RULING NDA’S CANDIDATE FOR PRESIDENTIAL ELECTION 2022 – SMT.DROUPADI MURMU (FORMER GOVERNOR OF JHARKHAND)

A TRIBAL LEADER FROM ODISHA, SHE HAS BEEN NAMED AS THE RULING NDA’S CANDIDATE FOR THE UPCOMING PRESIDENTIAL ELECTION IN JULY 2022. THE DECISION WAS TAKEN AT THE  PARLIAMENTARY BOARD MEETING OF BHARTIYA JANTA PARTY HELD ON TUESDAY.

ON BEING ELECTED, MURMU WOULD BECOME THE FIRST TRIBAL PRESIDENT, SECOND FEMALE PRESIDENT OF INDIA AND SERVING AS FIFTEENTH PRESIDENT OF INDIA.

HAILING FROM MAYURBHANJ DISTRICT IN ODISHA, MURMU BEGAN OUT AS A TEACHER BEFORE ENTERING INTO STATE POLITICS.

ON BJP TICKET, SHE HAS BEEN ELECTED TWICE AS MLA, FROM RAIRANGPUR IN MAYURBHANJ (YEAR : 2000 AND 2009).

MURMU WAS FIRST CONSIDERED AS A CONTENDER FIVE YEARS AGO, WHEN FORMER PRESIDENT SHRI. PRANAB KUMAR MUKHERJEE WAS SET TO LEAVE FROM RASHTRAPATI BHAVAN.

DURING THE BJP-BJD COALITION GOVERNMENT THAT CAME TO POWER IN 2000, SMT. DROUPADI MURMU HELD THE COMMERCE AND TRANSPORT, AND, SUBSEQUENTLY, THE FISHERIES AND ANIMAL HUSBANDRY PORTFOLIOS.

SHE MANAGED TO WIN HER SEAT IN THE ASSEMBLY ELECTION HELD IN 2009 DESPITE ALL ODDS.

IN 2015, MURMU WAS SWORN IN AS THE FIRST WOMAN GOVERNOR OF JHARKHAND.

BEFORE SHE BECAME AN MLA, MURMU SERVED AS COUNCILLOR IN THE RAIRANGPUR NAGAR PANCHAYAT. SHE ALSO SERVED AS THE VICE-PRESIDENT OF THE BJP’S SCHEDULED TRIBES MORCHA.

WHEN ELECTED, WHICH, ALMOST LOOKS LIKE A CERTAINTY, AS NDA COMMANDS ALMOST 48% OF THE ELECTORAL ROLLS, SHE WILL NOT ONLY BE THE FACE OF TRIBALS IN INDIA SITTING AT THE TOP POSITION BUT WILL GIVE B.J.P BIG ELECTORAL STRENGTH.

KNOWN TO BE HUMBLE AND AFFABLE, MURMU IS ALSO KNOWN FOR HER ADMINISTRATIVE SKILLS.

PROPERTY RIGHTS OF WOMEN

The progress of any society depends on its ability to protect and promote the rights and interests of its women. Property rights and other economic rights offered to women under different statutes in India are quite complex and the issue further gets perplexed after their marriage, since they become part of a new family.

Since India is a home to diverse religions sans a uniform Civil Code and each religion is governed by its respective personal laws, there is no uniformity with respect to the property rights of women. Such rights are immune from Constitutional guarantee of equality, fairness and are highly fragmented on the basis of several factors like religion, geographical region, community, the status of the woman in the family i.e., daughter or wife or mother, their marital status such as married or unmarried or deserted or widow and also the kind of property i.e., ancestral or self-acquired, land or dwelling house or matrimonial property.

