The Internal Complaints Committee (ICC) is established in institutions of higher education under sub-regulation (1) of the regulations of the University Grants Commission of India in the Gazette Notification dated 2nd May 2016 for the Prevention, Prohibition, and Redressal of sexual harassment of female employees and students in higher educational institutions, Regulations 2015. Any existing body already functioning with the same objective (such as the Gender Sensitization Committee Against Sexual Harassment (GSCASH)) is reconstituted as the ICC.

Internal Complaints Cell: The Internal Complaints Cell of a university serves as a pivotal mechanism for addressing grievances related to discrimination and other forms of misconduct within the academic community. Specifically focusing on the well-being and safety of female staff, the ICC plays a crucial role in creating a conducive work environment that fosters dignity, respect, and equality.

Objectives of the ICC: Ensuring a Safe and Supportive Environment: The primary aim of the ICC is to establish an environment where female staff feel secure and supported to raise concerns without fear of reprisal. This involves cultivating a culture where harassment and discrimination are not tolerated, and individuals are empowered to voice their concerns.

Promoting Gender Equality: The ICC aims to advocate for gender equality by addressing systemic issues that disproportionately affect women in academia. This includes addressing gender bias, ensuring equitable access to opportunities, and supporting the advancement of women in their careers.

Facilitating Fair and Transparent Processes: The ICC endeavors to uphold fairness and transparency in its procedures for investigating complaints. This includes providing clear guidelines, conducting impartial investigations, and ensuring that all involved parties are treated with respect and dignity.

Vision of the ICC: Zero Tolerance for Harassment and Discrimination: The ICC envisions a university community where harassment and discrimination are unequivocally condemned in any form. It aspires to create a culture of respect and inclusivity where every individual is valued and respected.

Empowering Women Staff: The ICC aims to empower female staff by providing them with the necessary support and resources to excel in their roles. This includes offering counseling services, legal assistance, and access to mentorship programs aimed at professional development.

Building Awareness and Prevention: The ICC aims to raise awareness about harassment and discrimination through educational and training programs that promote prevention strategies and bystander intervention techniques, striving to cultivate a more vigilant and supportive community.

Leadership of the ICC: Commitment to Diversity and Inclusion: The leadership of the ICC should be diverse and inclusive, reflecting the diverse experiences and perspectives within the university community. It should consist of individuals dedicated to promoting gender equality and possessing a profound understanding of the challenges faced by female staff.

Expertise in Conflict Resolution: The leadership of the ICC should possess expertise in conflict resolution, mediation, and legal procedures. They should be capable of handling sensitive issues with professionalism, empathy, and discretion.

Accessibility and Accountability: The leadership of the ICC should be accessible to all members of the university community and accountable for their actions. They should be responsive to concerns raised by female staff and committed to implementing meaningful changes to address systemic issues.

In conclusion, the Internal Complaints Cell of a university serves as a vital resource for addressing grievances and promoting gender equality within the academic community. By fostering a culture of respect, inclusivity, and accountability, it plays a crucial role in creating a safe and supportive environment where female staff can thrive.

Responsibilities of Internal Complaints Committee (ICC) – The Internal Complaints Committee

1. provide assistance if an employee or a student chooses to file a complaint with the police;
2. provide mechanisms of dispute redressal and dialogue to anticipate and address issues through just and fair conciliation without undermining the complainant’s rights, and minimize the need for purely punitive approaches that lead to further resentment, alienation, or violence;
3. protect the safety of the complainant by not divulging the person’s identity, and provide the mandatory relief by way of sanctioned leave or relaxation of attendance requirement or transfer to another department or supervisor as required during the pendency of the complaint, or also provide for the transfer of the offender;
4. ensure that victims or witnesses are not victimized or discriminated against while dealing with complaints of sexual harassment;
5. ensure prohibition of retaliation or adverse action against a covered individual because the employee or the student is engaged in protected activity.

Regular meetings are conducted along with a meeting on any complaint received.

As per the approval of the competent authority, an internal complaints committee has been constituted with the following members: