Induction of women combatants in BSF: issues and effect on the organization

Abstract

Border Security Force was raised post the 1965 war with Pakistan and is mandated to guard theIndo-Bangladesh (4,093 Kilometers) and Indo-Pak Border (3,323 Kilometers). It has a clear cutwartime and peace time role and has the distinction of having participated in the 1971 war. Apartfrom Border Management, BSF has been actively involved in various internal security, counterinsurgency, disaster management and anti-Naxalite operations.The current strength of BSF is around 2.5 lakhs and the Force has traditionally been inductingwomen in non-combat roles i.e. Medical and Ministerial Cadre. The first batch of Women CTs(Constables) were inducted in the year 2009 and the current strength is close to 3,500 now and thiswill be gradually scaled up to 15 % of the strength of the force. These Women CTs will bereplacing the men in the less sensitive areas initially and will be used in functional areas with lowthreat perception, like Gate management etc. Since they are being recruited against the authorizedstrength, they will have to be used for all assignments subsequently. The supervisory staff i.e. ladySubordinate officers and lady Officers are also being inducted so that there is representation ofwomen in the entire command structure.It is against this backdrop that the paper examines the implications of inducting women for BSFas well as the individual women. What are the issues pertaining to human resource managementthat the organization will have to deal with, especially pertaining to morale and motivation? Whatare the implications for the individual when employed in such a high threat and stressful workenvironment? What sort of stressors do they have to deal with? Whether women constables willbe able to take on the physical and emotional stress? The implications on the command structureof the organization, impact on efficiency and a multitude of other issues.A mixed methods approach was used, integrating qualitative and quantitative approaches.Quantitative data came from female participants (n=56) who responded to a survey questionnaire.This provided the sampling frame for the qualitative study, which included 15 in-depth interviewswith the various stakeholders. The interviews identified the various stressors, impact on theorganization and outcomes not measureable from the survey data. Operational and HR issues aswell as sources of stressors were explored. The paper has further suggested the policy optionswhich can be a viable alternative to the current policy.