Hindu Law

Daughter

  • Daughter have equal right of inheritance as sons to their father’s property.
  • Daughter also have a share in the mother’s property.
  • The Hindu Succession (Amendment) Act, 2005 (39 of 2005) came into force from 9th September, 2005. the Amendment Act removes gender discriminatory provisions in the Hindu Succession Act, 1956 and gives the following rights to daughters
  • The daughter of a coparcener shall by birth become a coparcener in her own right in the same manner as the son;
  • The daughter has the same rights in the coparcenary property as she would have had if she had been a son;
  • The daughter shall be subject to the same liability in the said coparcenary property as that of a son;
  • The daughter is allotted the same share as is allotted to a son;
  • A married daughter has no right to shelter in her parents’ house, nor maintenance, charge for her being passed on to her husband. However, a married daughter has a right of residence if she is deserted, divorced or widowed.
  • A woman has full rights over any property that she has earned or that has been gifted or willed to her, provided she has attained majority. She is free to dispose of these by sale, gift or will as she deems fit.

Wife

  • A married woman has exclusive right over her individual property. Unless she gifts it in part or wholly to anyone. She is the sole owner and manager of her assets whether earned, inherited or gifted to her.
  • Entitled to maintenance, support and shelter from her husband, or if her husband belongs to a joint family, then from the family.
  • Upon partition of a joint family estate, between her husband and his sons, she is entitled to a share equal to as any other person. Similarly, upon the death of her husband, she is entitled to an equal share of his portion, together with her children and his mother.

Mother

  • She is entitled to maintenance from children who are not dependents. She is also a Class I heir.
  • A widowed mother has a right to take a share equal to the share of a son if a partition of joint family estate takes place among the sons.
  • All property owned by her may be disposed by sale, will or gift as she chooses.
  • In case she dies intestate, her children inherit equally, regardless of their sex.

RELEVANT CASE LAWS:-

1.     Smt. B.P. Achala Anand – Civil Appeal No. 4250 of 2000:-

The Supreme Court in this case observed that right of a wife to reside in the matrimonial home under personal laws. A wife is entitled to be maintained by her husband. She is entitled to remain under his roof and protection. She is also entitled to separate residence if by reason of the husband’s conduct or by his refusal to maintain her in his own place of residence or for other just cause she is compelled to live apart from him. Right to residence is a part and parcel of wife’s right to maintenance. . For the purpose of maintenance the term wife’ includes a divorced wife.

2.     Vineeta Sharma v. Rakesh Sharma & Ors. (2020)

The Supreme Court, in this case, stated that the right in coparcenary is accorded by birth. Thus, the birthdate of a daughter is immaterial in this regard. Moreover, it stated that the father need not be alive as on commencement of the 2005 Amendment Act. It held that the Act will be effective retroactively. That is, daughters will be given a share in the coparcenary property even if the father died before 2005. The Supreme Court pointed to the object of the Act which was to remove gender discrimination regarding rules of the coparcenary. Thus, the object could be fulfilled only if the Act was applied retroactively.

3.     Agasti Karuna v. Cherukuri Krishnaiah (2000)

The Court held in this case that women had absolute right over the property of the deceased husband under Section 14. Any transfer or alienation of such property by the wife after the commencement of the Act cannot be challenged by any of the heirs

A woman whether she is a daughter or a wife or a mother, deserves to get equal rights as her male counterpart. She should be treated with same respect and love as anyone else. Most of the women in India give up their careers and spend their life as homemakers. Thus, it is not only necessary but a responsibility to make sure that they do not suffer financially, physically or emotionally in case of any tragedy. It is essential to safeguard Property Rights of Women to secure their life. She deserves equal share as her brother in the property of her parents and as her husband in the property of her in-laws.

VISHAKA & ORS. V. STATE OF RAJASTHAN & ORS. ( AIR 1997 SC 3011)

VISHAKA V. STATE OF RAJASTHAN IS A LANDMARK JUDGMENT PRONOUNCED IN 1997 BY THE SUPREME COURT OF INDIA. THIS CASE LED TO THE ENACTMENT OF CERTAIN GUIDELINES TO DEAL WITH CASES OF SEXUAL HARASSMENT OF WOMEN AT WORKPLACES.

