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5Sustainable Development Goal

Gender Equality

Achieve gender equality and empower all women and girls.

At GD Goenka University, gender equality is part of how we admit students, teach them, appoint our leaders and run the campus. It shapes who gets in, who stays, who graduates and who leads.

This page sets out our work under each Times Higher Education SDG 5 indicator for academic year 2024–25, with links to the policies and evidence behind it.

GD Goenka University SDG Gender Equality

683women starting a degree

281first-generation women entrants

50%of senior academic positions held by women

40.3%of degree awardees are women (68.2% at PhD)

Our approach

Access, success and leadership

Our Gender Equality, Diversity and Inclusion Policy was reviewed and reaffirmed on 8 November 2024 to align with the UGC Guidelines on Gender Equity. Gender-disaggregated data from our student management system, Digicampus, lets leaders see where women’s participation needs more support.

Access

Merit-based, gender-neutral admissions, scholarships, outreach in schools across Haryana, Assam and other regions, and encouragement for women to choose engineering, computing, data science, pharmacy and biotechnology.

Success

A faculty mentor for every newly admitted woman, on-campus childcare, counselling, safeguards against sexual harassment, and tracking of who finishes their degree and how well.

Leadership

Women hold half of senior academic positions, including Chancellor, Vice Chancellor, Registrar and several Deans, backed by mentoring, flexible working and equal-opportunity rules in decision-making bodies.

Indicator 5.3.1

Women starting a degree, and how we track access

5.3.1a

5.3.1b

683 women started a degree in 2024–25, of whom 281 were first in their family to go to university.

The 683 is a full-time-equivalent figure, within a total female student population of 1,887. Women joined programmes across Agriculture, Engineering, Management, Law, Design, Healthcare, Pharmacy, Liberal Arts and newer technology fields.

The 281 first-generation women are the first in their families to pursue higher education, a direct measure of the University’s role in social mobility.

Digicampus records let us examine, by gender, applications received, progress through admission, offers made, enrolment, programme and school representation, and year-on-year trends. We also look beyond admission, at whether women stay engaged, use support services, take part in campus life and complete their degrees.

Admissions team members counsel school students at an outreach stall in Golai Gaon, Assam — Career counselling and admission outreach at a school in Golai Gaon, Assam.

Indicator 5.3.2

Policy for women’s applications and entry

5.3.2

Yes. A written policy promotes women’s applications, acceptance and continued participation.

Equal access

Merit-based, gender-neutral admissions, scholarships and flexible academic schedules.

Fair entry

A target of 40%+ female applicants, gender-blind scoring (80% academics, 20% extracurriculars) and virtual counselling for applicants.

Childcare and flexibility

On-campus childcare, 24/7 counselling for student mothers, and options to pause and re-enter studies around maternity.

Mentoring

Women’s Mentoring Scheme since 2021, pairing every female entrant with senior leaders, faculty and professionals.

Sensitisation

Gender Champions, International Women’s Day, street theatre, and workshops on legal rights and the POSH Act.

Scholarships

Merit scholarships on admission and the Chancellor’s Scholarship for underprivileged girls from Haryana.

Indicator 5.3.3

Women’s access schemes

5.3.3

Yes. Scholarships, mentoring and counselling support women from admission to graduation.

Scholarships and financial support

Eligible women can use the University’s scholarship provisions, and schemes such as Udayan Care NSO support for female students.

Mentoring and academic guidance

Faculty mentors help with progression, attendance, career planning, research opportunities and campus activities.

Counselling, safety and welfare

Counselling, welfare and grievance support, the Internal Committee for sexual harassment, and awareness programmes.

The University also encourages women to take part in research, innovation, entrepreneurship, leadership, clubs and career-development programmes, so access leads on to progression.

A counsellor speaks with a participant during the GD Goenka University and Fortis National Mental Health Program — Counselling session under the GD Goenka University and Fortis National Mental Health Program.

Indicator 5.3.4

Encouraging women into underrepresented subjects

5.3.4

Yes. Outreach and counselling encourage women to consider STEM and other fields where female participation is lower.

Through school visits, career counselling, admission interactions, exhibitions and digital outreach in Haryana, Assam and other regions, prospective women students are guided towards these fields:

Engineering and technology
Computer science
Artificial intelligence
Data science and analytics
Pharmacy
Biotechnology and life sciences
Management and entrepreneurship

An admissions officer talks with school students in Rohtak, Haryana — Counselling session with school students, Rohtak.

School students at the GD Goenka University outreach stall at Army Public School, Panchkula — Outreach stall at Army Public School, Panchkula.

Admissions team members counsel students at a school in Assam — Career counselling at a school in Golai Gaon, Assam.

