Abstract

This article examines the evolution of women's roles in the Indian Armed Forces, as well as their historical exclusion and current integration into combat. Despite various challenges and biases, women have proven their ability and bravery as fighters. Analysing policy changes in detail, comparing statistics with other countries, and learning from successful implementation, this paper examines the operational implications of gender diversity in combat. This study examines challenges associated with field deployment and future readiness to provide important insights to the Indian Armed Forces to increase the involvement of women in combat roles. The article further argues that while the armed forces advance toward modernisation, gender diversity becomes important in maximising combat effectiveness and fulfilling strategic goals. Removing obstacles will help the inclusion of women in combat roles foster a more inclusive and robust armed force structure.

Keywords

Women in combat, challenges, Indian armed forces, gender diversity, combat effectiveness, military, female fighters, inclusion, fundamental rights, future warfare.

Introduction

Today’s woman is stepping out of her traditional nurturing caregiving jobs by willingly participating in warfare and entering spheres that for ages have been attributed to men. From the historic battlefields to present times, conflicts demand huge stories about women's power and their courage. Today, the war moves beyond the actual physical strength and grows into psychological endurance, where women prove their skills and competencies in this field. The article "Women in Combat: Breaking Barriers" will discuss the improvement of the functions played by women while conducting warfare.
Historically, female fighters were forbidden.

The exclusion of women is deeply rooted in Indian society, and similar policies reinforce the perception that the armed forces remain very much a man's world. The narrative, however, is changing as the skills and bravery of women in combat are increasingly demonstrated.

This article will outline the historical background of women's participation in armed forces conflicts, starting with some key personalities from Indian history who challenged ordinary social practices. The heritage of women in warfare, such as Rani Lakshmi Bai of Jhansi and Captain Lakshmi Sahgal, embodies women's tenacity and endurance in trying circumstances. When the moment for Indian independence was finally granted, there was a gradual change process underway in the role of women in the armed forces due to policy changes that initiated avenues of female recruitment.

An in-depth analysis of policy changes in India will surely reveal exactly how these developments supported women in greater combat opportunities. For the widest learning from their combined practices of how to integrate women best into the armed forces, their experiences and approaches compared with Indian progress should be essential.
 

In addition, this article will delve into the operational effects of gender diversity within combat forces. Studies have proven that diverse teams improve both decision- making and operating performance, both critical factors of modern warfare. However, problems persist regarding their forward deployment and for further integration of women in combat roles.
The main objective of this article is to analyse the progress of Women’s role in combat and policy changes in India and compare these policies with those of other countries to see where we are lagging or doing well.

After all, the more that modernisation is pursued by the Indian Army, the requirement of integration of gender diversity becomes a process transcending equality and represents a strategic necessity. This principle can help the armed forces dismantle barriers and foster an inclusive environment to get things done operationally and realise more strategic outcomes. The paper attempts to present some perspectives and suggestions for increasing the role of women in combat positions to ultimately strengthen and enhance the armed forces framework.

Why Were Women Never Encouraged To Join Combat Services?

Today’s woman is stepping out of her traditional nurturing caregiving jobs by willingly participating in warfare and entering spheres that for ages have been attributed to men. The article "Women in Combat: Breaking Barriers" describes the complex journey of women in the armed forces, with special reference to India, where cultural norms and institutional barriers have often prevented their participation in combat- related jobs. Despite the significant progress obtained since gaining independence, women have generally been discouraged from taking on combat roles due to deeply ingrained gender stereotypes and societal norms deeming military service a solely male domain.

The history of women combatants in India dates back to the colonial period, when the Rani of Jhansi Regiment participated in military engagements during World War II. It is, however, only in the past decades that women systematically transcended these obstacles. The development of roles that women have undertaken in the Indian Armed Forces reveals much more pronounced fluctuations in social attitudes and in governmental policies that, in turn, have provided stern judicial decisions, thus forming more robust notions of inclusion. This article will try to research significant happenings in the historical account of Indian female combatants, analyse the policy evolutions that have helped women serve in combat positions and underscore important examples of women who excelled in such roles. At the same time, this study also deals with the challenges in putting up the implementations and comparing India's progression vice versa others.

