Dear friends,
We have received few questions regarding Daily current events, hence we thought , instead of responding to each via mail , we have compiled all the questions and answer to them here :-
Q-Do we cover PIB ?
A- Yes, it is indispensable.Apart from PIB we cover many other sites and newspaper too. It takes nearly 4 hrs to filter out and publish everyday(Some days more) . Filtering and Analysis takes more time .
Q- Why static section in some posts ?
A- When the news is too little for the day or if we come across any particular issue that might be important, we publish it as under Static section of the news post .
Q- Why news that are making headlines such as – Intolerance, Cow debate , etc are not published , while other sites are publishing the same.
A- We consider them political fights, nothing to do with our syllabus. Moreover political fights should be left to the politicians. It is not useful in any case for our preparation.If any substantial debate which may be necessary from syllabus point of view , even though it is political, will be published.
Q- Why no Editorials ?
A- Our Editorial is named as Reflections , As yet we have published 2 editorials , namely on AFSPA and Surrogacy. You may send mail to us if you come across any issue of importance that needs publishing, feel free to write to us.
Q-Will you provide the compilation of Monthly news ?
A- Yes, We are planning for that . Those who have subscribed to our mailing list will get it .
Q- Should I need to read the news on my own ?
A- Depends on you. But we cover everything , rest assured of that(We provide analysis too, which the newspaper usually lacks) .On a lighter note, If you want to get entertained , you may tune into prime-time news show though- those are great stress-busters 🙂
After all the hard work we put in , we only need 2 things from you . First – Promote the site (only if you believe in it) , Second – Be engaging with us, it helps us outdo ourselves each time.
Good Night
UPSCTREE Team
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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.