Indicator 5.4.1

Promotion of senior female academics

5.4.1

50% of senior academic positions were held by women in 2024–25.

In March 2024 the University highlighted an all-women leadership configuration at the top: Chancellor Ms. Renu Goenka, Executive Director Ms. Radhika Goenka, Chief Education Officer Dr. Amrita Bahl and then Vice-Chancellor Dr. Kim Menezes. Our policy commits to fair treatment in leadership and senior academic roles, and to equal participation in decision-making.

Women in senior academic and leadership roles

Ms. Renu Goenka, Chancellor
Prof. (Dr.) Kim Menezes, Vice Chancellor
Prof. (Dr.) Anuradha Tiwary, Registrar
Prof. (Dr.) Anjali Midha Sharan, Dean, School of Liberal Arts, and Dean, Research & Development
Prof. (Dr.) Vandana Mehrotra, Dean Academics
Dr. Smitha Viswanathan Girija, Dean, School of Management
Dr. Promil Pande, Professor & Dean, UID (NCR Campus)
Dr. Manvi Arora, Director, IQAC & Chief Compliance Officer
Prof. (Dr.) Seema Mishra, Chairperson, Centre for Excellence in Academic Research and Education
Dr. Neeta Pant, Group CHRO
Prof. (Dr.) Anu Gauba, Principal, Department of Nursing
Dr. Tanuja Kaushik, Dean Student Welfare

What supports progression

Women’s Mentoring Scheme, active since 2021
Maternity leave and childcare support, and flexible working arrangements
Faculty development programmes and research publication incentives
Equal-opportunity provisions in recruitment, promotion and bodies such as the Academic Council and Governing Body

Evidence: Leadership Team · Gender Equality, Diversity and Inclusion Policy

Indicator 5.5.1

Promotion of women degree awardees

5.5.1

605 of 1,500 degree awardees (40.3%) were women, and women outperformed men on key academic measures.

Level	Female	Male	Total	Female share
Overall	605	895	1,500	40.3%
Undergraduate	314	570	884	35.5%
Postgraduate	218	291	509	42.8%
PhD	73	34	107	68.2%

Average CGPA: women 8.30, men 7.62. Median: women 8.36, men 7.56.
First Division with Distinction: 246 women (46.2% of women graduates) against 182 men (21.1% of men), more than twice the rate.

Female share of graduates by school

Liberal Arts75.0%

UID (Design)69.2%

Healthcare & Allied Sciences53.4%

Architecture & Planning50.0%

Law39.0%

Management38.1%

In the School of Engineering and Sciences, 128 women graduated (31.0%).

Indicator 5.6.1

Policy on non-discrimination against women

5.6.1

Yes. Women students and employees have equal opportunity to study, work and progress without discrimination.

Equal opportunity is promoted in admission, academic progression, employment, research and innovation, leadership, student clubs and career development. The Internal Committee provides a formal route for sexual harassment complaints under the regulations, and students and staff can use grievance channels for any discrimination or harassment concern.

Awareness and sensitisation activities support respectful behaviour and understanding of rights and responsibilities.

Admission and access to education
Academic participation and progression
Employment and professional development
Research, leadership and student clubs

Indicator 5.6.2

Non-discrimination against transgender people

5.6.2

Yes. A dedicated policy covers transgender, genderqueer and non-binary people. It was reviewed on 8 November 2024.

Non-discrimination

Discrimination, harassment or exclusion based on gender identity is prohibited, with equal rights and opportunities for all.

Facilities

Access to restrooms, changing rooms and locker rooms that match gender identity.

Names and pronouns

The right to use preferred names and pronouns in email addresses and communication.

Support and reporting

Counselling and health-care support, awareness programmes, and confidential reporting.

Indicator 5.6.3

Maternity leave

5.6.3

182 days of maternity leave with full pay.

Regular employees who have completed one year of service may be granted 182 days of maternity leave with full pay, for up to the second child, on submission of the applicable certificate. Teaching and non-teaching staff have the same entitlement. The policy is set out in the Leave and Attendance Policy in the publicly available Admin Manual. Adoption leave of 180 days is available to women who adopt a child under one year old, under Central Government rules.

Implementation is documented in HR records of applications, approvals and rejoining reports for 2024–25.

Indicators 5.6.4 and 5.6.5

Childcare for students, staff and faculty

5.6.4

5.6.5

Yes. A Day Care and Early Learning Center on campus supports student mothers and staff with young children.

The Policy and Guidelines on Accessible Childcare Facilities, reviewed on 8 November 2024, covers students, faculty and non-teaching staff who are parents or guardians. It sets standards for location and accessibility, age-appropriate amenities, trained caregivers, safety and security, operating hours that fit class and work schedules, and regular parent feedback.

