UPSC Daily Current Affairs - 27th November 2025
Source: Down To Earth
Relevance: GS-III (Agriculture, Environment)
Key Concepts for Prelims and Mains:
For Prelims:
Stubble Burning • Crop Residue • Paddy–Wheat Cropping System • Sheopur District • Pusa Decomposer (IARI) • -SMS • Methane (CH₄) • • Environment Protection Act 1986 • MSP System • In-situ & Ex-situ Residue Management
For Mains:
- Climate-driven agricultural transitions • Mono-cropping due to MSP • Market distortions & Arhtiya system • Compressed crop calendars • Lack of affordable residue-management alternatives • Environmental governance failures • Air pollution and soil degradation impacts
Why in News?
Madhya Pradesh has recorded a sharp rise in paddy stubble-burning in 2025—nearly three times higher than Punjab—driven largely by a rapid shift toward paddy cultivation due to changing rainfall patterns and extreme monsoon events.
Why Is Stubble Burning Increasing in Madhya Pradesh?
1. Rapid Shift Toward Paddy Cultivation
- Farmers in districts like Sheopur, Datia, Hoshangabad, and others are moving quickly from soybean and black gram to paddy.
- Key reasons for this shift include:
- More assured and stable income from paddy.
- Better tolerance to erratic rainfall compared to soybean/urad.
What is Stubble Burning?
Stubble burning refers to the practice of setting fire to crop residue—mainly the straw left behind after harvesting paddy, wheat, and other cereals.
Emits harmful pollutants such as:
- Carbon dioxide (CO₂)
- Carbon monoxide (CO)
- Methane (CH₄)
- Particulate Matter (PM₂.₅)
- Mandi trends showing growing preference and higher arrivals of paddy.
2. Rise in Extreme Rainfall Events
- Madhya Pradesh districts are receiving higher-than-normal monsoon rainfall in recent years.
- Heavy rains frequently damage soybean and black gram, making them unreliable.
- Paddy thrives in waterlogged or high-rainfall conditions, making it a safer choice.
- Climate-driven crop changes have increased total stubble volume dramatically.
3. Very Short Turnaround Time Between Crops
- Farmers get only a limited window between harvesting paddy and sowing wheat.
- Challenges faced during this period:
- Hard soil that is difficult to prepare manually.
- Lack of affordable residue-management machinery.
- High labour costs for manual clearing.
- Burning becomes the only quick and practical method to ready the field in time.
4. Expansion of Paddy Across the State
- The increase in paddy cultivation is widespread, not restricted to a few districts.
- Soybean and urad cultivation are steadily declining.
- As paddy acreage expands, stubble generation rises proportionately, increasing the frequency of fires across multiple districts.
5. Growing Environmental Risks
- Experts warn that continued paddy expansion may lead to:
- Severe groundwater depletion.
- Winter air pollution due to large-scale residue fires.
- Increased vulnerability from monoculture farming.
- Long-term degradation of soil fertility and structure.
- Madhya Pradesh could eventually face a crisis similar to Punjab if the trend continues.
Key Reasons for Persistence of Stubble Burning in India
1. Policy-Induced Mono-Cropping Patterns
- MSP-driven paddy–wheat system encourages farmers to grow rice despite ecological unsuitability.
- Assured procurement reduces the incentive to diversify into low-residue crops.
- Large volumes of paddy stubble accumulate, forcing farmers to clear fields quickly for the next sowing cycle.
2. Distorted Markets and Price Pressures
- Agricultural marketing remains dominated by middlemen (arhtias), who control prices, credit, and market linkages.
- Farmers often sell produce at artificially low prices, pushing them into chronic debt.
- RBI’s 2024 survey showed farmers receive only 40–67% of consumer prices for major rabi crops.
- Rising cultivation costs and stagnant MSPs make costlier residue-management techniques unaffordable.
3. Lack of Viable and Affordable Alternatives
- While burning is penalized, farmers are not provided with equally quick, cheap, and accessible alternatives.
- Subsidized machines (e.g., Super-SMS, Happy Seeder, Rotavator) remain costly despite financial support.
- Custom hiring centres are insufficient or poorly distributed, especially in remote districts.
- This forces farmers to choose the fastest and cheapest option—burning stubble.
4. Climate Stress and Uncertain Crop Calendars
- Irregular monsoons, delayed rains, and rising temperatures compress the window between harvesting and sowing.
