1. Beyond ‘Beijing’, Unlocking a Feminist Future in India & Women in Corporate Leadership, the Lived Reality

2. Is Artificial Intelligence affecting critical thinking skills?

3. The Academic Link Between Nepal and India

4. Navy’s INSV Tarini Sets Off with Its Two Women Officers to Cape Town

5. First CDS Visit to Australia Boosts Cooperation on ‘Shared Priorities’

6. Govt. Launches AI Kosha, Repository of Data to Build Models and Tools

7. J&K Govt. to Promote Bangus Valley near LoC for Ecotourism

8. Birds of a Feather – Picture of the Week (Visakhapatnam Zoo)

9. Harnessing Gut Microbiome to Halt Vitiligo

10. Medical Wearables Tech – An Early Warning System for Health

11. Maharashtra to Start Media Monitoring Centre to Identify ‘Misleading Reports’

12. Assam Governor to Head Autonomous Councils if Polls Delayed.

Mains-GS -I: Role of women and women’s organizations. Social empowerment and gender issues

The Beijing Declaration and Platform for Action (BPfA) was adopted in 1995 at the Fourth World Conference on Women in Beijing, China. It remains one of the most comprehensive global frameworks for achieving gender equality and women's empowerment.

• Recognized domestic violence as a human rights violation.

• Called for stronger legal frameworks and enforcement against gender-based violence.

• Emphasized access to justice, shelters, and support services for survivors.

• Urged governments to criminalize domestic violence and implement preventive measures.

Key Provisions for Combating Domestic Violence in India

   o Initiatives like the Pradhan Mantri Surakshit Matritva Abhiyan and Matru Vandana Yojana have increased institutional deliveries to 95%.

   o Maternal mortality has reduced significantly (from 130 to 97 deaths per 1,00,000 births between 2014-2020).

   o Provides free healthcare access to women, ensuring financial security.

   o Over 56.5% of married women now use modern contraceptives, giving them greater control over reproductive health.

   o Nearly 100 million women have gained financial independence through self-help groups.

   o Digital transactions under Unified Payments Interface (UPI) have enabled women to manage finances more efficiently.

   o Trained 35 million rural women in digital literacy, reducing the digital divide.

   o Government spending on gender-sensitive programs has increased from 6.8% (2024-25) to 8.8% (2025-26).

   o The Criminal Law Amendment Act extended legal definitions of gender violence.

   o The Bharatiya Nyaya Sanhita (to be implemented from July 2024) includes provisions against gender-based crimes.

   o Blockchain-based reporting systems for survivors of violence in Odisha.

   o UN-backed initiatives to support legal reforms.

   o Guarantees 33% legislative representation in Parliament and local bodies.

   o Expected to empower 1.5 million female leaders, creating the world’s largest cohort of women in politics.

• Despite women comprising 48% of the corporate workforce, they hold only 12.7% of senior leadership positions in India.

• Gender bias continues to affect promotions and strategic appointments.

• The global decline in Diversity, Equity, and Inclusion (DEI) policies, particularly in the U.S., affects corporate hiring trends.

• Lack of executive sponsorship for women in leadership exacerbates gender disparity.

   o Mandates at least one woman director on corporate boards.

   o Requires at least one independent female director in top publicly listed companies.

   o Result: Women’s representation on boards increased from 5% (2011) to 18% (2023).

• Women remain underpaid compared to male counterparts in similar roles.

• Gender diversity is often performative, with token representation rather than genuine inclusion.

• Research shows that gender-diverse companies perform better financially.

• Mixed-gender leadership improves decision-making, innovation, and crisis management.

• Governance benefits: Women in leadership improve compliance with ESG (Environmental, Social, and Governance) standards.

• Companies with more women in leadership report higher employee satisfaction and lower attrition rates.

• Female leaders prioritize stakeholder engagement and corporate responsibility.

• Inclusive hiring policies create long-term benefits in business and social impact.

• Mandatory gender quotas may lead to symbolic appointments rather than true leadership roles.

• Some argue that merit should be the sole criterion for corporate promotions.

• Deep-seated gender biases continue to affect hiring and promotions.

• Many organizations lack internal support systems for women balancing work and family responsibilities.

• In regions where DEI programs face opposition, companies may scale back gender-inclusion efforts.

• Example: The U.S. Supreme Court’s rollback of affirmative action has influenced corporate hiring decisions globally.

• Enforce existing gender diversity mandates in leadership roles.

• Encourage transparent hiring & promotion policies to ensure fair representation.

• Companies should conduct gender pay audits and establish equal pay frameworks.

• Programs like G20 Tech Equity & Gender Advancement Transforming Institutions (GATI) should be expanded.

• Mentorship programs for women in mid-career roles can bridge the gap in leadership pipelines.

• Cultural shift in workplaces needed to encourage women’s long-term participation.

• Boards must actively track and disclose gender diversity metrics.

• AI does not replace thinking but enhances it by providing diverse perspectives and information sources.

• Example: AI-powered debate platforms help students explore multiple viewpoints on contentious issues.

• AI tools (e.g., ChatGPT, Google Scholar, Grammarly) aid students in structuring arguments, improving clarity, and refining writing.

• They encourage fact-checking and validation, essential for critical thinking.

• AI-powered tutoring systems, such as Khan Academy’s AI coach, guide students to think through problems rather than giving direct answers.

• AI simulations enable hands-on learning in subjects like science, engineering, and history.

• AI can provide customized solutions for students with disabilities, enhancing accessibility.

• Language translation tools help non-native speakers grasp complex subjects in their preferred language.

• AI-generated answers can create an over-reliance on technology, reducing the need for independent thought.

• Many students accept AI outputs at face value without questioning their accuracy or logical coherence.

• AI lacks human-like reasoning and moral judgment.

• Example: AI might generate factual content on historical events but fail to explain their ethical, cultural, and long-term societal implications.

• AI-driven learning tools store vast amounts of personal data, raising privacy and surveillance concerns.

• Algorithmic biases can reinforce stereotypes, affecting student perspectives.

• AI-assisted essay writing and research tools may reduce the need for students to develop essential skills such as argument construction and logical reasoning.

• Students may become overly dependent on AI for academic tasks, weakening their cognitive abilities in the long run.

• Educators must emphasize AI as a supporting tool rather than a substitute for thinking.

• AI should be used in a manner that encourages inquiry rather than passive consumption.

• Schools and universities should introduce AI literacy courses, teaching students how to critically evaluate AI-generated content.

• Awareness programs on AI biases, misinformation, and ethical concerns are essential.

• Governments and academic institutions should establish clear AI governance policies, ensuring ethical AI use in education.

• Transparency in AI algorithms and data security measures should be prioritized.

• AI should be integrated into the Socratic teaching method, where students question and analyze AI-generated responses.

• Teachers should encourage students to verify AI-produced information through independent research.