This policy is titled “Sustainability and Climate Action Policy” of the University.

Introduction

This policy sets forth the ICFAI Foundation for Higher Education’s (IFHE), a deemed-to-be University, commitment in reducing its operations' in environmental and climate-related effects. As a responsible organization, we understand how critical it is to address sustainability issues and support international efforts to halt climate change. With the help of this plug-and-play strategy, we can incorporate sustainability concepts into our operations, cut down on greenhouse gas emissions, preserve natural resources, and promote an environmentally conscious culture.

Objectives

The objectives of this policy are

1. To attain zero waste and carbon neutrality for IFHE in line with the national policy.
2. To progressively reduce institutional activities' greenhouse gas emissions.
3. To promote usage of renewable energy sources and increase energy efficiency in all its buildings and operations.
4. To reduce water use, reduce waste production, and boost composting and recycling rates.
5. To encourage eco-friendly products and services, prefer sustainable procurement methods, and assist ethical and local vendors.
6. To include sustainability in governance frameworks, decision-making procedures, and organizational culture.
7. To encourage alliances and cooperative efforts with interested parties to take advantage of resources, know-how, and creativity to further sustainability objectives.

Policy Framework

1. Energy Management
• Find potential for integrating renewable energy sources and increasing energy efficiency by conducting energy audits.
• Put energy-saving measures into practice, such as retrofitting buildings with insulation, upgrading to LED lighting, and optimizing HVAC systems.
• Make an investment in on-site renewable energy generation devices, such as geothermal heating and cooling systems, wind turbines, and solar photovoltaic panels.
2. Waste Reduction and Recycling
• To avoid plastic usage, implement waste minimization strategies by source separation programs and composting initiatives to reduce landfill waste.
• Provide recycling bins, composting facilities, and educational materials to encourage responsible waste sorting and disposal practices.
• Establish partnerships with waste management companies, recycling facilities, and Local bodies like Grampanchayats and municipalities to facilitate waste management, diversion and recycling efforts.
3. Water Conservation
• Implement, sewerage water treatment and its usage to gardening and toilets and installation of water-efficient fixtures, irrigation systems, and landscaping practices to reduce water consumption.
• Conduct water audits to identify leaks, inefficiencies, and opportunities for water conservation measures.
• Educate staff, students, and visitors about the importance of water conservation and encourage behavior change through awareness campaigns and incentives.
• Adopting water harvesting techniques for recharging of the ground water in the University Campus.
4. Transportation and Mobility
• Promote sustainable transportation options such as walking, biking, carpooling, and public transit for commuting and campus travel.
• Provide incentives for electric vehicle ownership, car-sharing programs, and alternative transportation modes.
• Invest in infrastructure improvements such as bike lanes, pedestrian pathways, and electric vehicle charging stations to support sustainable mobility.
5. Sustainable Procurement
• Develop procurement policies and guidelines prioritizing environmentally preferable products, materials, and services.
• Require suppliers to adhere to sustainability criteria such as eco-label certifications, ethical sourcing practices, and fair labor standards.
• Collaborate with suppliers to identify opportunities for product innovation, waste reduction, and life cycle assessments to minimize environmental impacts.

Implementation and Governance

1. Sustainability Committee: Establish a sustainability committee responsible for overseeing the University's implementation, monitoring, and reporting of sustainability initiatives.
2. Financial Resources: Allocate financial resources, technical expertise, and staff time to support sustainability projects, programs, and initiatives.
3. Annual Sustainability Plan: Develop an annual sustainability plan with clear targets, timelines, and responsibilities for achieving sustainability goals.
4. Performance Metrics: Integrate sustainability performance metrics into institutional reporting systems, performance evaluations, and decision-making processes.
5. Sustainability Culture: Foster a culture of sustainability through staff training, student engagement, and stakeholder outreach activities.
6. Sustainability Research: Collaborate with academic departments, research centers, and community partners to advance sustainability research, education, and outreach efforts.