Childcare on campus is subsidised, and student mothers also have 24/7 counselling support.

The aim is that childcare never becomes the reason a woman misses classes or leaves her job. Students and staff can approach the designated authorities for guidance and help.

On-campus facilities →

Entrance of the GD Goenka Day Care and Early Learning Center — The Day Care and Early Learning Center on campus.

Reception and play area inside the Day Care and Early Learning Center — Inside the centre: a child-friendly space for student and staff families.

Indicator 5.6.6

Women’s mentoring schemes

5.6.6

100% of newly admitted women undergraduates and postgraduates are assigned a faculty mentor.

Mentoring is run by the Committee for Student Engagement and Experience (SEE), set up in March 2021, under a formal SOP for Mentor-Mentee Interactions. Mentors guide academic progress, campus adjustment and wellbeing, and link students to counselling and other services.

Mentoring starts in the first semester and continues to the last, with up to 15 mentees per mentor
A Common Mentors Team of one man and one woman handles gender-specific and emergency issues
Meetings are documented, progress is tracked in quarterly surveys, and concerns escalate to Deans or the Proctor

Women Empowerment Club

Seminars, workshops, mentoring and skill-building on leadership and equal opportunity.

Centre for Women and Child Rights

Research, training on POSH and POCSO, and legal awareness for students and the wider community.

Gender Champions and events

Street theatre, International Women’s Day, and workshops on legal rights, self-defence and protection from violence.

Indicator 5.6.7

Measuring and tracking women’s likelihood of graduating

5.6.7

Yes. We track the share of women who graduate relative to those who enrol, by programme and subject area.

Programme-level gender data show where women do best and where more support is needed. Women graduate in high numbers in Law (37 women and 28 men in the Master of Laws), Counselling Psychology (11 women, 2 men), Optometry (11 women, 2 men) and Fashion Design (9 women, none of the men). Computer applications, pharmacy, business administration and some B.Tech streams have more male graduates, and we target mentoring and outreach there. Women in these fields still earn competitive CGPAs and First Division outcomes.

Comparing enrolment with graduation year on year gives us the evidence to adjust support for women across UG and PG programmes.

Indicator 5.6.8

Protection against discrimination and retaliation

5.6.8

Yes. People who report gender discrimination or harassment in good faith are protected from adverse treatment.

Complaints are handled with confidentiality, fairness, dignity and natural justice. The University does not permit academic disadvantage, denial of opportunities or workplace discrimination because someone raised a concern or took part in a grievance process.

The Internal Committee works under the POSH Act and UGC regulations. A complaint can be made in writing or by email within three months of an incident, and the inquiry is to be completed within 90 days. Filing a complaint does not affect the complainant’s job, grades or status.

Student grievance route

Three levels: School Grievance Redressal Committee, University Grievance Redressal Committee, then the Vice Chancellor. Each committee includes a woman faculty member.

Internal Committee

Helpline 9871600045 · ic@gdgu.org

Indicator 5.6.9

Paternity leave

5.6.9

Yes. Male employees may be granted paternity leave during the confinement of their wives, for up to two children.

Paternity leave appears in the Leave and Attendance Policy alongside maternity and adoption leave. A man who adopts a child under one year old may take paternity leave within six months of the adoption. Treating childcare as a shared responsibility helps challenge the idea that caregiving belongs only to women. Use is documented in HR records of applications, approvals and leave taken.

Policies and reports

Policies, guidelines and evidence

Gender Equality, Diversity and Inclusion PolicyReviewed and reaffirmed 8 November 2024 Policy for women’s applications and entryIndicator 5.3.2 Policy on non-discrimination against transgender individualsReviewed 8 November 2024 Policy and Guidelines on Accessible Childcare FacilitiesReviewed 8 November 2024 Admin Manual: Leave and Attendance PolicyMaternity, paternity and adoption leave Student Grievance Handling MechanismThree-level redressal process Internal Committee (POSH)Complaint and inquiry procedure SDG 5 Annual Report 2024–25Activities and outcomes for the year

Related goals

SDG 3 Good Health and Well-beingSDG 4 Quality EducationSDG 10 Reduced InequalitiesSDG 16 Peace, Justice and Strong Institutions

Contact

SDG and Sustainability Cell
GD Goenka University, GD Goenka Education City, Sohna Road, Gurugram, Haryana 122103

Email: sustainability@gdgu.org

Internal Committee (POSH) helpline	9871600045 · ic@gdgu.org
Admissions and enquiries	99100 00062 · 98181 71304
Day Care and Early Learning Center	99100 00062
Website	www.gdgoenkauniversity.com

Programmes