BHANWARI DEVI, A SOCIAL WORKER FROM RAJASTHAN, WAS BRUTALLY GANG-RAPED BY SIX GUJJAR MEN FOR STOPPING CHILD MARRIAGE.

FACTS
– DETERMINED TO GET JUSTICE, BHANWARI DEVI FILED A COMPLAINT AGAINST THE OFFENDERS.
– HOWEVER, THEY WERE ACQUITTED BY THE TRIAL COURT.
– ENRAGED BY THIS, SEVERAL WOMEN’S GROUPS AND NGOS CAME OUT TO SUPPORT BHANWARI DEVI AND FILED A WRIT PETITION IN THE SUPREME COURT TO FIGHT AGAINST INJUSTICE.
– THE WRIT WAS FILED FOR THE ENFORCEMENT OF FUNDAMENTAL RIGHTS OF WORKING WOMEN GUARANTEED UNDER ARTICLE 14, ARTICLE 19, AND ARTICLE 21 OF THE CONSTITUTION OF INDIA.

JUDGMENT
THE COURT OBSERVED THAT AS PER ARTICLE 14(2), 19(1)(G) AND 21(4), EVERY PROFESSION, TRADE, OR OCCUPATION SHOULD PROVIDE A SAFE WORKING ENVIRONMENT TO ALL THE EMPLOYEES. A SAFE WORKING ENVIRONMENT IS A BASIC REQUIREMENT, UNAVAILABILITY OF WHICH VIOLATES THE RIGHT TO LIVE A DIGNIFIED LIFE GUARANTEED UNDER ARTICLE 21 OF THE CONSTITUTION OF INDIA.

THE SUPREME COURT IN ITS JUDGMENT DEFINED SEXUAL HARASSMENT AS AN UNWANTED OR UNINVITED ACTION INCLUDING:
• PHYSICAL TOUCH OR CONDUCT; OR
• SHOWING OF PORNOGRAPHY; OR
• USE OF SEXUALLY DEROGATORY WORDS; OR
• ASKING FOR SEXUAL FAVOURS; OR
• ANY OTHER UNPLEASANT VERBAL OR NON-VERBAL CONDUCT OF SEXUAL NATURE.

FURTHER, THE SUPREME COURT HELD THAT SINCE THERE ARE NO LAWS PERTAINING TO SEXUAL HARASSMENT IN INDIA, CONSIDERATION MUST BE PAID TO THE INTERNATIONAL CONVENTIONS AND THEREFORE, THE COURT ISSUED CERTAIN GUIDELINES TO BE FOLLOWED BY THE EMPLOYERS OR ANY OTHER RESPONSIBLE PERSON IN THE WORKPLACE TO ENSURE GENDER EQUALITY AND SAFETY OF WOMEN AT WORKPLACES. SUCH GUIDELINES WERE TO BE TREATED AS LAW DECLARED UNDER ARTICLE 141 OF THE CONSTITUTION.

THE FOLLOWING GUIDELINES ARE MEANT TO BE FOLLOWED UNTIL NEW LEGISLATION IS ENACTED FOR THE SAME:
1. THE EMPLOYER SHOULD TAKE PREVENTIVE STEPS BY NOTIFYING THE DEFINITION OF SEXUAL HARASSMENT AT THE WORKPLACE.
2. SUCH RULES AND REGULATIONS SHOULD BE INCLUDED WHICH PROHIBIT SEXUAL HARASSMENT AND IMPOSE PENALTIES AGAINST THE OFFENDERS.
3. STEPS SHOULD BE UNDERTAKEN TO PROVIDE A SAFE WORKING ENVIRONMENT WITH PROPER HEALTH AND HYGIENE FACILITIES.
4. IN THE CASE OF SEXUAL HARASSMENT, THE EMPLOYER SHOULD INITIATE APPROPRIATE ACTIONS AGAINST THE OFFENDER BY FILING A COMPLAINT WITH THE COMPETENT AUTHORITY.
5. STEPS SHOULD BE TAKEN TO ENSURE THAT THE OFFENDER DOES NOT VICTIMIZE THE WITNESSES AND THE VICTIM ITSELF.
6. A PROPER COMPLAINT COMMITTEE SHALL BE ESTABLISHED IN EVERY EMPLOYER’S ORGANIZATIONS WHICH SHOULD REDRESS THE COMPLAINTS MADE BY THE VICTIMS WITHIN A REASONABLE TIME.