Monitoring and Evaluation

1. KPIs: Establish key performance indicators (KPIs) and benchmarks to track progress towards sustainability goals and objectives.
2. Collect and analyze data on energy consumption, greenhouse gas emissions, water usage, waste generation, and other relevant metrics.
3. Sustainability Audits: Conduct regular sustainability audits, assessments, and reviews to evaluate the effectiveness and impact of implemented initiatives.
4. Solicit feedback from stakeholders, including staff, students, faculty, and community members, to identify areas for improvement and innovation.
5. Publication of Reports: Publish annual sustainability reports and communicate progress, successes, and challenges to internal and external stakeholders.

Review and Revision

This policy will be reviewed periodically to ensure its effectiveness and relevance, with revisions made as necessary in consultation with relevant stakeholders. Updates will be communicated transparently.

Conclusion

Reaffirming its dedication to environmental stewardship, social responsibility, and long-term sustainability, the ICFAI Foundation for Higher Education implements this institutional sustainability and climate action policy. IFHE aspires to alleviate its operations' environmental and climatic consequences through collective action and collaboration, foster constructive transformation, and contribute towards a more sustainable future that benefits all.

Introduction

This policy is titled “Sustainability Procurement and Purchase Policy” of the University.

The ICFAI Foundation for Higher Education (IFHE), a Deemed-to-be-University, is committed to procuring sustainably, aligning with environmental stewardship, social responsibility, and University sustainability principles and practices. This policy outlines our institution's commitment to sustainable procurement practices, including sourcing from local suppliers, prioritizing environmentally preferable products, and promoting social equity in our supply chain. By adhering to this policy, IFHE aims to minimize its environmental footprint, support local economies, and advance its commitment to University’s corporate social responsibility.

Objectives

1. Prioritize sustainability considerations in all procurement decisions aiming to minimize environmental impacts, support social equity, and promote economic resilience.
2. Increase procurement of environmentally sustainable products and services, including those with recycled content, eco-label certifications, and reduced packaging.
3. Support local and diverse suppliers, including cottage and small businesses, women self-help groups owned businesses, social and community owned enterprises, to foster economic development and social inclusion.
4. Enhance transparency and accountability in procurement processes, ensuring that sustainability criteria are integrated into supplier chain, selection, evaluation, and performance monitoring.
5. Educate and engage partners in these practices, including staff, suppliers, and the broader community, on the importance of sustainable procurement and their role in advancing our sustainability goals.

Policy Framework

1. Environmental Considerations
• Prioritize products and services with lower environmental impacts, including reduced energy consumption, greenhouse gas emissions, water usage, and waste generation.
• Give preference to products made from recycled materials, renewable resources, and biodegradable materials to promote circular economy principles and reduce reliance on finite resources.
• Require suppliers to adhere to environmental standards and certifications, such as Energy Star, EPEAT, Forest Stewardship Council (FSC), and Green Seal, where applicable.
2. Local Sourcing and Supplier Diversity
• Support local economies and reduce transportation-related emissions by sourcing goods and services from suppliers near the University.
• Promote diversity and inclusion in the supply chain by actively seeking out and partnering with small and women self-help groups owned businesses, and social and community enterprises.
• Establish supplier diversity goals and track progress towards increasing the participation of diverse suppliers in procurement opportunities.
3. Ethical and Social Responsibility
• Ensure that suppliers adhere to labor and human rights standards, including fair wages, safe working conditions, and non-discrimination policies, as outlined in relevant national and international conventions and standards, and adhere to statutory compliances.
• Conduct due diligence on suppliers to assess their ethical practices, including supply chain transparency, ethical sourcing of raw materials, and compliance with labor and environmental regulations.
• Incorporate social impact considerations into procurement decisions, such as supporting suppliers that provide fair wages, employee well-being, and community engagement initiatives.
4. Implementation and Governance
1. Establish a Committee to oversee the implementation, monitoring, and continuous improvement of sustainable procurement in the University.
2. Continuously develop procurement policies, procedures, and guidelines that incorporate sustainability criteria into procurement processes, vendor selection, and contract management.
3. Provide training and capacity-building support for procurement staff and stakeholders on sustainable procurement principles, best practices, and tools for assessing the performance of vendors on sustainability parameters.
4. Collaborate with other departments, academic units, and external partners to leverage expertise, resources, and networks in advancing sustainable procurement goals.
5. Review and update procurement practices, supplier performance metrics, and sustainability criteria to ensure alignment with evolving standards, regulations, and educational partners' expectations.
5. Monitoring and Evaluation
1. Establish key performance indicators (KPIs) and benchmarks to track progress towards attaining sustainable procurement goals, such as the percentage of environmentally preferable products purchased, the number of local and diverse suppliers engaged, and the reduction in environmental impacts.
2. Conduct regular assessments and audits of procurement processes, supplier practices, and product life cycles to identify opportunities for improvement and innovation.
3. Engage with suppliers through surveys, interviews, and feedback mechanisms to assess their sustainability performance, address concerns, and recognize exemplary practices.
4. Publish annual reports or dashboards to communicate progress, achievements, and challenges related to sustainable procurement efforts, providing transparency and accountability to stakeholders.

