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Category: Public Policies
Public Policies
MUSKAN JAISWAL

NITI AAYOG’S SDG INDIA INDEX REPORTS: AN ASSESSMENT OF SELECTED CASE STUDIES

The MoSPI’s 2022 publication “Guidance on Monitoring Framework on SDGs at the sub-national Level” inter alia includes the guidelines for the development of SDG-based National Indicator Framework (NIF) and State Indicator Framework (SIF), which facilitates localization and assists State Governments in the development and refinement of the sub-national level monitoring framework by providing comprehensive guidance. In consonance with the MOSPI’s NIF and SIF, NITI Aayog has released four reports titled ‘SDG India Index,’ covering indices for 2018-19, 2019-20, 2020-21, and 2023-24 based on the globally accepted Sustainable Development Solution Network (SSDN) methodology. These reports illustrate the challenges respective States/UTs face in monitoring SDGs at the sub-national level, along with the best practices being followed in the States/UTs for SDG monitoring. This mechanism of monitoring through indigenized dashboards has facilitated Evidence-Based Policy Making (EBPM) in Indian policy circles. These tools evaluate the performance of the states and union territories aligned with the NIF, providing both goal-wise scores, ranking, and a composite score (0-100) that reflects overall progress collated from the raw data. (PIB, 2024). Thus, the following article undertakes four case studies (i.e., Delhi, Telangana, Uttar Pradesh, and West Bengal) to assess and delineate the attempts of SDG localization on the ground.

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February 28, 2025 No Comments
Public Policies
MUSKAN JAISWAL

TRACKING IMPLEMENTATION OF THE SDGs LOCALIZATION: SELECTED COMPARATIVE CASE STUDIES OF INDIAN DISTRICTS

When the world is counting down the time to fulfill the 17 SDGs and associated 169 targets set for the Agenda @2030, countries adopt the tailored solution of SDGs localization for the faster addressal of the global risks, especially, with popular and enigmatic narratives like ‘Sabka Saath, Sabka Vikaas, Sabka Vishwaas and Sabka Prayaas’ in India. Thus, this paper undertakes the four selected comparative case studies of Indian districts to examine the country’s progress and loopholes in implementing SDG localization, namely, I.) North West (Delhi), ii.) Hyderabad (Telangana), iii.)Noida (Uttar Pradesh), and iv.)Kolkata (West Bengal). The paper employs a mixed methodology of qualitative and quantitative analysis of the synchronized data, i.e. National Indicator Framework (NIF) and District Indicator Framework (DIF) released by the nodal agencies responsible for the SDGs tracking in the respective locale in alignment with the Global Indicator Framework (GIF).

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February 23, 2025 No Comments
Public Policies
Piyush Chaudhary

Mental Health Crisis in Rural India : Challenges and Solutions

Mental health in rural India is a silent crisis—deeply rooted in stigma, lack of awareness, and poor access to care. While urban centers have made progress, millions in villages still struggle without proper diagnosis or treatment. This article dives into the harsh realities of mental health in rural India, the policies in place, and what needs to change.

From the myths surrounding mental illness to the severe shortage of trained professionals, the challenges are overwhelming. But there is hope. Successful interventions, like community health programs and telepsychiatry, are proving that change is possible. With the right policies and awareness, we can bridge the gap and make mental healthcare accessible to all.

Want to be part of the solution? Explore key policy recommendations and real-world case studies that can help transform mental health support in rural India.

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February 20, 2025 2 Comments
Public Policies
Shraddha Katare

