Karnataka High Court
Xxxx vs Azim Premji University on 23 July, 2024
Author: Suraj Govindaraj
Bench: Suraj Govindaraj
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NC: 2024:KHC:28906
WP No. 14743 of 2022
IN THE HIGH COURT OF KARNATAKA AT BENGALURU
DATED THIS THE 23RD DAY OF JULY, 2024
BEFORE
THE HON'BLE MR JUSTICE SURAJ GOVINDARAJ
WRIT PETITION NO. 14743 OF 2022 (EDN-RES)
BETWEEN:
®
XXXX
XXXX,
AGED ABOUT 21 YEARS,
R/AT A1304
ASWANI SUNSHINE BILLAPURA,
SARJAPURA,
BANGALORE-562 125
...PETITIONER
(BY SRI. SMARAN SHETTY., ADVOCATE)
AND:
1. AZIM PREMJI UNIVERSITY,
REPRESENTED BY ITS REGISTRAR
Digitally
signed by
PRAKASH N 2. THE REGISTRAR,
Location: AZIM PREMJI UNIVERSITY
HIGH
COURT OF
KARNATAKA 3. THE DIRECTOR,
SCHOOL OF DEVELOPMENT
AZIM PREMJI UNIVERSITY
PETITIONERS NO1 TO 3
WITH ADDRESS AT:
NO.134, DODDAKANNELLI,
NEXT TO WIPRO CORPORATE OFFICE,
SARJAPURA ROAD,
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NC: 2024:KHC:28906
WP No. 14743 of 2022
BANGALORE-560 035
4. NATIONAL COUNCIL FOR
TRANSGENDER PERSONS
REPRESENTED BY ITS MEMBER SECRETARY
5. DEPARTMENT OF SOCIAL JUSTICE AND
EMPOWERMENT,
UNION OF INDIA,
REPRESENTED BY IT SECRETARY
PETITIONERS 4 AND 5 WITH THEIR ADDRESS AT:
ROOM NO. 637, A-WING,
SHASTRI BHAWAN,
NEW DELHI - 110001
...RESPONDENTS
(BY SRI. PRADEEP S SAWKAR., ADVOCATE FOR R1 TO R3;
SMT. RESHMA, ADVOCATE FOR R4 AND R5)
THIS WRIT PETITION IS FILED UNDER ARTICLE 226 OF
THE CONSTITUTION OF INDIA PRAYING TO QUASH THE EMAIL
DATED 19.05.2022 ISSUED BY THE R3 PLACED AS ANNEXURE-
B AND THE EMAIL DATED 07.06.2022 ISSUED BY THE R2
PLACED AS ANNEXURE-J AS ILLEGAL AND ARBITRARY AND
ETC.
THIS PETITION, COMING ON FOR FURTHER HEARING,
THIS DAY, ORDER WAS MADE THEREIN AS UNDER:
CORAM: THE HON'BLE MR JUSTICE SURAJ GOVINDARAJ
ORAL ORDER
(PER: THE HON'BLE MR JUSTICE SURAJ GOVINDARAJ)
1. The Petitioner is before this Court seeking for the following reliefs.
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a) Issue a Writ of Certiorari or any other appropriate writ, order or direction quashing the email dated 19.05.2022 issued by the Respondent No.3 placed as Annexure-B and the email dated 07.06.2022 issued by the Respondent No.2 placed as Annexure-J as illegal and arbitrary
b) Issue a Writ of Mandamus or any other appropriate wit, order or direction directing the Respondent No.2 to grant academic rehabilitation to the Petitioner and reinstate him on all platforms to ensure that he granted equal opportunities as other members of his course.
c) Issue a Writ of Mandamus or any other appropriate writ, order or direction directing the Respondents to refrain from taking any further retaliatory measures against the Petitioner cc) Issue a Writ of Mandamus or any other appropriate writ, order or direction directing the Respondent No. 1 to 3, to ensure appropriate guidelines are framed for on campus mental health counseling in compliance with the provisions of the Mental Health Care Act, 2017. ccc) Issue a Writ of Mandamus or any other appropriate writ, order or direction, directing the Respondent No. 1 to 3, to frame and duly implement an appropriate campus policy for transgender students under the provisions of the Transgender Person (Protection of Rights) Act, 2019.
d) Issue any other order or orders as this Hon'ble Court may deem fit to grant in the facts and circumstances of the case including the costs of this writ petition, to meet the ends of justice.