Review and Revision

This policy will be reviewed periodically to ensure its effectiveness and relevance, with revisions made as necessary in consultation with relevant stakeholders. Updates will be communicated transparently.

Conclusion

By adopting this Policy, the ICFAI Foundation for Higher Education reaffirms its commitment to responsible stewardship of resources, ethical business practices, and social inclusion. Through collaborative efforts and continuous improvement, IFHE strives to create positive environmental, social, and economic impacts in procurement activities, contributing to a more sustainable and resilient future for all.

This policy is titled “Anti-Bribery and Corruption Policy” of the University.

Introduction

This policy sets forth the ICFAI Foundation for Higher Education’s (IFHE), a deemed-to-be University, commitment to maintaining the highest ethical conduct and integrity standards in all its activities. The University has established the Anti-bribery and Corruption free Policy as part of this commitment.

Scope of the Policy

This policy applies to all Students, employees, vendors, contractors, consultants, agents, and any other individuals or entities associated with IFHE.

Definitions

1. Bribery is offering, giving, receiving, or soliciting of anything of value to influence the actions of an individual in a position of trust or authority.
2. Corruption is the abuse of entrusted power for private gain.
3. Departmental corruption is any form of corruption or unethical behavior within specific departments or units of the University.

Commitment to Compliance

IFHE prohibits bribery and corruption in any form, whether involving public officials or private individuals. IFHE is committed to complying with all applicable laws and regulations related to anti-bribery and corruption as per the law of the land.

Internal Reporting System

IFHE has established an internal reporting system to allow employees and stakeholders to report suspected instances of bribery or corruption confidentially and without fear of retaliation. Reports can be made through designated channels like an anonymous letters or email address.

Committee for Anti-Bribery and Corruption

A dedicated committee, comprising representatives from various departments, has been established to oversee the implementation and enforcement of this policy. The committee is responsible for:

1. Reviewing reported incidents of bribery and corruption.
2. Conducting investigations as necessary.
3. Implementing corrective actions and sanctions as appropriate.
4. Providing regular updates to senior leadership and the Board of Management.

Audit System

Regular audits will be conducted to assess compliance with this policy and identify any areas of vulnerability to bribery or corruption. The audit system will:

1. Review financial transactions and records for irregularities.
2. Assess the effectiveness of internal controls and procedures.
3. Recommend improvements to mitigate bribery and corruption risks.

Vigilance System

A vigilance system will be established to identify and address potential bribery or corruption proactively. This system will involve:

1. Conducting risk assessments to identify areas of vulnerability.
2. Providing employee training and awareness programs on anti-bribery and corruption policies and procedures.
3. Monitoring external developments and regulatory changes related to bribery and corruption.

