Context: 

The status of women in Indian bureaucracy has been marked by challenges and limited representation. While progress has been made in recent years, women still face barriers to attaining top leadership positions in the civil services, particularly in ministries such as finance, commerce and industry, home, and defense.

Reasons for the low representation of women in the bureaucracy include:

• Structural barriers: Recruitment rules were skewed in favour of men. For instance, only unmarried women could join the services and had to quit if they subsequently married. 
  • It was after the marriage disqualifier was removed that the ratio of women to men in the IAS went from 1:82 in 1960 to 1:8 in the 1970s.
• Systemic issues: Even with changes in entry barriers, ongoing biases and stereotypes hinder women’s progress in the bureaucracy. 
  • They have often been limited to “soft” departments and overlooked for critical roles in core ministries. 
  • Mistrust in women’s abilities and limited opportunities for skill development and training contribute to their underrepresentation.
• Lack of lateral hiring: The government could have leveraged lateral hiring by inviting experienced professionals, including women, from academia and multilateral organizations.
  • However, the practice of lateral entry has been limited, which results in missed opportunities to bring in diverse expertise and perspectives.

Cases of Exceptional Women:

These women civil servants have demonstrated their expertise and made valuable contributions in their respective roles, showcasing their capabilities and qualifications for senior postings in core ministries.

The way forward to address the underrepresentation of women:

• Enhancing career progression opportunities: Implementing policies and programs that support the advancement of women in the bureaucracy, including mentorship, sponsorship, and leadership development initiatives.
• Creating a supportive work environment: Establishing a work culture that is inclusive, free from gender bias, and provides equal opportunities for professional growth and recognition.
• Encouraging diversity in decision-making roles: Actively promoting women’s participation and representation in critical ministries and decision-making bodies to ensure diverse perspectives are considered.
• Sensitizing stakeholders: Conducting awareness campaigns and training programs to address gender biases and promote a more inclusive and equitable work environment.
• Monitoring and accountability: Regularly tracking and evaluating progress in gender representation in the bureaucracy, setting targets, and holding responsible authorities accountable for achieving gender diversity goals.

News source: The Indian Express

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