This will look at the operational implications of gender diversity within the military and consider future readiness in an attempt to provide a comprehensive understanding of how women are reshaping the landscape of combat services. Historical factors have deprived women of many rights that could put them in combat positions within many of the armed forces' structures. It was influenced by cultural, social, legal, and physiological factors. These barriers are divided into two groups: cultural and social norms.
 

Patriarchal Society:

Societies have been witnessing women as relatively lower in comparison to men for a long time in roles that are generally physical and combative. In the past usually, explanations provided for this phenomenon seem to have been influenced by patriarchal values that put higher importance on male capabilities, usually being placed in juxtaposition to his domestic roles.

Religious and Mythological Influence:

Sometimes, the ancient text and religious episodic description portrayed women's role as nourishing and nursing rather than fighting. Whereas Rani Lakshmi Bai of Jhansi, Begum Hazrat Mahal, and others did fight with weapons, such exceptions were not the rule. Mostly, such narratives glorified male warriors while giving marginalization to the role of women. She can perform Sati and Jauhar, which shows that she possesses the strength and courage to fight in the front.


Gender Roles:

The armed forces were a quintessentially masculine institution with an ingrained belief that men were to be warriors and women caregivers. Because of this, women by definition could not be a part of combat as their participation breached the many years of definitions set within militarism about the role of masculinity within soldiers. Women engaging in combat was often an unimaginable or reprehensible topic, meaning the public in general was against women's involvement in the armed services.

Legal Barriers

Policies after Independence: Even as late as India's independence in 1947, the country's armed forces continued policies that excluded women from the armed forces, with very few exceptions in largely non-combat jobs. In the latter half of the 20th century, these policies began to liberalise, admitting women to nearly every branch of the armed forces but still excluding them from direct combat positions.

Lack of Supportive Policies: Until recent legal reforms, the institutional frameworks that existed were insufficient to support women's entry into combat positions. The slight institutional support and limited policies for gender equality in the armed forces further cemented the deep belief and attitude that women should not serve in combat positions.

Physiological Considerations

There has been a long history of basic physical differences between men and women, offered as reasons for excluding women from combat roles: Men tend to have more muscle mass and physical strength than women, which was said to be needed for front-line combat. This fact has contributed to a perception that women cannot serve effectively in front-line duty. Nevertheless, women have proved that they are physically capable of performing the same tasks as their male counterparts. Western research on the subject provides extensive evidence. Studies showed that women are equally capable of performing in combat roles as men. Data from the 2011 class at West Point Academy in the US revealed that over 52 per cent of female cadets passed the Army Physical Fitness Test (APFT) based on male standards (Dietz 2011, 137-138). And the Indian context is not different. However, India has a large female unskilled labour force that works in construction, agriculture and factories where they are involved in heavy lifting and operating heavy machinery. They also perform tasks that require physical strength.

The objectification of physical fitness as a deterrent to gender integration has not only been challenged through empirical data on the fitness levels of women, but it has also become less of an imperative given technological advances and the changing nature of war- fighting.

Family Responsibilities:

The mundane role of war in family life also made the case for keeping women out of combat. Societies adapted to utilise their services in maintaining the house and nurturing the children while the men were off fighting. These housekeeping chores became one of the significant reasons why women were kept out of combat.

Colonial legacy

Colonialism has profoundly shaped the Indian armed forces. When India gained independence, its sovereignty was always under threat (1947-48, 1962, 1965, 1971 and 1999), so India hardly got a chance to revisit the policies, which it inherited from Britain. In fact, Britain also recently, in 2016 allowed women in combat before that they did not allow them, therefore India’s armed forces also took time to allow women in combat and revisit its policies as well.

