Category: Women

“If you educate a man, you educate a man. If you educate a woman, you educate a family.” This powerful proverb highlights the transformative role of women’s education, not just for the individual, but for families and society at large. Unfortunately, in many parts of the world, including India, the reality for women is far from this ideal. Deep-rooted societal biases, economic challenges, and cultural norms have created a system where girls and women face immense obstacles to receiving quality education. The consequences of this are far-reaching, perpetuating a vicious cycle of inequality that impacts entire generations. The Preference for Sons and Its Consequences India has long grappled with a societal preference for male children, a bias influenced by cultural, economic, and social factors. Sons are often seen as the future breadwinners, the ones who will support the family financially and carry on the family name. Daughters, on the other hand, are frequently viewed as a financial burden due to dowry expectations and the societal assumption that they will eventually marry and leave the family home. This preference for sons has led to alarming practices, such as sex-selective abortions, despite gender determination being illegal in India. While this legal restriction has helped reduce some gender imbalances, many female fetuses are still aborted illegally, or parents may neglect their daughters after birth. Those girls who are lucky enough to survive face struggles from a young age, starting with unequal access to education. Gender Disparities in Education From early childhood, girls in India often witness a stark difference in how they and their male siblings are treated, particularly when it comes to education. In families with limited financial resources, the education of boys is prioritized, while girls are often sent to substandard schools or denied education altogether. The reasoning behind this is rooted in traditional gender roles, where men are expected to take on jobs and support the family, while women are confined to household tasks, such as cooking and cleaning. This mindset reduces the perceived value of educating girls, who are seen as future homemakers rather than contributors to the workforce. Even when girls do attend school, they face an array of challenges that boys typically do not. These include inadequate infrastructure, lack of proper sanitation facilities for girls, and social pressures to marry at an early age. For those who manage to overcome these barriers and pursue higher education, new obstacles emerge. The Struggles Continue: Women in the Workforce For many women in India, completing their education and entering the workforce does not mark the end of their struggles. Societal expectations often pressure women to prioritize family duties over their careers. Even educated women, who have the potential to contribute significantly to the workforce, may find themselves forced to give up their jobs due to the demands of marriage, in-laws, and household responsibilities. The concept of a “working woman” is still viewed with suspicion in many traditional households, and women who work outside the home are often judged for neglecting their familial duties. This cycle of dependency, where women are financially reliant on their husbands or families, further entrenches gender inequality. Without the ability to earn their own income, women’s freedom to make decisions about their lives is severely restricted, leaving them vulnerable to exploitation. The Vicious Cycle of Gender Discrimination The lack of educational opportunities for girls and women in India contributes to a vicious cycle of inequality. Women who do not receive a quality education are less likely to enter the workforce or achieve financial independence, making them more vulnerable to discrimination and exploitation. This dependency on male family members perpetuates gender biases, which are passed down from one generation to the next. Male children who grow up seeing their mothers and sisters treated as inferior internalize these behaviors and carry them into adulthood, reinforcing patriarchal attitudes. In this way, the cycle of gender discrimination continues, widening the gap between men and women in Indian society. A Nationwide Challenge While some progress has been made, and in certain urban, educated, and affluent segments of society, women are gaining more opportunities, this represents only a small fraction of the population. Rural areas and underprivileged communities, which make up a significant portion of India’s population, continue to struggle with gender inequality, particularly in education. Efforts by NGOs and government programs have sought to bridge this gap by providing scholarships, improving school infrastructure, and launching awareness campaigns. However, given India’s sheer size and population, these efforts often fall short of creating the widespread impact needed to address the systemic challenges faced by women across the country. The fight for gender equality in education is far from over, and much more needs to be done to ensure that every girl has access to quality education and the opportunity to build a better future for herself and her family. The Way Forward: Educating Women to Educate Society Empowering women through education is not just about gender equality—it is about transforming society. Educated women are more likely to become financially independent, healthier, and more empowered to make decisions for themselves and their families. They raise children who are healthier, better educated, and more tolerant. When women are educated, the