Addressing Corruption in Key Departments: Remedial Actions

Each department will identify specific types of corruption that may occur within its operations and develop appropriate steps to address them. In particular, IFHE will focus vigilance and internal audit efforts on the following key departments, which are often susceptible to bribery and corruption:

1. Procurement and Purchasing:
• Corruption Types: Collusion with vendors and suppliers, bid rigging, kickbacks.
• Steps to address: Implement strict procurement policies and procedures, conduct thorough due diligence on vendors, and rotate procurement staff responsibilities regularly to prevent conflicts of interest.
2. Finance and Accounting:
• Corruption Types: Misappropriation of funds, fraudulent financial reporting.
• Steps to Address: Segregate duties within the finance department, implement regular reconciliation and review processes, and conduct surprise audits of financial records.
3. Human Resources:
• Corruption Types: Nepotism, favoritism in hiring and promotion decisions.
• Steps to Address: Establish clear hiring and promotion criteria, implement transparent recruitment processes, and provide training on ethical decision-making for HR staff.
4. Research and Grants Management:
• Corruption Types: Misuse of research funds, plagiarism, falsification of data.
• Steps to Address: Implement robust grant management systems, conduct regular audits of research projects, and promote a culture of academic integrity and ethical conduct.
5. Facilities and Maintenance:
• Corruption Types: Acceptance of bribes from contractors, misallocation of resources.
• Steps to Address: Implement strict controls over contractor selection and payment processes, conduct regular inspections of facilities and maintenance work, and encourage reporting of any suspicious activities.

By focusing vigilance and daily internal audit efforts on these key departments, IFHE aims to proactively identify and address potential instances of bribery and corruption, thereby upholding the highest standards of integrity and accountability.

Measures against Briberies and Corrections

In the event that bribery or corruption is detected, the University will take immediate action to address the issue. Depending on the severity and gravity of the violation, actions may include:

1. Disciplinary action, up to and including termination of employment.
2. Referral to law enforcement authorities for criminal prosecution.
3. Implementation of corrective measures to prevent future occurrences.

Training and Awareness

All employees and relevant stakeholders will receive training on this policy and their responsibilities in preventing bribery and corruption. Training programs will be tailored to address specific risks and scenarios relevant to each department or role.

Compliance Monitoring

IFHE will regularly monitor compliance with this policy and assess its effectiveness in preventing bribery and corruption. Any updates or revisions to the policy will be communicated to all Students, employees and stakeholders.

Review and Revision

This policy will be reviewed periodically to ensure its effectiveness and relevance, with revisions made as necessary in consultation with relevant stakeholders. Updates will be communicated transparently.

Conclusion

IFHE is committed to fostering a culture of integrity, transparency, and accountability. The University believes that by adhering to the principles outlined in this policy and working together, it can effectively combat bribery and corruption in all its forms and maintain high levels of integrity.

This policy is titled “Confidentiality Policy” of the University.

Introduction

The ICFAI Foundation for Higher Education (IFHE), a Deemed-to-be-University, recognizes the importance of confidentiality in maintaining trust, integrity, and professionalism. This policy outlines IFHE’s commitment to preserving the confidentiality of sensitive and confidential information and providing a secure environment for all of its partners.

Scope of the Policy

This policy applies to all employees, contractors, volunteers, students, constituents and affiliates of IFHE, regardless of their position or role within the organization. Confidentiality is paramount in all departments and areas of operation.

Internal Reporting System and Whistleblower Protection

IFHE is dedicated to fostering a culture of transparency and accountability. To ensure the confidentiality of whistleblowers and address staff grievances concerning employment matters, IFHE established an internal reporting system. This system allows individuals to report concerns or misconduct confidentially and without fear of retaliation.

