Gender Equality are beautifully met by the University’s
Global Educational Consultants Society (GEC). The
fundamental rationale is to give back to the community
and the foremost aim of GEC is to provide Education
for All and this has become its slogan to uphold.
GEC Society plays a pivotal part to provide access
to low cost and inclusive education which encircles
all irrespective of caste, colour or creed and stands
united in the imparting quality education serving the
less privileged and underserved areas.
SDG 5 Policies
ILMA has a robust admissions process that begins with identifying prospective students, especially women, as is demonstrated by its high admission rate for women.
Additionally, a special tracking system is in place for following up on prospective women candidates, as is evident from the high percentage of women applicants and admissions to almost all programs, which is possible as a result of the personal connection established by admissions counselors and call centers.
In order to ensure hassle-free access to female students, especially those in underprivileged areas and those from rural areas, a dedicated admissions committee is formed. Approximately half of the central admissions committee members are women. Girls' schools are visited by admissions committee officials who counsel potential students about the opportunities available for higher education and encourage them to apply for admission and enroll.
Previous Version: ILMA/PM/10-20/HR/X65
New version: ILMA/PM/20-30/HR/XX65
Policy Created: March 12, 2001
Policy Reviewed: March 14, 2020
ILMA University has a sustained policy to safeguard gender equality as it adheres to and follows the policies that support women in all aspects of life. ILMA University supports the organizational culture that promote equality and inclusiveness while also emphasizing social responsibility. ILMA University aims the provision of safe and supportive learning and working environment for all genders. To achieve these goals, the University takes a variety of steps to avoid gender-based discrimination and creates flexible and inclusive policies for students and employees.
Scope of Policy
Policy of discrimination against women applies to all females, whether they are prospective students, alumni, academics, administrators, students, visitors, researchers etc.
1. ILMA University is firmly devoted to eliminating all forms of gender discrimination and prejudice against women.
2. The following concepts underpin the policy of discrimination against women:
• All the University facilities and services are accessible to all relevant staff and students, regardless of gender.
• University promotional activities must encourage women participation in all fields.
• The acceptance criteria for all admissions and other applications related to participation in different programs conducted by University must be performed without any kind of discrimination against women.
• Process for reporting any prejudice or discrimination incident against women is same as mentioned in the anti-discrimination and anti-harassment policy.
• Women's discrimination rules and regulations should be posted prominently on University campuses, as well as distributed via digital means such as email and the official website.
• Selection Board shall investigate all allegations of discrimination against women.
Discrimination: refers to the mistreatment of an individual or group based on preconceived beliefs resulting in the mistreatments of such individuals.
Previous Version: ILMA/PM/HR/X55
New version: ILMA/PM//HR/XX55
Policy Created: Oct 12, 2009
Policy Reviewed: April 14, 2021
This policy aim is the provision of maternity and paternity related leave to Ilma University’s employees. The objective of this policy is to facilitate expecting mothers/their spouses by providing maximum required leaves.
Scope of Policy
Maternal and Paternal policy applies to all employees, whether they are academics, administrators, or researchers, etc.
• All permanent female employees shall be will be eligible for paid maternity leave of up to 90 days – 45 days each during prenatal and postnatal periods. Leaves will be authorized on showing the medical certificate issued by a medical practitioner indicating the expected date of delivery. • All permanent male employees shall be will be eligible for paid paternity leave of up to two consecutive weeks. Leaves will be authorized on showing the medical certificate issued by a medical practitioner indicating the expected date of his wife’s delivery.
Maternity: relating to, or for the period in which a woman is expecting / bearing or has just given birth to a child. Paternity: a state relating to, or for the male who is expecting his wife to give or has given birth to a child Maternal: refers to mother-related rules and guidelines. Paternal: refers to father-related rules and guidelines.
Previous Version: ILMA/PM/10-20/HR/X15
New version: ILMA/PM/20-30/HR/XX15
Policy Created: March 12, 2001
Policy Reviewed: March 14, 2021
Ilma University promotes and fosters the diversity and inclusion of its students, teachers, and staff, and is committed to treating all students and employees fairly. Ilma University is dedicated to providing a discrimination-free learning and working environment for all members of its community.
