 The state canaries, the same Christian members in the RODX, if you want to know my sense of it, the legal space. What comes as a particular state, at the other side, I think I don't really think from that perspective. I would like to confine myself with the four things that are stated in the agreement. Because in those four things, about status and place of women activities, why women are required in their disability roles, what prevents women in participation, what will be done to save the situation. I think I have prepared a four-phase note, which I have already submitted to the convener of this national seminar, so that a copy can be sent to National Commission for Women. And this four-phase note, I think it will be possible because of the possibility of time. So, in view of the time constraints, I will just go to select portions of this four-phase note. And that possibility will not talk about that other part. My other comment is being a woman, and I am the only man in the family of the panelist. So, it will not be about that other part. I will just try to share the perspective from some other aspects. And one thing which has not been covered so far, that aspect I will just share some thoughts. That is about cost, management of cost, cost of having women in our organization. It is a very sensitive issue. It is a very delicate issue. But it has got some hard realities. Both Chandranamma and Srimanamma, they talked about the ecosystem. And Dr. Deepura also, when initiating the moderation of this discussion, he also said some thoughts about the ecosystem. And in that ecosystem also, so far the discussion that we have had, one thing we have not discussed at all, or we have not mentioned about, that is about the knowledge of the condom of the law. We all are aware about this, about the reservation and all. So this is an important aspect of the ecosystem. And in view of this, there will be lots of other aspects that things will percolate down. The percentage of women in Lok Sabha has never crossed 15% because of the global average of 25%. The new requirement of this, because of this union, will be from current 82 MPs to 181 MPs, whereas every day it is 19 MPs, 29 MPs. MLA's from current 740 to 2000, whereas every day it is from a current 5% in first Lok Sabha to 15% in current Lok Sabha. We have found some reasonable trends, but we have a long way to go. That is an important part of the ecosystem. One of the parties, BJP amended this party constitution to achieve 3% reservation for women living in this organizational framework. In 2019, Bidu Javata Gauri Murisa allocated a part of Murisa's 20 month on Sabha 6 to women. In our good Congress, fielded 17 women in 40 to 12 Sabha 6 in this framework. These are part of the ecosystem. So, societies accept a fundamental role, momentarily involved, so we are going to leave it. And that is in the socialization, that is right. Chandran Musami talked about the liberal post-participation rate. Those he expressed from his presentation about maintaining the same rate in 1990s, but this is important in the period in which we live. Not only important about the statistical data, we see a proliferation of number of male and female institutions proliferation number of engineering in these colleges, and we see the female participation. Sipona is here. In 1994, when we started our, we go through the department of indigenous women's programming, we have only one women education. First class. Second class, it was two. And later on, in the 2010s, 2000s, the other two decades, it was about 50%. In some cases, it was more than 50%. From that, one of two members, that was in 1994. And that is the same rate in the digital inclusion, also we must have heard about the story of Chudamuti, leader of the engineering, engineers today in the engineering college. Now, consider the number of women engineers. So, these are some of the important indicators. And I will not talk about the articles of Indian constitution, guaranteeing equality and all these things. Preventing gender discrimination at workplace. The thing that commences that I would like to say, that the female labor force participates in this, go from institutions in engineering and management education, increasing numbers of women in many of the areas, most specific at the entry level jobs. After passing the entry level jobs, as the other families have mentioned, after marriage and after cyber, there is an increasing participation of women at the entry level jobs. But we are in a dark continent. We are in a dark continent as far as the data is concerned. How many of the women are employed? What is the cost? Why are they living in all these things? And in this regard, we should not be guided by one statement. And the statement I am reading now. Women engineers are no better or worse than men. Corporate world is ruthless, efficiency counts. Corporate sector has already come to the point where I think that we have to do the work. And we cannot come up, because women are not a better system, because normally we go. We normally do the work without the home manager, the housewife, the mother. All these things that we give. But in the corporate world, we cannot come up with a statement that a woman deserves a better manager than a male counterpart. And I know it also. In 1990s in Assam, about power city, Gampan Sayap, we had about 700 plus Gampan Sayap. In East Gampan Sayap, I have six multi-purpose women who were promoted. Each of them was granted about 10,000. And the assumption was that women are better decision makers. So they would be in a better position to handle the multi-purpose overuse. No, it cannot be. Cooperative sector Assam has got its own inherited problems. So because in the moment, we will help in producing the cooperatives in the wrong direction. Then next year, that help in getting the number of women cooperatives in the state. But if we go for the number of women cooperatives in the state of Assam, that will possibly give a very wrong result. So we are in a dark position as far as all these data are concerned. And they have inherited jobs. And they are starting to take a position, necessarily. And then we need to put various issues. Because we are talking about the women workforce in corporate. So our decision, discussion will not be complete if we will not talk about the area like recruitment. I was the placement coordinator for three consecutive years. I had the privilege of attending the continuously picking of the companies after contacting all the equipments. And most of them were discussing how long she will continue in our organization. Will she be able to relocate city goodies in the city? By going to the community's market. But we are always concerned. So they think about all these aspects. So recruitment is one in a transfer. Will they be able to relocate trading? Because how long they will speak in our organization is a question. Promotion, retention, relationship, workplace harassment, change of harassment and all these things. And attrition. All these involve cost and investment. Investment in terms of recruitment, investment in terms of competition, investment in terms of training and development. All these cost money. It requires investment. And this cost normally we talk about a monetary cost. But I would like to emphasize on two more aspects. One is the time cost, the other one is the sighting cost. Time cost, more specifically about the maternity leave or say case of childcare leave. Many times, many women have experienced poor-run opportunities. Those poor-run opportunities have got an opportunity cost. That is not counted. Money that costs in terms of salary that can be counted. That can be accounted for. But we have a lot of other issues. Time cost, more specifically in terms of workplace harassment. Many times these harassment are not