Economic Dependency: In the old days, women were economically dependent on male family members. Therefore, they could not look for careers or even join the armed forces. Social structures that supported male inheritance and property rights did not help; they instead discouraged women from roles in institutions largely stereotyped with males, such as the armed forces.
In an affidavit to the Supreme Court, outlining reasons for the exclusion of women from combat, the Ministry of Defence made several claims. First, “proximity to the enemy and attendant hazards of battle”, which include the possibility of being captured as prisoners of war, would rule out granting permanent commission to women officers in combat arms like infantry, mechanised infantry, and armoured corps because it involved direct combat with the enemy. Second, regarding the granting of permanent commissions to women officers in combat support arms like engineers, signals, army air defence, intelligence and services like electronics, mechanical engineers, army service corps and army ordnance corps, the issue would require further examination. Third, the prolonged absence of women from their units in the event of family-related issues would be
detrimental to the cohesiveness of India’s fighting force.

In conclusion, the historical exclusion of women from combat roles can be attributed to a complex interplay between culturally ingrained beliefs, legal restrictions, physiological considerations, and practical concerns regarding the effects on family and unit dynamics. Although certain societies have recognised the capabilities of female warriors at different points in time, these instances have often been exceptions rather than the rule.

The history of Indian women combatants dates back to the Vedic period when we come across Vishpala who got wounded by a rogue boar that had left her leg, but still she fought with an iron leg. Her bravery knows no bounds as she confronts her opponents with courage and skill, undaunted by societal prejudices or physical obstacles.

Indian women also fought fiercely, whether it was Rani Abbakka against the Portuguese, Queen of the Maratha Empire, Maharani Tarabai against the Mughals, or it is Rani Lakshmi Bai of Jhansi against the Britishers who took part in the 1857 mutiny. She is that perfect persona for any woman who would look after her son and, at the same time, go to war. Rani Lakshmi Bai of Jhansi inspired many women, and such a woman was Captain Lakshmi Sahgal, who joined the Indian National Army and requested to create a female division known as the Rani of Jhansi Regiment. Captain Sahgal fought at every opportunity that came her way. She continued her campaign of passive resistance against Britain. Even after India gained independence, women did not cease their fight for their nation; instead, they stepped forward to demonstrate their unwavering commitment and dedication through active participation in combat roles.

The position of women in the Indian Armed Forces started to emerge with the creation of the "Indian Military Nursing Service" in 1888, while the nurses of the Indian Army made a name during World War I. The establishment of the Women's Auxiliary Corps opened up the role of women in the Indian Armed Forces considerably as they could now be employed in primarily non-combat roles such as administration, accounting, and communications.

• 1958: The Army Medical Corps (AMC) granted regular commissions to women.

• 1991: The Indian Navy commenced the Induction of women as officers.

• 1992: Women were allowed to serve as Short Service Commission (SSC) officers in various supporting branches of the armed forces.

• February 2020: The Supreme Court gave its verdict on the Permanent Commission for women. 577 women officers were granted Permanent Commissions till November 2021.

• May 2021: The first batch of women military police at the other ranks joined the Army.

• July 2021: Women officers began training in Army Aviation.

• August 2022: The first batch of 19 women cadets reported for the tri-service National Defence Academy.

• November 2022: 341 women Agniveers of the Indian Navy joined training at INS Chilka.

• June 2023: The first 6 women Army officers attended the Defence Services Staff College.

• January 2023: 108 women officers promoted to the rank of Colonel.

Lieutenant Colonel Mitali Madhumita, in 2011, became the first female officer to receive the Sena Medal for gallantry for her courageous actions during a suicide attack on the Indian embassy in Kabul in 2010. Despite being unarmed, she ran nearly 2 km to rescue trapped officers, showcasing extraordinary bravery under fire. Flight Officer Gunjan Saxena, during the Kargil War in 1999, was one of the first women pilots to fly in a combat zone. Saxena conducted numerous helicopter sorties to deliver supplies and evacuate injured soldiers, earning her the Shaurya Vir Award for her valour. Lieutenant Colonel Sophia Qureshi, in 2016, became the first woman officer to lead an Indian Army training contingent at a multinational peacekeeping exercise (Force 18), demonstrating leadership in a high-stakes international setting.

