Policy for the Protection and Equal Treatment of Women and Transgender
November 6, 2025 2025-11-06 5:00Policy for the Protection and Equal Treatment of Women and Transgender
Policy for the Protection and Equal Treatment of Women and Transgender
| Approved | Board of Management on 12th January 2019 |
| Notification | Notified by Registrar vide notification No. SRHU/Reg/OO/2019-04 (i) dated 15th January 2019 |
| Reviewed / Revised | Board of Management on 29th March 2022 |
| Notification | Notified by Registrar vide notification No. SRHU/Reg/OO/2022-58 (i) dated 5th April 2022 |
| Next Review | 2025–26 |
- Short Title & Commencement
- This Policy shall be called the “Policy for the Protection and Equal Treatment of Women and Transgender” of Swami Rama Himalayan University.
- This Policy shall be deemed to have come into force from the date of approval of the Board of Management of the University.
- Purpose
- To ensure equal rights, opportunities, and protection for women and transgender persons by creating a safe, inclusive, and non-discriminatory environment, free from gender-based violence, stigma, and bias — thereby advancing the goals of SDG 5: Achieve gender equality and empower all women and girls, SDG 10: Reduce inequality within and among countries, and SDG 16: Promote peaceful and inclusive societies for sustainable development.
- Scope
- All members of the institution or organization including students, faculty, staff, and administrators.
- All applicants, clients, visitors, and partners interacting with the institution.
- All programs, activities, services, and facilities under institutional control.
- Goals
- Eliminate all forms of discrimination and gender-based violence against women and transgender persons.
- Promote equality and respect across all institutional processes, systems, and interactions.
- Provide protection, redress, and support for victims of discrimination, harassment, or abuse.
- Foster an inclusive culture that recognizes gender diversity and human rights.
- Align institutional practices with national gender equality laws and international SDG commitments.
- Strategic Actions
- Awareness, Education, and Advocacy
- Conduct gender sensitivity, SOGIESC (Sexual Orientation, Gender Identity, Expression, and Sex Characteristics), and human rights training for all members of the institution.
- Integrate gender equality and inclusion education into curricula, leadership programs, and community outreach.
- Celebrate gender-related awareness events (e.g., International Women’s Day, Pride Month) to promote visibility and acceptance.
- Protection and Support Mechanisms
- HR / Internal Complaint Committee (ICC) to oversee implementation and case management.
- Create a confidential reporting and grievance mechanism for gender-based discrimination, harassment, or violence.
- Provide counseling, medical, and legal assistance to affected individuals through internal or partner services.
- Ensure non-retaliation and protection for those who report gender-based incidents.
- Inclusive Policies and Facilities
- Ensure access to gender-neutral restrooms and safe spaces for women and transgender persons.
- Allow individuals to use names and pronouns consistent with their self-identified gender.
- Review and update institutional forms, uniforms, and communication materials to reflect gender inclusivity.
- Equal Opportunities and Representation
- Guarantee non-discriminatory recruitment, admission, and promotion processes.
- Encourage representation of women and transgender persons in leadership, committees, and governance bodies.
- Support capacity-building, mentorship, and empowerment programs for women and transgender individuals.
- Awareness, Education, and Advocacy
- Monitoring and Evaluation
- Conduct annual gender audits and climate surveys to assess the level of inclusivity and safety.
- Maintain disaggregated data by sex and gender identity for monitoring representation and equity.
- Develop performance indicators (e.g., incident reports, participation rates, satisfaction surveys) aligned with SDG 5 and SDG 10.
- Publish an Annual Gender Equality and Inclusion Report summarizing actions, progress, and recommendations.
- This policy shall be reviewed every three years or earlier if required to accommodate new educational practices, regulatory requirements, or emerging student needs.
- The University reserves the right to interpret, alter, amend, modify, cancel or withdraw any or all provision mentioned herein above in this policy without any notice.
- In case of any dispute, the decision of the Vice Chancellor of the University shall be final and binding.
