The Internal Complaints Committee (ICC) is established in higher educational institutions as mandated by the University Grants Commission (UGC) under its regulations outlined in the Gazette Notification dated May 2, 2016. This initiative aims to prevent, prohibit, and address incidents of sexual harassment involving women employees and students in academic institutions. If an institution already has a body performing a similar role, such as the Gender Sensitization Committee Against Sexual Harassment (GSCASH), it is restructured and recognized as the ICC.

Internal Complaints Cell

The Internal Complaints Cell (ICC) within a university serves as a crucial platform for addressing grievances related to discrimination, harassment, and misconduct within the academic environment. Primarily focusing on the well-being and security of women employees and students, the ICC plays an integral role in fostering a workplace culture based on equality, dignity, and mutual respect.

Objectives of the ICC

• Ensuring a Safe and Inclusive Environment
• • The ICC strives to create a workplace where women feel safe and empowered to voice their concerns without fear of retaliation. It promotes a culture of zero tolerance for harassment and discrimination, encouraging individuals to speak up.
• Advancing Gender Equality

1. • By addressing systemic gender biases, the ICC works toward ensuring equal opportunities for women in academia. It also supports initiatives that help women progress in their careers without any form of discrimination.

• Maintaining Fair and Transparent Procedures

1. • The ICC is committed to conducting impartial and transparent investigations into complaints. It establishes clear procedural guidelines and ensures that all parties are treated with fairness, dignity, and confidentiality.

Vision of the ICC

• Zero Tolerance for Harassment: The ICC envisions a campus culture where harassment and discrimination in any form are strictly prohibited. It fosters an environment built on inclusivity and mutual respect.
• Empowering Women Employees and Students: Through counseling, legal support, and mentorship programs, the ICC empowers women to thrive professionally and academically.
• Raising Awareness and Prevention: The ICC focuses on educating the university community about harassment and discrimination through awareness campaigns, training sessions, and bystander intervention programs to create a vigilant and supportive environment.

Leadership of the ICC

• Commitment to Diversity and Inclusion: The ICC leadership should reflect a diverse and inclusive team that understands and represents the perspectives of the university community.
• Expertise in Conflict Resolution: Members of the ICC should be well-versed in conflict resolution, mediation, and legal aspects of workplace safety and gender-related issues.
• Accessibility and Accountability: The ICC leadership must remain approachable, responsive to concerns, and committed to implementing meaningful reforms that address systemic issues effectively.

Key Responsibilities of the Internal Complaints Committee (ICC)

The ICC is responsible for:

• Assisting Complainants
• • Providing support to employees or students who choose to file a complaint with law enforcement authorities.

• Offering Dispute Resolution Mechanisms

1. • Encouraging fair dialogue and conciliation processes that address issues justly without undermining the complainant’s rights. The aim is to avoid purely punitive measures that may result in resentment or further conflict.

• Ensuring Complainant’s Safety and Confidentiality

1. • Protecting the complainant’s identity and ensuring their safety. Necessary measures may include granting leave, adjusting attendance requirements, transferring the complainant or the accused, or providing any other required relief.

• Preventing Victimization or Retaliation

1. • Ensuring that victims and witnesses are not subjected to discrimination, victimization, or hostility during or after the complaint resolution process.

• Prohibiting Retaliatory Actions

1. • Preventing adverse actions against employees or students who file complaints, ensuring that engaging in protected activities does not lead to any form of workplace retaliation.
     
     

Meetings and Complaint Resolution

The ICC conducts regular meetings to review policies, create awareness, and discuss any complaints received. Special meetings are held as needed to address specific cases, ensuring timely and fair resolution of grievances.