Er. Kunzes Dolma, a Geothermal Ambassador from Ladakh, is dedicated to promoting sustainable energy solutions, particularly geothermal energy. Alongside her work in energy, she is deeply engaged in social and policy issues, especially gender equality and women's representation in leadership.
“I am honored to be the first woman to hold the position of Vice President of the Ladakh Buddhist Association (LBA) since its inception in 1934. This role has come with challenges, as I have had to navigate a traditionally male-dominated institution and advocate for greater inclusion of women in decision-making processes,” she said. Despite these hurdles, she sees this as a significant step toward breaking long-standing barriers, paving the way for more women to take up leadership roles in Ladakh’s socio-cultural landscape.

On this Women’s Day, let’s hear her thoughts on gender equality, leadership, and the way forward for women in Ladakh.

Kunzes Dolma, Geothermal Energy Consultant: Women’s Day is not just a celebration—it is a reminder of both progress made and challenges that remain. It is a day to recognize the contributions of women while acknowledging the deep-seated barriers that prevent them from achieving full equality.
In Ladakh, women have traditionally played strong roles within families and communities, yet their participation in leadership, governance, and religious institutions remains limited. Women’s Day raises awareness about these issues, encourages dialogue, and inspires young girls to step forward without hesitation. It also draws attention to policies and reforms needed to ensure gender equity is not just spoken about but actively implemented.

The reality of patriarchy in Ladakh

Patriarchy still exists in Ladakh, though it has evolved in different forms. While women have made progress in education and employment, decision-making power remains largely male-dominated in key areas:
•    Religious and Cultural Institutions: Women are still excluded from leadership roles in religious councils and major cultural decision-making bodies.
•    Political Representation: Before the 33% reservation for women in LAHDC, women had minimal political representation. Even now, concerns remain about its proper implementation.
•    Social Expectations: A woman in leadership is often judged more harshly than a man. If she is assertive, she is labeled aggressive; if she is calm, she is seen as weak.

Women are excelling in various fields, yet equal access to decision-making power is still lacking. Success is often measured by individual achievements, but systemic barriers prevent women from influencing key policies and governance decisions.

Even in my journey, I have seen that holding a leadership position does not always mean having the authority to bring real change. Many women in power are still expected to adhere to traditional norms and not challenge the status quo. Until women have an equal voice at decision-making tables, true empowerment will remain incomplete.

The need for women’s reservation in governance

Reservation is not just necessary—it is crucial. Women have been historically excluded from governance and decision-making structures, and reservation is an essential tool to correct these historical injustices.

For example, the 33% reservation for women in LAHDC was a much-needed policy change. However, it is not enough to introduce reservations; proper implementation is key. Otherwise, women will continue to face indirect barriers such as lack of resources, political backing, or societal acceptance.

Reservation ensures that women get a rightful space in governance and policy-making, allowing them to influence decisions that affect their lives and society as a whole.

Bias in leadership: The challenges women face

Bias exists even at the highest levels. Despite my expertise in geothermal energy and governance, I have often seen my opinions overlooked in male-dominated discussions.
•    In meetings, technical discussions are often assumed to be better handled by men, even when I have equal or more experience.
•    Women in leadership roles are judged more harshly than men. Questions about work-life balance, personal choices, or leadership style are frequently raised for women but rarely for men.
•    As the first female Vice President of LBA, I had to break a long-standing norm. While many supported this change, there were also those who believed women should not hold influential positions.
However, I see these challenges as opportunities to change mindsets.
Leadership is not about waiting for approval—it is about creating change despite resistance.
To the women who hesitate due to societal stigmas, I say:
•    Find support networks: Connect with mentors and like-minded individuals who encourage your growth.
•    Challenge stereotypes: Your capabilities are not defined by what society expects of you.
•    Be vocal and visible: Women need to be seen and heard in leadership spaces to normalize their presence.
•    Every step matters: Even small contributions to leadership and decision-making create ripples of change.

When I became the first female Vice President of LBA, I faced skepticism, but I reminded myself: If not me, then who? If not now, then when?

Encouraging women's participation requires a multi-pronged approach. Education and skill development must be strengthened by promoting girls' education in STEM, politics, and leadership while introducing mentorship programs where successful women leaders can guide young women. Policy and implementation play a crucial role, with strict enforcement of the 33% reservation in LAHDC and its expansion to other governance bodies. Additionally, advocating for equal pay, workplace safety, and gender-sensitive policies is essential. A community and cultural shift is needed, where families encourage daughters to aspire beyond traditional roles, and religious and cultural institutions allow women's representation in decision-making. Women's leadership development programs should provide leadership training to equip young women with confidence and skills, along with financial and social support for women-led businesses and initiatives. Breaking stereotypes in media and society is equally important—highlighting successful women leaders in Ladakh's media will help normalize women's presence in leadership roles, while their participation in panel discussions, political debates, and expert forums should be actively encouraged.

Women's representation is not just about numbers—it is about real participation. Ladakh is at a turning point where tradition and modernity must find balance. If we want a progressive Ladakh, we must ensure that women are not just participants but equal leaders in shaping its future. The journey is challenging, but with collective effort, we can make gender equality a reality.