Dear Aspirants,
First of all, we would like to thank you for your support through out.
Last year we had launched PRELIMS 2016 program ,albeit little late , yet the enrollment was beyond our expectation.We have got many positive results in PRELIMS this year and at the same time many good candidates could not get through.Since the past few days, we have been enduring mixed emotions – some sweet , some sore from our students.
Every time we read a thank you mail from you , it keeps us motivated to outdo ourselves and provide all the help we can.
Recently , many of you have asked the timeline for the PRELIMS 2017 launch.
In this regard we have thoroughly analyzed this years paper and here is our findings :-
- Current affairs were dominant.However , few current affairs were without logic or so to say -straight forward (The banana or butterfly or remnibi or inland port questions)
- However many questions can be solved by sheer application of logic.In PRELIMS 2017 program , we are planning to give the logic behind the answers/explanations , so that it may help you to eliminate the options.The logic for many questions for this PRELIMS 2016 can be found here- Click here
- It seems the cut-off has gone higher than predicted.If that is the case then PRELIMS became a 6 months preparation affair rather than the old 3 months preparation affair.Competition is getting tough and we have to put in extra efforts this time for sure, there is no other go.
- Many questions were asked from a certain time period when students usually do not read the daily current affairs (Months like -September, October etc- usually busy with MAINS preparation). This did cost dearly for some.
- Although current affairs probably going to dominate next year , yet one can not go to PRELIMS with out reading the static portion of the test.
- Many have committed “silly mistake” to the tune of 6-9 questions which did cost dearly.
- There is a parallel discussion going on in different forums with regards to the standards of questions asked.But that is a matter of another debate altogether.The motive for us should be on how to clear this qualifying exam and write mains.
After thoroughly analyzing the question paper and trend , and after getting few inputs from our old students, we are planning to do something better and more comprehensive this year.
The idea is to provide a safety net through rigorous practice so that one does not worry about the result after giving PRELIMS.That is the primary goal of our PRELIMS 2017 program.
One thing is pretty clear though, instead of 20 current affairs question per each set we will provide minimum of 30 questions from current affairs going forward and a complete paper only on current affairs, so that by the end of the program, we will ensure every details of current affairs is on your finger tips.
Before we decide the features of the test, we request you to give your valuable feedback , so that it will help us build a more inclusive and diversified PRELIMS 2017 program.
To save your time, we already framed few question, however you have the option to give in-detailed feedback.Your feedback is of immense value to us, hence , kindly don’t hesitate.
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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.