Recently in the Assembly a vital issue of jobs under reservation /category quotas was brought to the fore on floor of the house by the Chairman People’s Conference. He passionately and vehemently along with facts and figures raised the issue of regional bias in job under reservation category. The issue got resounded at every fora and became a matter of date in all the circles. As the reservation system in Jammu and Kashmir has undergone significant transformations, particularly after the abrogation of Article 370 in 2019. Designed to uplift marginalized communities, it covers categories such as Scheduled Castes (SC), Scheduled Tribes (ST), Other Backward Classes (OBC), Residents of Backward Areas (RBA), Economically Weaker Sections (EWS), and several other special groups, including ex-servicemen and persons with disabilities. However, this system has led to various biases, conflicts, and political shifts, creating both opportunities and tensions among different communities in the region. Scheduled Castes (SC) are allotted 8% reservation, benefiting historically disadvantaged groups, while Scheduled Tribes (ST) receive 10%, including Gujjars, Bakarwals, Gaddis, Sippis, and recently added Paharis. The Other Backward Classes (OBC) category, covering socially and educationally backward groups, is allotted 4%. The Residents of Backward Areas (RBA) category, which provides 10% reservation, aims to uplift people from remote and underdeveloped regions. Additionally, the Economically Weaker Sections (EWS) category, introduced after 2019, provides 10% reservation to economically disadvantaged individuals from the general category. Other reservations include 4% for persons with disabilities and 6% for ex-servicemen and children of defense personnel. The recent addition of the Pahari Ethnic Group under the ST category has further complicated the reservation landscape. One of the most significant controversies revolves around the inclusion of the Pahari community in the ST category, which has sparked protests from Gujjars and Bakarwals. Historically, Gujjars and Bakarwals have been among the most marginalized communities in J&K, struggling with poverty, low literacy rates, and limited access to resources. They argue that granting ST status to the Paharis—who are relatively better off in terms of education and economic conditions—will dilute their already limited benefits. The government, however, defends this move by stating that Paharis also face social and economic challenges, making them eligible for reservation benefits. This has created tensions between communities that were previously united in their struggles for rights and representation. Political reservations for STs have also altered the power dynamics in J&K, especially after the delimitation process that reserved several assembly seats for ST candidates. This change has been welcomed by the Gujjar-Bakarwal community, which had long demanded political representation. However, it has also created dissatisfaction among non-ST communities, who feel that their representation has been reduced. As a result, electoral politics in J&K has seen a shift, with parties now focusing more on ST voters and their demands.

Rural-Urban Disparities in Employment

Another issue arising from the reservation system is the divide between urban and rural populations. The RBA category benefits people from remote areas, which means rural students often have an advantage over their urban counterparts in securing government jobs and educational opportunities. Many urban families from economically weaker backgrounds argue that they do not receive the same level of support, leading to frustration and demands for policy revisions. The Kashmiri Pandit community, which was displaced in the 1990s due to militancy, has also been advocating for a special quota in education and government jobs, citing their status as refugees in their homeland. Although the government has introduced some schemes for them, many Pandits feel that the current reservation system does not adequately address their concerns.

Possible Impact of Removal of Special Status

The removal of J&K’s special status in 2019 has further reshaped the reservation landscape. Earlier, reservations were granted based on J&K’s separate legal framework, which limited benefits to state subjects. However, with the implementation of central laws, reservation policies now extend to all eligible groups under the national framework. This has led to concerns that outsiders may benefit from the system, reducing opportunities for local candidates. While this move has been welcomed by some as a step toward national integration, others see it as a threat to local interests. Overall, while reservations aim to uplift marginalized communities, they have also created tensions due to competition for limited resources. The challenge lies in balancing the needs of different groups while ensuring fairness and inclusivity in J&K’s evolving socio-political landscape.
The unemployment rate in J&K declined from 6.7% in 2019-20 to 5.2% in 2021-22, as per the Economic Survey Report 2022-23. The labour force participation rate increased from 56.3% in 2019-20 to 61.5% in 2021-22, and the worker population ratio rose from 52.5% to 58.3% during the same period. The positive change in the figures related to unemployment is not noticed in J&K especially in Kashmir needs a thorough study to be conducted. However, specific data detailing job distribution between the Kashmir and Jammu regions over the last eight years is not readily available in the provided sources. For precise region-wise employment statistics, consulting official reports from the Directorate of Employment, J&K, or the Ministry of Labour and Employment would be advisable.

