Manthan Topic:-Walk to Equality:
Ensuring safety & empowerment of women
Discrimination between men and women in India:-
1. Declining Sex Ratio:- Reasons for the declining sex ratio have not yet been properly
investigated but primarily point to the following:-
a) Male child preference
b) Sex determination of the unborn child
c) Foeticide/Selective Abortion
e) Migration of women etc.
Serial No State/UT Female Sex Ratio as per
1 Haryana 877
2 Delhi 866
3 Chandigarh 818
4 Dadra and Nagar Haveli 775
5 Daman and Diu 618
6 Jammu and Kashmir 883
2.Women and HIV/AIDS:-The prevalence of violence and of HIV /AI DS is interrelated. Women's
inability to negotiate safe sex and refuse unwanted sex is closely linked to the high prevalence of
HIV/AIDS. Women who are beaten by their partners are 48% more likely to be infected with HIV
3.Violence against Women:-The most common form of violence experienced by women
In India is physical violence inflicted by an intimate partner. On average, at least 6 out
of 10 women are beaten, coerced into sex or otherwise abused by an intimate partner
in the course of their lifetime. Violence against women is seen in following forms:-
4.Women and Education:-In India ,girls in villages are not sent to school for study. They stay in
home and do the house work.
5.Women and the Business Case:-Women in India are not considered fit for business.
• India ranks 18th among the highest maternal mortality rates in the world with 540 deaths
• for every 100,000 births
• Only 48% of adult Indian women are literate.
• Among rural women, 36.1% have experienced physical violence in their adult lives.
• 66% of women who have experienced physical violence in their lifetimes are divorced,
• widowed, or deserted 15
• Lower caste and tribal women are among those who experience the highest levels of
• physical violence
• 85.3% of women reporting violence claimed that their current husbands were the
According to the most recent Demographic and Health Survey analysis, only 43% of
• currently married women (between ages 15-49) are employed as compared to 99% of
Nature of assets women have at present:
• 2% Private loan from family
• 3% Govt loan
• 4% women have jewellery on their own
• 2% Agricultural land
• 24% have houses on their own name.
• 9% have individual bank account
• 29% have not mentioned any kind of assets.
Need of Equality & Women Empowerment:-
Over the past decade, gender equality and women‘s empowerment have been explicitly
recognized as key not only to the health of nations, but also to social and economic
Solutions to Equality and Women Empowerment:-
1.Establish high-level corporate leadership for gender equality.
2.Treat all women and men fairly at work –respect and support human rights
3.Ensure the health, safety and well-being of all women and men workers.
4.Promote education, training and professional development for women.
5.Implement enterprise development, supply chain and marketing practices
that empower women.
6.Promote equality through community initiatives and advocacy.
7.Measure and publicly report on progress to achieve gender equality.
Impact of solutions:-
1.Leadership Promotes Gender Equality:-
• a. Affirm high-level support and direct top-level policies for gender equality
and human rights.
• b. Establish company-wide goals and targets for gender equality and include
progress as a factor in managers’ performance reviews.
• c. Engage internal and external stakeholders in the development of company policies,
programmes and implementation plans that advance equality.
• d. Ensure that all policies are gender-sensitive –identifying factors that impact
women and men differently –and that corporate culture advances equality
2.Equal Opportunity, Inclusion and Non discrimination:-
• a. Pay equal remuneration, including benefits, for work of equal value and strive to pay a living
wage to all women and men.
• b. Ensure that workplace policies and practices are free from gender-based discrimination.
• c. Implement gender-sensitive recruitment and retention practices and proactively recruit and
appoint women to managerial and executive positions and to the corporate board of directors.
• d. Assure sufficient participation of women –30% or greater –in decision-making and governance
at all levels and across all business areas.
• e. Offer flexible work options, leave and re-entry opportunities to positions of equal pay and
• f. Support access to child and dependent care by providing services, resources and information to
both women and men.
3.Health, Safety and Freedom from Violence:-
• a. Taking into account differential impacts on women and men, provide safe working conditions
and protection from exposure to hazardous materials and disclose potential risks, including to
• b. Establish a zero-tolerance policy towards all forms of violence at work, including verbal and/or
physical abuse, and prevent sexual harassment
• c. Strive to offer health insurance or other needed services –including for survivors of domestic
violence –and ensure equal access for all employees.
• d. Respect women and men workers’ rights to time off for medical care and counselling for
themselves and their dependents.
• e. In consultation with employees, identify and address security issues, including the safety of
women travelling to and from work and on company-related business.
• f. Train security staff and managers to recognize signs of violence against women and understand
laws and company policies on human trafficking, labour and sexual exploitation.
4.Education and Training:-
• a. Invest in workplace policies and programmes that open avenues for advancement of
women at all levels and across all business areas, and encourage women to enter non-
traditional job fields.
• b. Ensure equal access to all company-supported education and training programmes,
including literacy classes, vocational and information technology training.
• c. Provide equal opportunities for formal and informal networking and mentoring.
• d. Offer opportunities to promote the business case for women’s empowerment and the
positive impact of inclusion for men as well as women.
5.Enterprise Development, Supply Chain and Marketing Practices:-
• a. Expand business relationships with women-owned enterprises, including small businesses,
and women entrepreneurs.
• b. Support gender-sensitive solutions to credit and lending barriers.
• c. Ask business partners and peers to respect the company’s commitment to advancing
equality and inclusion.
• d. Respect the dignity of women in all marketing and other company materials.
• e. Ensure that company products, services and facilities are not used for human trafficking
and/or labour or sexual exploitation.
6.Community Leadership and Engagement:-
• a. Lead by example –showcase company commitment to gender equality and women’s empowerment.
• b. Leverage influence, alone or in partnership, to advocate for gender equality and collaborate with
business partners, suppliers and community leaders to promote inclusion.
• c. Work with community stakeholders, officials and others to eliminate discrimination and exploitation
and open opportunities for women and girls.
• d. Promote and recognize women’s leadership in, and contributions to, their communities and ensure
sufficient representation of women in any community consultation.
• e. Use philanthropy and grants programmes to support company commitment to inclusion, equality and
7.Transparency, Measuring and Reporting:-
• a. Make public the company policies and implementation plan for promoting gender equality.
• b. Establish benchmarks that quantify inclusion of women at all levels.
• c. Measure and report on progress, both internally and externally, using data disaggregated by gender.
• d. Incorporate gender markers into ongoing reporting obligations.
• National Crime Record Bureau Reports
• National Commission for Women Publications
• Report on women empowerment principles
• Report on women safety and equality
• Report on Women empowerment projects by government