Anti-Discrimination and Anti-Harassment Policies
JGU's procedures for preventing harassment and discrimination are set out in the Student Handbook and in the university's policies. The framework covers these bodies and rules: Anti-Ragging Regulations and the Anti-Ragging Committee; the Rules on Gender Sensitisation Against Sexual Harassment and the Committee on Gender Sensitisation Against Sexual Harassment (COGSASH); the Committee on Disability Issues; the Grievance Redressal Committee; and the Anti-Discrimination Committee.
Anti-Ragging
JGU aims to build discipline and social integration among students and to protect them from ragging. The regulations enforce the UGC Regulations on Curbing the Menace of Ragging in Higher Educational Institutions, 2009, and cover prevention, procedure and penalties.
Anti-Sexual Harassment
COGSASH is a legally constituted committee established to prevent, prohibit and address sexual harassment on campus. It covers students, employees and visitors.
Related policies: Policy on Non-Discrimination against Women, Policy on Non-Discrimination against Transgender Persons, Policy on Non-Discrimination, Equal Employment Opportunity and Affirmative Action, and the Anti-Discriminatory Policy.
Anti-Harassment Policy
Policy Details
- Policy Name: Anti-Harassment Policy
- Year Reviewed: 2026
1. Purpose and Principles
1.1 This policy provides a safe, respectful campus free from harassment of any kind, and sets out how the university prevents harassment, responds to complaints and supports those affected.
1.2 It is based on dignity, zero tolerance, fairness to all parties, confidentiality, protection from retaliation and prompt, proportionate action.
1.3 It follows the Indian laws and regulations that apply to sexual harassment and ragging, and the University Grants Commission's regulations, and supports SDG Targets 10.2, 10.3 and 5.2.
2. Scope and Definitions
2.1 The policy applies on campus, in hostels, transport, classrooms, laboratories, libraries, events, field trips, internships and research sites, and in online and electronic communication connected with the university.
2.2 Harassment means unwelcome conduct, whether physical, verbal, written, visual or electronic, that violates a person's dignity or creates an intimidating, hostile, degrading or offensive environment. It may be based on sex, gender identity or expression, caste, race, religion, disability, sexual orientation, age or any other protected ground.
2.3 Sexual harassment includes unwelcome physical contact, advances, demands or requests for sexual favours, sexually coloured remarks, showing pornography, stalking, and any other unwelcome physical, verbal or non-verbal conduct of a sexual nature, including online.
2.4 Ragging means any conduct that causes or is likely to cause physical or psychological harm or apprehension, or that humiliates a student, as defined in the UGC anti-ragging regulations. Consent of the victim does not make ragging permissible.
2.5 Examples of harassment include insulting or demeaning remarks, jokes about a person's identity, caste or religion, persistent unwanted contact, deliberate exclusion, threats, intimidation, bullying, and misuse of authority.
2.6 Retaliation means any adverse action against a person who raises a concern, supports a complainant or takes part in an inquiry.
3. Policy Statement
3.1 JGU has zero tolerance for harassment, sexual harassment and ragging.
3.2 Harassment is a violation whether or not the person engaging in it intended it, if a reasonable person would find the conduct unwelcome.
3.3 Power imbalances, such as teacher and student, supervisor and employee or senior and junior, are taken seriously when examining complaints.
3.4 Retaliation is prohibited and is treated as a separate violation.
4. Governance and Responsibilities
4.1 COGSASH, a legally constituted committee, receives and inquires into complaints of sexual harassment from students, employees and visitors.
4.2 The Anti-Ragging Committee and Anti-Ragging Squad prevent ragging, receive complaints and recommend action in line with the UGC regulations.
4.3 The Anti-Discrimination Committee receives and decides complaints of harassment on other protected grounds.
4.4 Deans, heads of departments and supervisors must act promptly on any harassment they notice or are told of, and report it to the appropriate committee.
4.5 Every member of the community must follow this policy and cooperate with inquiries.
4.6 The Office of Student Affairs, Human Resources and the counselling service support complainants and respondents during and after inquiries.
5. Reporting and Inquiry Procedure
5.1 Where to complain: complaints of sexual harassment go to COGSASH; ragging to the Anti-Ragging Committee; other harassment to the Anti-Discrimination Committee. Complaints can be made in writing, by email or through the online portal. If a complainant cannot write, the committee will help record the complaint. If unsure where to go, a person may approach any committee, which will forward the matter.
5.2 Timelines: complaints should be made as soon as possible, and committees may admit late complaints for good reason.
5.3 Interim measures: on receiving a complaint, the committee may recommend interim relief, such as a change of section, hostel room or reporting line, leave, or a restriction on contact, without any presumption of guilt.
5.4 Informal resolution: for less serious matters and with the complainant's consent, the committee may facilitate informal resolution. For sexual harassment, any conciliation must follow the applicable rules and cannot involve a monetary settlement as the basis of resolution.
5.5 Inquiry: the committee informs the respondent, gives them the substance of the complaint, receives written responses, hears both parties and witnesses, and examines evidence, observing natural justice. Each party may be accompanied by a support person.
5.6 Report and decision: the committee records findings and reasons and recommends action, and the competent authority decides within the time prescribed by the rules. Both parties are informed in writing.
5.7 Appeal: either party may appeal against the decision to the appellate authority specified in the university rules.
6. Support, Confidentiality and Protection
6.1 The university provides counselling and wellness support to complainants, and to others affected, and offers academic or work adjustments where needed.
6.2 Identities and details of the complainant, respondent and witnesses are kept confidential, and information is shared only with those who must have it.
6.3 No one will suffer retaliation for making a good-faith complaint or taking part in an inquiry. Retaliation is subject to action.
6.4 A complaint that is not upheld, but was made in good faith, will not lead to any action against the complainant. Knowingly false or malicious complaints may.
7. Action and Prevention
7.1 Where an allegation is upheld, graduated action follows, ranging from a warning, written apology, counselling or community service to suspension, withholding of benefits, termination or expulsion, according to the severity of the conduct and the rules for students and for employees. Serious matters may be referred to the police.
7.2 Mandatory induction and periodic training are given to students, faculty, staff and committee members, and awareness campaigns run on consent, respectful behaviour, bystander action, ragging and online conduct.
7.3 Notices about committees, their members and contact details are displayed on campus and published on the website.
7.4 Contractors and vendors must follow this policy as a condition of working on campus.
8. Monitoring and Review
8.1 Each committee reports annually on complaints received, inquiries held, outcomes, timelines and prevention activities, in anonymised form, to the university and as required by law.
8.2 The policy is reviewed at least once every year, and earlier if law, regulation or practice changes. It was last reviewed in 2026.
