Introduction This case highlights the classic ethical dilemma of work-life balance, particularly poignant for women in demanding professional roles.
The central ethical dilemma revolves around Rashika’s struggle between her professional duty and her personal moral responsibility towards her family, exemplified by her having to leave her sick child with the nanny to attend to work, with the ethics of care theory being most applicable as it emphasizes the importance of relationships and responsibilities within those relationships, specifically Rashika's responsibilities to her family versus her professional responsibilities.

Stakeholder Identification Rashika, Vikram (husband), their children, Mr. Suresh (superior), domestic helper, the Ministry, and colleagues.

(a) Ethical Issues Involved:

1. Work-Life Balance: Rashika's situation exemplifies the struggle to maintain a healthy work-life balance, a key aspect of overall well-being. Her dedication to her professional duties encroaches upon her personal life, leading to a crisis of conscience.
2. Conflicting Duties: Rashika faces the dilemma of duty vs. morality. Her professional duty demands her to prioritize work, while her moral responsibility calls her to care for her family. This highlights the tension between deontological and virtue ethics.
3. Gendered Expectations: The case subtly touches upon the social injustice faced by working mothers, who often bear a disproportionate burden of domestic responsibilities, impacting their professional growth and personal well-being.
4. Lack of Institutional Support: The expectation for Rashika to work beyond regular hours, even on weekends, suggests a lack of adequate work-life balance policies within the Ministry, raising concerns about organizational justice.
5. Potential for Burnout: Rashika's constant dedication to work, at the expense of her personal life, puts her at risk of professional burnout, impacting her long-term productivity and well-being. This reflects a short-term gain vs. long-term gain dilemma.

(b) Laws for a Healthy, Safe, and Equitable Working Environment for Women in India:

1. The Maternity Benefit Act, 1961: Provides maternity leave and benefits to ensure the well-being of pregnant women and new mothers, addressing the specific needs and rights of women in the workplace.
2. The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013: Creates a safe and equitable work environment by addressing sexual harassment, promoting gender equality and upholding professionalism.
3. The Factories Act, 1948: Regulates working conditions in factories, including provisions for women's safety, working hours, and rest intervals, ensuring a basic level of welfare and protection.
4. Equal Remuneration Act, 1976: Mandates equal pay for equal work for both men and women, promoting fairness and preventing gender-based discrimination in compensation, directly addressing social injustice.

(c) Suggestions to Mitigate Such Working Conditions:

1. Establish Clear Boundaries: Communicate work-life balance needs assertively to Mr. Suresh, declining additional tasks beyond reasonable working hours, upholding personal morality without dereliction of professional duty. This aligns with the rights approach, emphasizing individual rights.
2. Time Management and Prioritization: Implement effective time management strategies during work hours to maximize productivity and minimize the need for overtime, ensuring professionalism and efficiency.
3. Seek Support: Discuss the challenges with Vikram and explore options for shared childcare responsibilities, promoting a more balanced approach to family life and mitigating the potential for personal injustice.
4. Advocate for Policy Changes: Propose flexible work arrangements and work-from-home options within the Ministry, drawing upon successful examples from other organizations or countries, contributing to long-term institutional change and promoting work-life balance for all.
5. Promote a Culture of Respect: Encourage open dialogue about work-life balance within the Ministry, fostering a supportive environment where employees feel comfortable setting boundaries without fear of negative consequences, thereby promoting a more ethical and just workplace culture. This reflects the utilitarian approach by maximizing overall well-being.

Conclusion This case underscores the ethical imperative of balancing professional dedication with personal well-being. Initiatives like the introduction of creche facilities in government offices and flexible work timings have positively impacted work-life balance. Moving forward, promoting open communication, flexible work arrangements, and a culture that values both professional excellence and personal well-being is crucial to prevent such ethical dilemmas. This reflects a virtue approach, fostering a more balanced and ethical work environment.