New Delhi- The University Grants Commission (UGC) has taken a landmark step to eradicate discrimination in higher education institutions and ensure full equity and inclusion. Through a notification issued on January 13, the UGC has approved the 'University Grants Commission (Promotion of Equity in Higher Education Institutions) Regulations, 2026.
These regulations supersede the 2012 version and will be mandatory for all higher education institutions (HEIs) across India. Aligned with the National Education Policy 2020, the rules focus on eliminating discrimination based on religion, race, caste, gender, place of birth, or disability, with particular emphasis on protecting Scheduled Castes and Scheduled Tribes, Socially and Educationally Backward Classes, Economically Weaker Sections, and persons with disabilities.
These regulations not only promote equal opportunities in higher education but also hold institutions accountable. Effective immediately upon publication in the Gazette, they provide a robust framework for transformative change. Let's delve deeper into these regulations to understand how they could reshape the landscape of higher education.
The UGC's new regulations offer a comprehensive roadmap to make higher education institutions discrimination-free. The preamble clearly states that the UGC's mandate is to coordinate and determine standards in universities, with the National Education Policy 2020 positioning 'full equity and inclusion' as the cornerstone of all educational decisions, enabling every student to thrive. Titled the University Grants Commission (Promotion of Equity in Higher Education Institutions) Regulations, 2026, they apply to all HEIs in India and come into force from the date of their publication in the Official Gazette.
The primary objective is to eradicate discrimination based on religion, race, caste, gender, place of birth, or disability, particularly against members of Scheduled Castes, Scheduled Tribes, Other Backward Classes, Economically Weaker Sections, and persons with disabilities and to foster full equity and inclusion among all stakeholders, including students, faculty, staff, and governing bodies.
The regulations define over 20 key terms to eliminate ambiguity. For instance, 'discrimination' is described as any unfair, differential, or biased treatment—explicit or implicit—against a stakeholder on grounds of religion, race, caste, gender, place of birth, disability, or any combination thereof, including distinctions, exclusions, or preferences that nullify equality in education or impose undignified conditions.
'Equity' refers to a level playing field for all stakeholders in enjoying legitimate rights. 'Stakeholders' encompass students, faculty members, staff, and managing committee members, including the Head of the Institution.
'Higher Education Institutions' include universities under Section 2(f), colleges under Section 12A(1)(b), and deemed-to-be universities under Section 3 of the UGC Act, 1956.
'Gender' includes male, female, and third gender.
Other terms like 'Equity Committee', 'Equity Helpline', and 'Equal Opportunity Centre' are also precisely defined, drawing from the UGC Act, 1956, or the General Clauses Act, 1897.
Every HEI has a duty to eradicate discrimination, promote equity among stakeholders, and implement protective measures to safeguard interests without prejudice to caste, creed, religion, language, ethnicity, gender, or disability. No HEI shall permit or condone any form of discrimination, and the Head of the Institution is responsible for ensuring compliance, with necessary powers to enforce it.
A cornerstone of the regulations is the mandatory establishment of an 'Equal Opportunity Centre' (EOC) in every HEI to oversee the effective implementation of policies and programs for disadvantaged groups, provide guidance on academic, financial, social, and other matters, and enhance campus diversity. If a college lacks at least five faculty members, the affiliated university's EOC will handle its functions.
The Centre will coordinate with civil society, local media, police, district administration, NGOs, faculty, staff, and parents to achieve the regulations' goals. It will also link with District and State Legal Services Authorities for legal aid in deserving cases. The HEI's Executive Council or Governing Body will nominate a professor or senior faculty member with a keen interest in disadvantaged groups' welfare as Coordinator. The Centre will include an Equity Committee, constituted by the Head of the Institution, to manage operations and inquire into discrimination complaints.
The Committee's composition features the Head as ex-officio Chairperson, three professors/senior faculty as Members, one non-teaching staff as Member, two civil society representatives with relevant experience as Members, and two student representatives—nominated based on academic merit, sports excellence, or co-curricular performance—as Special Invitees. The Coordinator serves as ex-officio Member Secretary. Representation from Other Backward Classes, Persons with Disabilities, Scheduled Castes, Scheduled Tribes, and women is mandatory. Members' term is two years, Special Invitees' one year.
