The Indian Administrative Service (IAS) holds a certain mystique. Seen as a path to power, prestige, and positive societal impact, it attracts the brightest minds in the country. However, beneath this gleaming surface lies a persistent gender gap. While women are increasingly clearing the challenging UPSC exam, their representation in the top levels of bureaucracy remains low. It begs the question: Why are fewer women choosing to join the workforce after securing coveted civil service positions? Why do women lag in India’s top bureaucracy? Let us find out.
A shrinking pipeline: Women lag in India’s top bureaucracy
Statistics paint a clear picture. Though the percentage of women qualifying for civil services has steadily increased (34% in 2022), their presence in top bureaucratic positions like the Indian Administrative Service (IAS) remains abysmal. Studies estimate that women constitute only around 15% of the IAS, a stark contrast to the roughly 35% who crack the exam. This “shrinking pipeline” phenomenon highlights the challenges women face after selection.
Why women lag in India’s top bureaucracy: Fear and familial pressures
The demanding nature of the job, coupled with long hours and frequent transfers, can be daunting for women. Societal expectations often portray them as primary caregivers, raising anxieties about balancing work and family life. Additionally, the perception of bureaucracy as a male-dominated domain can be intimidating.
Consider a young woman, fresh out of college, contemplating a career in the IAS. Visions of late-night meetings, postings in remote locations, and potential safety concerns can create a sense of apprehension. For example, Aarti Shukla, played by Kriti Kharbanda in the movie “Shaadi Mein Zaroor Aana,” While the film focuses on her struggles; there’s a subtle undercurrent of societal pressure on women to prioritise family life over demanding careers, especially those requiring frequent transfers.
The media paradox: Perpetuating stereotypes
Popular media often reinforces these anxieties. Consider the movie “Mardaani,” where Rani Mukerji, a gutsy police inspector, tackles female child trafficking. While the film celebrates female strength, it also emphasises the dangers women in uniform face.
Similarly, many Bollywood movies portray male officers as decisive leaders, while female characters are shown as hesitant or needing rescuing. This constant portrayal fuels anxieties and presents an incomplete picture of a woman’s capabilities in the Civil Services.
It also reflects the reality of many female officers who struggle to gain respect from their male counterparts and grapple with the stereotype of being the “weaker sex,” especially when dealing with criminals.
Why women lag in India’s top bureaucracy: Challenges for women in top civil service roles
While the allure of the civil service beckons many women, the path to the top can be full of challenges. Here is a closer look at some of the hurdles they encounter:
Juggling family and work
The demanding nature of top civil service positions often requires long hours and frequent transfers. It can create a logistical nightmare for women, who are also expected to be primary caregivers within their families. The lack of readily available and affordable childcare facilities within the bureaucracy only adds to this pressure. It can lead to a feeling of being constantly stretched thin and a sense of guilt for not being able to dedicate oneself to either home or work fully.
Unconscious biases and stereotypes
Subtle biases can play a significant role in hindering women’s progress. Unconscious stereotypes might portray certain leadership qualities—decisiveness and assertiveness—as more masculine. It can make it harder for women to be seen as equally qualified for top positions. Furthermore, the lack of women in these roles can create a sense of “otherness,” making it difficult for aspiring female civil servants to visualise themselves at the helm.
Building connections in a male-dominated sphere
Building strong professional networks is crucial for career advancement in any field, and the civil service is no exception. However, these networks can often be informal and male-dominated, making it harder for women to break in and establish themselves. Without strong mentors and sponsors, women may miss out on crucial opportunities and career guidance.
Prioritising work over wellbeing
The Indian bureaucracy has a reputation for long working hours. While dedication is valued, this culture can lead to burnout and a lack of work-life balance. It can disproportionately affect women, who might feel pressured to stay late to prove their commitment, leading to feelings of exhaustion and isolation.
Breaking down barriers: Towards a more inclusive bureaucracy
Fortunately, change is brewing. Government initiatives like flexible timing and childcare facilities are gaining traction. Additionally, mentorship programs and support networks are emerging to empower women and help them navigate challenges. Furthermore, media narratives portraying strong, well-rounded female civil servants can inspire future generations.
The final thoughts
The Indian Civil Services offers women a unique platform to contribute significantly to society. By addressing the concerns of women aspirants and providing supportive systems, we can create a more inclusive bureaucracy. As more women join the workforce and reach leadership positions, stories of women making a real difference will replace the narrative of the “reluctant woman officer.” It, in turn, will inspire future generations to shatter the glass ceiling and take their rightful place at the helm of Indian bureaucracy.
The way forward
To achieve true gender parity in the civil service, a multi-pronged approach is needed. Firstly, a supportive work environment that emphasises work-life balance is crucial. It could involve flexible timings, robust childcare options, and transfer policies that consider family needs. Secondly, a cultural shift is essential. Mentorship programs can help women navigate the system, while media portrayals can move away from perpetuating stereotypes and showcase women in leadership roles.
Finally, encouraging young girls to aspire to these positions is vital. Breaking down societal barriers and highlighting the immense satisfaction and positive impact of a career in the civil service can inspire future generations of women to shatter the glass ceiling.
By addressing these challenges and promoting inclusivity, India can unlock the full potential of its female talent pool and create a more representative and effective civil service that better serves the nation.
Disclaimer: The views expressed in this article are based on the writer’s insights, supported by data and resources available both online and offline, as applicable. Changeincontent.com is committed to promoting inclusivity across all forms of content, which we define broadly to include media, policies, law, and history—encompassing all elements that influence the lives of women and gender-queer individuals. Our goal is to promote understanding and advocate for comprehensive inclusivity.