2. During the pendency of the above matter, a submission was made by Sri. Pradeep Sawkar, learned counsel appearing for Respondent Nos.1 to 3 that the order challenged at Annexure-B has spent itself and further that Respondent Nos.1 to 3 would hand over all the testimonials and original documents of the Petitioner so as to enable the Petitioner to apply for and enroll himself -4- NC: 2024:KHC:28906 WP No. 14743 of 2022 in any other educational institution of his choice. It is further submitted that any reference checks made by any of the Universities and or the Colleges applied to by the Petitioner, probable employers of the Petitioner, to the Respondent university, Respondent Nos.1 to 3 -
University would not advert or refer to any of the unfortunate events which occurred between the Petitioner and Respondent Nos.1 to 3 - University which is the subject matter of this writ petition. These events could have been better handled as such there is no requirement for the University to bring them to the notice of any other University or employer.
3. I am of the considered opinion that the said fair submission on part of Sri. Pradeep S Sawkar would answer the grievances of the Petitioner and more so, now that the Petitioner does not wish to prosecute his studies with Respondent Nos.1 to 3 and wants to train in other universities or colleges of his choice.
4. One other submission made by learned counsel Sri. Pradeep S Sawkar, that the Petitioner has put up several -5- NC: 2024:KHC:28906 WP No. 14743 of 2022 posts on social media which do not portray Respondent Nos.1 to 3 in good light and i.e., causing embarrassment for Respondent Nos.1 to 3.
5. Learned counsel for the Petitioner submits that all the posts that had been put up on social media have already been removed/taken down and if not so removed will be removed at the earliest at any rate within 15 days from today. His submission is placed on record.
6. It is also made clear that like the Respondents not adverting to the unfortunate events, the Petitioner shall also not advert to those unfortunate events in any media, social media or the like in future.
7. Some important aspects have arisen for consideration in the present case. It had come to light that there is no mental health policy which is in effect with Respondent Nos.1 to 3, which has resulted in the unfortunate events.
Taking cognizance of this situation, Respondent Nos.1 to 3 have voluntarily come forward and formulated Mental Health Policy (version 1 July, 2024) which Sri. -6- NC: 2024:KHC:28906 WP No. 14743 of 2022 Pradeep S. Sawkar submits has already been brought into force and would be complied with by Respondent Nos.1 to
3. The said Mental Health Policy reads as under:
Mental Health Policy Version 1 (July 2024) This policy on Mental Health applies to all students registered in credited programs at the University, including students who self-identify as LGBTQ+ and students with disabilities.
1. Mental Health support 1.1. Azim Premji University is committed to facilitating students in maintaining physical, social and emotional well-being and building resilience.
1.2. The term mental health concerns or challenges refers to temporary acute reactions to an event, stress or external pressure or to long-term psychiatric conditions which may have significant effects on an individual's functioning.
1.3. Students who are facing such concerns or challenges are encouraged to seek support from the University's counselling centre (called 'Conversations'), which is staffed by qualified counsellors.
1.3.1. Email for appointments: [email protected] 1.4. Students who need more intensive care than what can be provided on campus (e.g. medication, psychiatric evaluation or hospitalisation) are referred to external mental health service providers, such as St. John's Hospital and NIMHANS Hospital. A list of such providers is available with the 'Conversations' counselling centre and also appended to this policy.-7-
NC: 2024:KHC:28906 WP No. 14743 of 2022 1.5. The University may seek an independent psychological and / or psychiatric evaluation in high-risk cases where there are concerns of a student's wellbeing and / or concerns for the wellbeing of other members of the University. Where a student fails to comply with this requirement, or where they are assessed to be unfit to continue with their studies, they may be required to withdraw from their programme until such time as they are certified by a qualified professional to be fit to proceed with their studies.
1.6. In certain cases, the University's Disciplinary Committee or other Committees may mandate counselling sessions for students. These will be considered as mandatory conditions for continuation in the University's programmes.
1.7. Azim Premji University's group medical insurance for students (available to all full-time students) covers the cost of psychiatric consultations and hospitalization arising out of psychiatric ailments. For more details, please refer to medical insurance policy.2
2. Academic Accommodation support 2.1. Academic accommodation refers to short-term and temporary relaxation of academic requirements such as extension in assignment deadlines, leave policy, etc. 2.2. The University strives to ensure that students with identified mental health challenges receive reasonable support in completing their academic studies. Students with specific mental health challenges may apply for academic accommodations through the Programme Coordinator and the Disability and Inclusion office. Academic accommodations are available based on written recommendation (note) provided by either the University's counselling centre or external qualified medical practitioners. Self-diagnosis is not accepted in such cases.