Two Indian Navy officers, Lt Commanders Roopa A and Dilna K, are set to embark on an eight-month journey to circumnavigate the globe aboard a sailing vessel powered solely by wind. This expedition highlights not only their adventurous spirit but also the increasing recognition of women's capabilities in challenging maritime environments.

Permanent commission (PC):

The Supreme Court of India ruled that all eligible women officers will be given permanent commission. this decision has marked a pivotal change in military policy and reflects the societal shifts towards gender equality.

N.D.A. entry:

The Supreme Court’s ruling in September 2021 allowed women to enter the National Defence Academy. The induction of women into the NDA had been a major decision in policy change.

Gender-neutral environment:

The Indian Army has ensured uniformity amongst women officers and their male counterparts with a complete gender-neutral environment existing in the 12 Arms/ Services they are presently serving in. In the Indian Navy, women are given opportunities for spouse co-location, resettlement posting and compassionate grounds posting in a gender-neutral manner. Similarly, the recruitment of officers in the IAF is gender-neutral. Women officers are inducted in all the branches and streams of the IAF.

Command appointment:

WOs are also being considered for Colonel (Select Grade) ranks and are being given command appointments.

Career progression:

The below data shows how the percentage of women in the armed forces has changed over time since 2018:

Year	Indian Army (%)	Indian Navy (%)	Indian Air Force (%)
2018	3.80	13.09	6
2019	3.90	13.50	6.5
2020	3.97	13.69	6.5
2021	~4.0	~13.5	~6.5
2022	~3.97	~13.5	~6
2023	~4.0	~13.5	~6.5

(Source: Press Information Bureau, Government of India)

The data illustrates the gradual increase in the percentage of women in the Indian Armed Forces, which reflects ongoing policy changes and societal shifts towards gender equality in the armed forces. Despite these changes in policies, some challenges still there to hinder the implementation of policies.
 

There were several arguments put forth by opponents of including women in PC or combat roles in the Indian Armed Forces.

Some are as follows:

1. Indian society is patriarchal in its mindset and hence not ready to see women in active combat roles.

2. It was argued that, as many of the male servicemen are from rural backgrounds, they might have trouble accepting orders from female officers.

3. There have always been notions that men make better soldiers due to their perceived aggression and physical prowess.

Infrastructure and Training Adaptation:

The induction of women in the NDA needs to substantially change the infrastructure and training. The affidavit filed through the Ministry of Defence (MoD) argued that the proportional strength of women cadets in the NDA is presently adequate, given the cadre structure in the armed forces and smooth assimilation of desired changes in the organisational environment.

Restricted Intake:

Replying through its affidavit, the government justified limiting the intake to 19 per batch for the present while underlining that “a major policy decision needs an adaptation period to evaluate the effect and therefore a substantial amount of time is required to review, analyse and assess the net impact”. This limitation shows the lack of commitment towards the policies to fully integrate women into the armed forces.

Even if women are legally allowed in the armed forces, societal barriers are still there. The Supreme Court criticised societal stereotypes that discriminate against women based on gender. The Court criticised the denial of PC based on flawed reasons of physiological differences between men and women, which portray women as the weaker sex. The Court held that differentiating women’s abilities based on gender is against the fundamental right of equality and dignity under the Constitution of India, 1950.

Selection Requirements for Permanent Commission:

Permanent commissions given to women officers have been criticized as being arbitrary and biased. The Supreme Court has noted that the assessment process should be fair and balanced to depict the capability of women rather than the parameters of men. Changes would be needed for women officers so that they are assessed on an equal level with their male counterparts, and the changes may vary from medical fitness parameters to others.