benefits extend to entire communities, creating a ripple effect that can uplift societies over time. The path to achieving this, however, requires systemic changes at every level—legal, economic, and social. It involves challenging deep-seated cultural norms that favor men, investing in educational infrastructure for girls, and ensuring that women have the freedom and support to pursue careers after their education. Only by addressing these issues holistically can we hope to break the cycle of gender discrimination and create a more equitable future for all. While significant challenges remain, educating women is one of the most powerful tools for social change. If we truly want to build a future where all individuals, regardless of gender, have equal opportunities to succeed, we must prioritize the education of women. After all, when you educate a woman, you

World War II brought major changes to women’s roles in the workforce, reshaping how society viewed their economic contributions. Before the war, most women worked in domestic settings or in traditional “feminine” jobs like teaching, nursing, or clerical work. However, when men left to fight in the war, women were called upon to fill the labor shortage. This period marked a turning point, showing that women could take on roles previously reserved for men, particularly in industries related to military production, such as manufacturing, aviation, and shipbuilding. As the war progressed, women entered the workforce in large numbers, stepping into jobs that required technical skills, strength, and endurance. “Rosie the Riveter” became the symbol of this shift, representing women as capable and essential contributors to the war effort. Women worked in factories, shipyards, and munitions plants, doing jobs that had once been considered unsuitable for them. By 1943, women made up a third of the workforce in war-related industries, helping produce planes, tanks, and weapons critical to the war. Despite their significant contributions, women were still paid less than men for doing the same work. However, many experienced a new sense of independence, as their wages provided financial support for their families. This economic shift allowed women to prove their value in the workplace, even though their employment was often seen as temporary, a necessity during the war but not a permanent change. When the war ended in 1945, men returned home and expected to reclaim their jobs. Women were pressured to return to their traditional roles as homemakers. Government propaganda, which had encouraged women to work during the war, now shifted to promoting domesticity, urging women to leave the workforce and focus on family life. Many industries laid off female workers to make room for returning veterans, and the closure of wartime childcare facilities made it difficult for women with children to continue working. However, not all women were willing to return to their previous roles. Some, particularly those who had gained new skills and a sense of economic independence, were determined to remain in the workforce. These women faced challenges like wage inequality and job insecurity, but the war had changed their perspectives on work and their place in society. The long-term impact of women’s participation in the workforce during World War II would be felt for decades. While many women were forced out of their jobs after the war, their contributions had a lasting effect on gender roles and labor policies. The war had demonstrated that women were capable of performing jobs in male-dominated industries, laying the foundation for future gender equality movements. The experiences of women during World War II also brought attention to issues such as wage inequality and the lack of support for working mothers. These issues would become central to the feminist movements of the 1960s and 1970s, which aimed to break down the barriers women faced in the workplace. World War II was a transformative period for women’s economic roles. Their participation in the workforce during the war not only helped the war effort but also reshaped societal attitudes towards women’s work. While the post-war period saw a return to traditional gender roles, the long-term effects of women’s wartime contributions laid the groundwork for future movements toward gender equality in the workforce.

Navigating the workplace as a woman comes with its own set of challenges, but for women of color, these challenges often multiply. They face a unique intersection of biases—one rooted in their gender and the other in their ethnicity. Despite the long history of efforts aimed at fostering inclusive workplace cultures, women of color continue to encounter significant obstacles that their white and male colleagues may be completely unaware of. One of the most pervasive and insidious challenges is the experience of “microaggressions,” a term first coined by American psychiatrist Chester M. Pierce in 1970. Microaggressions are subtle, often unintentional, actions or comments that convey negative or derogatory attitudes. Unlike overt discrimination, these behaviors are usually so minor that they can easily go unnoticed or be dismissed as insignificant. However, their cumulative impact can be profoundly damaging, creating an environment that feels hostile and unwelcoming. For women of color, microaggressions can manifest in many ways. Imagine being told, “You speak such good English!”