Answer

Introduction

Caste-based discrimination within public institutions exposes how social hierarchies persist within governance structures, undermining equality and inclusion. Despite constitutional safeguards, incidents like Y. Puran Kumar’s suicide  reveal that institutional cultures often mirror the exclusivity and bias of the larger society.

Body

Caste-based discrimination within public institutions reflects deeper social

In terms of exclusivity in governance structure

• Structural Underrepresentation and Exclusion in Decision-Making: Despite constitutional guarantees, marginalized communities remain underrepresented in higher echelons of bureaucracy and academia.
• Institutional Bias and Discrimination in Work Culture: Subtle caste-based prejudices persist in public universities, hospitals, and administration, leading to exclusionary environments.
  Eg: The Rohith Vemula case (2016) at the University of Hyderabad highlighted systemic caste bias in higher education institutions.
• Weak Implementation of Protective Mechanisms: Laws like the SC/ST (Prevention of Atrocities) Act, 1989, and reservation norms often face poor compliance due to bureaucratic apathy and lack of accountability.
• Lack of Sensitization and Diversity Training: Most public institutions lack structured caste-sensitivity training for officials, leading to unintentional exclusionary behavior.
• Trust Deficit and Alienation from Institutions: Persistent discrimination erodes faith among marginalized groups in public institutions, weakening democratic legitimacy.

In terms of inequality in governance structure

• Unequal Representation: Despite affirmative action, marginalized groups remain underrepresented in higher bureaucracy and academia, limiting inclusive decision-making.
• Institutional Barriers in Recruitment and Promotion: Disparities in recruitment, evaluation, and promotions perpetuate inequality within public institutions.
  Eg: The NCSC (2022) flagged multiple central universities for failing to fill reserved faculty posts; IITs and IIMs have <10% SC/ST faculty representation.
• Persistence of Social Bias and Discrimination: Subtle caste prejudices influence workplace culture and administrative impartiality, leading to exclusion and alienation.
• Weak Implementation of Affirmative and Protective Mechanisms: Existing safeguards like Article 16(4) and the SC/ST (Prevention of Atrocities) Act, 1989 face lax enforcement and institutional apathy.
  Eg: Annual reports of the Department of Personnel and Training cite low adherence to reservation rosters and grievance redressal mechanisms.

Measures to Address Exclusivity and Inequality in Governance Structure

• Strengthen Representation and Diversity in Public Institutions: Ensure full implementation of reservation policies in recruitment and promotions, especially in higher bureaucracy, academia, and public sector.
• Strengthen Monitoring and Accountability Mechanisms: Empower bodies like NCSC, NCST, and OBC Commission with quasi-judicial powers and digital dashboards to monitor reservation and discrimination cases.
• Promote Inclusive Leadership and Decision-Making: Adopt diversity quotas in committees, boards, and policy panels to ensure marginalized voices influence governance outcomes.
  Eg: Kerala’s participatory planning model (People’s Plan Campaign) successfully involved Dalits and Adivasis in local decision-making.
• Educational and Capacity-Building Interventions: Enhance access to higher education, mentorship, and civil service preparation programs for marginalized groups.
  Eg: UPSC’s SC/ST/OBC coaching schemes and PM-YASASVI fellowship (2023) improve representation in elite services.

Conclusion

Caste bias within institutions reflects a deeper failure of constitutional morality and administrative empathy. Building inclusive governance demands stronger representation, sensitisation, and accountability so that public institutions truly embody the egalitarian spirit of the Constitution envisioned by Dr. B.R. Ambedkar.

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