Dr. Srinivasan is a senior scientist working for a reputed biotechnology company known for its cutting-edge research in pharmaceuticals. Dr. Srinivasan is heading a research team working on a new drug aimed at treating a rapidly spreading variant of a new viral infectious disease. The disease has been rapidly spreading across the world and the cases reported in the country are increasing. There is huge pressure on Dr. Srinivasan's team to expedite the trials for the drug as there is significant market for it, and the company wants to get the first-mover advantage in the market. During a team meeting, some senior team members suggest some shortcuts for expediting the clinical trials for the drug and for getting the requisite approvals. These include manipulating data to exclude some negative outcomes and selectively reporting positive results, foregoing the process of informed consent and using compounds already patented by a rival company, rather than developing one's own component. Dr. Srinivasan is not comfortable taking such shortcuts, at the same time he realises meeting the targets is impossible without using these means. (a) What would you do in such a situation? (b) Examine your options and consequences in the light of the ethical questions involved. (c) How can data ethics and drug ethics save humanity at large in such a scenario?

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 around30% in 2020from 2000.

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

• Education for Women: Ancient texts like theRigvedahighlight the roles of women scholars likeGargiandMaitreyi


• Matrilineal Societies:in communities like theNayars of Keralaand theKhasis of Meghalayawomen inherit property


• Role of Women in Bhakti Movement: Saints likeMirabaiandAkkamahadevipromoted equality in spiritual pursuits.


• Indian culture has long reveredArdhanarishvara, a deity representing the fusion of male and female principles, symbolizing balance and equality between genders.

## Gender specific challenges

• PERSONAL FACTORS:

• Workplace Harassment: Eg. NCW reported a 14% increase in workplace harassment complaints in 2022, which often affects women’s mental health and professional growth.


• 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.


• 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.


• CULTURAL FACTORS:

• Gender Bias and Stereotypes: Women are often perceived as less capable of handling high-pressure positions, particularly in roles involving law enforcement and policing.


• 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.


• 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).


• INSTITUTIONAL FACTORS:

• 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.


• Systematic Issues: Political interference, limited recognition, frequent transfers, and stress hinder their career growth.

## Measures

• Strengthening Implementation of Workplace Policies:effective implementation of theSexual Harassment of Women at Workplace Act, 2013 and Vishakha guidelineswith robust internal complaints committees and zero tolerance towards harassment.


• Regular awareness programs and gender-sensitization training can create a safer work environment.


• Promoting Flexible Work Arrangementslikeflexible work hours and remote working optionscan help women balance their personal and professional responsibilities.


• Mentorship Programs: Eg.Initiatives like“She Leads,”introduced by UN Women.


• Increasing Women’s Representation in Decision-Making Roles:enforcegender quotasin higher positions, similar to the33% reservationfor women inlocal bodies.

As per2021 UNDP reportonGender 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.

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