-8-NC: 2024:KHC:28906 WP No. 14743 of 2022 ▪ For more information, students should refer to Academic Accommodations policy for their respective programs available through the Programme Coordinators.
3. Confidentiality 3.1. Information about the name of the student seeking counselling support, the nature of mental health challenge and treatment will not be revealed by the counselling centre, except for the following cases:
3.1.1. Counsellors who are providing support, their supervisor and the Head of the Counselling Centre will have access to necessary details for the purpose of providing care.
3.1.2. In cases where students request academic accommodations, they will need to provide detailed information to the Disability and Inclusion office. For actioning the recommendation of the Disability and Inclusion office, limited information will be shared with the Programme Office, Programme Coordinator, Director or Associate Director. Faculty members who are expected to relax academic requirements in their course (e.g. extend deadline for an assignment), will be informed by the Programme Office or the Programme Coordinator of the nature of academic accommodation approved, but not the details of the mental health challenge and support.
3.1.3. In accordance with the Mental Healthcare Act 2017, confidentiality may be breached in exceptional circumstances, such as cases where there is risk of self-
harm, suicidality or harm to others. In such cases, the Conversations team may contact the student's emergency contact person, family members or someone in a position to prevent the potential harm, revealing only necessary information. Students will be informed about breach of confidentiality.
-9-NC: 2024:KHC:28906 WP No. 14743 of 2022 3.2. Students seeking mental health support are expected to maintain confidentiality and not share private details on social media or other public fora.
4. Anti-discrimination 4.1. Azim Premji University is committed towards fostering an inclusive and equitable educational environment. Upholding the values and the spirit of the Indian constitution are central to the University's educational goals and practices.
4.2. Mental health support provided by the University is available to all students, regardless of gender (including LGBTQ+), disability, caste, ethnicity, religion, and any other marginalised socio-economic backgrounds. The University recognizes that any discrimination based on any of these factors goes against the values of Azim Premji University".
8. This Court places its commendation on both learned counsels for the Petitioner and Respondents for having advised all concerned parties in taking steps to handle the sensitive topic of 'Mental Health' in the manner that has been done and the mental health policy brought into force by the University.
9. Respondent Nos.1 to 3 have also formulated an anti-
discrimination policy and redressal mechanism to handle issues relating to transgender persons, persons with disability etc. The action by Respondent Nos.1 to 3 in
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NC: 2024:KHC:28906 WP No. 14743 of 2022 formulating this policy and making the same applicable to all enrolled students deserves appreciation, the said policy reads as under:
Anti-Discrimination Policy and Redressal Mechanism Introduction:
Azim Premji University is committed towards fostering an inclusive and equitable educational environment. Furthermore, upholding the values and the spirit of the Indian constitution are central to the University's educational goals and practices. In this context, the University recognizes that any form of discrimination based on gender, disability, caste, ethnicity, religion, or any other marginalised socio economic backgrounds goes against the values of the University and the Azim Premji Foundation Discriminatory acts create an inequitable environment for those employed by the University (members) or enrolled in the University's educational programmes (students).
The University has formulated this Anti- Discrimination Policy, in compliance with the Constitution of India and various legal safeguards put in place to protect the dignity of and provide equal opportunities those belonging to marginalised groups. The University has also constituted an Anti-Discrimination Cel (henceforth, ADC) that will ensure the implementation of the policy (Section II). The Policy is enacted to uphold the spirit of the following laws/regulations and guidelines:
1. Transgender Persons (Protection of Rights) Act, 2019
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NC: 2024:KHC:28906 WP No. 14743 of 2022
2. Scheduled Caste and Schedule Tribe (Prevention of Atrocities) Act, 1989
3. The Rights of Persons with Disabilities Act, 2016
4. The University Grants Commission (Promotion of Equity in Higher Educational Institutions) Regulations, 2012.
Section 1: Anti-Discrimination Policy: Scope and Applicability
1. The University prohibits discrimination at the work/learning place. Wherever discrimination occurs, the University will act to stop such behaviour, prevent its recurrence, and take appropriate action against those responsible. Any individual found guilty of such behaviour will be liable for action under this Policy.
