Representation in Government Jobs
Representation in Government Jobs
Context
Department of Personnel and Training (DoPT) released its Annual Report for 2024–25. The report provides a comprehensive look at the representation of Scheduled Castes (SC), Scheduled Tribes (ST), and Other Backward Classes (OBC) across 32.52 lakh Central Government employees as of January 1, 2024. This is the first full dataset released by the department since 2018–19.
About the News
The Occupational Concentration:
- Group C (Sanitation): A significant 66% of safai karmacharis (sanitation workers) belong to SC, ST, or OBC categories.
- Implication: Critics argue this highlights a persistent link between traditional caste hierarchies and manual labor/sanitation work, suggesting "reservation without vertical mobility" for certain segments.
Hierarchical Disparity:
- While representation is high at lower levels, it thins out in decision-making roles (Group A).
- Data Transparency: Notably, the report does not provide any data on EWS (Economically Weaker Section) representation, despite the 10% quota being in place since 2019.
Representation vs. Norms (Group-wise)
The following table compares the actual representation of different categories against the mandated reservation quotas in direct recruitment:
|
Category |
Reservation Quota |
Group A (Higher) |
Group B (Middle) |
Group C (Excl. Sanitation) |
|
SC |
15% |
14.20% |
16.20% |
16.75% |
|
ST |
7.5% |
6.54% |
7.63% |
8.94% |
|
OBC |
27% |
19.14% |
21.95% |
27.29% |
Key Trends & Observations
Shift since 2018–19:
- OBC Growth: The most significant increase was seen in the OBC category, rising from 21.57% to 26.32% overall.
- SC Decline: Overall SC representation saw a marginal decline from 17.49% to 16.84%.
- ST Stability: ST representation remained relatively stable, moving slightly from 8.47% to 8.7%.
The "Glass Ceiling":
- Representation in Group A remains below the mandated targets for all three categories, with the widest gap seen in the OBC segment (a deficit of nearly 8%).
- Reasons cited by the government for lower representation at the top include the lack of reservation in promotions for OBCs and the late entry of many reserved-category officers into service.
Challenges in Representation
- Occupational Segregation: Marginalized communities remain over-represented in hazardous and low-status roles (Group C Sanitation).
- Data Gaps: Recurrent delays in data submission by various Ministries (only 80 out of 100+ departments typically report on time) hinder evidence-based policymaking.
- The "Not Found Suitable" Clause: Parliamentary committees have often questioned the frequent use of this clause to justify vacancies in reserved seats at higher levels.
Way Forward
- Vertical Mobility: Implementing career progression pathways and technical training for Group C workers to move into supervisory roles.
- Mandatory Disclosure: Ensuring all departments report EWS data to maintain the integrity of the 10% quota monitoring.
- Streamlining Recruitment: Addressing "backlog vacancies" through special recruitment drives to reach the 50% (plus 10% EWS) constitutional threshold at all levels.
Conclusion
The latest DoPT report reveals a "pyramid of privilege" where diversity is high at the base but thins significantly at the apex of power. While the overall increase in OBC representation is a positive indicator of Mandal-era reforms reaching fruition, the concentration of marginalized groups in sanitation work serves as a reminder of the long road toward achieving substantive equality.