Apply Now
Apply Now

Anti Discriminatory Policy
Reduced inequality National ragging prevention programme Non-discriminatory admissions Tracking applications of underrepresented groups Affirmative action Academic support for underrepresented groups Anti-discrimination and anti-harassment policies Facilities for people with disability Support services for people with disabilities Access plan for people with disabilities Adequate accommodation for people with disabilities Awareness towards reduced inequalities Equality, Diversity and Inclusion Policy Reasonable Accommodation Policy Anti Discriminatory Policy JGU’s Anti-Sexual Harassment Committee

Anti-Discriminatory Policy

JGU is committed to eliminating all forms of discrimination and to building a campus culture of fairness, respect and equality. The university has re-constituted its Anti-Discrimination Committee to ensure that students, faculty and staff work and study in an environment free from bias and prejudice.

Anti-Discrimination Committee (ADC)

The ADC oversees efforts to prevent discrimination on grounds of gender, race, caste, marital or civil partnership status, sexual orientation, religion or belief, age or disability. It also advises on and implements policies and programmes that promote diversity, equality, inclusion and human rights.

Mandate of the ADC

  • Oversee measures to prevent discrimination on campus.
  • Establish and manage an online portal for discrimination complaints.
  • Investigate and decide complaints, including those from SC/ST students, teachers and non-teaching staff, and complaints on other prohibited grounds.
  • Monitor complaint resolution and ensure timely action.
  • Develop a policy framework and education and awareness initiatives.
  • Recommend proactive measures to advance substantive equality.

Meetings

The committee meets at least once every semester, and more often when urgent concerns arise.

Reporting Discrimination

Members of the JGU community can report discrimination through the ADC's online portal, which is being established, or by contacting the Member Secretary, Prof. Ajay Kumar Pandey. Complaints are handled with sensitivity and confidentiality.

Anti-Discriminatory Policy

Policy Details

  • Policy Name: Anti-Discriminatory Policy
  • Policy Custodian: Anti-Discrimination Committee (Member Secretary: Prof. Ajay Kumar Pandey)
  • Applies To: Students, faculty, staff, applicants, visitors, contractors and vendors working on campus
  • Related Policies: Policy on Non-Discriminatory Admissions; Policy on Non-Discrimination against Women; Policy on Non-Discrimination against Transgender Persons; Policy on Non-Discrimination, Equal Employment Opportunity and Affirmative Action; Reasonable Accommodation Policy; Anti-Harassment Policy; Protection Against Retaliation
  • Year Created: [to be confirmed]
  • Year Reviewed: 2026

1. Purpose and Principles

1.1 This policy states JGU's stance against all forms of bias and gives the community a clear framework to report, address and resolve incidents of discrimination.

1.2 It is based on the constitutional values of equality, dignity and non-discrimination, and on the university's commitments to diversity, inclusion and human rights.

1.3 It supports SDG Target 10.3: ensuring equal opportunity and reducing inequalities of outcome by eliminating discriminatory policies and practices.

2. Scope and Definitions

2.1 The policy applies to all members of the JGU community, in classrooms, hostels, workplaces, libraries, transport, events, research settings and online spaces connected with the university.

2.2 Protected grounds: gender, race, caste, marital or civil partnership status, sexual orientation, religion or belief, age and disability.

2.3 Direct discrimination means treating a person less favourably because of a protected ground.

2.4 Indirect discrimination means applying a rule, criterion or practice that appears neutral but puts people of a protected group at a particular disadvantage without justification.

2.5 Harassment on a protected ground means unwanted conduct that violates a person's dignity or creates an intimidating, hostile or humiliating environment. Sexual harassment is handled under the Anti-Harassment Policy.

2.6 Victimisation or retaliation means adverse treatment of a person for making a complaint, supporting someone else's complaint or taking part in an inquiry.

3. Policy Statement

3.1 JGU does not tolerate discrimination, harassment or victimisation on any protected ground in admission, teaching, assessment, grading, hostel allocation, scholarships, employment, promotion, pay, access to facilities or any other university activity.

3.2 Positive measures, such as scholarships, outreach, mentoring and accommodations that help underrepresented groups, are not discrimination and are encouraged.

3.3 Decisions about people must be made on relevant, documented criteria. Any rule or practice found to disadvantage a protected group unjustifiably will be revised.

4. Governance, Roles and Responsibilities

4.1 The Anti-Discrimination Committee:

(a) oversees measures to prevent discrimination;

(b) manages the online complaint portal;

(c) investigates and decides complaints, including those from SC/ST students, teachers and non-teaching staff;

(d) monitors resolution and timeliness;

(e) develops policy frameworks and awareness programmes;

(f) recommends measures to advance substantive equality;

(g) meets at least once each semester and whenever urgent matters arise.

4.2 Deans, heads of departments and supervisors must ensure fair practice in their units, and must report any complaint they receive to the Committee.

4.3 Every member of the community is expected to treat others with respect and to cooperate with inquiries.

4.4 The Human Resources and Student Affairs offices implement the Committee's decisions.

4.5 Where a complaint touches another committee's mandate (sexual harassment, ragging, disability accommodation), the Committee coordinates with COGSASH, the Anti-Ragging Committee or the Disability Support Committee, so that the complainant is not passed between offices.

5. Complaint and Inquiry Procedure

5.1 Making a complaint: a complaint may be made through the online portal or in writing to the Member Secretary, giving the facts, dates, persons involved and any evidence. Anonymous reports are examined where enough detail is given. Complaints should ordinarily be made within a reasonable time of the incident, and the Committee may admit late complaints for good reason.

5.2 Initial assessment: the Committee acknowledges the complaint, assesses whether it falls within its mandate, and where appropriate offers interim measures, such as changing seating, section, reporting line or hostel arrangements, so that the complainant is not disadvantaged.

5.3 Informal resolution: where the complainant agrees and the matter is suitable, the Committee may facilitate an informal resolution. This option is never offered for serious allegations.

5.4 Formal inquiry: the Committee informs the respondent, shares the substance of the complaint, receives written responses, hears both parties and witnesses, and examines evidence, observing natural justice. Both sides may be accompanied by a support person.

5.5 Decision: the Committee records its findings and reasons and communicates its decision in writing to both parties. It aims to complete formal inquiries within a reasonable time, and informs the parties if more time is needed.

5.6 Appeal: either party may appeal against the decision to the Vice Chancellor within the time stated in the university rules.

6. Confidentiality, Protection and Non-Retaliation

6.1 Identities and records are shared only with those who need them to carry out the inquiry or implement the decision.

6.2 No one who raises a concern in good faith, supports a complainant or takes part in an inquiry will suffer retaliation. Retaliation is a separate violation of this policy.

6.3 Knowingly false complaints made in bad faith may lead to action. An unproven complaint made in good faith will not.

7. Action, Remedies and Awareness

7.1 Where a complaint is upheld, the Committee may recommend graduated action under the university's rules, ranging from a warning, apology or counselling to suspension or termination, and corrective steps such as re-evaluation, changes to practice or support for the affected person.

7.2 Mandatory induction on this policy is given to new students, faculty and staff, and the Committee runs awareness programmes, lectures and campaigns on diversity, equality, inclusion and human rights.

7.3 Contractors and vendors must follow this policy as a condition of working on campus.

8. Monitoring and Review

8.1 The Committee reports each year to the university on complaints received, outcomes and timelines, and on awareness activities, in anonymised form.

8.2 The policy is reviewed every year, and earlier if law, regulation or practice requires. It was last reviewed in 2026.

View Our Anti-Discriminatory Policy