem of overemployment in various sectors, especially in state-owned industries. Economists and business leaders often report that wages and the number of workers continue to rise even as productivity declines. Many high-ranking corporate executives privately admit that they hire extra staff "for the sake of custom" or "because the system wants it" - their work is not really necessary.
Hidden Unemployment is not just a minor problem. It is a financial constraint, which weakens the foundation of national development.
When a small task is shared among many people, responsibility is lost. The work is delayed as there is no rush. The files move slowly from desk to desk. The number of unplanned meetings is increasing. Productivity is declining. This culture gradually becomes normalized, which discourages the ambition and enthusiasm of employees.
Unnecessary staff means unnecessary expenditure. Each additional position involves the cost of salaries, allowances, office space, equipment, electricity and water, and management oversight. In the case of government offices, this money comes from people's taxes. And in private enterprises, this cost increases the price of the product or reduces the amount of profit.
A country's economic progress depends not only on how many people are working, but also on how much value their work creates. When a large part of the labor force produces very little, the overall productivity of the nation decreases. This slows down GDP growth and weakens the country's competitive position at the global level.
Perhaps the biggest impact is on young people. Every redundant position is occupied by a person who contributes very little, thus depriving a qualified person of a meaningful job opportunity. Studies have repeatedly shown that partial unemployment among graduates in Bangladesh is rising - not because of a lack of talent, but because institutions are reluctant to restructure old and irrelevant positions.
When jobs are secure without regard to performance, the need for organizations to adopt modern technology or digital systems decreases. What is the need for automation if there is a lazy worker on hand? Why is it necessary to simplify the course of work when the payroll has to be kept unchanged? This mentality keeps the institutions in a cycle of inefficiency.
The solution to disguised unemployment is not possible only with statistical adjustment. This requires political courage, administrative reforms, and fundamental changes in the culture of the institution.
Every ministry, department and PSU (Public Sector Undertaking) will have to re-evaluate their manpower structure. Many positions created years ago are no longer compatible with the modern workflow. A well-planned audit will help to understand where work is repetitive, what responsibilities can be combined, and where staff can be rearranged.
The recruitment process should be based on real needs, not external pressures. A job description must be provided for each position. Organizations need to identify the skills needed for future operations - not just by emulating the old structure.
Without a sudden layoff, Bangladesh can follow the model followed by other developing countries. Redeployment can be done by training personnel in non-essential positions in sectors where there is a manpower shortage - such as digital services, supply management, modernization of agriculture, or administrative support at the community level.
Institutions should move away from evaluating on the basis of seniority and move towards evaluating on the basis of performance. Productivity is important. Skills are important. Citizens expect it, and the economy demands it.
When repetitive tasks are completed digitally, employees can be retrained to engage in creativity, analysis, or public service. Technology should not be used to replace workers, but to free them.
In many sectors, nepotism and informal influence still work in the recruitment process. The merit-based approach ensures that the positions are for those who are able to contribute in the real sense - not those who just expect to get the position.
Bangladesh's goal of becoming a developed country by 2041 may be at risk if disguised unemployment continues. Unnecessary jobs lead to wastage of national resources and block opportunities. Real progress requires evaluating productivity rather than the number of jobs. Through honest recognition, effective reforms and strong leadership, Bangladesh can harness the full potential of its human resources and move forward on the path of sustainable prosperity.
Afroza Akter, Lecturer, Department of English and Md. Anwar Hossen, Assistant Professor, Department of Economics, Bangladesh University of Business and Technology (BUBT)
