What’s the news?

• The 2023 Constitution Amendment Bill, passed by both Houses of Parliament, reserves one-third of seats in the House of the People, State Legislative Assemblies, and the Legislative Assembly of Delhi.

Central idea

• In the near future, women lawmakers are poised to constitute at least 33% of India’s legislative bodies. In tandem with legislative reforms, there is a pressing need for increased female representation in law enforcement agencies.

The Connection between Legislators and Law Enforcement

• The representation of women in the Indian Parliament stands at approximately 14.4%, a notable improvement compared to the 4.9% recorded in the first Lok Sabha in 1952.
• While the direct relationship between the number of legislators and the effectiveness of law enforcement agencies is not straightforward, the representation of women in these institutions reflects their alignment with the diverse society they serve.

Reservation and Representation in the Police Force

• In parallel with legislative reforms, achieving greater gender diversity within law enforcement agencies is a pressing concern.
• Several states have adopted policies mandating the allocation of 30% or 33% of vacant police positions to women, leveraging horizontal reservation.
• This approach ensures that if minimum reserved positions for SC, ST, Other Backward Classes, and unreserved categories are not filled by women candidates on merit, women are given priority.
• However, there is significant variation among states in implementing such policies, with some not having any reservation for women in their police forces.
• The data published by the Bureau of Police Research and Development (BPR&D) reveals that although the total strength of state police forces grew by approximately 7.48% over five years, the representation of women in these forces increased only marginally.

Examples of Variations in Implementation

• Kerala, Mizoram, and Goa: These states, despite not having specific reservation policies for women in the police force, manage to maintain women’s representation in a commendable range between 6% and 11%.
• Bihar: Bihar allocates an impressive 35% reservation for women, with an additional 3% reserved for backward caste women. However, the actual representation of women in the force is around 17.4%, indicating challenges in the effective execution of these quotas.
• Chandigarh: Chandigarh boasts the highest percentage of women in its police force, with approximately 22% representation.
• Jammu and Kashmir: Conversely, Jammu and Kashmir have the lowest representation of women in their police force, standing at approximately 3.3%.

Challenges in Recruitment

• Low Rate of Filling Vacancies: Recruitment is conducted for only about 4% to 5% of the total vacant positions, taking into account an attrition rate of 2.5% to 3% and an annual sanction of new posts of around 1.5% to 2%. This sluggish pace of recruitment impedes efforts to increase women’s representation.

• Lack of Permanent Police Recruitment Boards: Numerous states lack permanent police recruitment boards, which makes it challenging to conduct regular recruitment cycles.
• Infrequent Recruitment: Due to these impediments, recruitment cycles often occur at infrequent intervals, further delaying the process of enhancing women’s representation.
• Reforms Implementation: Some of the key reforms aimed at enhancing women’s participation include merging women police with the regular police force and establishing police recruitment boards. However, not all states have been enthusiastic about implementing these reforms, potentially affecting their benefits.
• State Subject: Policing falls under the purview of states as per the Seventh Schedule of the Constitution. Therefore, implementing necessary police reforms primarily remains the responsibility of individual states.

Crime Data and the Imperative for Women in Policing

• Gender-Based Crimes:

• According to National Crime Records Bureau (NCRB) data, approximately 10% of the total crimes defined under the Indian Penal Code were committed against women in 2021.
• These crimes include offenses such as domestic violence, sexual assault, and crimes against women and children.
• This data underscores the pressing need for specialized handling of such cases, as they often require a nuanced and empathetic approach.

• Insufficient Representation:

• Despite the prevalence of crimes against women, only about 5.3% of total arrests in 2021 were women. This indicates that the available women police force may be insufficient to effectively address cases related to women.
• Ensuring an adequate number of women police officers is essential to handling these cases sensitively and professionally.

• Scope Enlargement: The Protection of Children from Sexual Offenses Act has expanded the scope of women’s recruitment in the police force. This expansion acknowledges the unique skills and sensitivity that women officers can bring to cases involving children and minors.
• Versatile Capabilities: The women have demonstrated their competence in various police duties, dispelling any doubts about their ability to handle diverse assignments in a police institution. Their versatility is an asset in responding to a wide range of law enforcement challenges.
• Democracy and Representation: In a democratic country, every institution must be representative of its populace to earn the trust of the citizens it serves. Ensuring diversity, including gender diversity, within law enforcement agencies is vital to building trust and confidence among the public.

Government efforts

• Financial Incentives: The Ministry of Home Affairs (MHA) introduced financial incentives starting in 2018–19 to encourage states to implement police reforms effectively. These incentives include reserving a portion of modernization funds, with an initial reservation of 10% in the first year, followed by 20% of total modernization funds.
• Special Initiatives: The MHA also offered a special grant to encourage states to establish a ‘women desk’ in every police station. However, there may not be sufficient women personnel to handle these desks effectively in some districts.

Way Forward: Empowering Women in Policing

• Family Quarters Satisfaction: As of January 1, 2021, the satisfaction level regarding family quarters for women police officers stood at only about 30%. Adequate family quarters are crucial for creating a conducive work environment.
• Infrastructure and Environment: Efforts should be made to provide a conducive environment and basic infrastructure to encourage more women to join the police force. This includes improving living conditions, providing separate toilets for women staff, and providing crèche facilities for children in police stations.
• Uniform Police Act: Consider implementing a uniform police act for the entire country to establish consistent standards for women in the police force.
• Recruitment: Ensure that every state has a recruitment board to oversee and facilitate regular recruitment of women into the police force.
• Special Recruitment Drive: Launch special recruitment drives in all states and union territories to actively recruit more women officers and increase their representation in the police force, similar to the Constitutional 128th Amendment for women in legislatures.

Conclusion

• The journey toward gender equality and representation in India’s legislative and law enforcement bodies is complex but essential. Bridging the gender gap in the police force is not just about equality, but also about enhancing the effectiveness and inclusivity of these vital institutions in a democratic society.

Also read:

Women’s reservation: What is the road ahead, before it can be implemented

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