Mental health at workplace and labour laws

Mental Health at work place and Labor Laws Introduction Mental health refers to our emotional, psychological, and social well-being. It influences how we think, feel, and act and plays a crucial role in how we handle stress, relate to others, and make choices. Nearly 60% of the global population is part of the workforce. All workers have the right to a safe and healthy work environment. Mental health is a key part of overall well-being, but many people still face stigma and challenges in accessing care. Issues like workplace stress, the impact of social media, and increasing anxiety among young people highlight the urgent need for supportive measures. Without effective support systems in the workplace, especially for those with mental health conditions, individuals may struggle to enjoy their jobs and perform at their best. Current Issues Mental health conditions are common. It’s estimated that 1 in 3 women and 1 in 5 men will experience major depression during their lives. Around the world, 1 in 7 young people aged 10–19 suffers from a mental disorder, contributing to 15% of the global disease burden for this age group. Suicide is the third leading cause of death for individuals aged 15 to 29. A stressful work environment, characterized by high demands and poor management, can lead to burnout and depression. The workplace can significantly influence employee’s mental health, especially in office settings where employers can make changes. A survey called the 360 Global Wellbeing Survey found that only 35% of respondents reported having flexible working hours and locations, despite this being a top priority for job seekers. According to an article from the Times of India, 71% of employees in India feel comfortable discussing mental health at work, but nearly 60% believe their managers or colleagues lack the tools to engage in these conversations effectively. Employers who ignore mental health miss out on a chance to reduce costs. Mental health issues like depression and anxiety can make chronic health conditions harder to manage, leading to increased healthcare expenses from more doctor visits, hospital stays, and medication use. Untreated mental health conditions can worsen chronic diseases, and vice versa. For instance, diabetes can double or triple the risk of depression, while those with depression are 60% more likely to develop diabetes. Additionally, presenteeism, where employees show up to work but are not fully productive due to mental distress, also increases costs. Laws The WHO’s Comprehensive Mental Health Action Plan (2013–2030) outlines principles, objectives, and strategies to promote good mental health in the workplace. This includes addressing social factors affecting mental health, such as living conditions and work environments; reducing stigma and discrimination; and improving access to evidence-based care through health service development, including occupational health services. In 2022, the WHO’s World Mental Health Report highlighted the workplace as a critical area for transformative action on mental health. India’s Mental Healthcare Act, 2017 (MHA) was enacted to provide a rights-based framework for individuals with mental illness, in line with India’s obligations under the United Nations Convention on the Rights of Persons with Disabilities (CRPD). While the MHA represents significant progress from the Mental Health Act of 1987, numerous challenges related to mental health in the employment sector remain unaddressed. India is preparing to introduce new labor codes, expected to bring major reforms to the employment sector. However, these new codes lack clear guidance on mental health in the workplace, focusing primarily on physical safety and welfare. There are no specific provisions addressing mental health, such as guidelines for managing workplace stress, mental health awareness programs, or protocols for handling mental health issues. This absence redirects attention to existing directives, legislation, and best practices from international bodies. Challenges in Implementation of Mental Health Laws 1. Stigma Attached to Mental Health: The stigma surrounding mental illness makes it difficult for individuals to seek help and for regulations to be enforced effectively. Mental health still receives less attention compared to physical health. Efforts to reduce stigma and increase awareness can help make mental health treatments more accessible. 2. Lack of Research Capacity: Addressing the gaps in mental health care is challenging due to insufficient research facilities for implementation and policy reform. More research is needed to determine effective ways to enforce mental health laws. 3. Shortage of Professionals and Services: A shortage of trained mental health professionals can hinder the effective execution and enforcement of mental health legislation. This lack of professionals can delay access to essential mental health services. The fragmented delivery of services also complicates the implementation and enforcement of mental health laws. Integrating mental health care into primary health services can help resolve this issue. 4. Resource Constraints: Implementing and enforcing mental health regulations can be especially difficult in vulnerable areas facing challenges such as armed conflict or developmental barriers. Resource constraints, including poor infrastructure and security issues, hinder these efforts. Governments and international organizations must provide resources to support mental health law implementation in such contexts. 5. Lack of Insurance: Obstacles to accessing mental health care, such as insufficient insurance coverage, can impede the implementation and enforcement of mental health laws. Ensuring adequate insurance coverage for mental health services is crucial to improving access to care. Solutions To ensure effective implementation, mental health policies should be developed as separate entities but integrated into health, social, and educational policies and strategic action plans. Mental health should also be included in national operational plans and essential health interventions. For example, in Kenya, a project funded by the UK NGO Nuffield Trust allocated funds to train psychiatric nurses in advocacy and planning skills to improve mental health care. Mental health issues require collaboration across various sectors, including education, social welfare, and the criminal justice system. Significant contributions from the health sector are essential to address mental health challenges, including providing access to medicines and support. Many generic medications are just as effective as newer, more expensive psychotropic drugs that may have better side effects but do not lead to significantly improved health outcomes. Uganda has

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February 19, 2025 No Comments
Public Policies
Leeza Lowanshi

