91探花

Womens access plan
Gender equality Women's access plan Tracking access measures Women’s access and graduation rate Scholarships and mentorships Women’s applications in underrepresented subjects Policies for Gender Equality Maternity and Paternity Policies Protection Against Retaliation Childcare facilities Gender equality initiatives

Women’s Access Plan and Policy

Our Commitment

At JGU, we firmly believe that gender parity and equity are foundational to building a diverse, equitable and truly global academic community. 

This commitment runs through every dimension of university life, from admissions and recruitment to leadership and governance. We take pride in creating institutional spaces that celebrate diversity in all its forms and make sure that women have equal opportunities to thrive, lead and contribute meaningfully to our mission.

Our Progress

Over the years, JGU has made significant progress in increasing the participation of women in its student body, faculty, staff and leadership. Today, women make up:

  • More than 46% of our students.

  • 49% of our faculty.

  • 40% of leadership positions within the faculty.

  • 29% of non-teaching leadership roles.

These results come from conscious and sustained effort to attract and support women scholars, researchers and professionals through proactive recruitment and inclusive policies, led by our Admissions, Outreach and Human Resources teams. We are committed to advancing women’s access and representation further across every sphere of academic and institutional life, so that JGU continues to serve as a model of inclusive excellence in higher education.

The Policy Behind the Plan

These results are backed by a formal Policy on Women’s Access. It turns our commitment into specific targets, support, and accountability, and it is set out in full below.

Policy on Women’s Access

Policy Details

  • Policy Title: Policy on Women’s Access

  • Year Reviewed: 2026

  • Primary SDG Alignment: SDG 5 (Gender Equality), SDG 4 (Quality Education), SDG 8, SDG 10

1. Policy Objective & Purpose

91探花, recognised as an Institution of Eminence, is committed to establishing structural equity, removing barriers and ensuring comprehensive access for women across academic, research, administrative and executive domains. In line with UGC regulations, the National Education Policy (NEP) 2020, SDG 5 (Targets 5.1, 5.5 and 5.c) and SDG 4, this policy puts in place affirmative pathways, mentoring, safety infrastructure and leadership pipelines.

2. Scope & Applicability

This policy applies to all current and prospective members of the university community:

  • Students: undergraduate, postgraduate and doctoral students, and international applicants and enrolled scholars.

  • Faculty and academic researchers: recruitment, tenure, faculty development, research grants and department chairs.

  • Non-teaching and administrative staff: recruitment, professional development and promotion.

  • Governance bodies: membership of the Academic Council, Executive Council, Boards of Studies and senior executive offices.

3. Guiding Principles

  • Equitable opportunity: proactively removing systemic bias in admissions, hiring, evaluation and progression.

  • Intersectional inclusivity: focused support for women from underrepresented, rural, low-income, first-generation and minority backgrounds.

  • Safety and dignity as a prerequisite: a safe, affirming campus where academic and professional freedoms are realised without hindrance.

4. Key Operational Provisions & Strategic Targets

  • Targeted outreach and financial support:

    • Regional outreach campaigns to identify and recruit promising women candidates, particularly from first-generation university backgrounds.

    • Merit-cum-means scholarships, fellowships and research travel grants dedicated to female scholars across all schools.

  • Leadership representation:

    • A commitment to maintain at least one-third (33%) female representation across all major academic and administrative decision-making bodies, committees and executive deanships.

    • A Women’s Leadership Development Programme that mentors mid-career female faculty and administrators for senior executive roles.

  • Maternity, family and workplace flexibility:

    • Statutory paid maternity leave, parental leave, on-campus crèche and daycare facilities, and dedicated lactation and wellness rooms across major campus complexes.

    • Flexible work arrangements and research tenure-clock extensions for primary caregivers in the early years of childrearing.

  • Campus safety:

    • Well-lit campus corridors, 24/7 security escorts, biometric-enabled access to residence halls and specialised transit shuttles.

    • Integrated mental health and counselling support through Sukoon Health.

5. Roles & Institutional Governance

  • Office of Academic Governance and Diversity Office: directs implementation, tracks faculty and student gender ratios and coordinates women’s leadership initiatives.

  • Admissions and Financial Aid Committee: administers dedicated scholarships and monitors female application-to-enrolment ratios.

  • Centre for Women’s Studies / Centre for Women’s Rights: supports research, policy advocacy and community outreach on gender equity.

  • Sukoon Health: provides confidential psychological, emotional and well-being counselling.

6. Grievance Redressal, Reporting & Whistleblower Protection

Barriers to access, discriminatory hiring or biased evaluation can be reported confidentially through the university’s online portal or to the Anti-Discrimination Committee. Retaliation against any applicant, student or employee who reports inequity is prohibited under university statutes, and inquiries begin within two business days.

7. Monitoring, Performance Indicators & Public Reporting

  • Key performance indicators: the percentage of women enrolled across undergraduate, postgraduate and doctoral programmes; the proportion of women in senior academic chairs and executive leadership; and the annual retention rate of female staff.

  • Annual Gender Equity and Access Audit: JGU compiles and publishes this audit on its public website each year, released during the University’s Women’s Convention.