1. Procedure for Reporting
1. Individuals can report concerns or grievances through designated channels, such as HR, Ethics Committee, or a Grievance Committee.
2. Reports should include detailed information regarding the issue, including dates, individuals involved, and supporting evidence.
3. The designated committee responsible for investigating such matters will handle all reports promptly and discreetly.


2. Whistleblower Protection
1. IFHE prohibits retaliation against individuals who report in good faith. Any form of retaliation will be subject to disciplinary action, up to and including termination.
2. Confidentiality of whistleblowers will be strictly maintained throughout the investigation process, to the extent permitted by law.


3. Committee for Confidentiality and Actions Against Breaches Committee Composition

A dedicated committee comprising representatives from HR, Legal, Compliance, and relevant departments oversees proceedings of confidentiality policy.

Responsibilities of the Committee:

1. Ensure adherence to confidentiality protocols across all departments.
2. Investigate and address breaches of confidentiality promptly and impartially.
3. Review and update the confidentiality policy as needed to align with legal and regulatory requirements.

Actions Against Confidentiality Breaches:

1. Any individual found to have breached confidentiality will be subject to disciplinary action, which may include reprimand, suspension, or termination of employment or contract.
2. In cases where confidentiality breaches result in legal implications, appropriate legal action will be pursued.
4. Training and Awareness

IFHE is committed to providing regular training and awareness programs to educate employees and stakeholders about the importance of confidentiality, the procedures for reporting concerns, and the consequences of confidentiality breaches.

5. Review and Revision

This policy will be reviewed periodically to ensure its effectiveness and relevance, with revisions made as necessary in consultation with relevant stakeholders. Updates will be communicated transparently.

6. Conclusion

Confidentiality is a fundamental aspect of operations at the University, and all individuals associated with the institution shall uphold this policy diligently. By maintaining confidentiality, the University upholds the trust and integrity of our community and ensures a safe and secure environment for all.

This policy is titled “Equality, Diversity and Inclusion Policy” of the university.

1. Introduction

The ICFAI Foundation for Higher Education (IFHE), a deemed-to-be University, dedicated to fostering an environment where equality, diversity, and inclusion (EDI) are fundamental principles upheld in all aspects of its operations. This policy is a guiding framework to promote respect, fairness, and belonging for individuals across diverse backgrounds and identities in IFHE’s student body.

2. Objective

The policy recognizes the importance of promoting equality, diversity, and inclusion as essential components of institutional ethos. IFHE is committed to creating a culture where every student is treated with dignity, respect, and fairness, irrespective of their background or identity.

3. Key Principles

The EDI policy is guided by the following principles:

Equality: IFHE is dedicated to ensuring that all students and staff receive equitable treatment, rights, and opportunities, irrespective of their race, religion or belief, sexual orientation, marital and civil partnership status, pregnancy, or maternity.

• Age discrimination occurs when individuals are subjected to unjust or unfavorable treatment based on age.
• Gender discrimination pertains to inequitable treatment based on gender identity, expression, or transitioning status.
• Discrimination based on disability occurs when individuals are treated unjustly based on physical or mental impairments that significantly restrict daily functioning.
• Race discrimination is the detrimental treatment of individuals based on their race, nationality, ethnic background, or ethnic origin.
• Discrimination based on religion or belief involves unfair treatment due to religious beliefs or lack thereof.
• Sexual orientation discrimination encompasses inequitable treatment that is predicated on the sexual orientation of an individual, be it bisexual, heterosexual, or homosexual.
• Discrimination based on marriage and civil partnership status involves unfair treatment due to marital or civil partnership status.
• Pregnancy and maternity discrimination pertains to the inequitable treatment of individuals based on their pregnancy status, maternity leave, or childbirth.
• Diversity: The University recognizes the unique contributions of people of various backgrounds and identities to our institution. IFHE celebrates the diversity of its student body and employees. In recognition of the unique contributions that people of various backgrounds and identities make to the institution, IFHE commemorates the diversity of its people, be it employees or students.
• Inclusion: IFHE endeavors to foster an environment that is welcoming, respectful, and supportive to every member of the student body and employees and in which obstacles to participation are recognized and resolved.

