Our institutions, especially educational institutions, can shape futures and empower groups. Yet, occasionally internal impediments, poor recruitment, old-fashioned practices, or poorly implemented reservation systems undermine equity and dilute the purpose of affirmative action.
The alarming trend is how reserved places for underprivileged groups are being occupied. Despite the law, the gap between policy and practice persists. It is not just a quantitative shortfall; it’s a sign that qualified individuals are being marginalized.
How does this happen? Where are the pitfalls? Disjointed rosters that forget quotas, departmental silos that face away from university-level standards, and outdated recruitment data that disregards backlogs. Administrative inertia also keeps overdue reforms pending. Overall outcome? Meritorious prospects remain idle not for lack of merit, but due to faulty systems.
Such unequal representation is not just imposed on people but also has implications for institutional health. Diverse student and faculty populations enrich classrooms, encourage inclusive collections of knowledge, and enrich understanding. When institutions do not mirror social diversity, they become uncredible and unable to serve their communities.
So, what needs to be changed? First, policies must be enforced: positive action hiring drives for filling reserved positions, periodic verification of roster compliance, and sanctions against unreasonable delay. Equity cells must be properly staffed and enabled to help underrepresented students and employees. Good data on representation must be in hand so that someone can be held responsible.
Finally, equity has to be more than just an adjective; it has to be an operational commitment. When all the faculty job lines are open and fair, our universities’ promise of merit, diversity, and belonging is realized. Then and only then can institutions hold themselves to their role as engines of social justice and ensure that representation is not merely mandated but lived.
