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Policy on Non-Discrimination in Employment

Policy Details

  • Policy Title: Anti-Discriminatory Policy, with the Non-Discrimination, Equal Employment Opportunity and Affirmative Action Policy

  • Year Reviewed: 2026

  • Primary SDG Alignment: SDG 8 (Target 8.5), SDG 5, SDG 10 and SDG 16 (Target 16.b)

1. Policy Objective & Purpose

JGU is committed to an environment free from all forms of discrimination, harassment and inequality. The policy provides a professional workplace with equal employment opportunities, bars unlawful discrimination and harassment, and is aligned with constitutional guarantees, national laws and international human rights norms. Selection of candidates is based strictly on merit.

2. Scope & Applicability

The policy applies to members of the university on campus, to university-related activities and events, to the use of physical and digital facilities, and to off-campus conduct that affects campus welfare. For employment, it covers every stage, including recruitment, selection, placement, supervision, working conditions, pay, training, promotion, transfer, layoff and termination.

3. Guiding Principles

  • Equal opportunity: employment decisions rest on merit, performance, ability and potential.

  • Protection of every identity: the policy protects against discrimination based on race, religion, gender, caste, class, colour, ethnicity, nationality, language, disability, age, sexual orientation, gender identity or expression, marital or civil partnership status, pregnancy, ancestry, medical condition, genetic information and any other status protected by law.

  • Dignity and fairness: a workplace where everyone is treated with respect.

4. Key Operational Provisions

  • Conduct that is prohibited:

    • Discrimination, meaning unequal treatment or denial of opportunities on protected grounds.

    • Harassment, sexual harassment and bullying.

    • Retaliation against anyone who reports a concern or takes part in an investigation, and intimidation, whether direct or through others.

  • Equal opportunity and affirmative action:

    • Promotion and development depend on performance, ability, potential and institutional needs.

    • For non-technical posts, the university follows Haryana Government requirements for adequate representation of state residents, subject to qualifications, experience and merit.

  • Consequences: penalties are graduated by severity, from a warning and sensitisation training to suspension, loss of privileges and expulsion, with reporting to external authorities where required. Reformative and restorative redress is offered alongside formal action.

5. Roles & Institutional Governance

  • Anti-Discrimination Committee: investigates complaints on all forms of discrimination, monitors grievance resolution, updates the framework, runs awareness measures and reports periodically to the Registrar.

  • COGSASH: handles sexual harassment and gender-based discrimination complaints under UGC and legal mandates.

  • Disability Issues Committee: supports people with disabilities in line with the Rights of Persons with Disabilities Act.

  • Grievance Redressal Committee: handles broader grievances about amenities, admissions, scholarships, examinations and services.

  • Human Resources: receives complaints and takes remedial action.

6. Grievance Redressal, Reporting & Whistleblower Protection

Complaints can be made by email to the Anti-Discrimination Committee, Human Resources or the Office of the Registrar, through a confidential online portal run by the Anti-Discrimination Committee, or in writing or in person to the Committee’s Member Secretary, the Chief Proctor or authorised officers. Victims, witnesses and authorised representatives can report, and anonymity is available on request. Information is shared only on a need-to-know basis, and investigations are timely, fair and impartial. Retaliation is strictly prohibited. Supervisors, managers and HR staff must report any complaint they become aware of, and reports made in good faith are always protected.

7. Monitoring, Performance Indicators & Public Reporting

JGU monitors the effectiveness of the policy continuously and uses the data to improve it. Annual public reports on incidents, resolutions and initiatives are published while preserving confidentiality. Every new student, staff and faculty member receives mandatory induction on the anti-discrimination provisions and reporting channels, and sensitisation workshops, awareness campaigns and periodic surveys reinforce them.

8. Policy Review Cycle

The policy is reviewed periodically, in line with evolving legal standards and best practice.