The Hindu Editorial Discussion is crucial for UPSC CSE preparation, offering in-depth analysis of current affairs, government policies, and socio-economic issues. It enhances critical thinking, answer-writing skills, and interview preparation by providing diverse perspectives on national and international developments. Regular editorial reading helps aspirants develop a balanced viewpoint, improving their essay writing and General Studies papers.
1. Is Artificial Intelligence affecting critical thinking skills?
This article discusses whether Artificial Intelligence (AI) is affecting critical thinking skills, particularly in educational settings. As AI tools become more prevalent in classrooms, concerns arise about students relying too much on AI-generated content rather than engaging in independent analysis. The conversation, moderated by N. Sai Charan, features insights from Arun Kumar Tangirala and Arul George Scaria.
Should AI be permitted in classrooms?
Both experts agree that AI should not be prohibited, as it has become an integral part of daily life. Instead, they advocate for responsible and ethical AI use, with clear institutional policies tailored to specific course requirements.
AI as Critical Infrastructure
AI is increasingly becoming part of academic infrastructure. Tangirala highlights how AI-related skills are now prioritized over traditional programming skills. However, he warns about data privacy risks when using AI tools. Scaria emphasizes the need for safety audits and regulations before AI is widely adopted in schools.
Regulation vs. Unregulated Adoption
Both experts agree on the need for AI regulation. Tangirala argues that discussions on regulation should evolve alongside AI advancements. Scaria suggests that universities should develop internal policies for responsible AI use.
Does AI reduce critical thinking?
Tangirala believes that the impact depends on educational goals—whether institutions prioritize scholarly thinking or practical job readiness. Scaria, however, warns of over-reliance on AI, emphasizing the need to educate students and faculty about AI’s limitations.
Overall, the discussion highlights the importance of balancing AI integration in education while ensuring it does not replace essential critical thinking skills.
2. Women in corporate leadership, the lived reality
In the run-up to International Women’s Day, commentaries on key gender-related issues highlight the challenges and barriers to increasing women’s participation in the corporate workforce. Policy changes in the United States reflect a global concern that has widespread relevance.
Once again, the world will celebrate International Women’s Day on March 8, 2025, and companies will showcase steps taken toward the inclusion and increased participation of women in the workforce. However, the lived reality of women in or trying to enter the corporate workforce remains starkly different.
The Challenge of Policy Rollbacks
A recent instance of rolling back Diversity, Equity, and Inclusion (DEI) programs in the United States federal government, which also encourages the private sector to end DEI preference hirings, highlights the challenges of increasing women’s participation in the workforce. Women, who comprise 48% of corporate America’s workforce, are reeling from the aftershock of this order and are now facing the threat of identity erasure.
A Ripple Effect Beyond the U.S.
It may be easy to dismiss this policy change as an issue unique to the United States. However, the effects of a decline in DEI-driven hiring and the exclusion of women can have severe repercussions in a globally connected corporate world. Regardless of geographical location, discussions surrounding women’s participation in corporate leadership are of critical importance.
While DEI policies serve as a mechanism to create entry points for women in the workforce, they have yet to significantly increase women’s presence in leadership roles. In India, for example, women have historically been marginalized from the workforce and currently make up about 35.9% of the worker population ratio. This disparity is even more pronounced at the senior and middle management levels, where women hold only 12.7% of leadership roles as of 2024.
Some argue that DEI initiatives are mere gestures of tokenism, where women’s placements in companies are seen as obligations rather than earned positions. While DEI policies help women gain entry into leadership roles, their continued success and ability to consolidate their positions depend on their performance. Over time, this normalizes the presence of women across all levels of the workforce.
The Role of Legal Mandates
Over the past decade, legal mandates in India have played a crucial role in increasing women’s presence in corporate leadership, particularly at the senior level.
(i) In 2014, the Companies Act, 2013 mandated that at least one woman director be placed on the board of certain public limited companies.
(ii) In 2015, the Securities and Exchange Board of India (SEBI) mandated that India’s top 1,000 listed companies must appoint at least one independent woman director.
These legal requirements have pushed companies to adopt best practices for gender diversity. The inclusion of women directors on the boards of NSE 500-listed companies has increased more than threefold, from 5% in 2011 to 18% in 2023.
How Women in Leadership Benefit Organizations
Research across the world confirms that organizations benefit greatly from having women in leadership roles. Their presence enhances the depth of the talent pool, bringing informational diversity from varied educational backgrounds and career trajectories. Women’s distinct social and professional networks, along with their participative and democratic leadership styles, lead to:
(i) Robust discussions and richer challenges in decision-making.
(ii) Stronger relationship building and greater stakeholder commitment.
(iii) Enhanced corporate governance and risk management.
(iv) Better human capital management and communication strategies that improve corporate accountability.
Companies with more women in senior management often feature on lists of the most admired and ethical companies, best places to work, and best corporate citizens. This boosts their reputation, creating a cycle of benefits that further supports gender inclusion.
Key areas where women leaders contribute significantly include:
(i) Corporate governance
(ii) Strategic oversight
(iii) Risk management
(iv) Stakeholder value and gender parity
(v) Environmental and social responsibility
These are essential aspects of running an efficient and ethically responsible corporate entity, ultimately contributing to broader economic parity.
What Real Change Looks Like
Token representation of women in leadership positions is not enough. Women become truly effective corporate leaders when they are given actual power and responsibility, not when they are appointed merely to fulfill diversity quotas or serve the agenda of male benefactors.
For meaningful change, the corporate landscape must see:
(i) A greater number of C-Suite executives and Key Managerial Personnel (KMPs) who are women.
(ii) More women serving as independent directors and committee chairpersons on company boards.
(iii) Equal remuneration for women that matches their male counterparts, reflecting their true value in the corporate world.
While there is progress to celebrate this International Women’s Day, much work remains. Companies and regulators must take significant steps to ensure women’s participation in leadership roles is substantive, impactful, and not merely symbolic. Women’s contributions to corporate leadership must be valued for their tangible benefits rather than becoming casualties of political and corporate tokenism.
End Note
The issue of women in the corporate workforce, especially on company boards, is of great significance and warrants deeper research into its various dimensions. Thought Arbitrage Consulting is conducting a decade-long study involving 1,000 companies, using qualitative and quantitative research methodologies to map the patterns of women in corporate leadership.
Disclaimer:
This analysis is based on the editorial content published in The Hindu and is intended solely for informational and educational purposes. The views, opinions, and interpretations expressed herein are those of the author of original article. Readers are encouraged to refer to the original article for complete context and to exercise their own judgment while interpreting the analysis. The analysis does not constitute professional advice or endorsement of any political, economic, or social perspective.
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