reported. So this is an article on hard work business review. On how women to stay silent about harassment. That is a workplace behavior. Women are persuaded that if they remain silent, don't worry about harassment. And most of it is a sex-based harassment in the first place. It is first and permissible workplace. And this includes any women that denigrates, denies and humiliates someone on the basis of sex. So the women remain silent and they are encouraged to remain silent. Because for clear consequences at work and they think that nothing will happen. So interviews and studies reported in that particular article state how women were persuaded of raising the issues. Persuasion was on the ground that these are common, these are insignificant, and these are often the extension of the persuasion of the women. And women are also protected from the same social issues and they are also susceptible. They are also vulnerable. And in another article, management it has been asserted that the cost of finding, this is an important statement, important finding the cost of employing women in management is greater than the cost of employing women. Very important finding. And if you see that money that it costs, the time cost and the society cost, particular people cost to be much more higher. Rate of turnover, because why this cost is actually favorable. Rate of turnover about women activities is 2.5 times more. Other than this also have stated. After cyber, they may prefer to remain jobless. So rate of turnover is 2.5 times more. Half of women are very managerial if they come to their jobs late or not at all. And they have a tendency to tattoo their career. I have seen some of the women activities in Central that I will go up to deputy manager. Beyond that I will not go. Chief manager, assistant manager, BGM, CGM, those are wrong. Very far away. I will just leave myself to deputy manager. They will most of the women activities have a tendency of tattooing their career. That is an important aspect. And that has cost implications for the organization. Because organizations invest time and money on the development of these women activities. And if they decide to tattoo their career it is a global opportunity for the organization. And these women cost more not because of this ingestible gender difference and demographic related. Demographic related, we must have women in the workforce. We must have workforce diversity. We must have the different schemes of life including the corporate plus scheme. We need higher cost. And while running an operation we have to raise different cost components. 7 is a cost component. This cost component some of the items cost more, some of the items cost less. So we have to guide ourselves from that perspective. And many times, many of the organizations management projects, informal talks, we have heard about this. They have lamented that our cost is more on having the women employees. But we have to guard ourselves against this. These gender differences basically form into two categories. One is mentality. The other one is the different traditions and socialization. And the expectations of that sexes. That is where I say that we are in the dark continent. Monetary part okay, more or less accountable. We can be actually good people. We can see it. We can find out. We can find out the difference. But the other way state. It will be basically unconstitutional. Monetary is not simply a science work. But a chemical or biologically forms murder tool and psychological resistance. Biologically, a fact of when I say the traditional rules of sexes do other rules have says scientifically we have to really get it. And many kind of situation are stereotype. That men may not as community as we like to see self-reliant, risk-taking, while women are supposed to be supportive, nursing, intuitive, sensitive, and communicative. But ultimately, in corporate organizations, or otherwise in non-corporation as corporate leaders take, in Assam Police also, that they ultimately see and do as are themselves, that is a convergence of quota skills, men's, women's stereotyped, women's stereotyped, ultimately organizations need a complete set, the full range of skills. Men's attributes, women's attributes, but the managers, they have to be managers. They have to be beyond this men and women prevention domain. They have to act as managers, they have to perform as professional managers. So there has to be convergence of these things. And while doing so, there are some problems in our social system, and we talk about the English social media. Even in social media also, say, as far as Instagram demographics, 27% of Instagram users in India are women. And many times in the social media, wrong pixels of women are portrayed. And they do not have that kind of thing. And this is one aspect. And most specifically, I would like to harmonize that other aspect, which has been talked about since morning. Do the male-dominated organizations have the democratic motivation to liquidate women? That's the question. And in this regard, that month round, Parma's Sympathetic Youth Division of Faisal, the multi-national firm of pharmaceutical science, once asked a question in all simplicity and in all sincerity, the question was, why would any woman choose to be a chief financial officer rather than a full-time mother? The question is, why would any woman choose to be a chief financial officer rather than a full-time mother? That's a very simple question. But if we have to, he has that question. And we talk about, sometimes we can talk about Orundhati, what are they here? Talk about the economy. The economy is in some way. The economy and the market are in the same house. At all days, they could not communicate. They could have to communicate physically only. They didn't have the opportunity to meet each other. They were in the same house. So busy. KGFR's domain. KGFR's domain. How to strike the balance? These are, right? So that's why he asked the question, which one would choose to be a KGFR's domain or a full-time mother? So why did we have an answer to this question? Possibly we would be led by the emergence of some other patients. That is, parenting, fundamentally human. Why is that? Or women prefer to remain unemployed? Or women prefer to remain sightless and make what is significant? Unmarried. And all these things, the bank is my side. So after you see possibilities, you will find out some other avenues. Some other possibilities come with it. Man taking it may indicate a lack of career commitment for sight care. So these are issues. These are issues. So in light of all these perspectives, the decision makers, and these decision makers both may like them. Not only the women decision makers, they confirm several questions that how long the new women members will stay? How high they will climb? How will they fulfill their promise? What kind of women decision makers will get at all these things? So all these things, we have to think about the action agenda. And as it is the action agenda, our hundredth of women have already given their game. And I am not just speaking to some same kind of things. Possibly the main activities we have to take a larger role and women have to give their services. And here possibly I would just like to end my speech or talk or my perspective with that movie Chuck Dave India. I think most of you have watched that movie. And the women players are playing the game of hockey. And here in the corporate world, the women executives will have to play the game of decision making and management. They have a role to play. They have to assert themselves. But they need an energy environment. And being that energy environment, I think the women executives have a role and possibly the male executives have a role to play with this. I would like to thank you very much.