01 Policy Statement
RUET is committed to ensuring gender equality and to creating a safe, respectful and inclusive environment for all its students, teachers, officers and staff. To fulfil this commitment, RUET will:
- Maintain zero tolerance for gender discrimination, harassment, and violence.
- Promote equitable access and professional opportunities.
02 Actions9 actions
The designated complaint committee shall receive, inquire into and recommend action in accordance with the applicable High Court direction, UGC guidance and RUET rules. Any sanction shall be imposed only by the competent disciplinary authority following due process.
- aa majority of female members and an external member;
- bconfidential written and online complaint channels;
- ctime-bound, fair and confidential investigation;
- dprotection of the complainant and witnesses from retaliation;
- edefined sanctions ranging from warning, to suspension for one or more semesters, to permanent expulsion for students, and departmental proceedings for employees;
- fan annual anonymized report to the Vice-Chancellor.
- 1
Impose no barrier or restriction on women’s admission to any programme, and ensure equitable professional opportunities for women faculty, officers and staff in recruitment, promotion, research funding, training, higher-study leave and leadership development, monitoring the female share of each.
- 2
Publish annually the number and percentage of female applicants, admitted students, enrolled students, retained students and graduates, for each department.
- 3
Adopt standard calculation methods and report them with the data:
- aWomen’s application rate = female applicants ÷ total applicants
- bWomen’s acceptance rate = female students accepted ÷ total accepted
- cWomen’s entry (enrolment) rate = female students enrolled ÷ total enrolled
- dWomen’s completion rate = female graduates ÷ female students in the entry cohort
- 4
Analyse the gender gap in academic outcomes (CGPA distribution, progression, dropout, time-to-degree) annually, report to the Academic Council, and implement corrective programmes where disparities are found.
- 5
Conduct targeted outreach to girls’ schools and colleges in the Rajshahi division to raise female applications to engineering, including role-model sessions with women engineers and alumnae, and pre-admission preparatory support.
- 6
Provide women-specific support scheme suches scholarships and fee waivers for female students, a formal mentorship programme pairing female students with female faculty, alumnae and industry professionals, leadership and capacity-building workshops, and career counselling tailored to women entering engineering workplaces.
- 7
Maintain safe, adequate and well-managed female halls of residence, with 24-hour security, female hall staff, adequate seat numbers relative to female enrolment, and separate, clean, functioning toilet facilities on every floor of every academic building.
- 8
Ensure safety of women on campus by providing lighting on all pathways, CCTV coverage in public areas, safe late-hours transport, and a functioning security response.
- 9
Provide maternity leave for female employees under the approved service rules.