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.

Stakeholder Identification

Stakeholders in the case

(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 (Amendment) Act, 2017:

   • Provides 26 weeks of paid maternity leave for the first two children.
   • Mandates crèche facilities in establishments with more than 50 employees.

2. The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013: Ensures a safe workplace by mandating Internal Complaints Committees (ICC) and grievance redressal mechanisms.

3. The Factories Act, 1948: Provides for maximum work hours, adequate rest intervals, and safety provisions for women working in factories.

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.

5. The Code on Social Security, 2020: Consolidates laws related to maternity benefits, EPF, gratuity, and ensures gender-inclusive social protection.

(c) Suggestions to Mitigate Such Working Conditions:

1. Promote Organizational Sensitisation and Compassionate Leadership:

   • Institutions must create a culture where work-life balance is respected.
   • Superiors should lead by example in respecting employees’ personal boundaries.

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.

6. Support Systems within the Organization: Crèche facility within ministries or departments can help working mothers remain close to children even during extended hours.

7. Establish Defined Work Boundaries: Encourage enforcement of a Right to Disconnect policy (being considered in countries like France and Germany) to reduce after-hours pressure.

Ethical governance must begin within the institutions themselves. Officers like Rashika are the backbone of the civil services. Ensuring they work in a system that values both personal dignity and professional excellence is vital for building an empathetic and sustainable bureaucracy. Balancing hard work with humane working conditions is not a weakness, but a mature ethical imperative for any progressive administration.