- Late rainfall during October–November delays paddy harvesting, leaving barely 10–15 days for wheat sowing.
- Burning becomes a compulsion to avoid yield losses caused by delayed sowing.
5. Ineffective Large-Scale Implementation of Bio-Decomposers
- Eco-friendly solutions such as the Pusa Decomposer face low adoption due to:
- delayed field distribution,
- lack of farmer training,
- inconsistent decomposition results,
- poor last-mile extension support.
- As a result, bio-decomposers remain ineffective at scale despite policy promotion.
Government Measures to Reduce Stubble Burning
1. Central Government Initiatives
- Central Sector Scheme for In-Situ Crop Residue Management
Subsidies of 50% to farmers and 80% to cooperatives for machinery such as:
→ Happy Seeder, Super-SMS, Straw Chopper, Rotavators - ₹3,062 crore released between 2018–2023 to Punjab, Haryana, UP, Delhi.
- Pusa Decomposer (IARI):
• Bio-enzyme that decomposes stubble in 20–25 days
• Improves soil organic matter and reduces infestation
2. State Government Efforts
- Awareness and training programmes for eco-friendly residue management.
- Cash incentive proposals to discourage burning (e.g., Punjab).
- Non-fiscal measures: Long-term Panchayat land leases (up to 33 years) for straw storage and biomass utilisation.
Effects of Stubble Burning
1. Air Pollution
- Releases a range of harmful pollutants such as methane (CH₄), carbon monoxide (CO), volatile organic compounds (VOCs), and carcinogenic polycyclic aromatic hydrocarbons (PAHs).
- These pollutants contribute to dense smog, undergo chemical transformation in the atmosphere, and significantly degrade air quality, posing serious health risks.
2. Decline in Soil Fertility
- Burning crop residue destroys essential soil nutrients and organic matter.
- It reduces soil productivity over time, impacting long-term agricultural sustainability.
3. Soil Heating and Microbial Loss
- The intense heat from fires penetrates the upper layers of soil, causing:
- Loss of soil moisture
- Death of beneficial microorganisms, earthworms, and fungi
- This weakens soil structure and affects natural nutrient recycling.
Right to Environment in the Indian Constitution
1. Pollution-Free Environment as a Fundamental Right
SC reiterated that environmental protection is part of Article 21; failure to prevent pollution violates fundamental rights.
2. Section 15 of EPA Is “Toothless”
The Court criticised the amended Section 15 of the Environment Protection Act, 1986, as ineffective because:
- Rules haven’t been framed
- Adjudicating officers haven’t been appointed
This makes penalty enforcement impossible.
3. Weak Enforcement
Lack of an operational mechanism means environmental violations remain largely unpunished.
Conclusion
Madhya Pradesh’s rise in stubble burning is not a question of farmer intent—it is the outcome of a deeper transformation in cropping patterns, shaped by changing rainfall, economic pressures, and a shrinking crop cycle. With paddy cultivation rapidly replacing traditional crops and residue-management support still limited, burning remains the only feasible option for many farmers. Addressing this trend will require long-term interventions, including diversification, better residue-management infrastructure, and climate-resilient agricultural planning.
Supreme Court’s Key Observations
UPSC PYQ
Q. Consider the following agricultural practices: UPSC (2012)
- Contour bunding
- Relay cropping
- Zero tillage
In the context of global climate change, which of the above helps/help in carbon sequestration/storage in the soil?
(a) 1 and 2 only
(b) 3 only
(c) 1, 2 and 3
(d) None of them
Answer: (b)
CARE MCQ
Q. The Pusa Decomposer, recently used for large-scale straw management across Punjab, Haryana, Uttar Pradesh and Delhi, has been developed by which of the following?
(a) Indian Agricultural Research Institute (IARI) under ICAR
(b) Council of Scientific and Industrial Research (CSIR)
(c) Department of Biotechnology (DBT)
(d) National Institute of Agricultural Extension Management (MANAGE)
Correct Answer: (a) Indian Agricultural Research Institute (IARI) under ICAR
Source: The Hindu
Relevance: Facts for Prelims, Mains: GS-II (Polity & Governance – Vulnerable sections, mechanisms for protection, issues with implementation).
Key Concepts for Prelims and Mains:
For Prelims:
- Vishakha Guidelines (1997), Bhanwari Devi case, PoSH Act, 2013
For Mains:
- Gaps in PoSH, Implementation failures, Need for reforms in 2025
Why in News?