7. THE COMMITTEE SHALL BE HEADED BY A WOMAN WITH HALF OF ITS MEMBERS AS WOMEN.
8. THE COMMITTEE SHALL ENSURE THE REDRESSAL OF THE COMPLAINT WHILE THE CONFIDENTIALITY IS MAINTAINED.
9. THE COMMITTEE SHALL ALSO INCLUDE A THIRD PARTY, EITHER AN NGO OR ANY OTHER BODY TO PREVENT ANY INFLUENCE OR PRESSURE ON THE VICTIM FROM THE SENIORS OF THE ORGANIZATION.

THEN THE HON’BLE COURT TOOK REFERENCE FROM THE PROVISIONS OF CONVENTION ON THE ELIMINATION OF ALL FORMS OF DISCRIMINATION AGAINST WOMEN (CEDAW) THEY WERE- ARTICLE 11 (1) (A) & (F)- WHICH STATES THAT THE STATE TAKES ALL APPROPRIATE MEASURES TO ELIMINATE DISCRIMINATION AGAINST WOMEN IN THE FIELD OF EMPLOYMENT. ARTICLE 24- WHICH STATES THAT THE STATE SHALL UNDERTAKE TO ADOPT ALL NECESSARY MEASURES AT THE NATIONAL LEVEL AIMED AT ACHIEVING THE FULL REALIZATION. THE HON’BLE SUPREME COURT FRAMED THE GUIDELINES TO PREVENT SEXUAL HARASSMENT AT THE WORKPLACE, KNOWN AS VISHAKA GUIDELINES, THAT WERE TO BE TREATED AS LAW DECLARED UNDER ARTICLE 141 OF THE INDIAN CONSTITUTION. THESE GUIDELINES WERE THE FOUNDATION FOR THE SEXUAL HARASSMENT OF WOMEN AT WORKPLACE (PREVENTION, PROHIBITION AND REDRESSAL) ACT, 2013.

THE VISHAKA GUIDELINES (1997)

EMPLOYER’S OR OTHER EQUIVALENT AUTHORITY’S DUTY– EMPLOYER OR OTHER RESPONSIBLE PERSONS ARE BOUND TO PRECLUDE SUCH INDECENT INCIDENTS OF SEXUAL HARASSMENT FROM HAPPENING. IN CASE SUCH AN ACT TAKES PLACE, THEN THE ORGANIZATION MUST CONSIST OF A MECHANISM TO PROVIDE PROSECUTORIAL AND CONCILIATORY REMEDIES.

DEFINITION – FOR THIS PURPOSE “SEXUAL HARASSMENT” MEANS DISAGREEABLE SEXUALLY DETERMINED BEHAVIOR DIRECT OR INDIRECT
AS-

A. PHYSICAL CONTACT AND ADVANCES;
B. A DEMAND OR REQUEST FOR SEXUAL FAVOURS;
C. SEXUALLY COLOURED REMARKS;
D. SHOWING PORNOGRAPHY;
E. ANY OTHER UNWELCOME PHYSICAL, VERBAL OR NON-VERBAL CONDUCT OF SEXUAL NATURE.

MEASURES FOR PREVENTION– EMPLOYERS OR PERSONS IN CHARGE OF THE WORKPLACE MUST TAKE PREVENTIVE MEASURES SUCH AS AN EXPRESS PROHIBITION OF SEXUAL HARASSMENT IN THE FORM OF NOTIFICATIONS OR CIRCULARS, PENALTIES BY THE GOVERNMENT AGAINST THE OFFENDER, APPROPRIATE WORK CONDITIONS IN RESPECT OF HYGIENE, HEALTH AND LEISURE.