In recent years, India has made significant strides in integrating women into combat roles within its armed forces, reflecting a broader commitment to gender equality in one of the most traditionally male-dominated fields.

Current debate sparked by Lt Gen Puri’s letter:

Recently, Corps Commander Lieutenant General Rajeev Puri wrote an unprecedented five-page letter to Eastern Army Commander Lieutenant General Ram Chander Tiwari. This has sparked significant controversy within the Indian Army. In this letter, dated October 1, 2024, Lt Gen Puri conducted a critical performance review of eight women commanding officers (COs) under his command, highlighting various issues related to their leadership and interpersonal skills. His letter highlighted various concerns like lack of empathy, exaggerated tendency to complain, and allegations of a misplaced sense of entitlement among the women officers. Furthermore, he called for a gender neutrality approach in military policies rather than gender equality. Because gender equality primarily translates to providing equal opportunity for all genders, gender neutrality emphasizes equality in dealing and progression irrespective of gender. Lt Gen Puri’s analysis of the causes of such behaviour was factors such as not being trained to be commanders, desire to prove oneself in a predominantly male field, perceived gender bias and ensuring a mean facade. The incident has ignited a national debate about gender dynamics within the armed forces and the challenges faced by women officers as they seek to establish their authority and capabilities in a traditionally male-dominated field.

It has meant that the gender aspect in military operations has undergone constant study and debate.
In combat aircrew and service on board a ship, Feitz and Nagel (2008) [97] reported that female soldiers were sent to Iraq by the United States in a few combat- specific career fields, such as security, pilots, and armoured vehicle operators. They concluded that the inclusion of women did not undermine the masculine culture and mission of the US military. Here are the importance of gender diversity in military operations:

Operational efficiency and better decision-making surge:

More importantly, women bring different strengths and capabilities to the armed forces’ ranks. Leaders in the armed forces use gender diversity to embrace these qualities and improve relationships within teams, problem-solving capabilities, and the opportunity to resolve conflict that occurs within work teams. Diverse leadership groups are better equipped to address the complex issues modern warfare creates. Male and female inputs toward the strategic discussions could generate more diversified views that may culminate in a more holistic and thought-provoking resolution. Gender diversity among military leadership will ensure that decisions are not made in a monolithic approach but through the multiplicity of viewpoints and experiences.

Contemplating Societal Values:

The armed forces most likely to remain supported and trusted by the public are those that reflect the diversity of the society they serve. Gender diversity in armed leadership represents a commitment to equity and fairness and therefore puts armed forces’ values in tune with community values.

Recruitment and Retention:

Encouraging gender diversity in armed leadership can make military careers more attractive for women by tapping, perhaps, into much deeper pools of talented candidates. As women are made to understand that they have equal chances at leadership positions, their chances of joining and continuing military career opportunities are much higher.

A relevant question is whether India is the only country to do so or if it is far behind its counterparts. According to National Geographic, at least 16 industrialised nations permit women to serve on the frontline or in combat roles. Women undertaking frontline combat roles in armies has been a contentious issue around the world. The participation of women in combat roles varies significantly across different countries, reflecting diverse military policies and cultural attitudes towards gender integration.

In Norway, approximately 15% of combat roles are filled by women. Since 1985, women have been permitted to serve in all combat capacities, and compulsory military service for women was introduced in 2015. This progressive stance has made Norway the first NATO country to fully integrate women into combat roles, including the establishment of the Hunter Troop, an all-female conscript platoon. The retention rate for women in the Norwegian military stands at 41%, indicative of effective support systems and policies aimed at fostering gender equality in the armed forces.

Israel has a lower percentage of women in combat roles at around 4.3%. Women have participated in combat since the War of Independence in 1948, with official inclusion in combat roles starting in 1985. However, they are generally not allowed to hold command positions. Notably, the Caracal Battalion, a mixed-gender unit, has seen significant action, demonstrating women's capabilities in high-stakes environments. The retention rate for women in Israel's military is about 25%.