4. Responsibilities

• Institutional Leadership: Institutional leaders champion EDI initiatives, integrate EDI principles into institutional policies and practices, and foster a culture of inclusion and respect among students and employees.
• Faculty and Staff: Faculty and staff members are responsible for implementing EDI policies and practices within their areas of responsibility, addressing instances of discrimination or harassment, and promoting a respectful learning environment and culture.
• Students: Students are expected to adhere to the principles of this policy, treat others with respect, challenge discrimination, and contribute to creating an inclusive culture within the student community.
• EDI Committee: An EDI committee shall be established to oversee the implementation of EDI initiatives, monitor compliance with EDI policies, and provide guidance and support to students and employees in matters related to equality, diversity, and inclusion.

5. Mitigation Strategies

To mitigate barriers to equality, diversity, and inclusion, IFHE implements the following strategies:

• Providing training and awareness programs on EDI topics.
• Promoting inclusive practices and diversity in recruitment and admissions processes of both students and employees.
• Offering support services for physically challenged students and employees to ensure equal participation and access.
• Facilitating cultural competency and intercultural understanding through educational initiatives and events accessible to students and employees.
• Establishing support networks and affinity groups for underrepresented communities.
• Enforcing policies and procedures to address discrimination, harassment, and bias-based misconduct.
• Conduct regular reviews and assessments of policies, practices, and procedures to identify and address any systemic barriers to EDI.

6. Monitoring and Evaluation

IFHE will monitor and evaluate the effectiveness of this policy through:

• Data collection and analysis of demographic information to assess representation and participation across diverse groups among students and employees.
• Surveys and feedback mechanisms to gauge the experiences and perceptions regarding EDI.
• Reviewing incident reports and outcomes related to discrimination, harassment, or bias-based misconduct.
• Engaging with relevant stakeholders to gather feedback and insights on implementing EDI initiatives.

7. Review and Revision

This policy will be reviewed periodically to ensure its effectiveness and relevance, with revisions made as necessary in consultation with relevant stakeholders. Updates will be communicated transparently.

8. Conclusion

IFHE is committed to advancing equality, diversity, and inclusion as core values that enrich the student community and employees and enhance collective well-being. By upholding this policy and fostering a culture of respect and inclusion among students, IFHE aims to create a welcoming and supportive environment where everyone can thrive.

This policy is titled “Policy for Ethical Organizational Culture for Good Governance” of the university.

1. Introduction

The ICFAI Foundation for Higher Education, a deemed-to-be-University, is committed to fostering a holistic ethical organizational culture that upholds values of diversity, honesty, integrity, respect, and fairness. This policy outlines an approach to developing, promoting, and maintaining ethical standards throughout the institution.

2. Development of Clear Ethical Values

• Consultation Process: Developing ethical values will involve a comprehensive consultation process with stakeholders across the University community, including faculty, staff, students, and administrators. Feedback will be solicited through surveys, focus groups, and Seminars, Workshops and meetings to ensure the values reflect our institutions's diverse perspectives and priorities.
• Once developed, the ethical values will be enshrined in a publicly available strategic document, such as the University's mission and vision statement or a dedicated code of ethics. This document will outline the principles, standards, and expectations that guide ethical behavior within the University.
• Integration into Policies and Practices: The ethical values will be integrated into University policies, procedures, and practices to ensure consistency and alignment across all aspects of University operations. This integration will be facilitated through regular reviews and updates of relevant policies to reflect evolving ethical considerations.
• Communication and Awareness: Efforts will be made to communicate the ethical values effectively to all members of the University community through various channels, including orientation programs, training sessions, newsletters, and the University website. Regular reminders and reinforcement of these values will be provided to maintain awareness and commitment among stakeholders.

