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AMRITA University firmly believes in the rights of all human beings regardless of their gender. AMRITA aims to prevent and eliminate any systemic inequality faced by any person regardless of their gender, caste, creed, language, ethnicity, disability of access, etc.
AMRITA is committed to providing an environment in which all members of our thriving community are valued and treated with respect, and where harassment and discrimination are not tolerated.
We believe that while reporting any incidents of discrimination in any form, protection of the complainant is essential to encourage the reporting of any misconduct or action that is averse to AMRITA’s vision.
AMRITA regards any incident of ragging, harassment, and discrimination as a serious matter and will thoroughly address all complaints to ensure the preservation of a safe work and study environment.
AMRITA has constituted several anti-discrimination and complaints committees in compliance with the UGC (Promotion of Equity in Higher Education Institutions) Regulations, 2012 and UGC (Grievance Redressal), Regulations, 2012. Each committee is composed of a Chairperson and several members.
This allows any student or staff member to report any complaint, including any violation of the Gender Equity Policy, Transgender Policy as well as any act of ragging, harassment, discrimination, misconduct are a few of the many kinds of violations that can be reported. The policies as well as the procedures provide channels to report the violation on any level.
The contact details of the Committees can be found here: https://www.amrita.edu/grievance.
Any student or staff facing any challenge regarding the same can reach out to any member of the Committees, whether Chairperson or Member. The Committees’ Chairperson and Members can be contacted by phone or by email. Complaints should ideally be filed in writing and accompanied by supporting documents if any, so as to facilitate further inquiries.
The Committees will:
Complaints shall be made in good faith and on reasonable grounds by staff members or students. The person reporting discrimination should reasonably believe the disclosed information to be substantially true, even if the individual’s belief turns out to be incorrect.
The Committee may, if it deems fit, call for further information or particulars from the person making the disclosure. The Committee may also decide not to inquire into a complaint if such complaint does not indicate the identity of the complainant or if the identity of the complainant is found incorrect or false.
The Committee may also help the student or staff if they want to file a complaint to the police.