The Union Public Service Commission (UPSC) Civil Services Examination (CSE) is one of the most competitive and prestigious exams in India, opening doors to coveted positions like IAS, IPS, and IFS. Over the years, the UPSC has strived to promote inclusivity and diversity among candidates. However, recent data reveals a persistent gender imbalance and negligible representation from the transgender community in the exam process.
While women’s participation has gradually increased, it still remains below 40% in the last decade. The transgender representation, though formally recognized, continues to be minimal. This brings to light deeper social, structural, and institutional challenges that affect equal participation in one of India’s most respected recruitment systems.
A Decade of Gender Trends in UPSC Exams
Over the past ten years, UPSC data shows that women constitute less than 40% of total applicants and an even smaller percentage of those who qualify. Despite the growing number of educated and career-driven women in India, their representation in the civil services exam has not kept pace.
For instance, in many exam cycles, the percentage of female candidates who actually appeared for the preliminary test hovered between 30% and 38%. The numbers for those who clear the mains and reach the final list are even lower. Although there have been notable success stories like Tina Dabi, Ira Singhal, and Ankita Agarwal topping the exams in recent years, the broader gender gap persists.
This indicates that while the UPSC has made progress in promoting equality, the barriers for women’s equal participation are deeply rooted in societal and structural issues.
The Numbers Behind the Inequality
According to the UPSC’s annual reports and government data, more than 10 lakh candidates apply for the Civil Services Examination each year. Out of this, roughly 35% to 38% are women. However, only around 25% to 30% of the total candidates who qualify for the final merit list are female.
When it comes to appointments, the percentage of women joining the Indian Administrative Service (IAS), Indian Police Service (IPS), and Indian Foreign Service (IFS) remains between 27% and 32%. Though this is an improvement from two decades ago when the number was less than 15%, the pace of progress is slow.
The transgender participation, meanwhile, is extremely low and almost negligible. Even after the Supreme Court’s NALSA judgment in 2014 that recognized transgender individuals as a “third gender,” their representation in the UPSC exams has remained marginal. Only a handful of transgender candidates have applied, and even fewer have appeared or qualified.
Why Are the Numbers So Low?
The reasons behind this imbalance are multifaceted. For women, societal expectations, unequal access to education, family pressure, and limited financial resources often restrict their opportunities.
In many parts of India, especially rural areas, young women face challenges in accessing coaching institutes or balancing household responsibilities with exam preparation. The competitive nature of the UPSC exams, which demands long hours of study and years of dedication, becomes even more challenging for those without family or social support.
For transgender individuals, the barriers are even higher. Discrimination, lack of educational inclusion, absence of financial aid, and social stigma prevent many from even reaching the stage of competitive exams. While the government has made legal provisions for their inclusion, practical implementation remains weak.
The UPSC’s Steps Toward Inclusivity
The UPSC has taken some positive steps to make the examination process more inclusive. Candidates from all gender identities are allowed to apply, and the examination form now includes a “transgender” category.
Additionally, the UPSC has simplified the application process, increased the number of exam centers across the country, and made the system more transparent. The introduction of online applications, accessible admit cards, and digital results have helped bridge certain accessibility gaps.
However, inclusivity on paper does not automatically translate into inclusivity in practice. For example, while transgender candidates can select their gender identity on the form, the lack of awareness and sensitivity among institutions continues to act as a barrier. There are still limited support systems, mentorship programs, or reservation benefits specifically designed to encourage their participation.
Breaking Stereotypes: Women Who Made It
Despite the challenges, several women have broken barriers and emerged as role models in the UPSC Civil Services Exam.
Names like Tina Dabi (IAS 2015 topper), Ira Singhal (IAS 2014 topper), and Ankita Agarwal (IAS 2021 topper) have inspired a generation of women to aspire for civil services. Their achievements showcase not only individual brilliance but also the importance of representation.
Ira Singhal, in particular, made history by becoming the first differently-abled woman to top the exam. Her journey highlighted the significance of inclusivity beyond gender, proving that determination and equal opportunity can overcome physical and social challenges.
These success stories have gradually shifted public perception, encouraging more women to appear for the exam. Yet, the systemic hurdles remain, indicating that isolated achievements cannot substitute for broader structural reform.
What Needs to Change
To achieve true gender and social inclusivity, the focus must move beyond numbers and toward creating a supportive ecosystem. Some steps that can make a difference include:
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Scholarships and Financial Aid: Providing targeted scholarships and coaching support for women and transgender candidates from economically weaker backgrounds.
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Awareness Campaigns: Conducting awareness programs in schools and colleges, especially in rural areas, to encourage girls to pursue civil services.
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Inclusive Policies: Creating special mentorship programs for underrepresented groups to guide them through the complex UPSC process.
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Institutional Support: Ensuring that examination centers and training academies are inclusive and sensitive to transgender candidates’ needs.
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Media and Representation: Highlighting diverse success stories to motivate aspirants from all gender backgrounds.
By addressing these areas, the UPSC can move toward becoming a more inclusive platform that truly reflects India’s social diversity.
The Transgender Inclusion Challenge
Although the transgender category was officially recognized in UPSC applications after 2015, representation has remained minimal. The challenges are not just about applying but also about preparing for an exam that demands years of academic focus and institutional support.
Most transgender individuals in India face systemic exclusion in education and employment. The lack of gender-neutral facilities, absence of mentors, and discrimination in schools make it extremely difficult for them to reach the level of postgraduate education required for UPSC.
The government must collaborate with social organizations and educational institutions to create bridge programs, skill-building initiatives, and safe learning environments for transgender aspirants.
The Road Ahead
If India aims for truly representative governance, gender inclusivity in the civil services must be prioritized. The UPSC is one of the pillars of India’s administrative system, and diversity in its ranks directly influences the quality of governance and policymaking.
More women and transgender officers mean greater empathy in policy design, better representation of marginalized voices, and more inclusive development models. It is not just about fairness but about creating a stronger, more balanced system that reflects the diversity of Indian society.
Conclusion
The fact that less than 40% of UPSC Civil Services aspirants are women, and transgender participation remains negligible, highlights a major gap in India’s pursuit of equality in public service.
While policies and reforms have improved accessibility, the journey toward genuine inclusivity requires deeper social transformation. Equal opportunity should not just exist in policy documents but in classrooms, families, and communities.
The UPSC has the potential to become a true symbol of inclusiveness by ensuring that every capable individual, regardless of gender identity, has an equal chance to serve the nation. The next decade must focus not just on increasing participation numbers but on removing the structural barriers that limit India’s talent from reaching its full potential.