PROCEEDINGS IN CASE OF MISCONDUCT– IF THE OFFENSES COMMITTED ARE THE ONES THAT FALL UNDER THE PURVIEW OF THE INDIAN PENAL CODE, 1860, THEN THE EMPLOYER IS BOUND TO TAKE PROSECUTORIAL ACTION BY COMPLAINING TO THE APPROPRIATE AUTHORITY.

APPROPRIATE DISCIPLINARY ACTION– IF THERE IS AN OCCURRENCE OF THE VIOLATION OF SERVICE RULES, APPROPRIATE DISCIPLINARY ACTION MUST BE TAKEN.

REDRESSAL MECHANISM– AN ORGANIZATION MUST HAVE A REDRESSAL MECHANISM TO ADDRESS THE COMPLAINTS. THIS MUST BE IRRESPECTIVE OF THE FACT THAT WHETHER THE ACT CONSTITUTES AN OFFENSE UNDER THE INDIAN PENAL CODE, 1860, OR ANY OTHER LAW AS SUCH.

REDRESSAL COMMITTEE– SUCH A REDRESSAL MECHANISM OR MORE PRECISELY SUCH A COMPLAINT COMMITTEE MUST HAVE WOMEN AS MORE THAN HALF OF ITS MEMBERS AND ITS HEAD MUST BE A WOMAN. THE COMMITTEE MUST COMPRISE OF A COUNSELING FACILITY. IT IS ALSO ACCEPTABLE TO COLLABORATE WITH NGOS OR ANY SUCH ORGANISATIONS WHICH ARE WELL AWARE OF SUCH ISSUES. A REPORT MUST BE SENT TO THE GOVERNMENT ANNUALLY ON THE DEVELOPMENT OF THE ISSUES BEING
DEALT BY THE COMMITTEE.

SPREADING AWARENESS– TO RAISE SEXUAL HARASSMENT ISSUES, EMPLOYER-EMPLOYEE MEETINGS MUST BE HELD. THE EMPLOYER MUST TAKE APPROPRIATE ACTIONS/MEASURES TO SPREAD AWARENESS ON THE SAID ISSUE.

THE FIRST FEMALE CHAIRPERSON OF SEBI- MADHABI PURI BUCH

Madhabi Puri Buch has been appointed the next chairperson of market regulator SEBI, making her the first woman to hold the position. This is the first time a woman and a private sector employee has been appointed for a significant position with SEBI. 

Buch will be the 10th chief of the market regulator, the first woman and the first executive from the private sector to do so. She takes over from Ajay Tyagi, a 1984 batch IAS officer of Himachal Pradesh cadre, who became the chairman on March 1, 2017. There hasn’t been a woman in charge of any other regulatory organisation yet. 

An alumna of IIM Ahmedabad, Buch, who has worked in the financial sector for the past three decades, began her career in 1989 with ICICI Bank. For the past 12 years, she has worked in a variety of roles, including corporate finance, branding and treasury, and loans. From February 2009 to May 2011, Buch worked at ICICI Securities as the managing director (MD) and chief executive officer (CEO). She also served on the board of ICICI Bank as an executive director. She is the founder-director of Agora Advisory Pvt Ltd and has played multiple non-executive director roles. 

Last year, she was also appointed as a head of SEBI’s seven-member committee on technology – the Advisory Committee for Leveraging Regulatory and Technology Solutions. 

All eyes will be on SEBI’s new chairperson as SEBI tries to control the post-covid financial environment. 