Scope of Policy
Policy against Discrimination against transgenders applies to all transgenders, whether they are prospective students, alumni, academics, administrators, students, visitors, researchers etc
Ilma University has policies and procedures in place to safeguard students, professors, and staff from discrimination and harassment in conformity with its values. o Within Ilma Universities policies, including but not limited to the Human Rights Policy, gender identity and gender expression are recognised as protected classes.
o Ilma University recognize the distinctions between a person's ascribed gender, gender identity, and gender expression.,
o Ilma University prohibits discrimination against people on the grounds of one’s identity of Trans*, intersex, or any process of gender transition.
o All the University facilities and services are accessible to all relevant staff and students, regardless of gender.
o A clear and accessible process for reporting any prejudice or discrimination against transgenders should be in place.
o Transgender discrimination rules and regulations should be posted prominently on university campuses, as well as distributed via digital means such as email and the official website.
o A Disciplinary Committee composed of faculty (including Law academics) and administrative employees shall investigate all allegations of.gender discrimination against transgenders
Trans: Trans* is an umbrella term that can be used to include people who identify as non-binary, gender non-confirming, gender expansive as well as transgender, transsexual, transman, transwoman and other identities not itemized.
Discrimination: refers to the mistreatment of an individual or group based on preconceived beliefs resulting in the mistreatments of such individuals
AIMIlma University is committed to maintain a work environment where all employees are treated with decency and respect. Every employee has the right to work in an environment that promotes equal employment opportunities and restricts unlawful discriminatory actions.
Reporting of Discrimination actIlma University encourages all suspected cases of discrimination or harassment to be reported, irrespective of the perpetrator's identity or position. Individuals who believe that they have been the victim of such behaviour (Student, faculty or staff) should speak with their immediate supervisor, human resources, or Student Affairs about their concerns.
Complain handling procedureIndividuals who believe they have been the victims of or seen activity banned by this policy should speak with their immediate supervisor, Human Resource or Student Affairs Department about their concerns.
Ilma University encourages the student, faculty or staff to raise complaints or issues as soon as possible so that swift and constructive action can be taken before relationships become irrevocably harmed. As a result, early reporting and involvement has proven to be the most effective manner of resolving actual or perceived harassment events.
Allegations of harassment or discrimination will be thoroughly examined. Individual interviews with the persons involved, as well as anyone who may have witnessed the alleged activity or have other relevant information, may be conducted as part of the inquiry.
Ilma University shall maintain confidentiality throughout the investigation to the degree necessary for proper inquiry and corrective action.
Retaliation against an individual for reporting harassment or discrimination or for helping to investigate a claim of harassment or discrimination is a significant violation of this policy that will result in disciplinary action, just like harassment or discrimination itself. Acts of retribution should be reported immediately, and they will be examined and dealt as soon as possible.
Misconduct that amounts to harassment, discrimination will be appropriately dealt with. As determined by Ilma University, responsive action may include training, referral to counselling, or disciplinary action such as a warning, reprimand, interim suspension without pay, stoppage of elevation or pay raise or termination if required.
If a party to a complaint disagrees with the decision, that party may appeal to the senior management (Registrar or Vice Chancellor) of University.
False and malicious allegations of harassment, discrimination, or retaliation (as opposed to complaints made in good faith, even if incorrect) may be subject to disciplinary action.
Projects and Events
The Ilma University Women's Leadership and Mentor Program connects female-selected students with professional role models who may provide significant insight and inspiration.
This program was a 3 months program during which Mentors and mentees meet once a week in whichever format is convenient for them. Meetings can take place in person, over the phone, or by videoconference. The aim of this activity is for the student to gain confidence and establish a resource.
The following are examples of student learning outcomes:
• Learn how to establish and maintain a productive professional relationship.
• Make personal, professional, and leadership development objectives.
• Find out how to provide and receive feedback.
• Boost one's self-esteem and leadership potentia
Ilma University is an avid supporter and upholds the fine balance of Gender Equality through its Global Educational Consultants Society (GEC) which aims to provide equal opportunity in education to all irrespective of the cultural, gender or religious differences. GEC actively encourages females to step up and avail a wide range of offers in equal proportion to males. Hence, the University abides by this universal rule for nurturing a healthy society globally.
Ilma University continuously make efforts to encourage women to pursue graduation and contribute to the economic and social development of the society. Ilma university host various on campus and off campus events, inviting successful and qualified female speaker and mentors who speak on the agendas like female representation in businesses, entrepreneurship and other fields where female participation is quite limited. The aim of these activities is to increase the number female graduates by educating them about the scope and nature of different fields. Furthermore, our admission department, student affairs department and faculty members are well trained to encourage and motivate females in the educational areas where female participation is limited. They are well trained and motivated to dispel any misconception related to any future hindrances or nature or scope of those subject areas