Skewed Regional Recruitment

Over the past eight years, the distribution of government jobs in Jammu and Kashmir (J&K) has exhibited notable regional and category-based disparities. A significant issue has been the allocation of positions reserved for Scheduled Castes (SC) in the Kashmir region. Since 2010, at least 901 candidates from the SC category, predominantly from Jammu, Samba, Kathua, and Reasi districts, have been recruited for district and divisional cadre posts in Kashmir. This situation arises because the SC population is primarily concentrated in the Jammu region, leading to candidates from these areas filling SC-reserved vacancies in Kashmir, thereby reducing job opportunities for local residents in the Valley. In April 2020, the Union government issued a notification defining "domiciles" in J&K, reserving specific job categories exclusively for them. A domicile is defined as someone who has resided in J&K for 15 years or studied there for seven years and appeared in Class 10th/12th examinations. This policy change was intended to protect employment opportunities for long-term residents, but it primarily impacted Group D and entry-level non-gazetted posts, leaving higher-level positions open to a broader pool of candidates. Despite these insights, comprehensive data detailing the distribution of government jobs by reservation category and region over the past eight years is not readily available.

Kashmir Deserves Fair Representation

The regional bias in favor of Jammu in category-based government jobs in Jammu and Kashmir is primarily due to demographic, administrative, and historical factors. One of the most significant reasons is the concentration of Scheduled Castes (SCs) and Other Backward Classes (OBCs) in the Jammu region. The SC population is largely found in districts like Jammu, Samba, Kathua, and Reasi, while Kashmir has a very small SC population. As government jobs are allocated based on category reservations, most SC candidates who qualify naturally come from Jammu. This results in even SC-reserved vacancies in Kashmir being filled by Jammu-based candidates, leading to a perception of regional bias. Similarly, the OBC category also has a larger population in Jammu, making it more likely for OBC candidates from that region to secure jobs under the reserved quota. Historically, recruitment policies in J&K followed a centralized approach, where selection was based on merit and reservation without strictly ensuring regional balance. Since more SC and OBC candidates came from Jammu, they ended up securing a greater share of these reserved jobs, even in Kashmir-based positions. Another contributing factor is the lack of SC representation in Kashmir. Since the SC quota exists throughout J&K but very few eligible candidates apply from Kashmir, these positions often go unfilled by locals. Instead, SC candidates from Jammu are appointed, further tilting the employment balance in their favor. Additionally, political factors play a role, as Jammu has had stronger political representation for communities that benefit from reservations. Leaders from these groups have pushed for better job opportunities, ensuring that reservation policies are implemented in a way that benefits Jammu more. In contrast, Kashmiri politics has historically been centered around broader issues of autonomy and governance rather than caste-based reservations, leading to a weaker push for these groups in Kashmir.

Bias Reservation Eating the share of Kashmir Region

The post-2019 changes, particularly the introduction of the domicile law, also played a role in shaping employment trends. While the law allowed all long-term residents of J&K to apply for government jobs, it did not change the fundamental demographic imbalance. Jammu, with its larger SC and OBC population, continued to dominate reserved category recruitments, despite jobs being available in both regions. Employment preferences also influence this trend. Many reserved category candidates from Jammu are more willing to take up government jobs in Kashmir, whereas the reverse is rare. This means that even in cases where jobs are created in the Kashmir region, they are often filled by candidates from Jammu. As a result, the perceived bias in employment distribution persists, as Jammu-based candidates continue to secure a large portion of category-based jobs.
While the reservation system is meant to uplift marginalized communities, the demographic realities and historical recruitment patterns have led to a situation where category-based government jobs are disproportionately held by candidates from Jammu. Addressing this imbalance would require region-specific quotas or policies that ensure greater representation of Kashmir-based candidates in reserved category recruitments.
Reducing the regional bias in reservation and category-based jobs in Jammu and Kashmir requires a multi-faceted approach that balances fairness, constitutional provisions, and socio-political realities. Here are several strategies that could help reduce bias and ensure more equitable distribution of jobs:

Region-Specific Quotas or Adjustments

One potential solution is the introduction of region-specific quotas within the existing reservation system. This could involve allocating a specific percentage of reserved category jobs for candidates from each region, ensuring that both Jammu and Kashmir residents benefit equally from the reservation policies. For instance, a set percentage of reserved SC and OBC jobs could be reserved specifically for candidates from each region based on their population in that region. This would help address the disparities caused by the concentration of reserved category communities in Jammu.