‘Back to Work’ Policy to be a significant step in empowering women

Women are super humans! They efficiently juggle between raising children, domestic duties, earning bread, and manage to do it all effortlessly. We witness women rising to top offices—take Leela Nair as CHRO of ULE and Geeta Gopinath as Chief Economist of the IMF examples—and also becoming the sarpanch in village panchayats.
Although, the potential in the middle rung still remains latent. It has long been an obligation for women to give up their dreams in the interests of their families. And it should come as no surprise to the reader that half of our population does not get ample representation in the working force. The Periodic Labour Force Survey (PLFS) 2019-20 finds out that the proportion of women in the overall labour force has dropped down to a meagre 20.7%.


In a bid to counter this disproportion, Rajasthan CM Ashok Gehlot recently announced the launch of a ‘Back to Work’ scheme on 30 November, during the discussion on the Finance and Appropriation Bill for the Budget 2021-22.
The policy attempts to bring back into the workforce the women who have had to quit their jobs in the past due to personal or family obligations. A three-year target of providing 15,000 regular/work-from-home jobs with the assistance of the private sector has been set, wherein priority will be accorded to women who have been abandoned,widowed, divorced or subjected to violence. Additionally, skill training will also be provided through Rajasthan Knowledge Corporation Limited (RKCL) to make them more employable.
Recently, Tata Consultancy Services also grabbed the headlines with its recent launch of a recruitment drive to hire more women professionals, followed by other IT majors like Wipro, Infosys and HCL.
The participation of women in urban areas is still encouraging, but overall participation is far from desirable. This policy raises the prospect of bolstering the financial status of vulnerable women and children. More women employees are not only good for gender equality, but they also create stronger national economies.
Besides, more participation of women in the workforce would help India achieve the Sustainable Development Goals (SDGs), particularly SDG 1 on ending poverty, SDG 5 on achieving gender equality, SDG 8 on ensuring economic growth and SDG 10 on reducing inequalities. More women in the workforce is a win-win situation for all.

Remembering bell hooks, the undaunted feminist

“I will not have my life narrowed down. I will not bow down to somebody else’s whim or to someone else’s ignorance.”

The world still mourns the incalculable loss of an inimitable author, professor and activist, bell hooks. The impact of her works that range from gender, race, class to education and critical pedagogy could clearly be felt as people from all corners of the world took to social media, expressing their grief and paying tribute.
Born as Gloria Jean Watkins, she borrowed the pen name “bell hooks” from her maternal great-grandmother, Bell Blair Hooks. Some of us might wonder, “why did she prefer writing her name in lowercase?” Well, there were alot of reasons for it, this is how she explained it herself – “Many of us took the names of our female ancestors — bell hooks is my maternal great grandmother — to honor them and debunk the notion that we were these unique, exceptional women. We wanted to say, actually, we were the products of the women who’d gone before us,” she expressed in an interview with Randy Lowens in 2009. “I think it’s more important that you read my work, reflect on it, and allow it to transform your life and your thinking in some way,” she added.


Her spirit was truly unmatched, her writings sparked every soul it reached, her critical perspectives made us all wander into the path less taken and her words so powerful that they moved us all, irrespective of whatever race, gender, caste and class one was born into.
Her legacy has initiated conversations around almost every social issue and she will always be remembered for what she lived for; a black woman not afraid to call out the perpetual system of oppression and class domination, a radical feminist who was ready to shake the pre-existing feminist notions built around prejudices and exclusion, an educationist who asserted the importance of allowing students to question the dominant ideologies instead of becoming passive recepients in the classroom and an author who reminds us that we can be a part of a loving community. (All About Love, 2000)
HER WORLD INDIA celebrates bell hooks for her nonpareil boldness, authenticity and uniqueness.

