In the news:

• The Supreme Court emphasized the need for the Indian Coast Guard to grant Permanent Commission to women officers. Further, CJI too directed the Indian Coast Guard to consider it, indicating the court’s willingness to intervene if necessary.

Context:

• Attorney-General highlighted operational difficulties in implementing permanent commissions for Short Service Commission Officers.
• AG suggested to limit permanent commission for women to 10%, stressing that women should not be considered inferior.

Significance of the Permanent Commission for Women:

• Gender Equality: Permanent Commission for Women in the Armed Forces removes gender discrimination.
• Secure Employment: It provides increased job security and extended tenure for women officers. It can also grant equal entitlements as men, including pension benefits after 20 years of service.
• Fostering Opportunities: Ensures economic opportunities, and improves social conditions, and dignity for women.
• Behavioral change in the Society: It can encourage more women to join the Armed Forces, expanding the talent pool and addressing officer shortages.

What are the challenges faced by Women Officers in the Indian Armed Forces?

• Gender Bias and Discrimination: Women face biases from male officers who question their commitment due to marriage or family responsibilities. Biases exist among both genders, affecting the perception of women officers’ capabilities.
• Limited Career Opportunities: Women officers have historically faced restrictions in combat roles, limiting their career advancement. Challenges in obtaining commanding positions due to gender norms and lack of representation in leadership roles.
• Work Environment Issues: Lack of gender-sensitive facilities like separate toilets for women officers at certain postings. Unequal treatment and expectations, such as proving themselves more than male counterparts for recognition is a major challenge.
• Societal and Cultural Barriers: Traditional societal norms hinder the acceptance of women in combat roles and leadership positions. The need for a shift in societal attitudes towards viewing women as equals in the armed forces.
• Recruitment and Retention Challenges: Recruitment and retention rates in the armed forces are affected by the lack of a strong mixed-gender force. The Indian Army’s decision not to allow women in commanding roles impacts recruitment and retention efforts.

What can be the Balanced Approach for Women in the Armed Forces (Way Forward)?

• Acceptance of Gender-specific Rights: Acknowledge and incorporate gender-specific rights like maternity and child care leave into the policies of the armed forces.
• Equality in Physical Fitness Standards: Physical fitness standards should be role-based, not gender-based, to ensure equal rights and opportunities for all officers.
• Need to go with Merit-based Promotion: Women officers should compete on merit without any preferential treatment or discrimination, following a merit-driven approach for promotions.
• Developing of Pragmatic Policies: The armed forces need to adopt a pragmatic policy for the gradual inclusion of women in all ranks and disciplines, shedding patriarchal attitudes and creating necessary infrastructure.
• Need for the Codification of Rules and Regulations: Codify terms of service for women officers considering organizational interests, establish military laws to address gender crimes, and ensure that only volunteer women meeting psychological and physical fitness standards join combat roles.

Try this PYQ from CS Mains 2021:

Q. “Though women in post-Independent India have excelled in various fields, the social attitude towards women and the feminist movement has been patriarchal.” Apart from women education and women empowerment schemes, what interventions can help change this milieu?

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