Version: 1.0

Date of Issue: October 18, 2024

Introduction

The LBS Institute of Technology for Women (LBSITW) was established in 2001 under the auspices of the LBS Centre for Science and Technology, a Government of Kerala undertaking. It is the first engineering college for women in the state, founded with the objective of empowering women through technical education and fostering their participation in science, engineering, and technology. The institute was formed to provide high-quality professional education in a supportive environment that promotes academic excellence, innovation, and ethical values. Its primary goals include nurturing technically competent and socially responsible engineers, encouraging research and development, and creating opportunities for women to contribute effectively to technological and societal advancement.

The LBS Institute of Technology for Women (LBSITW) is committed to fostering an environment where every individual is treated with dignity and respect, regardless of their background, identity, or experiences. As a government institution dedicated to providing quality technical education to women, LBSITW recognizes the transformative power of equality, diversity, and inclusivity in enriching the academic, research, and social fabric of its community. This policy reaffirms LBSITW’s unwavering commitment to creating a safe, supportive, and inclusive campus where all students, faculty, staff, and stakeholders can thrive and reach their full potential.

Inspired by the principles enshrined in the Indian Constitution, which prohibits discrimination based on religion, sex, ethnicity, caste, or origin of birth, and mandates equal opportunity, LBSITW aims to uphold these values in all its operations. This policy is guided by the understanding that a diverse and inclusive community is essential for academic excellence, innovation, and holistic development, preparing graduates to lead with empathy and compassion in a diverse world.

Policy Statement

LBSITW is dedicated to cultivating an atmosphere where every member of its community feels valued, heard, and empowered. The institution firmly believes that discrimination, prejudice, and bias have no place within its premises. We actively challenge any barriers that impede the path to equality and strive to dismantle systemic inequalities through our policies, practices, and curricula, ensuring equitable access to opportunities and resources for all.

Specifically, LBSITW commits to:

LBSITW commits to valuing individual differences by recognizing and appreciating the unique contributions, talents, experiences, and perspectives of all students, faculty, and staff. The institution is dedicated to maintaining a respectful environment free from intimidation, bullying, victimization, defamation, or harassment based on any protected characteristic. This commitment extends to ensuring fair practices and equity in all institutional processes, including recruitment, admission, selection, promotion, compensation, benefits, professional development, and transfers. LBSITW actively works towards promoting inclusivity by fostering a positive, knowledgeable, and understanding attitude among its community members, encouraging open dialogue and mutual respect across diverse viewpoints. Furthermore, the institute is committed to accessibility, providing reasonable accommodations and addressing digital accessibility challenges to ensure the full engagement of persons with disabilities in all aspects of institutional life. Finally, LBSITW ensures legal compliance by conforming to all applicable legislative requirements and actively discouraging all forms of discrimination and harassment.

Scope

This policy applies to all members of the LBSITW community, including current and prospective students, research scholars, faculty members (permanent and contractual), administrative and support staff (permanent and contractual), applicants for admission or employment, visitors, contractors, service providers, suppliers, and any other persons associated with the functions of the Institute. The principles of non-discrimination and equality of opportunity outlined in this policy also extend to the way in which all stakeholders should interact with each other.

Objectives

LBSITW will pursue the following objectives to achieve its vision of an equitable, diverse, and inclusive institution:

Objective 1: Enhancing Campus Diversity LBSITW will implement targeted recruitment and outreach strategies to attract a diverse student body, faculty, and staff, reflecting a wide range of backgrounds, cultures, and identities. The institute will establish partnerships with organizations and communities to facilitate access and support for underrepresented groups in technical education. Regular assessment and analysis of demographic data will be conducted to monitor progress and identify areas for improvement in promoting diversity and inclusion.

Objective 2: Cultivating an Inclusive Learning Environment LBSITW will foster a curriculum that incorporates diverse perspectives, experiences, and cultures, promoting understanding and empathy among students and faculty. Training and resources will be provided for educators to create inclusive classrooms and engage students in meaningful dialogues on diversity-related topics. A system will be established for students to report and address instances of discrimination or bias, ensuring a safe and supportive learning environment for all.

Objective 3: Promoting Equity in Access and Support develop and implement financial aid and scholarship programs that specifically address the needs of students from marginalized backgrounds, ensuring equitable access to higher education. Support services and mentoring programs will be established to assist students facing systemic barriers, providing the necessary resources to thrive academically and personally. The institute will also address digital accessibility challenges and provide assistive technologies to cater to the needs of students with disabilities.

Objective 4: Creating Inclusive Workplace Practices will develop comprehensive diversity training for faculty and staff to foster an inclusive work culture and promote equity in hiring, promotion, and professional development opportunities. Affinity groups and support networks will be established for employees from underrepresented backgrounds, encouraging a sense of belonging and camaraderie within the institute community. Periodic climate surveys will be conducted to gauge employee satisfaction and identify areas where improvements can be made to foster a more inclusive workplace.

