Policy for Anti-Discrimination
November 4, 2025
2025-11-04 10:50
Policy for Anti-Discrimination
Policy for Anti-Discrimination
| 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 |
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1. Short Title & Commencement
- 1.1 This Policy shall be called the “Policy for Anti-Discrimination” of Swami Rama Himalayan University.
- 1.2 This Policy shall be deemed to have come into force from the date of approval of the Board of Management of the University.
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2. Purpose
To ensure a workplace free from discrimination, where all individuals are treated fairly, respectfully, and equitably regardless of their gender, caste, ethnicity, religion, age, disability, sexual orientation, or any other protected characteristic.
- 2.1.1 Reduce inequality within and among countries.
- 2.1.2 Promote inclusive and equitable employment practices.
- 2.1.3 Foster a diverse and respectful organizational culture.
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3. Scope
This policy applies to:
- 3.1 All employees (permanent, contractual, probationary, interns, and part-time).
- 3.2 All applicants for employment.
- 3.3 All employment-related activities, including recruitment, promotions, training, compensation, benefits, and termination.
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4. Goals
The policy goals are to:
- 4.1 Equal Opportunity: All employees and applicants are entitled to fair treatment in all employment processes.
- 4.2 Non-Discrimination: No individual shall face discrimination based on:
- 4.2.1 Gender, sexual orientation, or gender identity.
- 4.2.2 Race, caste, ethnicity, or religion.
- 4.2.3 Age, disability, marital or family status.
- 4.2.4 Political affiliation, social background, or other protected characteristics.
- 4.3 Merit-Based Decisions: Employment, promotions, and benefits are based solely on skills, qualifications, and performance.
- 4.4 Zero Tolerance for Harassment: Harassment, bullying, or any form of unfair treatment is strictly prohibited.
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5. Implementation Measures
- 5.1 Recruitment and Hiring
- 5.1.1 Ensure transparent and bias-free recruitment processes.
- 5.1.2 Use inclusive job descriptions and standardized evaluation criteria.
- 5.2 Promotions and Compensation
- 5.2.1 Base promotions and salary adjustments on objective performance metrics.
- 5.2.2 Conduct regular pay equity reviews to prevent wage disparities.
- 5.3 Training and Awareness
- 5.3.1 Conduct diversity, equity, and inclusion training for all employees and managers.
- 5.3.2 Raise awareness about unconscious bias and fair workplace practices.
- 5.4 Grievance Mechanism
- 5.4.1 Establish confidential reporting channels for discrimination complaints.
- 5.4.2 Investigate all complaints promptly, fairly, and impartially.
- 5.4.3 Protect complainants and witnesses from retaliation.
- 5.5 Monitoring and Reporting
- 5.5.1 Maintain records of employment, promotions, pay, and complaints disaggregated by key demographics.
- 5.5.2 Conduct annual audits to ensure compliance with non-discrimination standards.
- 6. This policy shall be reviewed every three years or earlier if required to accommodate new educational practices, regulatory requirements, or emerging student needs.
- 7. The University reserves the right to interpret, alter, amend, modify, cancel, or withdraw any or all provisions mentioned herein without notice.
- 8. In case of any dispute, the decision of the Vice Chancellor of the University shall be final and binding.