- In 2023, the Supreme Court flagged “serious lapses” and “uncertainty” in the implementation of the PoSH Act, directing Union, States and UTs to ensure proper constitution of Internal Complaints Committee (ICC)/ Local Committee (LC) in all ministries, PSUs, authorities, universities, etc., and to publish details on their websites.
- In 2024–25, several cases from universities/colleges and workplaces again highlighted:
- poor ICC functioning,
- under-reporting,
- lack of capacity to handle digital evidence and power-based manipulation.
- A recent Chandigarh college case (2024) where a professor was dismissed after ICC findings is being viewed as a rare but important success, but it also exposed low conviction rates and structural gaps in the PoSH framework.
Background / Present Status
- Trigger: 1992 Bhanwari Devi case (social worker gang-raped while preventing child marriage in Rajasthan).
- In Vishakha v. State of Rajasthan (1997), SC:
- Recognised workplace sexual harassment as violation of Articles 14, 15, 19 & 21.
- Laid down Vishakha Guidelines as binding until Parliament enacted a law.
- After multiple drafts and delays, PoSH Act came into force in 2013.
- Present status (as per SC – 2023):
- Many organisations, including sports federations and universities, either do not have ICCs or have improperly constituted committees (no external member / inadequate women representation).
- Informal sector and small establishments still struggle with awareness and access to LCs.
Constitutional / Legal Provisions
Constitutional basis:
- Art. 14 – Equality before law
- Art. 15(1) – No discrimination on grounds of sex
- Art. 19(1)(g) – Right to profession in a safe environment
- Art. 21 – Right to life with dignity
International Law:
- CEDAW (Convention on the Elimination of All Forms of Discrimination against Women), ratified by India in 1993 – SC in Vishakha used CEDAW and General Recommendations as interpretive tools.
Statute:
- Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 + Rules.
Key Provisions of the PoSH Act, 2013
1. Definition of Sexual Harassment
Includes any unwelcome:
- physical contact and advances,
- demand or request for sexual favours,
- making sexually coloured remarks,
- showing pornography,
- any other unwelcome physical, verbal or non-verbal conduct of sexual nature.
Plus 5 situations that, when connected to above acts, constitute harassment:
- Implied/explicit promise of preferential treatment in employment.
- Implied/explicit threat of detrimental treatment.
- Implied/explicit threat about employment status.
- Interference with work / creation of hostile work environment.
- Humiliating treatment affecting health or safety.
2. Definition of Employee & Workplace
- Employee: very broad – regular, temporary, ad hoc, contract, daily-wage, trainees, apprentices, interns, even persons employed without the principal employer’s knowledge.
- Workplace:
- traditional offices, government bodies, PSUs, private companies, hospitals, educational institutions, NGOs, etc.;
- extends to non-traditional workplaces – work from home/telecommuting, transportation provided by employer, places visited for work.
3. Complaint Redressal Mechanism
Internal Complaints Committee (ICC):
- Mandatory for every establishment with ≥10 employees.
- Composition:
- Presiding Officer – senior woman employee,
- at least 2 employee members,
- 1 external member (NGO/association familiar with women’s issues) — meant to prevent internal pressure.
Local Committee (LC):
- At district level for:
- establishments with <10 employees,
- informal sector (domestic workers, home-based workers, voluntary workers, etc.).
Limitation Period:
- Complaint to be filed within 3 months of incident (extendable by another 3 months if sufficient cause).
Modes of Resolution:
- Conciliation (non-monetary) – only if the complainant requests;
- Inquiry – ICC/LC has powers similar to a civil court (summoning, examining witnesses).
4. Employer’s Duties & Penalties
- Set up ICC; display at conspicuous places details of the committee & penalties for harassment.
- Conduct workshops, awareness programmes, training for ICC members.
- Provide facilities for investigation, ensure non-retaliation and confidentiality.
- Submit annual report on number of cases and action taken to the District Officer.
- Penalty for non-compliance: up to ₹50,000; higher penalties and cancellation of licence/registration for repeat offences.
Implementation Gaps & Supreme Court’s Concerns
- SC (2023) noted:
- Many bodies have no ICC/LC/IC at all.
- Where ICCs exist, composition often violates Act (no external member, fewer women, ad-hoc committees).
