1. Preamble
Kalinga University is committed to fostering an inclusive, equitable, safe, and respectful academic environment that promotes gender justice and equal opportunities for all members of the University community. The University recognizes that gender equity is fundamental to human dignity, social justice, academic excellence, and sustainable development. This policy aims to eliminate all forms of gender-based discrimination, bias, harassment, and violence while promoting mutual respect, sensitivity, and equal participation in academic, administrative, research, cultural, and leadership activities.
The University shall ensure compliance with applicable laws, regulations, and guidelines relating to gender equality and women's empowerment, including the provisions of the Constitution of India, the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, UGC Regulations, and other relevant statutory provisions.
2. Principles
The Policy is guided by the following principles:
- Equality and Non-Discrimination: Every individual shall be treated with dignity and respect irrespective of gender, gender identity, sexual orientation, marital status, or socio-cultural background.
- Inclusiveness: The University shall promote an inclusive environment where all genders can participate equally in academic and co-curricular activities.
- Safety and Security: The University shall provide a safe, secure, and supportive campus environment free from harassment, intimidation, exploitation, and violence.
- Respect and Dignity: All members of the University community shall uphold respectful behavior and maintain professional conduct in all interactions.
- Empowerment and Participation: Equal opportunities shall be provided in admissions, employment, leadership positions, research, sports, cultural activities, and decision-making processes.
- Confidentiality and Fairness: Complaints and grievances related to gender issues shall be addressed confidentially, impartially, and promptly.
3. Objectives
The objectives of this Policy are to:
- Promote gender equity and equal opportunities in all University functions and activities.
- Create awareness regarding gender sensitivity, rights, responsibilities, and legal provisions.
- Prevent and prohibit gender-based discrimination, harassment, bullying, and violence.
- Foster a campus culture based on mutual respect, dignity, and inclusiveness.
- Encourage equal participation of all genders in academic, administrative, research, extension, and leadership activities.
- Establish effective support systems and grievance redressal mechanisms.
- Strengthen institutional practices that promote women's empowerment and gender justice.
- Integrate gender perspectives into teaching, learning, research, outreach, and community engagement activities.
- Provide counselling, mentoring, and support services for students and employees facing gender-related concerns.
- Ensure compliance with statutory provisions and best practices relating to gender equity.
4. Guidelines
To achieve the objectives of this Policy, the University shall:
4.1 Awareness and Sensitization
- Organize workshops, seminars, orientation programs, awareness campaigns, expert lectures, and training sessions on gender equity and gender sensitization.
- Observe national and international events related to women's empowerment and gender equality.
4.2 Equal Opportunity
- Ensure equal access to education, employment, scholarships, training, research opportunities, and leadership roles without gender discrimination.
- Promote merit-based participation and representation in institutional activities.
4.3 Safe Campus Environment
- Maintain adequate security measures, surveillance systems, lighting facilities, transportation support, and emergency assistance mechanisms.
- Provide gender-sensitive infrastructure including separate washrooms, common rooms, health facilities, and sanitary hygiene support.
4.4 Prevention of Sexual Harassment
- Strengthen the functioning of the Internal Complaints Committee (ICC) and other support mechanisms.
- Ensure timely and confidential handling of complaints related to sexual harassment and gender-based misconduct.
4.5 Counselling and Support Services
- Provide counselling and psychological support through the Student Counselling Cell and designated support services.
- Facilitate referral support wherever necessary.
4.6 Gender-Inclusive Practices
- Encourage gender-sensitive language and communication in official documents, academic materials, and institutional communications.
- Promote representation and participation of all genders in committees, events, and leadership positions.
4.7 Community Engagement
- Conduct outreach programs, extension activities, and awareness campaigns promoting gender equality within the community and society.
4.8 Equal Remuneration and Non-Discrimination
- Ensure equal remuneration and benefits for employees performing similar roles and responsibilities, irrespective of gender.