—a remark that might seem like a compliment on the surface but actually reveals an underlying assumption that people of their ethnicity are not expected to be articulate. Or consider the experience of a woman of color who, despite holding a managerial position, is repeatedly mistaken for a lower-level employee and treated with less respect. These seemingly small slights are not just frustrating—they reinforce harmful stereotypes and contribute to a sense of isolation and devaluation. The impact of microaggressions is often compounded by the fact that they are difficult to confront. Because they are so subtle, those on the receiving end might hesitate to speak up, fearing that they will be perceived as overly sensitive or that their concerns will be dismissed. This reluctance only allows the behavior to persist, further entrenching a culture of exclusion. So, what can we do to address these issues and support women of color in the workplace? The first and most important step is to start talking about these experiences openly. We need to create spaces where women of color feel safe and empowered to share their stories. By bringing these issues to light, we can raise awareness and begin to challenge the behaviors that have long gone unrecognized. Writing about and discussing the rights of women of color is a crucial part of this process. The more we talk about microaggressions, the more we can expose their harmful effects and work toward eliminating them. This isn’t just about creating more content; it’s about fostering a cultural shift where these conversations become a normal part of how we think about and address workplace dynamics. In addition to raising awareness, workplaces must take proactive steps to combat microaggressions and other forms of discrimination. This means crafting and enforcing strict guidelines that clearly define what constitutes unacceptable behavior. It’s not enough to simply have these guidelines in place—they must be actively communicated, and there must be accessible and effective processes for reporting and addressing incidents when they occur. Employees should feel confident that their concerns will be taken seriously and that there will be meaningful consequences for discriminatory behavior. Moreover, the issue of representation cannot be overlooked. Women of color often find themselves in environments where they are one of the few, if not the only, people of their background. This lack of representation can exacerbate feelings of isolation and make it harder to challenge discriminatory behaviors. By ensuring that women of color are present in significant numbers at all levels of an organization, we can help to create a more inclusive culture where everyone feels seen, heard, and respected. Representation isn’t just a numbers game; it’s about fostering a sense of belonging and ensuring that diverse voices are included in decision-making processes. The journey toward a truly inclusive workplace is ongoing, and it requires continuous effort and commitment from everyone involved. By acknowledging the unique challenges faced by women of color and taking concrete steps to address them, we can create workplaces that are not only more equitable but also more dynamic and innovative.

During the COVID-19 pandemic, the world witnessed a significant shift towards remote work, fundamentally altering the traditional work environment. While some individuals faced job losses, this transition highlighted the potential of working from home and opened a plethora of new opportunities. For instance, many discovered they could run businesses from home, effectively managing supply chains and collaborating with suppliers and distributors remotely. One of the most notable outcomes of this shift was the rise of women starting home-based businesses. Leveraging skills they had honed over the years, these women found new avenues to apply their talents. Social media platforms, particularly Instagram, played a crucial role in this transformation. Women could easily reach potential customers by posting pictures and reels of their handmade products, garnering likes and shares from their followers. This development significantly increased the participation of non-working women in the economy. However, the departure of women from traditional jobs remains a contentious topic. For many women, quitting their jobs to start their own businesses led to a better work-life balance. Supported by their spouses and families, these women found fulfillment and flexibility that traditional employment often lacked. Yet, the broader economic impact is multifaceted. While the economy lost experienced and skilled workers, their positions were frequently filled by others who could navigate the dual demands of work and home life effectively. The women who ventured into home-based businesses were typically well-educated, trained, and highly skilled. Their entry into the market introduced a new level of competitiveness and quality, filling a void of skilled strategists. Moreover, many of these entrepreneurial women eventually created job opportunities for other non-employed, less-educated women, fostering a ripple effect of economic empowerment. In essence, the shift from traditional employment to home-based businesses resulted in both losses and gains for the economy. The departure of skilled workers from traditional roles was balanced by the infusion of new businesses and job opportunities. The full extent of this impact still requires extensive research to understand fully. From my perspective, this transformation, despite its complexities, has been a positive disruption. It has introduced a new dynamic into the economy, one that holds promise for better times ahead. The entrepreneurial spirit and resilience demonstrated by these women could pave the way for a more flexible and inclusive economic landscape in the future.

