In ordering that lease-holders should pay compensation to the extent of 100% of the price of the quantum of minerals they had illegally extracted, the Supreme Court has gone beyond a mere affirmation of the ‘polluter pays’ principle.
It has also set a significant benchmark for stringent action against those who indulge in mining without environmental or forest clearance. Even the Central Empowered Committee had recommended compensation to the extent of 30% of the value of the iron ore and manganese ore illegally mined in Odisha, but the court has been firm about not compromising on the quantum of compensation.
It is impossible to dispute the court’s reasoning that the defaulter or violator should bear the consequences of the illegality, and therefore cannot be allowed the benefit of “pocketing 70% of the illegally mined ore”.
The mining companies tried every possible means of avoiding the tag that they had illegally mined iron or manganese ore. Some of them argued that they did not require environmental clearance as they had started operations prior to 1994, when the Environmental Impact Assessment Notification was first issued, and that unless there was an expansion, they did not require environmental clearance.
Some said “illegal mining” was limited to mining activity outside the leased area, but the court has firmly ruled that any excess extraction within the leased area would also amount to unlawful mining. It has clarified that every renewal of a mining lease would require such clearance, even if there is no expansion, modernisation or increase in the pollution load.
The apex court has been passing a series of orders on illegal mining activity, notably in Goa and Karnataka. It has often voiced concern over the extent to which mining laws are being flouted and how illegal mining is depleting the country’s natural resources. In this verdict as well, the court identified rapacious mining in Odisha as a cause for great concern.
There appears to be no effective policy or effective check on mining operations, it has noted. In strong words, it has asked the Centre to revisit its National Mineral Policy, 2008, which “seems to be only on paper and is not being enforced, perhaps due to the involvement of very powerful vested interests or a failure of nerve.”
It is clear that the country is already paying a heavy price for its failure to regulate mining operations in an effective manner in several parts of the country. It has become a source for corruption, excessive exploitation of natural resources and a scourge in the lives of forest dwellers and tribals.
The petitioners before the court had stressed on the principles of inter-generational equity, the responsibility of every generation to conserve resources with subsequent generations in mind while exploiting nature. The court, understandably, has not set a limit for mining activities, but it has certainly flagged some issues for those in power to bear in mind.
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[wptelegram-join-channel link=”https://t.me/s/upsctree” text=”Join @upsctree on Telegram”]2021 WEF Global Gender Gap report, which confirmed its 2016 finding of a decline in worldwide progress towards gender parity.
Over 2.8 billion women are legally restricted from having the same choice of jobs as men. As many as 104 countries still have laws preventing women from working in specific jobs, 59 countries have no laws on sexual harassment in the workplace, and it is astonishing that a handful of countries still allow husbands to legally stop their wives from working.
Globally, women’s participation in the labour force is estimated at 63% (as against 94% of men who participate), but India’s is at a dismal 25% or so currently. Most women are in informal and vulnerable employment—domestic help, agriculture, etc—and are always paid less than men.
Recent reports from Assam suggest that women workers in plantations are paid much less than men and never promoted to supervisory roles. The gender wage gap is about 24% globally, and women have lost far more jobs than men during lockdowns.
The problem of gender disparity is compounded by hurdles put up by governments, society and businesses: unequal access to social security schemes, banking services, education, digital services and so on, even as a glass ceiling has kept leadership roles out of women’s reach.
Yes, many governments and businesses had been working on parity before the pandemic struck. But the global gender gap, defined by differences reflected in the social, political, intellectual, cultural and economic attainments or attitudes of men and women, will not narrow in the near future without all major stakeholders working together on a clear agenda—that of economic growth by inclusion.
The WEF report estimates 135 years to close the gap at our current rate of progress based on four pillars: educational attainment, health, economic participation and political empowerment.
India has slipped from rank 112 to 140 in a single year, confirming how hard women were hit by the pandemic. Pakistan and Afghanistan are the only two Asian countries that fared worse.
Here are a few things we must do:
One, frame policies for equal-opportunity employment. Use technology and artificial intelligence to eliminate biases of gender, caste, etc, and select candidates at all levels on merit. Numerous surveys indicate that women in general have a better chance of landing jobs if their gender is not known to recruiters.
Two, foster a culture of gender sensitivity. Take a review of current policies and move from gender-neutral to gender-sensitive. Encourage and insist on diversity and inclusion at all levels, and promote more women internally to leadership roles. Demolish silos to let women grab potential opportunities in hitherto male-dominant roles. Work-from-home has taught us how efficiently women can manage flex-timings and productivity.
Three, deploy corporate social responsibility (CSR) funds for the education and skilling of women and girls at the bottom of the pyramid. CSR allocations to toilet building, the PM-Cares fund and firms’ own trusts could be re-channelled for this.
Four, get more women into research and development (R&D) roles. A study of over 4,000 companies found that more women in R&D jobs resulted in radical innovation. It appears women score far higher than men in championing change. If you seek growth from affordable products and services for low-income groups, women often have the best ideas.
Five, break barriers to allow progress. Cultural and structural issues must be fixed. Unconscious biases and discrimination are rampant even in highly-esteemed organizations. Establish fair and transparent human resource policies.
Six, get involved in local communities to engage them. As Michael Porter said, it is not possible for businesses to sustain long-term shareholder value without ensuring the welfare of the communities they exist in. It is in the best interest of enterprises to engage with local communities to understand and work towards lowering cultural and other barriers in society. It will also help connect with potential customers, employees and special interest groups driving the gender-equity agenda and achieve better diversity.