The Bihar Combined Entrance Competitive Examination Board (BCECEB) has extended the last date for submission of online application forms for the Polytechnic Engineering (PE), Part-Time Polytechnic Engineering (PPE), Para Medical (PM), and Para Medical Matric Level (PMM) entrance examinations 2025.
According to the notification released on the official website, bceceboard.bihar.gov.in, candidates can now apply until May 6, 2025. The last date for fee payment and correction in the application form is May 7, 2025.
Candidates can read the complete notice here.

BCECEB 2025: Eligibility criteria

Candidates must meet the following academic qualifications to be eligible for the respective course groups:
Polytechnic Engineering (PE) and Para Medical Matric Level (PMM):

Para Medical (PM):

BCECEB 2025: How to apply

To apply for BCECEB Polytechnic and Diploma Exams 2025, candidates can follow the steps as given here:
Step 1. Visit the official website: bceceboard.bihar.gov.in.
Step 2. Select the relevant course link (PE, PPE, PM, or PMM) and register/login.
Step 3. Fill in the application form with accurate personal and academic details.
Step 4. Upload required documents and submit the application fee by May 7, 2025.
Step 5. Make any necessary corrections to the form by the same date.
Alternatively, candidates can submit their applications here.

BCECEB entrance exam 2025: An overview

The entrance exam covers diploma-level programs in engineering, nursing, and paramedical fields, including seats in Polytechnic (16,170), General Nursing and Midwifery (GNM) – 3,524, and Auxiliary Nurse Midwifery (ANM) – 7,527.
There are also diploma options in Pharmacy, X-Ray Technician, Orthotic and Prosthetic Assistant, and Dental Mechanics. There is no maximum age limit for Polytechnic Engineering (Secondary Level), while for Para Medical (Secondary Level), candidates must be 15 to 30 years old as of December 31, 2025.

Women in technology have long battled to earn the title, or to at least receive recognition and acknowledgement in the so-called “men’s world”. Yes, they have grappled to earn a seat at the table- unshackling the biases, breaking stereotypes, and outperforming expectations. However, India’s booming tech sector where merit is said to rule opportunity is the new currency. One thing remains stubbornly unaffected: The unequal paycheck.
Beneath the glossy exterior of the surface lies a persistent rot: Women, despite rising into boardrooms and leading projects, continue to be paid less for equal and often greater contributions.
A recent study by TeamLease Digital has unearthed the depth and severity of this inequity. Analysing 13,000 contractual tech professionals across GCCs between 2020 and 2024, the report reveals a stark and growing gender pay gap that punishes women more as they climb higher. The numbers are not just alarming, they are a sober indicator of ingrained structural discrimination cloaked in the language of meritocracy.

Disparity deepens with experience

This trend indicates that women in tech GCCs are not just underpaid in the initial days of career- their worth is systematically sidelined from financial progression. The data, drawn from 13,000 contractual tech associates between 2020 and 2024, reveals a troubling structural bias. Women aren’t just hitting glass ceilings—they’re walking tightropes under them.
The inequalities are even more jarring when examined sector by sector. In the banking, financial services, and insurance (BFSI) domain, women earn 26.3% less than men—an appalling number that barely improves even at senior levels, where the gap is still 23.8%. The life sciences and healthcare sectors fare no better.
Here, the overall gender pay gap sits at a shocking 29.5%, with senior-level women earning 23.5% less on average. Tech GCCs, comparatively better, still reflect a 19% overall gap. Even the energy sector, touted for its progressive policies, displays a 15% disparity.

Diversity on paper, not in paychecks

The corporate walls are well-embellished on Women’s Day, and documents are adorned with extensive policies for female employees. However, are they equally reflected in salaries? Unfortunately, an emphatic no echoes the walls of the tech world.
While the gender pay gap remains severe, GCCs appear to be making modest progress in representation. The proportion of women in mid-level roles has risen to 13.68% in 2024 from 12.12% in 2023 according to the report. Senior-level participation saw an even notable increase—from 8.14% to 13.6% in the same period. But these numbers still fall far short of parity.
A paradoxical situation is painting the walls of corporate: Women are being promoted, but not being paid equitably. GCCs may be diversifying their organisation charts, but compensation policies remain stuck in a regressive past.

Geographical divide adds to the strain

TeamLease’s city-wise analysis highlights another fault line. Women in Tier 1 cities comprise nearly 40% of the GCC workforce, compared to just 23.36% in Tier 2 cities. The urban advantage, however, comes at a cost—higher pressure, slower career growth, and little pay equity.

The senior-level struggle

Perhaps the most startling is the overall average senior-level pay gap across sectors: 16.4%. It’s a statistic that underscores the systemic rot. Even as women climb the corporate ladder, their earnings remain anchored below their male counterparts.
The GCC model has long been celebrated for bringing global tech excellence to India. But the numbers paint a more sobering picture—of entrenched gender bias and an industry that still treats equality as a footnote rather than a foundation.
The GCC model has long been championed for bringing global tech excellence to India. But the numbers paint a grim picture of entrenched gender bias and an industry that still treats equality as a footnote rather than a foundation.
Until the pay gap is closed and leadership opportunities are offered on equal footing, the talk of diversity will remain just that—talk.