1. Preamble
Kalinga University is committed to providing an inclusive, equitable, respectful, and discrimination-free environment in which women can study, work, conduct research, participate in institutional activities, and develop their academic and professional potential with dignity and equal opportunity. The University recognizes that gender-based discrimination can affect access to education, employment, academic progression, leadership opportunities, participation, safety, and overall well-being. Accordingly, the University shall promote equality of opportunity and prohibit unfair discrimination against women in academic, administrative, employment, student, research, co-curricular, extracurricular, and institutional activities, subject to applicable law and legitimate institutional requirements. This Policy complements the University’s other policies and mechanisms relating to gender equality, prevention of sexual harassment, grievance redressal, student welfare, workplace conduct, safety, and inclusion.
2. Principles
- Equality and Equal Opportunity – Women shall have equal opportunity in education, employment, research, leadership, participation, and institutional development.
- Dignity and Respect – Every woman associated with the University shall be treated with dignity, respect, fairness, and professionalism.
- Zero Tolerance for Discrimination – Gender-based discrimination, exclusion, differential treatment, or retaliation shall not be accepted.
- Merit and Fairness – Academic, employment, research, leadership, and other institutional decisions shall be based on transparent and relevant criteria.
- Safety and Freedom from Harassment – The University shall promote a safe environment free from harassment, intimidation, bullying, and gender-based misconduct.
- Confidentiality and Privacy – Complaints and personal information shall be handled with appropriate confidentiality and professional care, subject to legal and institutional requirements.
- Accountability – Individuals and institutional units shall be accountable for complying with this Policy and related University procedures.
- Inclusion and Empowerment – The University shall promote women’s participation, leadership, professional development, and meaningful contribution to institutional life.
3. Objectives
- To prevent discrimination against women across all areas of University life.
- To ensure equal access to academic programmes, employment opportunities, research, training, leadership, and institutional participation.
- To establish clear institutional expectations regarding respectful and non-discriminatory conduct.
- To create awareness about gender equality, dignity, rights, responsibilities, and available support mechanisms.
- To provide accessible mechanisms for reporting and addressing complaints of discrimination.
- To prevent retaliation against persons who raise concerns or participate in a legitimate complaint process.
- To promote an institutional culture that values women’s participation, safety, professional growth, and leadership.
4. Guidelines
Women shall not be discriminated against in admission, academic opportunities, classroom participation, assessment, scholarships, research opportunities, internships, placements, student activities, or access to University facilities.
- Recruitment, appointment, promotion, professional development, workload allocation, recognition, and other employment-related decisions shall be undertaken through fair and transparent institutional procedures.
- Women faculty and staff shall have equitable access to professional development programmes, conferences, research support, institutional responsibilities, and leadership opportunities, subject to applicable criteria.
- Academic and administrative authorities shall avoid gender stereotypes and ensure that women are not excluded from activities, responsibilities, committees, fieldwork, research, sports, or leadership opportunities solely on the basis of gender.
- The University shall not tolerate derogatory, humiliating, threatening, or discriminatory conduct directed at women.
- Gender-based bullying, intimidation, exclusion, hostile conduct, or retaliation shall be addressed through appropriate University mechanisms.
- Complaints involving sexual harassment shall be dealt with through the University’s designated mechanism and applicable law/policy, including the appropriate Internal Complaints Committee mechanism where applicable.
- Women shall have access to grievance redressal, counselling, mentoring, health and wellness support, and other appropriate institutional services.
- University communications, policies, teaching materials, awareness programmes, and institutional activities should promote gender equality and avoid discriminatory stereotypes.
- The University shall encourage gender-sensitization programmes for students, faculty, staff, administrators, and other relevant stakeholders.
- Personal information relating to complaints shall be handled confidentially to the extent permitted by law and University procedures.
- No person shall be subjected to retaliation merely for making a complaint in good faith, seeking assistance, or participating appropriately in an institutional inquiry.
5. Women’s Participation, Development and Leadership
The University shall endeavour to create conditions that enable women to participate fully in academic and institutional life.
- Encourage women’s participation in student leadership, academic committees, research groups, clubs, societies, cultural activities, sports, innovation, entrepreneurship, and community engagement.
- Promote mentoring and professional-development opportunities for women students, faculty, researchers, and staff.
- Encourage leadership-development programmes, awareness initiatives, and capacity-building activities relating to gender equality and inclusive governance.
- Where appropriate, institutional data may be reviewed to identify participation or progression gaps and to design evidence-based interventions.
- The University shall encourage a supportive environment for women returning to academic or professional activities after significant personal or family-related interruptions, subject to applicable rules and institutional provisions.
6. Grievance Redressal and Support Mechanisms
The University shall maintain appropriate mechanisms through which women may seek assistance or report discrimination and related concerns.
- Complaints may be submitted through the designated University grievance mechanisms, including the appropriate authority/committee responsible for the nature of the complaint.
- Complaints shall be handled in accordance with applicable law, University regulations, principles of natural justice, and established procedures.
- Where a complaint falls within the jurisdiction of the Internal Complaints Committee or another designated statutory/institutional mechanism, it shall be referred or processed through the appropriate mechanism.
- Support, counselling, guidance, and referral services may be provided where appropriate.
- The University shall take reasonable steps to protect complainants and other participants from intimidation or retaliation during legitimate complaint processes.
- False or malicious complaints, where established through due process, may be dealt with under applicable University rules; however, a complaint shall not be treated as false merely because it is not substantiated.
7. Awareness, Sensitization and Capacity Building
The University shall promote gender equality and non-discrimination through regular awareness and sensitization initiatives.
- Orientation programmes for students, faculty, and staff.
- Workshops, seminars, expert lectures, campaigns, and discussions on gender equality, dignity, respectful conduct, and institutional responsibilities.
- Awareness regarding available grievance, counselling, safety, and support mechanisms.
- Training and sensitization of personnel who interact with students, employees, applicants, or complainants.
- Observance of relevant national and international days and institutional programmes promoting women’s rights and equality.
8. Monitoring and Review
- The competent University authorities, IQAC, relevant committees/cells, Human Resources/administrative authorities, and student-support mechanisms shall monitor implementation of this Policy within their respective areas.
- Periodic review of complaints, participation indicators, awareness activities, and feedback may be undertaken to identify institutional gaps.
- The University may use appropriate gender-disaggregated institutional data for planning and improvement while maintaining privacy and confidentiality.
- Annual or periodic reports on awareness, sensitization, support initiatives, and implementation measures may be prepared by designated authorities.
- The Policy shall be reviewed at least once every three years or earlier when required by changes in law, regulation, institutional requirements, or emerging good practices.
9. Accountability and Transparency
- All members of the University community shall share responsibility for maintaining a non-discriminatory and respectful environment.
- University authorities shall provide appropriate institutional resources and support for implementation.
- Designated committees and authorities shall discharge their responsibilities fairly, professionally, and in accordance with applicable procedures.
- Information about relevant grievance and support mechanisms shall be made reasonably accessible to students, faculty, staff, applicants, and other stakeholders.
- The University shall maintain appropriate documentation and reporting systems while protecting confidential and personal information.
- Any substantiated violation shall be addressed through appropriate disciplinary, administrative, academic, or other measures under applicable University rules and law.
10. Approval and Implementation
This Policy on Non-Discrimination Against Women shall come into effect from the date of approval by the competent authority of Kalinga University and shall apply to all students, faculty members, staff, researchers, contractual personnel, applicants, visitors, and other stakeholders associated with the University, to the extent applicable.
