A true story from Puspal village, Dantewada, Chhattisgarh
The skies over Puspal, a small tribal village in Dantewada, Chhattisgarh, were dark and heavy. The roads were broken, schools were shut, and violence had become a part of everyday life. Most people had lost faith in the government. For them, development was just a word, not something real.
But in 2017, a young IAS officer, Saurabh Kumar, came to Dantewada as District Collector. What he saw was heartbreaking: villages cut off from the rest of the world, children who had never held a pencil, and no basic facilities like light, clean water, or proper schools.
Most would have seen it as a hopeless situation. But he didn’t.
Walking with Hope
Instead of sitting in his office, Saurabh started walking—literally. He visited the most remote villages on foot, often without security. In Puspal, he found a broken Anganwadi centre, no teachers, and children working in fields instead of learning in classrooms.
He launched a campaign called “Chhoo Lo Aasman” (Touch the Sky) to bring tribal children back to school.
Changing Lives, Step by Step
The plan was simple and local:
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Youth from the villages were trained to teach children.
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Solar lights were installed so classes could be held after dark.
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Folk songs and plays in local languages were used to explain the value of education.
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Even former Maoists were brought in to help build roads and support the cause.
With time, the change was visible.
For the first time, the children of Puspal had a working classroom, regular meals, and dreams beyond their village. One girl, Sukki, even topped a district-level exam. Until then, she had never seen a map of India.
Hope Restores Dignity
People started believing again—because someone cared enough to show up, listen, and act. Saurabh Kumar brought more than schemes and files. He brought hope—the kind that is seen in small steps, quiet actions, and sincere efforts.
Conclusion
In places like Puspal, where the sky seemed forever grey with fear and neglect, hope became the only way forward. And that hope came in the form of a determined officer who believed in walking with the people, not just governing them.
“When the sky is grey, hope is the way” is not just a saying—it is a truth that lives in every forgotten corner waiting for someone to believe and begin.
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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.