2. Discrimination refers to unfair, biased, prejudiced and/or humiliating treatment of an individual due to their social background or identity such as gender, caste, disability, religion, ethnicity and any other socio economic background. A list of such behaviours are provided in the Annexure to this document.
3. Discrimination can occur as a result of both explicit and implicit biases (see Annexure for definition of both).
4. The Policy and Guidelines apply to acts of discrimination carried out by:
a. any member (full time or part time employees) against a student.
b. any student against a member or another student.
5. Definition of members include all persons employed by the University, and also consultants,
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NC: 2024:KHC:28906 WP No. 14743 of 2022 part- time, temporary, contractual or casual employees.
6. The Policy applies to instances of discrimination occurring between aforementioned members and students at the following locations a. on the premises of the University, and b. at the extended workplace, e.g. during field practice and work-related events.
7. Out of scope:
a. Member on member discrimination does not fall under the scope of this policy and such complaints will be taken up by People Function.
b. Third party discrimination does not fall under the scope of this policy. However, the ADC can assist university members and students to file a complaint against the aggrieved party under existing the anti-discrimination laws of India.
c. The ADC shall not receive or entertain complaints made against University statutory bodies such as PoSH, DC, or University functions or offices, e.g., Programme Office or Student Helpdesk. It may, however, conduct regular sensitization sessions with all members, bodies, and functions as and when it deems necessary. Similarly, allegations of discrimination of a general nature, without mentioning specific incidents, and/or involving specific individuals, shall not be entertained.
d. Curricular objectives, course design, and pedagogy are outside the purview of ADC and will be referred to the appropriate level School bodies such as CRC and CPC Section II. Mandate of the Anti-
Discrimination Cell (ADC)
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NC: 2024:KHC:28906 WP No. 14743 of 2022 To prevent discrimination, the University has constituted an Anti-Discrimination Cell with a mandate to ensure proper and effective implementation of the University's anti- discrimination policy. The University will review these guidelines from time to time and communicate changes if any. The Anti- Discrimination Cell (henceforth, ADC) at Azim Premji University, will engage in three activities:
1. Awareness and Sensitization: The ADC will be responsible for organising periodic anti-
discrimination awareness events for all members and students at the University.
2. Redressal of Complaints: ADC will (a) receive complaints (b) assess complaints (c) investigate complaints and (d) make recommendations to the Registrar to take appropriate action, when required.
3. Reporting: ADC will maintain records of various kinds of anti-discrimination complaints received by the Cell, the awareness sessions conducted by the committee, and make recommendations for future course of action. Where required by law or university policies, it will share such information with relevant bodies.
II.A. Composition of the ADC:
The ADC will be composed of the following members:
1. Convener
2. Two members drawn from various teaching and/or non-teaching functions of the University The ADC shall be reconstituted every two years.
Members will be confirmed or changed, as appropriate.
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NC: 2024:KHC:28906 WP No. 14743 of 2022 II.B. Scope and Responsibilities of the ADC:
1. The ADC will:
a. spread awareness about the Policy within University members on a regular basis by conducting sensitization workshops for all members.
b. hold mandatory orientation sessions for all incoming students and new members joining the university.
c. conduct refresher modules on anti- discrimination policies and awareness periodically, for all its members d. receive complaints of discrimination and conduct inquiries on such complaints in the manner prescribed in this Policy.
e. assist victims of discrimination and eyewitnesses through the process of inquiry.
f. recommend necessary action to protect victims/eyewitnesses who have reported any instance of retaliation confidential or threats od retaliation.
g. ensure that all discussions as part of inquiries are kept confidential, and only those details are necessary for taking action and/or appeal, are released to relevant authorities, such as the Vice Chancellor, Registrar. Registrar's Office, School Directors, Associate Directors, Function Heads or other relevant authorities.
h. collaborate with PoSH and DC as and when necessary.
i. internally share records, while maintaining confidentiality, on an annual basis with the Vice Chancellor, Registrar's Office, School Directors,a nd Function Heads.
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2. The ADC has no jurisdiction to take action against non-members/non-students of the university. However.
a. the ADC may support the aggrieved party, who is a University member/student, to initiate action, if they wish to under the applicable laws of India, before the appropriate legal forums.
b. in the case of visitor to the University engaging in discriminatory behaviour, the ADC can consider demanding an apology for the act of discrimination, restricting further entry into the University.
c. in case the visitor is a participant in an event held on University premises, disqualification of participation in such event, etc ILC. Processes of the ADC:
Complaints:
1. Any person to whom this policy is applicable may submit a complaint by email to [email protected] or directly contact any of the ADC members who will render all reasonable assistance to (a) ascertain if the alleged act was discriminatory in nature and (b) if determined to be discriminatory, assist the victim to make complaint in writing.