Comparative Lessons From Other Countries' Armed Forces:

USA:
As comparative data from Western countries revealed, the fight for gender integration in the US military has been long, contentious, and difficult. These decisions were often highly politicised, and many serving women had to face constant sexual
harassment. Women were excluded from combat based on “assumptions of biological essentialism, stereotypes and generalisations around women, and a desire to protect male spaces” (Nagel, Spears and Maenza 2021, 10). Certain key decisions shaped the debate in the US, leading to changes in current policy. Among the most important were – i) the creation of an All-Volunteer Force (AVF) in 1973; ii) the participation of women in actual ground combat in the Gulf, Iraq and Afghanistan military operations and its impact on the perceptions of members serving in the military and the public outside it; and iii) a series of controversial legislations, some positive, others negative.

In the United States, the repeal of the Direct Ground Combat Definition and Assignment Rule in 2013 paved the way for women to serve in any combat position. Female service members have since made significant strides, holding leadership roles and achieving high ranks.

Norwegian Armed Forces:
Norway had made tremendous progress in integrating women into combat. Norwegian military realised it then when Norway’s Armed Forces' Special Command saw an increasing need for women in Special Forces, particularly in places like Afghanistan, where male troops were prohibited from communicating with women. Norway’s success in gender integration has its roots in an egalitarian national culture where equality in principle and practice is a widespread concept. According to the 2015 RAND Corporation study, the Norwegian model contains important lessons for gender integration, including “the need to focus on retention in addition to recruitment and the use of training programs as a way to integrate women throughout the force” (Schaefer et al, 2015, 72)

Israel:
Israel has established a precedent by integrating women into all combat units, including infantry and armoured divisions. Women participate actively in front-line roles, contributing to both strategic planning and execution in military operations. The Caracal Battalion was formed in 2004 to give women a chance to serve in combat roles. It is a mixed-gender combat battalion named after a desert cat whose gender is difficult to identify. The battalion is 60 per cent female and patrols Israel's border with Egypt's Sinai Peninsula, a desolate stretch of high desert that has become a hot spot in recent years: In 2011, eight Israelis died in an attack launched from Sinai. Israel holds out the Caracal as proof that women can be all that they can be in the military. The Israel Defence Forces say that today, nearly 50 per cent of Israel's lieutenants and captains are women. But the upper echelons are still a male domain. The highest-ranking female officer is a major general, who is in charge of personnel.

The model that these countries followed is not compulsory, and it will not be applicable in India. We have different societies as well as different enemy countries. Still, Indian women are likely to experience the same challenges that women in the US, Norway, Israel or other defence forces are experiencing. Some challenges will be potentially harder to navigate because of deeply gendered divisions in society, and the factors which is been discussed above.
 

The concept of the future of war is changing; new mediums like cyber warfare and space warfare are coming into existence, and future wars are likely to take place in the cyber world rather than on the land. More so, there is a reliance on analytical strength and intelligence rather than on muscle power. The lines of fronts are going to be more conceptual rather than physical. These are emerging territories where women can come in handy and participate in national defence. The increasing dependency on digital systems means that cyber warfare is going to play a critical role in future battles. Women can perform multiple roles such as ethical hacking, cybersecurity analysis, and policy development. Like India’s first women cyber-crime investigator, Dhanya Menon, who spent more than a dozen years tracking the untraceable. Such participation is required to make teams divergent, which will address complicated cyber threats. The integration of women in combat roles largely depends on technological advances.

Contemporary armed forces clash encompasses tools like unmanned aerial vehicles, artificial intelligence and cyber capacity, which may not inherently require the traditional physical characteristics commonly associated with land combat. This opens up new opportunities for women to join battles, as their technical and strategic skills are to be utilised fully in those areas. For instance, women now turn out to be very excellent cybersecurity professionals in modern times, a prominent component of modern warfare. Now that operations are spreading into space, women's opportunities will enlarge further. Space strategy, and much of reconnaissance and satellite communications, will involve imaginative thinking and technical expertise, for which women are well adapted to rise to challenges. Initiatives to increase female representation in aerospace fields can make a difference in that regard.