Objective 5: Engaging in Community Outreach and Partnerships LBSITW will collaborate with local organizations and communities to address social issues and contribute positively to the advancement of diversity and inclusivity in society. The institute will organize and participate in events and initiatives that celebrate diversity, encouraging dialogue and understanding among members of the wider community. A platform for ongoing communication and engagement with community partners will be established, fostering mutually beneficial relationships centered around shared values of equality and inclusivity.

Objective 6: Measuring and Reporting Progress LBSITW will develop a comprehensive framework to track progress towards diversity and inclusion goals and regularly assess the  effectiveness of initiatives. Annual reports on diversity and inclusivity metrics will be prepared and published, highlighting achievements, challenges, and areas for improvement. Feedback from students, faculty, staff, and community members will be utilized to refine strategies and adapt approaches to continuously improve the institute’s commitment to equality, diversity, and inclusivity.

Definitions

For the purpose of this policy, the following definitions apply:

Equity refers to fair treatment, access, opportunity, and advancement for all individuals, while simultaneously striving to identify and eliminate barriers that have historically prevented the full participation of some groups. It acknowledges that not everyone starts from the same place and that different supports may be necessary to achieve equitable outcomes.

Diversity encompasses the presence of differences within a given setting. These differences can include, but are not limited to, age, gender, sexual orientation, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including race, color, nationality, ethnic or national origins), religion or belief (including philosophical belief and a lack of belief), socioeconomic background, and other distinguishing characteristics.

Inclusion is the practice of ensuring that all individuals feel welcomed, respected, supported, and valued as full participants in the community. An inclusive environment actively embraces diversity and ensures that all voices are heard and considered.

Discrimination involves unfair treatment or the denial of rights based on protected characteristics. This can manifest as direct discrimination (treating someone less favorably) or indirect discrimination (applying a provision, criterion, or practice that disadvantages a particular group).

Harassment is defined as unwanted conduct related to a protected characteristic that has the purpose or effect of violating a person’s dignity or creating an intimidating, hostile, degrading, humiliating, or offensive environment for them.

Roles and Responsibilities

Board of Governors: The Board of Governors holds ultimate accountability for compliance with the Institute’s equality obligations. It provides strategic oversight and ensures adequate resources are allocated for EDI initiatives.

Principal: The Principal provides leadership on equality, diversity, and inclusivity. They are responsible for the overall implementation and enforcement of this policy, ensuring that EDI objectives are integrated into institutional planning and decision-making.

Departments and Administrative Units : Each Department and Administrative Unit is responsible for implementing EDI principles within its respective area of operation. This includes developing and reviewing departmental policies and practices to ensure alignment with this EDI policy, and promoting inclusive practices in teaching, research, and administrative functions.

Faculty and Staff: Faculty and Staff are expected to act as role models for inclusive behavior, promoting a respectful learning and working environment. They should integrate diverse perspectives into curriculum and pedagogical approaches, and participate in EDI training and awareness programs. All faculty and staff must treat students, colleagues, and visitors with dignity and respect, and refrain from engaging in, colluding in, or encouraging behavior that constitutes unlawful discrimination or harassment.

Students: Students are expected to treat all members of the LBSITW community with dignity and respect. They must adhere to the principles of this policy and actively contribute to a positive and inclusive campus culture, reporting any instances of discrimination or harassment they experience or witness.

Internal Complaints Committee (ICC) The Internal Complaints Committee (ICC) is mandated to ensure equality and ethical compliance across the institution. It is responsible for receiving and addressing complaints of discrimination, harassment, and grievances in accordance with established procedures, and for providing guidance and support on EDI matters.

Reporting and Grievance Mechanisms

Any member of the LBSITW community who believes they have experienced or witnessed discrimination, harassment, or any violation of this EDI policy is encouraged to report the incident. LBSITW is committed to providing accessible, fair, and confidential mechanisms for reporting and addressing such concerns.

For Informal Resolution, individuals are encouraged to seek resolution where appropriate, which may involve direct communication with the alleged offender or mediation.

For Formal Complaints, these can be lodged with the Internal Complaints Committee (ICC). The process for lodging a formal complaint, investigation procedures, and disciplinary actions will be clearly communicated and followed in accordance with relevant legal frameworks and institutional guidelines. All reports will be handled with utmost confidentiality and non-retaliation, and LBSITW guarantees protection against retaliation for anyone who reports a concern in good faith or participates in an investigation.

Policy Review and Monitoring

This EDI policy will be reviewed periodically (e.g., every three years) by the BoG, Principal, and relevant committees to ensure its continued relevance, effectiveness, and compliance with legal requirements and best practices. The review process will include an assessment of progress against the stated objectives, analysis of feedback from students, faculty, and staff through surveys, forums, and grievance mechanisms, benchmarking against national and international standards for EDI in higher education, and updates to reflect changes in legislation or institutional context.