Mains Practice Questions

Introduction

Gender sensitization in public administration refers to creating awareness, understanding, and responsiveness toward gender equity in governance processes. While policy changes like reservations and legislations are vital, real change requires addressing deeper social norms, workplace culture, and systemic challenges.

Body

Importance of Gender Sensitization Beyond Policy Changes:

• Changing Mindsets and Attitudes: Reservation for women in local governance (73rd and 74^th Amendments) often faces resistance due to patriarchal mindsets, leading to proxy leadership by male relatives (like Pradhan Pati ).
• Improving Workplace Culture:: Cases of sexual harassment in workplaces despite policies like the Prevention of Sexual Harassment (POSH) Act.
• Enhancing Gender-Responsive Service Delivery: Policies alone cannot ensure inclusive service delivery without gender sensitivity among public servants.
  • Example: Women facing harassment at police stations or health centers, despite policies promoting access to justice and healthcare.
• Addressing Intersectional Discrimination: Gender policies often overlook the compounded challenges faced by women from marginalized communities (e.g., Dalits, tribals, and minorities).
  • Despite provisions for Scheduled Tribe women, lack of sensitivity among officials hinders their access to land rights or livelihood opportunities.

Measures Required Beyond Policy Frameworks:

• Gender-Responsive Training for Public Officials
  • Conduct regular gender sensitization workshops for bureaucrats, police, and other public servants at both induction and in-service levels.
  • Develop training materials focusing on real-life scenarios, unconscious bias, and case studies of effective gender-sensitive governance.
• Community Engagement and Awareness: Organize grassroots campaigns in collaboration with NGOs and local self-help groups to educate communities about gender equality and the roles of women in governance.
  • Empower grassroots women workers (e.g., ASHA workers, Anganwadi staff) through community awareness programs that promote respect for their contributions.
• Leadership Development for Women in Administration: Introduce mentorship programs where senior women officers mentor and guide young women civil servants.
  • Organize leadership and negotiation skills workshops to prepare women for decision-making roles.
  • Provide incentives or awards to recognize women leaders making a difference in administration.
  • Example: IAS officer Smita Sabharwal of Telangana, known as the “People’s Officer,” has inspired women in public administration through her citizen-centric reforms in healthcare and infrastructure.
• Use of Technology for Gender Audits and Monitoring: Develop gender dashboards that track women’s participation in governance, employment, and access to services across regions.
  • Use mobile-based apps for real-time reporting of gender-based challenges in service delivery.
  • Ensure gender-disaggregated data collection to analyze the impact of policies like Beti Bachao Beti Padhao.
• Creating Gender-Sensitive Infrastructure in Public Institution: Ensure proper facilities like separate restrooms, child care facilities, and safe workplaces in government offices.
  • Introduce flexible work arrangements like work-from-home options for women officials in specific roles.

Conclusion

While policy changes lay the foundation, transformative gender sensitization in public administration demands persistent efforts to change attitudes, workplace environments, and societal norms. Only by addressing these systemic and cultural issues can public administration truly become a driver of gender equity and inclusivity.