The Supreme Court, recently, did the right thing by terming as serious the allegation by a petitioner that three crore ration cards were cancelled for not being linked with the Aadhaar database and that these were connected to reported starvation deaths in some States.
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The unique identification scheme has been in existence for more than a decade and recent data has estimated that nearly 90% of India’s projected population has been assigned the Aadhaar number.
Following the Court’s judgment in 2018, upholding the Aadhaar programme as a reasonable restriction on individual privacy to fulfil welfare requirements and dignity — a 4-1 majority Bench had also rejected a review petition in January 2021 — questions about the scheme’s validity for public purposes have been put to rest.
But that has not meant that concerns about the failures in the use of the identity verification project have been allayed. These include inefficiencies in biometric authentication and updating, linking of Aadhaar with bank accounts, and the use of the Aadhaar payment bridge.
With benefits under the PDS, the NREGA and LPG subsidy, among other essentials, requiring individuals to have the Aadhaar number, inefficiencies and failures have led to inconvenience and suffering for the poor. There are reports that show failures in authentication having led to delays in the disbursal of benefits and, in many cases, in their denial due to cancellation of legitimate beneficiary names.
The government had promised that exemption mechanisms that would allow for overriding such failures will help beneficiaries still avail subsidies and benefits despite system failures. That has been the response by the government to the recent petition as well, but reports from States such as Jharkhand from 2017, for example, suggest that there have been starvation deaths because of the denial of benefits and subsidies.
Biometric authentication failures are but expected of a large scale and technology-intensive project such as the UID. Despite being designed to store finger and iris scans of most users, doubts about the success rates of authentication and the generation of “false negatives” have always persisted, more so for labourers and tribal people.
Those engaged in manual and hard labour, for example, are susceptible to fingerprint changes over time. In practice, beneficiaries have tended to use Aadhaar cards as identity markers but there have been instances of people losing cards and being denied benefits.
Given the scale of the problem, the central and State governments would do well to allow alternative identification so that genuine beneficiaries are not denied due subsidies. The question of fraud can still be addressed by the use of other verification cards and by decentralised disbursal of services at the panchayat level.
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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.