The Committee meets at least twice annually, with a quorum of four (including Chairperson, excluding Special Invitees). Bi-annual meetings review actions on cases from the past six months, including referrals to other UGC or legal committees. The EOC has 12 core functions: ensuring equity and inclusion for the broader community; promoting equity among students, teaching, and non-teaching staff while eliminating discrimination perceptions; fostering a congenial atmosphere for interpersonal relations among diverse students; sensitizing stakeholders to social inclusion; assisting disadvantaged individuals or groups; protecting reporters of discrimination from retaliation; disseminating welfare schemes, government/UGC notifications; preparing an illustrative list of discriminatory acts; creating inclusive admission procedures; coordinating with government/agencies for resources; maintaining an online portal for reporting incidents; and performing other equity-promoting tasks.
Additionally, 'Equity Squads', small vigil units, will monitor vulnerable spots and report to the Coordinator. Each unit, department, faculty, school, hostel, library, or facility will designate at least one stakeholder as an 'Equity Ambassador' to symbolize equity, implement EOC programs, and report violations promptly. The EOC will publish bi-annual activity reports by January and July ends, covering demographic compositions, previous year's dropout rates, received grievances, and their status, uploaded to the HEI website.
To address discrimination incidents promptly, every HEI must establish and operate an 'Equity Helpline' functioning round-the-clock. If a college's helpline is non-functional, the affiliated university's will serve its stakeholders. Accessible to any distressed stakeholder, the helpline ensures confidentiality for reporters upon request. If prima facie a penal offense emerges, information is forwarded to police authorities immediately.
HEIs are directed to adopt several concrete measures for equity promotion. At admission or renewal, all students, faculty, and staff must furnish an undertaking to promote equity and abstain from discrimination. Regulations and helpline details will be prominently displayed on HEI websites. Before each academic session, the Head will convene an orientation meeting with hostel wardens, students, parents/guardians, faculty, staff, district administration, and police to discuss equity measures and raise awareness, with a video uploaded online.
Selections, segregations, or allocations for hostels, classrooms, mentorship groups, or academic purposes must be transparent, fair, and non-discriminatory. Posters at key campus spots, workshops, and events will promote equity. Professional counselors will be engaged for student, faculty, and staff support. UGC guidelines, such as those for equitable opportunities for Socio-Economically Disadvantaged Groups (SEDGs) in HEIs, must be implemented. Victims or witnesses—students, faculty, or staff—will be encouraged to report incidents, with identity protection and safeguards against retaliation.
A clear, time-bound procedure governs discrimination complaints. Aggrieved persons can report via online portal, in writing, email to the EOC Coordinator, or helpline, with confidentiality assured. The Equity Committee meets within 24 hours for action and may refer cases to other UGC/legal committees if appropriate. It submits a report to the Head within 15 working days, copying the complainant. The Head initiates further action per HEI rules within seven working days; penal cases go to police forthwith. If against the Head, the Coordinator chairs, forwarding the report to higher authority.
Aggrieved by the Equity Committee's report? Appeal to the Ombudsperson under UGC (Redressal of Grievances of Students) Regulations, 2023, within 30 days. The Ombudsperson may appoint an amicus curiae (fee paid by HEI) and aims to dispose within 30 days. UGC will establish a monitoring mechanism via information requests and campus visits, advising HEIs on compliance. A national monitoring committee with statutory councils, commissions, and civil society reps will oversee implementation, deliberate discrimination issues, suggest preventives, and meet twice yearly. HEIs submit annual EOC reports by January end to UGC, relevant councils/commissions, state higher education departments/directorate, and affiliated universities.
Non-compliance triggers a UGC inquiry committee. If proven, penalties include debarment from UGC schemes, degree programs, ODL/online offerings, and removal from UGC Act Sections 2(f)/12B lists. Multiple or additional case-specific actions may follow.
These regulations will fortify equity in higher education with robust foundations. EOCs and helplines ensure quick responses, while monitoring and penalties enforce accountability. Rural and marginalized students stand to gain immensely, reducing dropouts and boosting diversity. True to NEP 2020, they make education genuinely inclusive, empowering every student without bias.
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