ONGC GETS IT FIRST FEMALE CHAIRPERSON: ALKA MITTAL

Alka Mittal who has previously served as ONGC’s Director of Human Resources, has created history by becoming the first female interim chairman and managing director of ONGC. The position was previously filled by Subash Kumar, who recently retired on 31 December. Mittal is also the first woman to hold the post of a full-time director on the board of ONGC. ONGC leads the country’s oil and gas production industry. Mittal’s appointment is greatly significant for this male-dominated industry, which has never seen a female chairperson before. Previously, When Nishi Vasudeva took over the reins of Hindustan Petroleum Corporation Ltd, an oil refiner and fuel marketing company, in 2014, she became the first woman to lead an oil company (HPCL).


Alka Mittal graduated from Delhi’s Jamia Millia Islamia in 2001 with a PhD in business/commerce and corporate governance. In 1983, she graduated from Dehradun’s M.K.P.P.G College with a master’s degree in economics. As her work as director of Human resources, Mittal has played a leading role in encouraging and ensuring a safe working space for women employees of the company. She is also recognised for implementing the ONGC’s National Apprenticeship Promotion Scheme (NAPS), which involved over 5000 apprentices across all work centres. Mittal will superannuate in August-end or until the appointment of a regular incumbent to the post is done.

#saluting_Women_in_Leadership

Mirabai Chanu Makes India Proud, Scripts History At Tokyo Olympics 2020

Saikhom Mirabai Chanu wins SILVER in women’s 49kg weightlifting

Saikhom Mirabai Chanu was born on 8th August 1994 in Nongpok Kakching, Imphal, Manipur, to a Meitei family.

She is an Indian weightlifter, Coached by Vijay Sharma. She won the silver medal at Tokyo Olympics 2020 in Women’s 49 kg, thereby bringing India its first medal in the event. By winning the silver medal on the first day of #TokyoOlympics2020 Mirabai Chanu has made India and Indians extremely proud and joyful.

Soon after winning the silver medal on the first day of #TokyoOlympics2020, Chanu has dedicated her victory to her country and its people, She mentioned the sacrifices made by her mother and the support of her family, She thanked her coach and supporting staff for their hard work, motivation and training. She has extended her heartfelt appreciation to the Government, Ministry of Sports, SAI, IOA, Weightlifting Federation of India, Railways, OGQ, sponsors, her community, and marketing agency IOS for their support and encouragement in her journey.

A regular presence in international events since 2014 in the 48 kg category, Chanu has won the World Championships and multiple medals at the Commonwealth Games, Glasgow; her biggest achievement came in 2017 when She won the gold medal at World Weightlifting Championships held in Anaheim, United States; She went on to break the games record on route to the gold medal at the 2018 edition of the event held in Gold Coast. She was awarded the Padma Shri by the Government of India for her contributions to the sport. She was awarded the Rajiv Gandhi Khel Ratna award by the Government of India in 2018.

Belonging to a humble family in Manipur, Mirabai practiced rigorously to make her dream true. For someone who suffered hardships and economic challenges at home, Mirabai’s wish included bringing joy and resources to the family, especially her mother. Her family and entire neighbourhood watched her live on TV winning the game.

Prime Minister Narendra Modi, Sports Minister Anurag Thakur, and Congress Leader Rahul Gandhi and several other leaders have congratulated Mirabai for bringing joy to so many Indians.

The region of North East has produced some brilliant players, especially women who have brought laurels to the Country.

Mary Kom is one of them, the first Indian female boxer to win a gold medal in the Asian Games in 2014 at Incheon, South Korea, and is the first Indian female boxer to win gold at the 2018 Commonwealth Games. She is also the only boxer to become Asian Amateur Boxing Champion for a record six times. She clinched a bronze medal in the 51 kg category in 2012. She had to face many obstacles during her journey, including hunger and gender bias. But all that never deterred her willpower. She broke the stereotype that married women especially mothers cannot become successful athletes, through her grit and determination.

Mary Kom was one of the recipients of the Padma Shri in 2006 while in 2013, She was honored with the Padma Bhushan. Meanwhile, earlier in 2020, the Indian government conferred the Padma Vibhushan, the second-highest civilian award, on the Manipuri ace.

India wishes Saikhom Mirabai Chanu all the best.