The changing nature of war can thus become a turning point for breaking down all the barriers that women have to cross before they can reach the desired status within the armed forces. Military organisations can harness their personnel's full potential by focusing on technological expertise, leadership development, and inclusiveness in new domains like cyber and space operations.

With this in mind, there is, therefore, an ongoing need to create an environment in place when such occurrences transpire that no longer tolerates but encourages participation by women in national security processes. It will make the operational effectiveness better and will enable more armed forces to handle the complexities of modern combat. As we look to the future of women in combat positions, ongoing support and equitable policies will be vital. By recognising and addressing challenges, militaries worldwide can continue to foster an environment that values the skills and capabilities of all service members.

Recommendations:

1. Legal Mandate: India needs to establish a legal mandate that ensures equal opportunities for men and women. This will ensure that recruitment is based on merit, not gender.

2. Infrastructure and Training Adaptation: The induction of women into the Armed Forces needs to substantially change the infrastructure and training.

3. Fundamental Right: The Constitution provides the right to equality of opportunities under the fundamental right to equality and the right to practice any profession under the fundamental right to freedom. In India, military service is not mandatory; men participate in it voluntarily. In the same way, if any woman willingly wants to join the armed forces, then it’s her fundamental right to do so. In fact, in this way, the country can utilise its potential for the country’s advancement in the economy.

4. Need of NAP: Countries like Nigeria launched a gender policy in March 2021 focusing on gender mainstreaming in recruitment, training, planning, budgeting, and operations, India has also made considerable contributions regarding women’s participation in UN Peacekeeping Missions, however, India is yet to frame a National Action Plan (NAP) based on the WPS agenda to increase the involvement of women in the domestic level in the Indian military domain. This lack of a structured policy framework hinders systematic progress toward gender integration.

5. The different standards imposed on men and women must be dissolved. The physical efficiency test for ladies, like the tests of endurance, the battle physical efficiency test, and other difficult tests such as chin-ups and toe-touches, are also not applicable for lady cadets. The physical standards have to be toughened; otherwise, they will never be judged as equals in the Academy. The differences between men and women can be mitigated by gender-norming, as is the practice in the US and other Armies. The tests remain the same, only the scores and requirements are lowered. The standards need to be compared with the standards of other countries, and scope for improvement needs to be looked into.

6. Men and women can benefit and learn more from each other if they are trained together so that the perception of double standards melts away. Mixed contingents need to be there, where the physical training, weapon training, and drill are common for men and women.

7. Mentorship is a critical investment tool that should be used to cultivate the strength and diversity of the Army. Women face unique challenges in the military and often have no one to discuss them with. Gender-specific mentorship groups provide an outlet for women who need assistance or guidance and who don’t feel comfortable addressing their issues with men.

8. Demographic dividend: Without doubt, women are the most “underutilised asset” in the country. The optimal “demographic dividend” would heavily depend on their participation in productive and gainful economic activity. With women constituting almost half the population, their participation in economic activity will not only stimulate various economic activities, leading to increased personal and household income, but also push consumption levels. This intersection of demographic dividend and women in combat highlights the critical opportunities for increasing the country’s economic potential and societal advancements.

9. Need to Change in Mindset: In the 21st century, while society has made significant advances towards gender equality, traditional views persist in some areas, including the armed forces. It is essential for all soldiers, regardless of gender, to recognise and respect the authority of their fellow service members. As women continue to serve in combat roles and take on leadership positions, male soldiers must embrace this change and view their female counterparts as equals. India should launch initiatives that promote awareness about women's contributions to national security and encourage societal support for their roles in the armed forces. Engaging with communities can help shift cultural perceptions regarding gender roles. Even if at the legal level women are allowed in combat, the change in mindset takes time, so gradually the change will be acceptable and will ultimately strengthen our armed forces.