Women in Indian Armed Forces

• 05 Jun 2025

For Prelims: Military Nursing Service, Indian Army Medical Corps, Indian Air Force, Agnipath scheme 

For Mains: Gender Equality and Women Empowerment in India’s Defence Forces, Challenges of Integrating Women in Combat Roles

Source: PIB 

Why in News?  

For the first time in Indian military history, 17 women cadets graduated from the National Defence Academy (NDA), marking a historic step toward gender-inclusive military leadership and opening the path for future women service chiefs. 

How did the Entry of Women in the Indian Armed Forces Begin? 

• Early Military Roles for Women: Women first joined military service through the Military Nursing Service established in 1888, and later through the Indian Army Medical Corps in 1958, where women doctors received regular commissions. 
• Non-Medical Entry: Non-medical roles for women began only in 1992 with the introduction of the Women Special Entry Scheme (WSES), which inducted women as Short Service Commission officers in select non-combat branches such as the Army Education Corps, Corps of Signals, Intelligence Corps, and Corps of Engineers. 
• Legal Framework: Entry of women into the Indian Army was initially governed by Section 12 of the Army Act, 1950, which allowed women to serve only in specific corps or branches as notified by the government. 
  • The government issued notifications allowing women officers in branches like the Army Postal Service, Judge Advocate General’s (JAG) department, Army Education Corps (AEC), Ordnance Corps, and Service Corps, initially for five years, and later extended to more branches, including the Corps of Engineers and the Regiment of Artillery. 
• Transition from WSES to SSC: Initially, women joined under the WSES as Short Service Commission officers.  
  • In 2005, the Short Service Commission (SSC) system was introduced, offering a 14-year tenure to women officers and marking a more formalized career structure. 
• Permanent Commission (PC) and Judicial Intervention: Women were first granted Permanent Commission in 2008 in limited branches like JAG and AEC. 
  • In Babita Puniya v. Union of India (2020), the Supreme Court mandated PC for women in all arms where SSC is permitted, allowing them to hold command positions.  
    • The Court held that denying PC to women violated Article 14 and struck down sex-based discrimination as unconstitutional.  
  • In 2015, the Indian Air Force began the experimental induction of women in combat roles, which was institutionalized as a permanent scheme in 2022. 
  • Women cadets were also inducted into the NDA from 2022, marking a legally backed and progressive inclusion of women in core military roles. 
• Women Agniveers: The Agnipath scheme (launched in 2022)  includes women recruits in all three Services (Army, Navy, and Air Force), signaling a paradigm shift in recruitment norms. 
• Current status of Women in Armed Forces: In India’s over one million-strong Army, women comprise only about 4% of the force, compared to 16% in the US. 
  • Women have been inducted at the soldier level in the Corps of Military Police, and around 1,700 women officers currently serve across various arms and services. 
  • The Indian Air Force began inducting women as fighter pilots in 2016 and now allows women in all combat roles. 
  • Since 2022, the Navy has opened all branches, including submarines and aviation, to women officers, with several already serving onboard ships and in combat aviation roles. 
  • Women officers, including Col. Sofiya Qureshi and Wg Cdr. Vyomika Singh played a key role in Operation Sindoor, highlighting their leadership in military strategy. 
  • Lt. Cdrs. Dilna K and Roopa A completed Navika Sagar Parikrama II, a 25,600-nautical-mile expedition, proving women's endurance in maritime defense.

Note: The Indian Armed Forces offers two main pathways for officers. The SSC provides a limited service tenure, typically 10 years with an option for a 4-year extension, while PC grants a career-long commitment until retirement. The Supreme Court has directed that women officers, regardless of their years of service, should be eligible for PC. 

What are the Challenges Faced by Women in the Armed Forces? 

