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The Central Armed Police Forces (CAPFs) of India, comprising forces like CRPF, BSF, CISF, and others, play a crucial role in maintaining internal security. Women’s participation in these forces has been historically limited, but recent efforts have focused on increasing their representation. As of 2024, women constitute only 4.4% of the total personnel in CAPFs, highlighting the slow progress despite various initiatives.

Current Representation and Changes Over Time

• Overall Representation: Women make up 4.4% of the 9.48 lakh-strong CAPFs. Within this, the Central Industrial Security Force (CISF) has the highest representation at 7.02%, followed by the Sashastra Seema Bal (SSB) at 4.43%, Border Security Force (BSF) at 4.41%, Indo-Tibetan Border Police (ITBP) at 4.05%, Assam Rifles at 4.01%, and Central Reserve Police Force (CRPF) at 3.38%.
• Growth of Women Personnel: From 15,499 women in 2014, the number has tripled to 42,190 in 2024, reflecting a steady increase in recruitment. However, the percentage remains low despite these gains.
• Recruitment Trends: In 2024, 835 women were recruited, with 5,469 more in the process. In 2025, 4,138 women are expected to be recruited.

Government Efforts and Parliamentary Committee Recommendations

• Policy Measures: The government has introduced several steps to encourage women’s participation in CAPFs, such as reservations in constable-level positions: one-third for CRPF and CISF, and 14-15% for border forces like BSF, SSB, and ITBP.
• Challenges in Recruitment: Despite these policies, recruitment has not kept pace with the targets. The 2022 Parliamentary Committee on Home Affairs expressed disappointment over the “abysmally low” number of women in CAPFs, noting that women made up only 3.68% of the forces at that time.
• Recommendations by Parliamentary Committees:
  • The Home Affairs Committee recommended fast-tracking phase-wise recruitment of women, particularly in CISF and CRPF.
  • The Standing Committee on Personnel (2023) suggested “soft postings” for women to avoid difficult working conditions, especially in remote or strenuous terrains. It also called for reservations for transgender individuals.
  • In 2024, further steps like fee waivers, relaxed physical standards, and provisions for maternity and child care leave were introduced to make the work environment more inclusive.

Reasons Behind Low Representation

• Cultural Barriers: Traditional gender roles and societal expectations deter many women from pursuing careers in security forces.
• Work Environment: The demanding nature of the job, which includes postings in remote areas and high-risk operations, makes it less appealing, especially for women with family responsibilities.
• Infrastructure Issues: Lack of adequate accommodation, sanitation facilities, and safety measures for women are deterrents to joining and retaining female personnel.

Conclusion and Future Outlook

Although the representation of women in CAPFs has seen improvement, it remains below expectations due to persistent challenges. The government’s continuous focus on recruitment reforms, better working conditions, and policy incentives will be crucial to achieve gender parity in these forces. As societal attitudes evolve and the infrastructure improves, more women may be encouraged to serve in these vital security roles. Future efforts must include targeted recruitment drives and creating a more inclusive and supportive environment to enhance women’s participation in CAPFs.