Answer

The UDISE+ 2023-24 report reveals that women now constitute 53.34% of school teachers in India, reflecting their growing role in education. However, in higher education, women make up only 43% of faculty (AISHE 2021-22), with even lower representation in leadership and STEM fields. Deep-rooted biases, career barriers, and institutional challenges continue to hinder gender parity in academia.

Significant Gender Disparities in Higher Education Faculty Positions

• Lower Female Faculty Representation: Women constitute only 43% of faculty members in higher education, as per the 2021-22 All India Survey on Higher Education (AISHE), despite surpassing men in school teaching roles.
  For example: In IITs and NITs, female faculty representation remains below 20%, reflecting gender imbalances in STEM fields and elite institutions.
• Declining Representation at Higher Levels: The proportion of women drops sharply at the associate professor and professor levels, limiting their role in academic leadership.
  For example: As per AISHE 2021-22, women make up less than 25% of full professors in most public universities, hindering their influence in decision-making.
• For example: In India’s top 50 universities, less than 10% of vice-chancellors are women, limiting gender-sensitive governance in academia.
• Regional Disparities in Female Faculty representation: Southern states like Kerala and Tamil Nadu show higher female participation, while North Indian and rural universities lag due to socio-cultural barriers.
  For example: Women make up over 50% of faculty in Kerala’s public universities, whereas Bihar and Rajasthan report female faculty percentages below 30%.

Key Factors Contributing to Women’s Underrepresentation in Higher Education

• Structural Barriers & Glass Ceiling Effect: Women face implicit biases in recruitment and promotions, limiting their access to leadership positions.
• Lack of Mentorship and Networks: Women in academia often lack strong professional networks and mentorship, which are crucial for research opportunities and career progression.
• Household Responsibilities and Career Breaks: The dual burden of domestic work forces many women to take career breaks, affecting their promotion prospects and research productivity.
  For example: According to NITI Aayog, women faculty in India take longer career gaps post-maternity, reducing their chances of tenure-track appointments.
• Limited Access to Research Grants and Leadership Training: Women receive fewer research grants and leadership training opportunities, limiting their ability to excel in academia.
  For example: As per ICSSR data, only 30% of research grants in social sciences are awarded to female scholars, reducing their research output.
• Workplace Harassment and Institutional Barriers: The lack of safe working environments and gender-sensitive policies deter women from pursuing long-term academic careers.
  For example: A 2019 UGC report highlighted that over 50% of universities lacked an active Internal Complaints Committee (ICC) to handle workplace harassment cases.
• Male-Dominated Research and Administration: Leadership roles in academic research and administration remain heavily male-dominated, restricting female faculty from shaping institutional policies.
• Disparity in STEM Fields: Women’s representation in humanities and social sciences is relatively balanced, but STEM fields remain largely male-dominated, reducing gender inclusivity in technical education.
  For example: As per AISHE 2021-22, women make up less than 15% of engineering faculty, limiting female role models for aspiring students.

Policy Measures to Ensure Gender Parity in Academia

• Transparent Hiring and Promotion Policies: Implement gender quotas, ensure bias-free selection committees, and enforce transparent promotion criteria to provide equal career advancement opportunities.
  For example: Germany’s DFG Program mandates 40% female representation in academic hiring panels, increasing women’s participation in higher education institutions.
• Enhancing Mentorship and Networking Opportunities for Women in Academia : Implement structured mentorship programs to connect women faculty with senior academicians, providing guidance on research, leadership development, and funding opportunities.
  For example: The “Women in Science and Engineering (WISE)” initiative in the US has played a pivotal role in increasing female representation in STEM leadership positions, demonstrating the impact of targeted mentorship and support systems.
• Maternity Benefits and Flexible Work Policies: Extend paid maternity leave, provide on-campus childcare facilities, and introduce flexible tenure tracks to support work-life balance.
  For example: IISc Bangalore offers a one-year tenure extension for female faculty post-maternity, helping them sustain their research careers.
• Increased Research Funding and Leadership Training: Allocate dedicated grants and conduct leadership training programs for women to enhance their academic and administrative presence.
  For example: India’s “Women Scientists Scheme (WOS)” provides funding to women researchers post-career break, facilitating their return to academia.
• Stronger Anti-Harassment and Institutional Safety Measures: Enforce strict anti-harassment policies, ensure functional Internal Complaints Committees (ICCs), and establish anonymous grievance redressal systems in all universities.
  For example: UGC’s 2023 directive mandates ICCs in universities, but implementation gaps remain, especially in smaller and rural institutions.

Bridging the gender gap in academia demands a multi-pronged approach, institutional reforms, inclusive hiring policies and robust mentorship programs. Strengthening anti-discrimination laws, ensuring transparent promotions, and fostering family-friendly workplaces can empower women in higher education. A paradigm shift towards merit-driven yet gender-sensitive policies will not only enhance representation but also enrich India’s academic excellence.

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