Evolution of Labour Law in India

Understanding Labour Law: A Quick Guide Labour law, commonly known as employment law, is a set of laws governing the rights and obligations of employees, employers, and trade unions. It covers a wide range of topics, including employment terms, which range of topics, including employment terms.[1], which include hiring practices, contracts, job descriptions, and termination procedures. Working conditions, which establish guidelines for health, safety, and welfare at work. Wages and Benefits, which control minimum wage, Overtime pay, and other forms of compensation. Trade unions, provide guidelines for the creation and operation of these organizations. And Industrial relations, which offers channels for resolving conflicts between employers and employees. To guarantee fair treatment and shield workers from exploitation, labour laws seek to balance the power relations between employers and employees. [2][3] 1.     From Colonial Roots to Modern Safeguards: The Evolution and Impact of Labour Laws in India[4] India’s labour laws, which have their origins in the nation’s colonial past, are intended to uphold equitable labour practices and safeguard workers’ rights. Major laws like the Factories Act of 1881, which regulated working conditions, child Labour, and safety requirements, set the groundwork during the British administration. The Indian Constitution of 1950 played a pivotal role in creating Labour rights, and the country’s Labour laws were greatly strengthened after independence.[5][6] The dedication to social justice and economic stability for workers has been strengthened over time by the enactment of laws like the Industrial Disputes Act of 1947, and the Minimum Wages Act of 1948, the Employees’ Provident Funds and Miscellaneous Provisions Act of 1952.[7][8] These rules are enforced by Labour agencies of the federal and state governments, whose inspectors frequently visit workplaces to verify wages and safety. Fair treatment and improved working conditions are negotiated by trade unions, while disagreements between companies and employees are resolved by special courts and tribunals.[9] To make sure that everyone is aware of the laws, government organizations and non-governmental organizations also provide programs that teach employers and employees about their rights and obligations.[10] A balanced work environment is essential for the welfare of employees as well as the social and economic development of the nation, and the court is a key player in interpreting these regulations.[11] 2.     Why We Need Labour Law: There are multiple reasons why labour laws are essential some of them are[12]– Worker protection ensures fair wages, safe working conditions, and acceptable hours. This makes it harder for employers to abuse or take advantage of their employees. Labour laws ensure social fairness by protecting disadvantaged workers from discrimination and unjust treatment. This protects their rights, which lessens inequity. Effective labour laws promote workplace harmony by resolving disputes between employers and employees. This avoids disputes that might disrupt business operations. Labour laws provide clear rules for employers to recognize their responsibilities to their employees. This knowledge can enhance workplace relations and lessen legal problems. -To ensure that workers are not placed in hazardous situations and that their health and safety are given first priority, it is critical to establish clear standards for workplace safety and health.[13] o   The Benefits of Labour Laws: –   Fair Treatment: Labour laws protect workers from exploitation by ensuring that they receive fair compensation, have reasonable working hours, and are employed in safe environments.[14][15] – Economic Stability: Labour laws promote economic growth and stability by developing an employee base that is inspired and efficient. – Social Justice: By safeguarding disadvantaged workers, these rules lessen inequality and guarantee equitable treatment for people from all backgrounds. – Industrial Harmony: By preserving harmony between employers and employees, conflict resolution procedures contribute to the smooth operation of the economy. – Clear Guidelines for Employers: Labour laws give a framework for employers to avoid legal conflicts and promote positive working relations.[16] Workplace Health and Safety: Labour laws provide standards that protect employees’ health and well-being by preventing illnesses and accidents at work. – Overall Development: Labour laws provide a balanced and equitable working environment, which helps a country’s economic and social advancement.[17] o   Misuse of labour Laws: –   False Claims: Workers may file unfounded claims against employers, leading to unnecessary legal battles and financial strain on businesses. –   Excessive Regulation: Over-regulation can overwhelm employers, particularly small businesses, hindering growth and innovation. –   Corruption: Corrupt practices within enforcement agencies can result in biased decisions, leading to unfair treatment and demands for bribes. –   Union Misuse: Trade unions may exert undue pressure on employers, making unreasonable demands that can disrupt business operations and cause economic losses. –   Delays in Dispute Resolution: Slow legal processes in labour disputes can create prolonged uncertainty, which can be exploited to delay justice.[18][19][20] Case Laws- SAIL v. National Union Waterfront Workers[21] Facts: The Steel Authority of India Limited (SAIL) employed outside contractors to manage the inventory in their stockyards. This approach was contested by the labour union National Union Waterfront Workers, who said that using contract labour was exploitative. They insisted on regular employment inside SAIL for contract workers. Issue: whether contract workers should be automatically converted into regular SAIL employees when contract labour is ended under Section 10 of the CLRA Act. Judgment: On August 30, 2001, the Supreme Court of India rendered its decision. When contract labour is eliminated, contract workers do not immediately become regular employees of the major employer (SAIL). There is no legal requirement for automatic absorption. The competent authorities will decide whether or not to outlaw contract labour. Based on the requirements outlined in Section 10 of the CLRA Act, this determination must be made. There must be a direct employer-employee relationship with the major employer for contract workers to be regularized. In this case, no such relationship was found. Hindustan Aeronautics Limited v. Workmen[22] Facts: Under Section 10(1) of the Industrial Disputes Act, 1947, the West Bengal government referred five relevant concerns to the Industrial Tribunal during the dispute. Three of these concerns were resolved by the Tribunal. The Central Government or the State Government of Karnataka, according to HAL, should have the rightful jurisdiction to refer the

