SOP No.: SRCM-EOC/2024-2025/001
Version: V1.0
Effective Date: 03/02/2025
Prepared By: Mrs. Seetha P. K., (Lecturer, Dept. of Computer Applications)
Approved By: Dr. Anasuya Rai, (Principal)

 

The Equal Opportunity Cell (EOC) is established to ensure an environment of fairness and inclusivity at the college. Its purpose is to safeguard students from discrimination based on factors such as caste, gender, socio-economic status, disability, religion, or any other form of social inequality. The EOC works towards providing equitable access to academic and extra curricular opportunities for all students, creating a space where diversity is celebrated.

 

Objective

To ensure equal treatment of students from diverse backgrounds.
To promote awareness and educate them about inclusivity, diversity, and equal opportunities.
To extend support and assistance to underprivileged groups, ensuring their full participation in campus life.
To provide support and guidance to individuals who have been subjected to discrimination and to provide a platform for students and staffs to report incidents of discrimination or harassment they may face in the institution and ensure that appropriate action is taken to address their concerns.

 

Scope

This SOP applies to all organization employees, contractors, stakeholders, and partners.

 

Constitution of committee

Roles and Responsibilities

• Leadership: Champion gender equality and allocate resources.
• Managers: Implement policies and ensure team compliance.
• Employees: Participate in training and uphold inclusive practices.
• Gender Equality Officer: Monitor progress and address concerns.

Procedure

1. Policy Development

•    Develop and implement a Gender Equality Policy that outlines the organization’s commitment to gender equality.
•    Ensure the policy is aligned with international standards (e.g., UN Sustainable Development Goal 5: Gender                     Equality).                     
•    Include clear definitions of gender-based discrimination, harassment, and bias.

2. Leadership and Accountability

•     Ensure leadership demonstrates commitment to gender equality through actions and communication.
•     Set measurable goals and KPIs for gender equality initiatives.

3. Training and Awareness

•     Conduct regular gender sensitivity training for all employees.
•     Educate staff on unconscious bias, stereotypes, and inclusive language.
•     Promote awareness through workshops, seminars, and internal campaigns.

4. Recruitment and Hiring

•     Ensure job descriptions use gender-neutral language.
•     Implement blind recruitment practices to reduce bias.
•     Strive for gender-balanced shortlists and interview panels.
•     Offer flexible working arrangements to support diverse needs.

5. Workplace Culture

•     Foster an inclusive environment where all genders feel respected and valued.
•     Establish a zero-tolerance policy for harassment and discrimination.
•     Encourage open dialogue and feedback on gender-related issues.

6. Pay Equity

•    Conduct regular pay audits to identify and address gender pay gaps.
•    Ensure equal pay for equal work, regardless of gender.

7. Career Development

•     Provide equal opportunities for training, mentorship, and promotions.
•     Support women and underrepresented genders in leadership roles.
•     Offer sponsorship programs to advance gender diversity.8. Work-Life Balance
•     Provide parental leave policies that support both men and women.
•     Offer childcare support or subsidies.
•     Promote flexible working hours and remote work options.

8. Work-Life Balance

•      Provide parental leave policies that support both men and women.
•      Offer childcare support or subsidies.
•      Promote flexible working hours and remote work options.

9. Monitoring and Evaluation

•     Regularly collect and analyze gender-disaggregated data.
•     Track progress toward gender equality goals.
•     Publish annual reports on gender equality initiatives and outcomes.

10. Community Engagement

•     Partner with organizations that promote gender equality.
•     Support initiatives that empower women and marginalized genders.
•     Advocate for gender equality in the broader community.

11. Meeting Frequency:

•     The committee shall meet once in every two months.

Review and Updates

Review the SOP annually to ensure relevance and effectiveness.

Update based on feedback, new regulations, or changing organizational needs.