The Central Armed Police Forces(CAPF) in India that comprises the Assam Rifles, Border Security Force (BSF),Indo-Tibetan Border Police (ITBP),Sashastra Seema Bal (SSB),Central Industrial Security Force(CISF),Central Reserve Police Force(CRPF),National Security Guard(NSG) these Special task force has been given the responsibility of protecting national security.
However, one fact that stands out from these forces is that a significantly small proportion of the women personnel. At present women are barely 4.4% of the CAPF personnel in 2024.
Historical Reference and Contemporary Data
The personnel strength of the CAPFs has been increasing in the past years, and the portrayal of women also fall under the same category. In 2014, there were only fifteen thousand four hundred and ninety nine female CAPF troops; by 2024, that number had increased to four thousand one hundred and ninety. However, this percentage is still very low compared to the previous years. With regards to the women representation in CAPFs the CISF has occupied the maximum percentage which is 7.02 percent while on the other extreme is the CRPF which holds the 3.38 percent.
Measures on the Promotion
Over the last several years, the Indian government has taken many actions to increase the strength of women in CAPF. In 2016, the central government decided to reserve one third of the constable positions in the CRPF and CISF and fourteen to fifteen percent in the border guarding forces.
Challenges and Barriers
The percentage of women in CAPFs is still low due to the reasons: They include the physical fitness standards that the intended recruit must meet to be recruits and trained. The intense physical training and strenuous work requirements have been known to pose problems to most women. Moreover, culture, sexual prejudices also influence the decision of women not to join the forces. It is unbecoming of women to take up certain roles; this tends to be a discouraging factor towards employment for women in CAPFs.
Impact of Low Representation
The fact that there are few women in CAPFs has certain consequences. It means that in decision-making and operation the forces and personnel may lack a diverse view of the problem, or may not have existing working perspectives. Besides, it is associated with a great chance of solving gender-related problems and creating more comfortable conditions for all the forces’ members.
Future Prospects
The Ministry of Home Affairs has been trying steadily to up the proportion of women in CAPFs. It is projected that four thousand one hundred and thirty eight women will be enlisted in various CAPFs by 2025. The government has also made notes to other state governments and union territory administrations for improving the representation of women in police. Such measures are like more appointment of women constables and sub-inspectors coupled with provision of every police station with at least three women sub-inspectors and 10 women police constables.
The Issues Related to Recruitment of Women in CAPF and Other Security Forces in India
The participation of women in CAPF and other security forces in India constitutes the rationale, since this will help in the realization of gender parity as well as the efficiencies of the security forces. The report reveals that the recruitment and retention of women in the above positions are still a challenge despite the many efforts that have been made by the government. Here are some of the key challenges associated with the recruitment of women in CAPF and other security forces in India:
1. Physical Fitness Standards
There are several drills that every female candidate aspiring to be recruited to the CAPF or other security forces must meet. The physical tasks of these jobs are strenuous especially, and the equipment to be used is developed with the male labour force in mind. While attempts are made to adjust the standards of the training and assessment for women, the demanding program discourages many potential women candidates. The elements of power, stamina, and versatility as vital for particular operational tasks sometimes hamper women from joining these forces.
2. Cultural and Societal Norms
Cultural and societal norms play a significant role in shaping the career choices of women in India. A culture that sanctions the male language of protocol in security forces tends to push females out of work in security because the experiences, duties and skills in this sector are considered to be masculine in nature due to male oriented expectations such as physical strength and propensity for aggression. The other reasons may include; families’ fear for the safety, ruggedness of the jobs performed, forced re-location or stationing in rural or remote regions.
3. Work-Life Balance
While working for the security forces, women have to deal with a crucial issue of work-family conflict. The nature of work requires special skills and energy, long work hours, constant transfers, and posting in hard areas that make it hard for women to attend their family responsibilities. This challenge is worsened by the absence of proper social support measurers including child care facilities and flexi hours. It is essential that adequate work-life balance is provided in order to maintain the females in these forces and to attract more of them.
4. Infrastructural and Logistical Constraints
The infrastructure and facilities in many security force units are not adequately equipped to accommodate women. The problem like having no separate facilities for catering to the needs of the female sex by having no separate quarter, washrooms, and sanitary amenities are disadvantageous for female gender. Similarly, the challenges of child care and cater to the particular needs of women including maternity leave and health care make it almost impossible for women to practice their career in these forces.
