No High Table for Women
Context:
- With the rise in the number of women entrants, the services have yet another chance to reflect on their talent retention and advancement policies such that the high-table is not just a preserve of men.
- Skewed selection ratio: There is a scarcity of women in the Indian Administrative Services (IAS) as the recruitment rules were biased in favour of men.
- Marriage as criteria to leave services: Only unmarried women are favoured to join the services and requiring them to resign if they got married.
- Top rankers are not at top positions: The numbers women candidate get in Civil services examination do not indicate how many will reach top leadership positions in the services.
- Lack of structural changes to include Women: By 1991, women officers were either at junior ranks or faced on-going systemic issues that hindered their progress to senior positions.
- Mistrust in women’s abilities overshadowed their postings: Women were predominantly considered suitable for “soft” departments, and India has yet to see a woman hold positions.
- Lack of Opportunity: As women are expected to consider their Family first then their roles and jobs, they are considered less preferable for top positions especially in ministry of Defence, external affairs etc.
- Top organisations taking stand: Organisations like the IMF and the World Bank can serve as revolving doors through which talent came to India.
- Prefer women for untouched roles: Women should reach top leadership positions in critical ministries such as finance, commerce and industry, home affairs, and defense.
- To reflect talent–based positions: It is crucial for the bureaucracy to reflect on their talent retention and advancement policies, ensuring that women have equal opportunities to reach leadership positions.
Syllabus Mapping:
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- Briefly mention the progress observed in recent years regarding the increased number of women entering the civil services in India.
- Discuss the potential impact of this limited representation on their policies, practices, and recommendations, which may indirectly affect gender equality and opportunities for women in member countries like India.
- Explain how the limited female leadership within international organizations may indirectly contribute to the lack of female leadership within the Indian bureaucracy.
- Suggest initiatives such as awareness campaigns, gender-responsive training, and policy frameworks that promote gender equality and inclusivity within the bureaucracy.
- Summarize the contributions of international organizations to the lack of female leadership in the Indian bureaucracy.