Strengthening Local Representation in Recruitment

Ensuring that local candidates are given priority for jobs in their respective regions can help address the imbalance. This could include policies that promote regional recruitment drives, where more effort is made to reach local communities in Kashmir to ensure they are aware of and apply for reserved category positions in their own region. Additionally, outreach programs and awareness campaigns can be implemented to encourage Kashmiri residents, particularly from marginalized communities, to apply for government jobs.

Review of Reservation Policy- A Call for Change

A comprehensive review and reform of the reservation system could be considered. This could include examining the socio-economic needs of different communities in both Jammu and Kashmir, and making adjustments to ensure that the most disadvantaged groups, regardless of region, receive fair opportunities. This would require detailed studies on the socio-economic conditions of SC, ST, OBC, and other marginalized groups in both regions, adjusting quotas accordingly to reflect these needs more accurately.

Incentivizing Employment in Both Regions

To address the issue of migration for jobs, incentives could be offered to candidates from Jammu to apply for positions in Kashmir and vice versa. This might include providing additional benefits, such as financial incentives, housing allowances, or career development opportunities, for those who are willing to relocate for jobs in regions with fewer local candidates. This could encourage more balanced distribution of employees and help reduce regional disparities in job access.

Encouraging Regional Development and Education

Fostering regional development and education in both regions is crucial for long-term solutions. By investing in educational institutions, vocational training, and skill development programs, the government can ensure that candidates from both regions are equally qualified and prepared for available job opportunities. This could help build a more equitable pool of applicants and reduce the dependency on migration for jobs.

Creating a Fair and Transparent Recruitment Process

Improving the transparency of the recruitment process and making it more accessible to local candidates in both regions can help reduce regional bias. Clear and standardized procedures should be implemented for job applications and interviews, ensuring equal opportunity for all applicants regardless of their region. Transparency in recruitment processes, including publication of vacancies and details of selection criteria, could also help increase trust in the system.

Legal Challenges and Judicial Oversight

If needed, legal reforms or judicial oversight can help resolve disputes and ensure that reservation policies are being applied equitably. Courts could play a role in addressing grievances related to regional bias and could provide recommendations or mandates for revising policies to achieve a more balanced outcome. Additionally, regular audits of recruitment processes to ensure fairness can be beneficial.

Community Empowerment and Awareness

Increasing community empowerment and raising awareness in Kashmir about the reservation policies can help. Kashmiri communities, particularly from marginalized groups, may not always be fully aware of the opportunities available to them under the reservation system. Greater awareness could lead to increased participation in the recruitment process and greater representation in government jobs.

Strengthening Policy Implementation at the Ground Level

Effective implementation of policies at the grassroots level is essential. Local administrative bodies can ensure that the reservation system is enforced fairly in both regions. By monitoring recruitment efforts and ensuring adherence to fair practices, local governments can ensure that candidates from both regions receive equal opportunities.

Inter-Regional Collaboration

Promoting inter-regional collaboration between Jammu and Kashmir can foster a sense of unity and shared purpose. Joint recruitment initiatives, collaborative training programs, and regional forums could help reduce the divisions and biases that have built up over time. Collaboration between communities from both regions can help break down barriers, improve understanding, and create a more balanced job market.

Bottom line

Reducing regional bias in reservation and category-based jobs in Jammu and Kashmir requires a combination of legal reforms, policy adjustments, and practical initiatives. By ensuring equal representation in the recruitment process, promoting regional development, and incentivizing local employment, the government can create a more equitable system where both Jammu and Kashmir residents benefit from the reservation policies. Addressing these disparities would also help foster greater regional harmony and economic balance, which is crucial for long-term stability and growth.

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