Indian culture and value traditionally promotes ideals of equality and dignity for all, as echoed in the Constitutional values of justice and equality (Articles 14–16). Over the years, women's representation in public services has increased like the proportion of women recruited directly to IAS has risen from 15% in the 1970s to 34% in 2024.

Gender-Specific Challenges Faced by Women in Public Service

• Workplace Bias & Stereotyping: Women are often perceived as less capable of handling ‘tough’ assignments (e.g., policing, rural postings).

• Work-Life Balance Pressures: Dual burden of professional responsibilities and societal/familial expectations.

• Gendered Harassment: Incidents of verbal, emotional, or sexual harassment in the workplace undermine optimal performance.

• Glass Ceiling & Tokenism: Slower promotions for women in public services has been slower and women in leadership are often viewed as symbolic rather than empowered.

  Example: Phenomena of Sarpanch-Pati.

• Limited Mentorship & Networking: Male-dominated bureaucratic culture limits access to informal support structures.

• Mobility and Safety Concerns: Safety issues during late-night duties or in remote, conflict-prone areas.

• Inadequate gender-specific infrastructure: A 2024 Supreme Court report revealed that 26% of court complexes lacked separate women's toilets.

Measures to Enhance Efficiency and Probity

• Measures to Enhance Efficiency and Ethical Excellence:

  • Safe accommodation, sanitation, and creche facilities at workplaces.
  • Flexible working hours and parental leave policies for both men and women.

• Mandatory Gender Sensitization & Ethics Training: Periodic workshops for all cadres on gender equity, ethical leadership, and respectful workplace behavior.

• Transparent Redressal Mechanisms: Strengthening Internal Complaints Committees (ICCs) with autonomy and timely grievance redressal.

• Equal Representation in Leadership Roles: Gender-balanced representation in postings, promotions, and high-stake decision-making roles.

• Promoting Gender-Responsive Governance: Training female officers in handling gender-based violence cases and leading women-centric welfare schemes.

• Institutional Support & Mentorship: Formal mentoring schemes and peer networks to guide and encourage young female officers.

• Stricter implementation of relevant laws like Sexual Harassment of Women at Workplace Act, 2013 as recommended by Standing Committee on Human Resource Development.

While laws and values provide for equality, true equity lies in removing systemic and cultural barriers faced by women in public service. Addressing these through structural reforms, institutional support, and ethical commitment will empower female civil servants to uphold high standards of probity, compassion, and effectiveness.