2 After registering a complaint, the complainant will be required to (a) submit a written record of the date, time and nature of the incident (s): (b) the names of the person against whom the complaint is being registered; (c) names of witnesses, if any, (d) any document or other evidence the complain may wish to submit in support of the complaint, (e) The nature of impact of the aforementionedincident on the complainant's career/ studies
3. The complaint must be registered within a period of four months from the date of the incident r the case of a series of incidents, within
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NC: 2024:KHC:28906 WP No. 14743 of 2022 a period of four months from the date of the last incident. The complaint must involve incidents which directly affect the complainant; complaints from unaffected parties, or general complaints, will not be accepted
4. Any person may approach the members of the ADC to clarify whether or not a particular act is discriminatory without registering a formal complaint.
5. An eyewitness to any conduct amounting to or implying discrimination may also report the incident in the manner prescribed under this Policy. However, the affected party must agree to taking forward the complaint, otherwise, the ADC will not consider it a formal complaint.
6. Anonymous complaints will not be accepted.
Assessment and inquiry:
1. After a complaint is received, the ADC will first assess the nature and context of the complaint to determine whether the alleged incident falls under discrimination based on implicit bias or explicit bias as defined in the annexure of the document.
2. If a complaint is found to be a case of implicit discrimination, the ADC will initiate a structured awareness building on anti-discrimination for the individual(s) involved.
3. If a complaint is found to relate to explicit discrimination, the ADC will either proceed with a process of conciliation or an inquiry.
a. Conciliation: If the complainant seeks a conciliation, ADC will attempt to settle the matter between the complainant and the respondent through conciliation prior to initiating an inquiry. If this is successful, the ADC will forward the conciliation arrived at to the Registrar for implementation. If there is any complaint by the
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NC: 2024:KHC:28906 WP No. 14743 of 2022 complainant that the terms and conditions of the conciliation arrived at have not been complied with by the respondent, an inquiry will be instituted.
b. Inquiry: In all other cases, the ADC will conduct an inquiry, following the principles of natural justice.
i. ADC will provide an opportunity to both parties to be heard and record all relevant information.
ii. It may call additional witnesses and record their statements, if needed.
iii. Inquiry must be completed within 90 days of receipt of the complaint, unless due to unavoidable circumstances the complainant, the respondent or some witnesses are not available (e.g. due to absence from campus due to field practice components, etc.).
4. Actions pending Inquiry: During the pendency of an inquiry the ADC shall have the discretion to make appropriate interim recommendations upon a written request by the complainant to:
a. Transfer the complainant or respondent to any other team (or any other class/section in case of students).
b. Grant such other relief to the complainant as may be necessary.
1. Retaliation: Any kind of retaliation or threat of retaliation by either of the parties concerned is forbidden and strong disciplinary action will be initiated if such incidents occur.
6. Confidentiality: The identity of the complainant, respondent, witnesses, statements and other evidence obtained in the course of the inquiry process, recommendations of the ADC, or action taken by the University are considered as confidential. Information will be shared with actioning authorities, for the purpose of actioning recommendations. Information collected during complaints and inquiry will not be disclosed by
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NC: 2024:KHC:28906 WP No. 14743 of 2022 any member or discussed publicly or shared on any media. The complainant, respondent, witnesses, ADC members and person's who action the recommendation are bound by this obligation. Any breach of confidentiality is subject to penalties including but not limited to those mentioned under the section on 'Penalties below.
7. Completion of Inquiry: The ADC on completion of an inquiry shall provide a report of its findings within 10 days from the date of completion of inquiry to the Registrar and Chief Operating Officer. Necessary action based on the report must be taken within 60 days of the receipt of the report.
After preliminary internal investigation, if ADC concludes that further police investigation and action is required, a case may be reported to the police with the approval of the complainant.
8. Consultation with PoSH and Disciplinary Committee (DC): ADC may, if required, consult PoSH and DC members before reaching a decision.
Penalties Depending on the gravity of the situation and offence, the ADC may recommend to the Registrar one on more of the following illustrative penalties on any individual's found guilty on the charges of discrimination:
1. Written apology.
2. Warning or reprimand.
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3. Completing a structured remedial module on anti-discrimination.