Recently, I watched a Tamil movie called “Annapoorani,” starring Nayanthara. It’s about a Brahmin girl who dreams of becoming a top corporate chef. However, she faces a significant challenge: as a chef, she might need to cook meat, which goes against her religious beliefs. Despite this, she fights against the odds and becomes a successful chef. The movie was heavily criticized for allegedly hurting the religious sentiments of Brahmins and received a low rating of 3.8 out of 10 on IMDB. Amidst these religious allegations, the core message of the movie was lost. The film wasn’t about challenging religious beliefs but rather about a woman’s journey against all odds to achieve greatness. Unfortunately, this powerful message was misunderstood and overlooked. This story highlights a broader issue in our society. Whenever a woman strives to achieve something significant, she often challenges long-held notions, whether they are religious, cultural, or societal. For instance, in some places, simply working a job is not considered favorable for women, who are expected to stay at home after marriage. If their husbands support them, both are criticized. If a woman cannot have multiple children because she is focused on her career, she is frowned upon. She is allowed to achieve a certain level of success, but if it requires further effort that demands changing home dynamics, she is often pulled back. Many women have buried their professional ambitions simply because they need extra support from their families. The movie “Annapoorani” serves as a metaphor for this struggle. Just like the protagonist, many women face immense pressure to conform to traditional roles. Their aspirations are often seen as threats to established norms. This resistance is not just about preserving tradition but also about maintaining control over women’s lives and choices. However, just as Annapoorani fought against these restrictions, many women today are challenging the status quo. They are breaking barriers and redefining what it means to be successful. They are showing that it is possible to respect tradition while also pursuing personal and professional goals. This dual commitment to tradition and progress is not easy, but it is necessary for a more inclusive and equitable society. In reflecting on both the film and my personal experiences, I see a common thread: the need for greater respect and recognition of women’s contributions, both at home and in society. By acknowledging and supporting women’s ambitions, we can create a culture that values equality and mutual respect. This begins with small steps, like sharing responsibilities at home and questioning outdated norms. Over time, these small changes can lead to significant shifts in how we perceive and treat each other. Whether it’s about who eats first at a family dinner or who gets to pursue their dreams, the goal is the same: to build a society where everyone is valued and respected. By starting with our own actions and setting examples in our homes, we can influence the broader social structure and create a more inclusive and fair society for all.

At countless family and neighborhood dinners, I’ve noticed a tradition that bothers me deeply. When it’s time to eat, the men are invited to sit first and enjoy the food. The women, often accompanied by young children if they’re still small, serve the meal and then gather in another room to chat while the men eat. The young boys join the older men, while the women either stay in the kitchen or huddle together elsewhere. Only after the men finish their meal and move on to their conversations do the women finally get their turn at the table. By then, the food is often cold, and they sometimes reheat it or just eat it as it is. The female host usually eats last. This custom might seem logical at first glance: the female host is responsible for the meal, and the male host for hospitality, so he eats first. But why do the female guests also have to eat last? Perhaps they want to eat together with the host, or maybe they’re not comfortable dining with the men, especially in cultures where there’s a strict separation between genders. These traditions likely date back to times when men did the hard work of gathering food and hunting. After returning home exhausted, it made sense for them to be served first. In groups, men took on the responsibility of protecting their homes from external threats, and thus received care and affection from the women when they returned. However, society has progressed, and gender roles have evolved. Many men now help with kitchen chores, even after a long day at work. Women, even those who stay home, expect their husbands to participate in preparing meals. And once everyone has eaten, husbands are often expected to help with washing dishes. But during group dinners with multiple families, the old traditions persist. It’s surprising that men who usually help in the kitchen revert to eating first with other men during these gatherings. Even more surprising is that no one, especially the women, seems to question this. As I reflect more deeply on these experiences, I realize that it’s not just about the act of eating first or last—it’s about respect and recognition. By serving men first and relegating women to the background, these traditions reinforce a hierarchy that undervalues women’s contributions. Women work hard to prepare these meals, and they deserve to be acknowledged and appreciated, not just in private but also in social settings. In our everyday lives, many of us are already challenging these outdated norms. I see men who cook, clean, and share the load equally with their partners. This change is significant and should be extended to our social gatherings. When I see my father helping my mother in the kitchen, it gives me hope that things are changing. But the true test comes during these larger family gatherings where tradition holds strong. One way to start making a difference is by simply talking about it. Open discussions about these traditions can lead to greater awareness and, eventually, change. We can question why things are done a certain way and explore how we can do them differently. Small changes, like men and women eating together or men serving the food, can make a big impact. When I imagine my future, I see a household where my wife and I share responsibilities equally. I envision us setting an example for our children, showing them that respect and equality are fundamental values. I hope that by waiting to eat with my wife, serving her, and ensuring she feels valued, I can create a small ripple that contributes to a larger wave of change. Ultimately, it’s about more than just changing who eats first. It’s about building a culture of mutual respect, where everyone’s efforts are recognized and appreciated. By starting with our own actions and setting examples in our homes, we can slowly but surely influence the broader social structure. And while it might seem like a small step, it can lead to a significant shift in how we view and treat each other. So, even though I’m still young, I hold on to this vision for the future. I hope that I can stand by my word and create a home where respect and equality thrive. And maybe, just maybe, others will follow suit, leading to a more inclusive and fair society for all.