I know UPSC 2023 Prelims was a shocker. Those who cleared it, they too had their apprehensions.
If you were unable to clear the UPSC 2023 Prelims- One of the following reasons applies to you: –
- You have not well-versed with NCERTs or you have ignored some parts of it.
- You have not been consistent with your Newspaper reading habits.
- Questions were such that, you buckled under pressure and did some silly mistakes.
I am not here to pinpoint the mistakes, because the deed is done and the fate is sealed. The question is how to deal with UPSC PRELIMS 2024?
I am also sure; you might have watched a hundred videos in YouTube on that too. Rest assured; I am not here to give you any Gyaan.
My only intension here is to tell you exactly what you should do and how you should start you preparation now. And much of what I am going to tell-you already know it. I am just reminding you and making you cautious.
- First Read only one Newspaper – The Hindu and read it daily [ No Shortcuts and No negotiation on this part]
- Read your NCERTs thoroughly. [That Means you should be able to revise them at least 10 times]
- Do a cursory reading of Down To Earth Magazine or articles (Only Important parts)
Most of the time, aspirants get anxious because of peer pressure. If someone is reading such material in such a way or manner, you must read it – that’s the worst part. That creates a buffoon out of your preparation and messes it up pretty bad.
If you want to see the sources of the Prelims questions and how UPSC framed them: –
Watch the video here:- Click Here
Last, but not the list. I have only 2 things to say – Read Newspaper (The Hindu) regularly and Read your NCERTs thoroughly. And a little bit common sense and application of it in exam will not hurt.
Go Old School, Prepare the way it should be. Don’t rely on shortcuts. Develop a habit of Newspaper reading.
Out of 10 lakh applicants only a 14000+ are selected. That essentially means…..you need to Leave the HERD and do what others are not doing.
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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.