The University shall ensure fair and equitable compensation practices for all employees without discrimination based on gender. Salary structures, incentives, benefits, and service conditions shall be transparent and merit-based, promoting workplace equality and reinforcing the principle of equal pay for equal work.
4.9 Career Advancement Opportunities
- Provide equal opportunities for professional growth, promotion, skill development, and career progression.
The University shall encourage equitable access to training programs, faculty development initiatives, research projects, administrative responsibilities, and promotional opportunities. Career advancement shall be based on merit, competence, and performance, ensuring that women and men have equal opportunities to achieve leadership and professional excellence.
4.10 Maternity Leave and Parental Support
- Provide maternity leave and related benefits in accordance with applicable laws and institutional regulations.
The University shall support women employees through maternity leave provisions, ensuring job security, continuity of service, and a supportive work environment. Necessary assistance shall be provided to facilitate a smooth transition before and after childbirth while maintaining professional growth opportunities.
4.11 Childcare Support Facilities
- Facilitate childcare support services to assist employees and students with caregiving responsibilities.
The University shall explore and promote childcare support mechanisms such as crèche facilities, daycare partnerships, childcare assistance programs, and family-friendly campus initiatives. These measures shall help employees and students effectively balance professional, academic, and family responsibilities.
4.12 Flexible Work Arrangements
- Promote flexible work arrangements wherever feasible to support work-life balance and employee wellbeing.
The University shall consider flexible scheduling, remote working options, adjusted work hours, and other supportive arrangements in accordance with institutional requirements. Such measures shall particularly benefit employees managing family responsibilities while ensuring productivity and organizational effectiveness.
4.13 Women Leadership Development Programs
- Encourage and strengthen women’s participation in leadership and decision-making roles.
The University shall organize leadership development programs, mentoring initiatives, capacity-building workshops, networking opportunities, and specialized training for women. These initiatives shall enhance confidence, leadership competencies, and representation of women in academic, administrative, and governance positions across the institution.
5. Teacher–Student Relationship
The relationship between teachers and students shall be founded on mutual respect, professionalism, trust, and academic integrity.
- Teachers shall treat all students fairly and equitably without gender bias or discrimination.
- Teachers shall maintain professional boundaries and avoid any conduct that may be perceived as harassment, favoritism, intimidation, exploitation, or abuse of authority.
- Teachers shall encourage equal participation of all students in academic discussions, projects, research activities, and leadership opportunities.
- Students shall treat teachers and fellow students with dignity, respect, and courtesy.
- Any form of gender-based derogatory remarks, discriminatory behavior, bullying, or harassment shall be strictly prohibited.
- Teachers shall act as role models in promoting gender-sensitive attitudes and inclusive practices within the University.
6. Monitoring and Review
- The University shall periodically monitor the implementation and effectiveness of this Policy.
- The Internal Complaints Committee (ICC), Women Cell, Student Counselling Cell, and relevant University authorities shall submit periodic reports on awareness activities, grievances, and corrective measures.
- Feedback from students, faculty, staff, and stakeholders shall be considered for continuous improvement.
- The policy shall be reviewed at least once every three years or earlier, if required by statutory changes or institutional needs.
- Recommendations emerging from audits, surveys, and assessments shall be incorporated into future revisions.
7. Accountability and Transparency
- All members of the University community shall be accountable for complying with this Policy.
- Acts of gender discrimination, harassment, victimization, retaliation, or misconduct shall attract disciplinary action as per University rules and applicable laws.
- The University shall ensure fair, transparent, and time-bound grievance redressal procedures.
- Information regarding relevant committees, complaint mechanisms, policies, and support services shall be made accessible to all stakeholders.
- Annual reports on gender sensitization initiatives and policy implementation may be presented before the competent authorities of the University.
- The University shall maintain confidentiality of complainants and respondents while ensuring due process and natural justice.
8. Approval and Implementation
This Policy on Gender Equity and Gender Sensitization shall come into effect from the date of its approval by the competent authority of Kalinga University and shall be applicable to all students, faculty members, staff, researchers, contractual personnel, visitors, and other stakeholders associated with the University.