5. Gender bias and discrimination
Women in the security forces continue to face discrimination during the recruitment process and during promotion. Ladies are normally stereotyped and people will always think they are unable to withstand the rigors of security jobs. This bias may manifest in such areas as; reduced opportunity to gain new skills through training, developmental assignments and promotions. Much more than education can help in eradicating the above mentioned established-sub-conscious biases that might have crept into the forces, as it is and needs cultural change and activism by competent forces leadership and clear policies to crack down.
6. Safety and Security Concerns
The issues of harassment and misbehaviour with women personnel in the forces are also important. There are dangers that women in security forces can encounter including harassment, assault and discrimination, at the workplace and during work. Papers also suggest that protection of women at workplace should be given high priority in order to increase the number of women in such posts. Implementing stringent policies against harassment, providing support mechanisms, and fostering a culture of respect and equality are crucial steps in this direction.
7. Lack of positive role models and mentorship
Currently most, security forces globally have little to no female representatives in their senior ranks, hence few women to look up to or emulate. Other women are likely to be motivated noticing other women in senior leadership positions that they can emulate and climb the ranks. Attracting talented women to organizations and ensuring that they are retained can be a challenge for organizations, but there are solutions to this need: organizations should set up proper mentorship programs and provide the women with opportunities to get together and exchange their stories.
Measures to overcome challenges
Concerns that have been raised in relation to the employment of women in the Central Armed Police Forces (CAPF) and other security forces of India can overcome taking the adequate measures. The solutions need to be aimed at providing conditions both conducive to women’s participation and for them to stay engaged. Here are some potential solutions to the identified challenges:
1. Revising the Wellness-Fitness Profile:
Although keeping up stringent physical measurements as part of requirements for operations is important, it is important to question and transform physical standards that may not allow women to meet those expectations without losing the core need. This can be achieved through:
- Creating specific criteria for men and women’s fitness acknowledging the fact of their physiological differences.
- Several readiness performance benchmarks for women that can be achieved through targeted preparatory fitness programs.
- Ensuring that there are enough training amenities, and instructions to help the women pass the fitness tests.
2. Breaking the Cage: the Fight against Cultural/Societal Stereotypes
Addressing deep-rooted cultural and societal norms that discourage women from joining security forces requires a multifaceted approach:
- Launching awareness creation campaigns to encourage the gender diversity in the security forces and women in the sector.
- Educating male members of society especially the rural ones to encourage women get employment in security forces.
- Presenting positive images of female officers as families and young girls would want to emulate.
3. Improving Work-Life Balance
To attract and retain women in security forces, it is essential to create policies and practices that support work-life balance:
- Providing work flexibility measures including part time work during working hours and work time shifting where practicable.
- Offering accommodation and other facilities for child care, for women with young children.
- Expanding use of continued maternity and paternity leave to meet the needs of family care.
- Creating job openings that will enable female employees to be near their families.
4. Laying the foundation for a better Infrastructural and Logistic aid
Creating a conducive working environment for women requires improving infrastructure and logistical support:
- The creation of a women personnel specific living quarters as well as toilets and bathing compartments.
- Ensuring that all products and services in all units and facilities are adaptive to the female sex.
- Regular inspection and revision of facilities with the purpose of identifying the condition and safety extent of the environment for women.
5. Combating Gender prejudice and discrimination
To foster an inclusive culture within security forces, it is essential to address gender bias and discrimination:
- Enacting and monitoring effective anti-discrimination policies.
- Creating awareness among the employees by organizing gender fair training and sensitization meetings frequently.
- The policies needed for investigating complaints of harassment and discrimination and responding to them.
- Proposing techniques for recruitment, training, and promotion in the service that will maximize the merits of having women in the service.
6. Ensuring Safety and Security
Creating a safe and secure working environment for women is critical for their recruitment and retention:
- Structuring effective policies that will eradicate the vice, protecting women in the workplace.
- Offering service providers including counseling and legal services to women who suffer from harassment or discrimination at their workplace.
- Promotion of a culture, where disciplinary mechanisms allow no tolerance for misconduct and general administrative efficiency that compels action on offenders.
7. Protecting the Role Models and Mentors
Encouraging more women to join and stay in security forces can be achieved by promoting role models and mentorship:
- Promoting successful examples of women in security forces through media and public space.
- Increasing the provision of sponsorships where senior female officers can be parting their experiences with the junior female officers.
- Organizing forums and structural help desks for women personnel to continue with the experiences of other women in similar positions, as well as to advance their concerns.