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February 19, 2025 No Comments
Public Policies
Belal Ahmad

Book review – “Caste Matters in Public Policy”, by Belal Ahmad

The book review by Belal Ahmad critically examines Caste Matters in Public Policy, edited by Rahul Choragudi, Sony Pellissery, and N. Jayaram. This book explores how caste influences public policy in India, emphasizing its resilience and transformation over time. Originating from a seminar on caste and contemporary public policy, the book includes contributions from 13 authors across 10 chapters, divided into three thematic parts.

Key topics discussed include the historical evolution of caste-based policies, challenges of caste enumeration, affirmative action, and the dynamics of caste in different Indian states and religious communities. The book also highlights caste hierarchies within non-Hindu religions and examines caste’s persistence in shaping Indian society and governance. The epilogue provides a framework for integrating caste analysis into public policy to address socio-cultural realities.
Ahmad provides a detailed overview, noting the book’s depth in addressing caste as a pervasive societal force but also pointing out areas needing further exploration

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February 17, 2025 1 Comment
Public Policies
MUSKAN JAISWAL

DECODING SDG LOCALIZATION IN SELECTED STATES

DECODING SDG LOCALIZATION IN SELECTED STATES Shravani Thota, Muskan Jaiswal, Rishabh Dev Bhardwaj, Avika Kamboj, Rajlakshmi Anand Keywords: Sustainable Development Goals (SDGs); Localization; Global Indicator Framework (GIF); National Indicator Framework (NIF); NITI Aayog; MoSPI; Scheme; Policy; Delhi; Telangana; Uttar Pradesh; West Bengal. On 25th September (2015), the UNGA adopted the document titled “Transforming our World: The 2030 Agenda for Sustainable Development”, comprising 17 SDGs and 169 targets. This stands as the de-facto international obligatory cornerstone for the sustainable ‘one earth, one future’ solution, where countries are expected to reorient their domestic spending priorities. At the global level, the United Nations Statistical Commission (UNSC) established the Inter-agency and Expert Group (IAEG) to devise and monitor the Global Indicator Framework (GIF). Accordingly, in sync with GIF, the Indian Ministry of Statistics and Policy Implementation (MoSPI) has developed the National Indicator Framework (NIF), to monitor the progress of the SDGs realization at the national level. Following the row, the States/UTs are processing with their tailored sub-national monitoring operation, i.e. the State Indicator Framework (SIF) and District Indicator Framework (DIF). As per the Indian model of SDG localization promoted by NITI Aayog, the progress of States and Union Territories (UTs) as of 2024 is outlined in the tabular data (Fig. NITI Aayog, 2024). Here, the selection criterion for inclusion of Indicators in NIF includes – ‘relevance to SDG targets, ‘national priorities’, ‘data availability’, and ‘policy significance’. For each indicator, the NIF specifies data sources and periodicity. These data sources include official government statistics from various surveys, administrative data, and censuses. Responsibility for data collection and reporting rests with the concerned line Ministries and Departments. NIF is evolving in nature like the GIF. Consequently, the GOI has established a High-level Steering Committee (HLSC) on SDGs under the Chairmanship of the Chief Statistician of India (CSI) and Secretary, MoSPI to review and refine the NIF periodically. This Committee comprises members from NITI Aayog, MHA, Ministry of Health and Family Welfare, MoEFCC, Ministry of Finance, and the MoSPI.  Area Parameter No. of States Completed (Out of 28) No. of UTs Completed (Out of 8) Vision/Roadmap SDG vision document 23 4 Coordination Mapping of SDG targets with schemes and departments 25 3   Mechanism for coordination with line departments at the State level 26 6   Formation of Working Groups/Committees/Task Forces 24 5 Monitoring and Reporting SDG cell/centre/team at the State level 25 1   State Indicator Framework 16 1   District Indicator Framework 6 1   Block Indicator Framework 6 1   Dashboard developed 16 1 Budgeting SDGs linked to budget allocation 11 1 Capacity Building Capacity building/training of officials 24 1   Involvement of CSOs/CSR in awareness generation and capacity building 15 2 In the recently released NITI Aayog SDG India Index 2023-24, the overall SDG score for the country stands at 71, a significant improvement from 66 in 2020-21 and 57 in 2018 (Baseline Report), here all the state’s scores have improved. Following are the selected states’ composite scores – i.) Delhi- 70; ii.) Telangana: 74; iii.) Uttar Pradesh: 67; iv.) West Bengal: 70. Delhi (A.) Profile: Officially known as the National Capital Territory (NCT) of Delhi, is India’s capital and one of its most populous urban centers. According to the 2011 Census, Delhi had a population of 16,787,941. The NCT covers an area of 1,483 square kilometers and comprises 11 districts, 3 municipal corporations, and 272 municipal wards. Additionally, it has 1,799 urbanized villages and several gram panchayats under its administrative framework (Government of NCT of Delhi, n.d.). (B.) Institutional framework for SDGs Monitoring/Coordination: The Planning Department has been designated as the nodal authority for SDGs, with its Director serving as the Nodal Officer. The Delhi Vision 2030 document has been developed to align the city’s developmental strategies with the SDGs. More than 1,500 unique and SMART indicators have been mapped to various schemes and programs, ensuring a structured approach toward sustainable development. The framework includes 15 goals and 264 indicators to monitor and track progress (Ministry of Statistics and Programme Implementation, 2022). Delhi has also established a digital infrastructure for real-time SDG tracking and monitoring. The Ministry of Statistics and Programme Implementation (MoSPI), in collaboration with the United Nations Regional Coordinator Office, has launched an SDG Dashboard to facilitate real-time data visualization and progress reporting. Various IT applications have been developed to enhance outcome-based budgeting linked to SDG objectives. The Planning Department ensures the effective integration of SDGs across government departments, aligning the region’s policies with the National Indicator Framework (Government of NCT of Delhi, n.d.). (C.) SDG-wise Existing Schemes – SDG 1: The Mukhyamantri Covid-19 Pariwar Arthik Sahayata Yojana. SDG 2: Zero HungerThe Mid-Day Meal Scheme ensures nutrition for school children, while initiatives under the Department of Women and Child Development support nutrition for children under six and pregnant/lactating mothers. SDG 3: Aam Aadmi Mohalla Clinics provide accessible primary healthcare services, improving overall health outcomes. SDG 4: The Chunauti Initiative focuses on improving learning outcomes in government schools, ensuring inclusive and equitable quality education. SDG 5: The Ladli Scheme offers financial assistance to girl children from economically weaker sections, promoting their education and empowerment. SDG 6: Projects under the Delhi Jal Board aim to provide clean drinking water and improve sanitation infrastructure. SDG 7: The Delhi Solar Policy encourages the adoption of solar energy, promoting sustainable energy solutions. SDG 8: The Rozgar Bazaar Portal connects job seekers with employers, fostering economic growth and employment generation. SDG 9: The Delhi Startup Policy supports innovation and entrepreneurship, providing a conducive startup ecosystem. SDG 11: The Mukhyamantri Awas Yojana focuses on providing affordable housing to economically weaker sections, ensuring sustainable urban development. SDG 13: The Odd-Even Traffic Scheme aims to reduce vehicular pollution, contributing to climate action efforts. SDG 16: The Delhi Commission for Women works toward preventing harassment and violence against women through dedicated law enforcement initiatives. These initiatives reflect Delhi’s commitment to localizing SDGs and achieving sustainable development across various sectors. Telangana (A.) Profile: Telangana has 33 districts and a population of

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February 16, 2025 No Comments
Public Policies
Piyush Chaudhary

Evaluating the impact of Mid Day Meal Scheme among Tribal Children

For many tribal children in India, school isn’t just a place to learn it’s a place to eat. The Mid-Day Meal Scheme (MDMS), also known as PM-POSHAN, is more than just a government program; it’s a lifeline. Designed to combat malnutrition and improve school attendance, this initiative ensures that millions of children receive at least one nutritious meal a day. But is it truly reaching those who need it most? In tribal communities, where food insecurity and educational barriers are highest, the impact of MDMS is mixed. While some states like Odisha and Chhattisgarh have introduced millet-based meals and community-run kitchens, others struggle with irregular food supply, poor infrastructure, and lack of dietary diversity. Despite its challenges, MDMS has transformed lives helping children stay in school, improve their health, and break social barriers. With better monitoring, localized meal plans, and community involvement, this scheme has the potential to be much more than a meal program it can be a stepping stone to a brighter future for India’s most vulnerable children.

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February 16, 2025 2 Comments