Affirmative action is a policy provision to provide equal opportunity for disadvantaged groups of
people. Based on the country context, individuals based on personal attributes, for instance, race,
gender, caste, and disabilities, are considered disadvantaged and marginalised. Nepal is a
developing country with the caste system, which has started affirmative action (Reservation
system) in 2007 for the first time in civil service employment and has continued to date, where
gender, caste, and ethnicity are the main criteria for disadvantaged groups. Even though
affirmative action started in the 1960s, Nepal adopted it in 2007 and implemented first time in
public sector employment, i.e., civil service. In 2007, Nepal had a unitary system and later it
shifted into a federal country. However, the same reservation system is still in practice and has
not undergone any modifications or reviews. This research investigated the impact of the
reservation system on Nepal's civil service employment by connecting with four different
theories: social identity theory, critical race theory, representative bureaucracy theory, and social
justice theory.
To complete this qualitative research, data were collected from mid-level and senior-level civil
service employees to explore their experiences and perceptions regarding the impact of the
reservation system. Semi-structured interviews (n=14) and focus group discussions (n=2) were
carried out from purposively selected civil service employees, and NVIVO 12 was used to analyse
the collected data. 6 themes and 24 sub-themes were developed based on thematic
analysis. The main themes were: perception, impacts (social, economic, and political),
challenges, and future strategies of the reservation system. Also, a group-based reservation
model was developed based on this research.
First, it revealed how civil service workers felt about the reservation system, with the majority
viewing it as a tool for equal opportunity. Second, the reservation system has largely beneficial
effects on civil service employment in terms of social, political, and economic factors. For
example, because of job prospects, the majority of the marginalized community members have
become more self-assured and economically powerful. Additionally, the representation of civil
service employment makes public service appear better. Third, despite the system's generally
beneficial effects, there are some difficulties. As a result, there is proof that social justice issues,
elite capture, and a lack of knowledge and education exist.
Finally, several specific measures were suggested to enhance the reservation system in the
Nepalese context. The research indicated the need to review current policy, develop a real-time
database, and identify targeted individuals based on clear indicators. Similarly, it highlighted the
necessity of ongoing education and capacity building for underprivileged populations, as well as
the need to support the reservation system with additional policies. Once the data-driven
reservation system has produced the anticipated outcome, exit policies could be implemented
to improve the system's future efficacy in the Nepalese setting. Therefore, Nepalese
policymakers would be able to review and adjust the policy with the help of this research.
Overall, this research contributes to the literature by adding a new contextual experience and to
the policymakers of Nepal to improve the system in the future.
- AN exploration of affirmative action on employment and its impact on civil service in Nepal
- Rita Lamsal - University of Greater Manchester, Greater Manchester Business School
- University of Greater Manchester; Doctor of Philosophy (PHD)
- Doctor of Philosophy (PHD), University of Greater Manchester
- 313
- 9984920308841
- Greater Manchester Business School
- English
- Dissertation
- Electronic version of the thesis submitted in partial fulfillment of the requirements of the University of Greater Manchester for the degree of Doctor of Philosophy