- Lack of proactive monitoring by State authorities.
- Directed Union & States to:
- verify constitution of ICCs/LCs/ICs in all ministries, departments, PSUs, institutions;
- ensure proper composition;
- publish details on websites;
- complete exercise in a time-bound manner and file compliance affidavits.
Emerging Concerns (2025 Debate )
Recent commentary and case experience highlight substantive weaknesses:
Narrow view of Consent
- Act focuses on “consent” but not “informed consent”.
- In unequal power relationships (professor–student, boss–subordinate), what appears consensual may be shaped by manipulation, information asymmetry or emotional coercion.
- Law does not explicitly recognise such fraudulently obtained consent as harassment.
Emotional & Psychological Harassment
- Subtle emotional manipulation, grooming, betrayal of trust rarely leaves clear evidence.
- PoSH remains oriented to tangible/visible acts, not long-term psychological exploitation.
Short Limitation Period (3 months)
- Survivors often realise abuse much later, especially in manipulative or coercive relationships.
- In academic institutions where students spend years, evidence and courage to complain may come after substantial delay.
- Strict limitation strengthens perpetrators’ confidence that matters will “fade with time”.
Language: “Respondent” vs. “Accused”
- PoSH uses the milder term respondent, which can dilute perceived gravity of misconduct that, outside workplace, may amount to a cognisable criminal offence.
Digital Evidence Challenge
- Harassment increasingly via disappearing messages, encrypted chats, single-view images.
- ICC members often lack technical & legal training to handle such evidence.
- The Act has no detailed protocol for collection, preservation and assessment of digital evidence.
Inter-Institutional Harassment
- PoSH is silent on misconduct that spans multiple institutions (visiting faculty, conferences, collaborations).
- No mechanism to link patterns across campuses — repeat offenders slip through gaps.
Risk of Counter-Action & Retaliation
- Provision for action against “malicious” complaints, although meant as safeguard, can intimidate genuine survivors, especially where power imbalance is high.
Under-reporting & Informal Sector Exclusion
- 80%+ women workers are in the informal sector; for them, LC access is weak, awareness is low, and power dynamics prevent complaints.
Way Forward
Strengthen Substantive Provisions
- Explicitly recognise informed consent, emotional coercion, grooming and abuse of authority as forms of sexual harassment.
- Broaden definitions to capture psychological and digital harassment.
Revisit Limitation Period
- Extend time limit (e.g., 1 year) or allow flexible/ “discovery”-based limitation in cases involving manipulation and power imbalance.
Digital-Age Procedures
- Clear rules on digital evidence: screenshots, metadata, backups, cloud data, forensic preservation.
- Mandatory tech and legal training for ICC/LC members.
Robust Monitoring & Accountability
- Designate clear nodal authority (at State and national level) to track ICC/LC compliance, collect annual data, and publish statistics.
- Link compliance with licensing, accreditation, CSR and government contracts, especially for educational institutions and companies.
Victim-Centric Procedure
- Ensure support persons, counselling, non-retaliation guarantees, and protection of complainant’s academic/employment prospects.
- Treat “malicious complaint” clause as exception, not default threat.
Inter-Institutional Coordination
- Create mechanism for sharing findings across institutions where accused works/teaches (with privacy safeguards).
Capacity Building & Awareness
- Continuous training of ICC/LC members on gender sensitivity, trauma-informed approach, and natural justice.
- Targeted awareness campaigns for informal workers, students, interns, gig workers.
UPSC PYQ
Q. The judgement of the Supreme Court of India in the Vishakha Case pertains to: (CDS-I 2018)
(a) Sati
(b) Dowry death
(c) Rape
(d) Sexual harassment in the workplace
Answer: (d) Sexual harassment in the workplace
CARE MCQ
Q. Consider the following statements regarding the POSH Act, 2013:
- It mandates every organisation with 10 or more employees to constitute an Internal Complaints Committee.
- The Act covers emotional manipulation and informed consent under its definition of sexual harassment.
- Local Committees are meant for workers in the unorganised sector.
How many of the above statements are correct?
(a) Only one
(b) Only two
(c) All three
(d) NoneAnswer: (b) Only two
Explanation:
- Statement 1: Correct – ICC mandatory for 10+ employees.
- Statement 2: Incorrect – Law does not cover emotional manipulation or informed consent.
- Statement 3: Correct – Local Committees handle cases from unorganised sector.