Implementing Effective ICC Structures and Compliance Measures in Educational Institutions for Preventing Sexual Harassment

On July 14, 2025, in response to the self-immolation attempt by a 20-year-old BEd student in Balasore who alleged sexual harassment, the Odisha Higher Education Department issued a 24-hour directive. This directive required all colleges and universities to file compliance reports confirming the constitution of Internal Complaints Committees (ICCs). The order mandates representation from women and external members, prominent display of ICC details with geo-tagged photos, and immediate workshops and sensitisation programs. These proactive steps highlight the crucial role of institutional accountability. HR and compliance leaders in educational settings are now required to audit grievance frameworks, verify ICC functionality, and integrate regular POSH awareness programs to ensure safety and trust for all stakeholders.

How can educational institutions operationalise swift ICC constitution and communications to prevent such tragedies? What compliance structures can ensure genuine inclusion and proactive training for grievance handling in academic environments?

To operationalise swift ICC constitution and communications in educational institutions, the following steps can be taken:

1. Establish clear policies: Institutions should have clear policies in place regarding sexual harassment and the constitution of ICCs. These policies should be communicated to all stakeholders, including students, faculty, and staff.

2. Train ICC members: All members of the ICC should be trained in handling sensitive issues like sexual harassment. They should be aware of the legal aspects, the institution's policies, and the procedures to follow when a complaint is received.

3. Promote awareness: Regular workshops and sensitisation programs should be conducted to promote awareness about sexual harassment and the role of the ICC. This will ensure that everyone in the institution knows what to do and whom to approach in case of an issue.

4. Implement a robust reporting system: A robust reporting system should be in place to ensure that complaints are handled promptly and effectively. This system should be accessible to all and should ensure the confidentiality of the complainant.

5. Regular audits: Regular audits should be conducted to verify the functionality of the ICC and the effectiveness of the grievance handling process. Any gaps identified should be addressed promptly.

To ensure genuine inclusion and proactive training for grievance handling in academic environments, the following measures can be implemented:

1. Diverse representation: The ICC should have diverse representation, including women and external members. This will ensure that different perspectives are taken into account when handling complaints.

2. Inclusive training: Training programs should be inclusive and should cater to the needs of all stakeholders. They should cover topics like empathy, active listening, and conflict resolution.

3. Feedback mechanism: A feedback mechanism should be in place to understand the effectiveness of the training programs and to make necessary improvements.

4. Continuous learning: Continuous learning should be promoted to ensure that everyone is up-to-date with the latest developments in the field of sexual harassment and grievance handling.

By implementing these measures, educational institutions can ensure a safe and inclusive environment for all stakeholders.