• Physical Demands and Training Standards: Combat roles often require high physical endurance and strength, which can be challenging given biological differences and current training regimes. 
  • Sometimes training standards differ for men and women, raising debates about equality versus operational effectiveness. 
• Cultural and Societal Bias: A significant portion of armed forces personnel hail from conservative, rural backgrounds where traditional gender roles are deeply ingrained. 
  • Such mindsets can lead to prejudice and resistance against women officers, especially in leadership roles, with stereotypes undermining their authority, morale, and career growth, ultimately affecting unit cohesion and discipline. 
• Limited Combat Role Opportunities: Despite the 2020 Supreme Court ruling granting PC to women, they are still barred from certain frontline combat arms such as infantry, armored corps, and special forces in the Army. 
  • This exclusion limits access to key combat experience, which is a major criterion for higher command and strategic leadership roles. 
  • As a result, the glass ceiling limits women’s career progression, reducing their representation in top ranks and decision-making positions. 
• Work-Life Balance and Family Constraints: Issues related to marriage, pregnancy, and childcare can affect women’s career continuity and deployment options. 
  • Lack of adequate policies for maternity leave, childcare facilities, and spousal support remains a concern. 
  • Women make up less than 2% of India’s central paramilitary forces but account for over 40% of suicides. Despite not being deployed in combat roles, women face extreme stress, often linked to marital discord and balancing family with duty.  
• Psychological and Emotional Pressures: Operating in predominantly male environments can create feelings of isolation and additional stress. Women may face scrutiny for their decisions and behavior, leading to emotional burnout. 
• Infrastructure and Facilities: Limited access to gender-sensitive health care and counseling, coupled with inadequate separate accommodation, sanitation, and hygiene facilities in some units, especially in field or remote postings.

How can Gender Equality and Operational Effectiveness Be Balanced in Armed Forces? 

• Training and Sensitization: While recognizing physiological differences, training should be equitable, with operational requirements being met through role-specific standards rather than blanket criteria. 
  • All ranks must undergo training to address unconscious bias and foster a culture of mutual respect and teamwork. 
  • Establish clear, gender-neutral criteria for command roles based on physical, mental, and leadership competencies; ensure rigorous, standardized training. 
• Monitoring and Evaluation: Establish a Gender Equality Index within the military to monitor participation, retention, promotion, and command appointments. 
• Promoting Role Models and Representation: Celebrating the achievements of officers like Captain Shiva Chouhan (first woman posted at Siachen) or Flight Lieutenant Avani Chaturvedi (IAF fighter pilot) helps inspire change and normalize women's leadership in uniformed services. 
• Leveraging International Best Practices: The Israel Defense Forces (IDF) employs a mixed-gender battalion model, assigning roles based on individual capability. The US military uses role-specific physical tests and has integrated women into nearly all combat roles since 2015.  
  • India should adapt these models while considering its unique socio-cultural and strategic context. 
  • Military exercises provide a valuable platform for gaining experience from other countries. By deploying women in peacekeeping operations, armed forces can enhance their skills and promote gender equality.  
    • India is the first country to deploy an all-women Formed Police Unit to a peacekeeping mission (United Nations Mission in Liberia (UNMIL)) from 2007 to 2016. 
• Cultural Sensitization: Implement programs like gender sensitisation camps, inter-unit competitions, and mentorship initiatives to foster acceptance of women leaders.  
  • These efforts promote a professional, respectful environment and help break stereotypes. Such measures enhance teamwork and operational effectiveness in the armed forces. 
  • Additionally, integrate themes of gender equality and the role of women in the Armed Forces into school curricula under the National Education Policy (NEP), 2020, to educate children from an early age and encourage young girls to aspire for careers in the military. 
• Balancing Security and Equality: Prioritize national security by making decisions grounded in operational efficiency while progressively advancing gender equality. 
• Addressing the Infrastructure Issues: Provide women’s toilets with biodegradable options and sanitary pad vending machines.  
  • Creche facilities and regular counseling sessions can support women personnel’s well-being and work-life balance. These measures create a safer, more inclusive environment essential for gender equality. 

Conclusion 

India’s journey toward inclusive armed forces is a reflection of growing national strength and the resolve to empower Nari Shakti in every sphere of public service. A confident, capable, and inclusive military leadership will be essential for Aatmanirbhar Bharat in the years to come. 

Drishti Mains Question:

What are the challenges faced by women in the Indian Armed Forces, and how can these be addressed while maintaining operational effectiveness? 

UPSC Civil Services Examination Previous Year Question (PYQ) 

Mains 

Q. What are the continued challenges for Women in India against time and space? (2019)

Q. Discuss the desirability of greater representation to women in the higher judiciary to ensure diversity, equity and inclusiveness. (2021)