Analysis of The Policy of Thai Women Empowerment Funds

Abstract

     This study aims to (a) analyze the Women’s Development Fund (WDF) policy in Thailand, (b) examine its challenges and limitations, and (c) propose recommendations for policy improvement. A qualitative research approach was employed, using data collected through document analysis, in-depth interviews, and focus group discussions. Key informants included policymakers, provincial-level implementers, WDF committee chairpersons, representatives of fund members, and subject-matter experts. Participants were selected using snowball sampling until data saturation was reached. Data were analyzed through triangulation of sources, participants, and time to ensure validity and reliability.
     The findings reveal that the WDF is a flagship policy initiated by the Pheu Thai Party, designed to provide low-interest loans to women’s groups to support occupational development and income generation. The fund is managed through a three-tier committee structure—national, Bangkok Metropolitan, and provincial levels—operating under centralized rules, criteria, and operational guidelines. Sustained political support has contributed to the policy’s continuity and quantitative success, reflected in the growth of membership and loan projects. However, the policy faces significant challenges. It lacks clearly defined strategic objectives, with an excessive focus on economic support rather than empowering women’s roles and capacities as originally intended. The implementation process remains highly centralized, bureaucratic, and rigid, limiting responsiveness to local needs. Genuine community participation is insufficient. Furthermore, the fund’s management system is overly technical and complex, particularly in financial administration, posing practical difficulties for local officers and committee members. Ineffective communication reduces public awareness, resulting in limited participation, primarily among those with close connections to the committees. Additionally, the absence of appropriate incentives, remuneration, and welfare for committee members and administrators diminishes their motivation, commitment, and operational effectiveness. Proposed best practices for efficiency : 1) Management 2) Regulations and measures and 3) Networking