4. Transfer to another team (with or without a change in role).
5. Withdrawal of residential facilities academic honours (in case of students)
6. Suspension/Dismissal Rustication/Expulsion.
7. Where an alleged instance amounts to a cognizable offence under the Indian Penal Code or any other applicable law, the University may, in addition to imposing one or more of the above penalties initiate appropriate proceedings according to law. For example, if the ADC finds that the nature of the reported discrimination violates the Scheduled Caste and Scheduled Tribe (Prevention of Atrocities) Act, 1989, it may forward the case to the police, with consent of complainant Appeal If any of the parties to the complaint is are dissatisfied with actions taken for resolution of a complaint, they can file an appeal with the Chief Operating Officer, within 90 calendar days of the communication of the decision to the parties. The decision of the Chief Operating Officer will be final ANNEXURE 1 Discriminatory acts may include one or more (but not limited to) the following:
a. Derogatory or demeaning comments about people's social background, particularly of those coming from marginalised groups in India.
b. Derogatory or demeaning comments about people's bodies/clothes
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NC: 2024:KHC:28906 WP No. 14743 of 2022 c. Graffitti, cartoons, jokes and songs meant as an insult to marginalised social groups d. Verbal abuse or comments that put down people because of their social background e. Hate speech, specifically against marginalised communities. (Sec point 3 below) Implied or explicit promise/threat of preferential/detrimental treatment on the basis of social background g. Excluding individuals from certain activities on the basis of their social background h. Creating an intimidating, humiliating or offensive or hostile work/learning environment due to a person's social background.
2. Discrimination can be based on (a) implicit bias and (b) explicit bias.
a. Explicit Bias: Explicit bias refers to cases where individuals are aware of the social, economic or any other kind of prejudice, exclusion or marginalization experienced by societal attitudes toward certain social groups, and their actions directly or intentionally contribute to or adhere to those prejudices, exclusions, or marginalisations.
b. Implicit Bias: Implicit bias involves perceptions, attitudes, and stereotypes that develop in a person due to social conditioning, vis-a-vis ignorance/unawareness that is typically associated with social I privilege Unlike explicit bias, individuals acting on implicit bias may not actually have a hostile attitude towards a specific social group, and yet end up acting in a way that amounts to discrimination.
3. Definition of Hate Speech: This policy adopts the U.N. definition of hate speech, which is offensive discourse targeting a group or an individual based on inherent characteristics (such as race, religion or gender) and that may threaten social peace
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10. This action on part of Respondent Nos.1 to 3 would also be required to be emulated by all other Universities and Colleges private or government, so as to prevent and address the serious and deleterious effects these sensitive issues may have on the lives of students, many a time resulting in suicides and other socially abnormal behaviour which impacts not only students, and their immediate family, but also the community as a whole, including the teacher and student community thus requiring to be handled with the care and sensitivity that it deserves.
11. Unfortunately, it has also come to light that there is no such policy formulated either by the Central or State Governments or by the concerned Universities and or authorities including the University Grants Commission (UGC) under which most universities function. It would also be required for concerned authorities to take cognisance of the policy now formulated by Respondent Nos.1 to 3 and to improve upon the same for example inculcating the interests and mental health concerns of differently abled students, etc and make it mandatory for
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NC: 2024:KHC:28906 WP No. 14743 of 2022 all universities and colleges to have similar policies, if not formulated by themselves individually, at least by applying the policy formulated by the concerned organization/authority uniformly across all Educational Institutions.
12. Learned counsel for Respondent Nos.4 and 5 is directed to bring the above observation and directions to the notice of Respondent Nos.4 and 5 to enable Respondent Nos.4 and 5 to address this imperative issue with the urgency that it requires. This Court also believes that necessary policies in this regard would be formulated and implemented by Respondent Nos.4 and 5 at the earliest.
13. With the above observation, placing on record the commendations for the learned counsel for Petitioner and the learned counsel for Respondents, as also office bearers of Respondent Nos.1 to 3, the above petition stands disposed off.
14. Registry is directed to redact/mask the name of the Petitioner while uploading the present order, as
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NC: 2024:KHC:28906 WP No. 14743 of 2022 also the references to the name of the Petitioner where ever found in the Case Information System.
SD/-
(SURAJ GOVINDARAJ) JUDGE KBM List No.: 1 Sl No.: 12s