3. Training Based on Ethical Values

• Customized Training Modules: Training programs will be developed based on the specific ethical values identified by the University. These modules will be customized to address the unique needs and responsibilities of different groups within the University community, such as faculty, staff, administrators, and student leaders.
• Delivery Methods: Training sessions will be delivered through various methods, including in-person workshops, online courses, webinars, and interactive simulations. The training content will be engaging, relevant, and interactive to enhance learning and retention.
• Ongoing Education: In addition to initial training, ongoing education, and professional development opportunities will be provided to ensure that University community members stay informed about ethical issues and best practices. This may include guest lectures, seminars, panel discussions, and conferences on topics related to ethics and integrity.
• Assessment and Evaluation: The effectiveness of the training programs will be regularly assessed through participant feedback, knowledge assessments, and surveys. Based on the results of these evaluations, adjustments, and improvements will be made to enhance the impact and relevance of the training.

4. Ethical Compliance

• Establishment and Structure: Ethical Compliance will be monitored as a centralized resource within the University administration. Professionals monitoring with expertise in ethics, compliance, and legal affairs will report directly to senior leadership.
• Functions and Responsibilities: The professional monitoring will be responsible for developing, implementing, and overseeing policies and procedures related to ethical conduct and compliance. This includes providing guidance and support to University community members, conducting investigations into ethical violations, and recommending corrective actions and sanctions as necessary.
• Training and Awareness: The ethical compliance team will be key in delivering training and educational programs on ethical issues and compliance requirements. It will promote awareness and understanding of ethical standards through outreach initiatives, communications campaigns, and educational materials.
• Collaboration and Coordination: The ethical compliance team collaborates closely with other University departments and units, such as human resources, academic affairs, research, and student affairs, to ensure a coordinated approach to ethical compliance and risk management.

5. Internal Reporting System and Grievance Procedure

• Confidential Reporting Mechanism: A confidential reporting mechanism, such as an online portal or designated contact person, for individuals to report ethical violations and concerns anonymously if desired, will be established. The Ethical Compliance Team or another designated authority will promptly and thoroughly investigate reports.
• Protection of Whistleblowers: Whistleblowers who report in good faith will be protected from retaliation or adverse consequences. Confidentiality will be maintained to the greatest extent possible, and measures will be taken to safeguard the identity of whistleblowers throughout the investigation process.
• Fair and Transparent Grievance Procedure: A formal grievance procedure will be established for staff members to address employment-related matters, such as discrimination, harassment, wrongful termination, or unfair treatment. This procedure will provide a fair and transparent process for resolving disputes, including opportunities for mediation, arbitration, or formal hearings, as appropriate.
• Documentation and Follow-up: All reports of ethical violations and grievances will be documented, tracked, and followed up on in accordance with established procedures. Regular reporting on the outcome of investigations and actions taken will be provided to relevant stakeholders to promote transparency and accountability.

These detailed elaborations provide a comprehensive framework for each of the four points outlined in the policy, ensuring clarity, effectiveness, and accountability in implementing the University's ethical organizational culture.

6. Implementation and Review

• The implementation of this policy will be the responsibility of all University departments and units, under the guidance of University leadership.
• Policy and associated procedures will be reviewed periodically to ensure their effectiveness and relevance.
• Feedback from the stakeholders will be solicited and incorporated into updates to the policy as necessary.

7. Conclusion

IFHE is committed to creating and maintaining an ethical organizational culture that fosters integrity, respect, and accountability. By implementing this policy, IFHE aims to uphold its core values and promote a community where all members value and practice ethical conduct.

This policy is titled “Sustainable Investment Policy” of the University.

Introduction

The ICFAI Foundation for Higher Education (IFHE), a Deemed-to-be-University, is committed to integrating sustainability principles into our investment decisions to contribute positively to society and the environment. This policy outlines our dedication to investing in a manner that aligns with environmental, social, and governance (ESG) considerations. This policy serves as a public declaration of our commitment to socially responsible investing and the University's social responsibility.

Objectives
1. Environmental Responsibility

• