Bṛhadāraṇyaka Upanishad (6.4.17), which states, “Yatra nāryastu pūjyante ramante tatra devatāḥ,” meaning “Where women are honored, there the gods dwell.”  

From 1951, when the first woman joined the Indian Administrative Service (IAS), until 2020, women have made up only 13% of all IAS officers. According to DoPT, representation of women in public service has risen to around 30% in 2020 from 2000.

Indian culture and value system providing an equal opportunity irrespective of gender identity

1. Education for Women: Ancient texts like the Rigveda highlight the roles of women scholars like Gargi and Maitreyi
2. Matrilineal Societies: in communities like the Nayars of Kerala and the Khasis of Meghalaya women inherit property
3. Role of Women in Bhakti Movement: Saints like Mirabai and Akkamahadevi promoted equality in spiritual pursuits.
4. Indian culture has long revered Ardhanarishvara, a deity representing the fusion of male and female principles, symbolizing balance and equality between genders.

Gender specific challenges 

1. PERSONAL FACTORS:

1. Workplace Harassment: Eg. NCW reported a 14% increase in workplace harassment complaints in 2022, which often affects women’s mental health and professional growth.
2. Work-Life Balance: Eg. A survey by LBSNAA highlighted that over 60% of female officers cited family commitments as a challenge to their career progression.
3. Lack of Mentorship and Networking Opportunities: Many women public servants lack access to informal networks of mentorship and support, which are essential for career advancement.
4. CULTURAL FACTORS:

1. Gender Bias and Stereotypes: Women are often perceived as less capable of handling high-pressure positions, particularly in roles involving law enforcement and policing.
2. Social Attitudes: Traditional societal norms lead to a lack of support for women in public roles, particularly in rural or conservative areas, limiting their effectiveness.
3. Intersectional Challenges: Caste, class, and domicile constitute additional challenges for women. Eg. between 1970 and 2020, 41% women IAS officers listed their domicile as Chandigarh, 32% as Uttarakhand, and 29% as Telangana, against 3% from Tripura and 5% from Odisha and Mizoram. (TCPD-IAS).
4. INSTITUTIONAL FACTORS:

1. Glass Ceiling and “Broken Rung” Phenomenon: Despite qualifications, women face barriers to promotions and leadership roles due to gender stereotypes and bias, limiting their career progression. Eg. While women constitute about 30% of the public sector workforce, they hold only 13% of senior positions, as per the Ministry of Personnel, Public Grievances, and Pensions report.
2. Systematic Issues: Political interference, limited recognition, frequent transfers, and stress hinder their career growth.

Measures 

1. Strengthening Implementation of Workplace Policies: effective implementation of the Sexual Harassment of Women at Workplace Act, 2013 and Vishakha guidelines with robust internal complaints committees and zero tolerance towards harassment. 
2. Regular awareness programs and gender-sensitization training can create a safer work environment.
3. Promoting Flexible Work Arrangements like flexible work hours and remote working options can help women balance their personal and professional responsibilities. 
4. Mentorship Programs: Eg. Initiatives like “She Leads,” introduced by UN Women.
5. Increasing Women’s Representation in Decision-Making Roles: enforce gender quotas in higher positions, similar to the 33% reservation for women in local bodies.

As per 2021 UNDP report on Gender Equality in Public Administration, “Gender equality is at the core of an inclusive and accountable public administration.” Enhancing women representation is imperative not just for Gender Justice but also for Good Governance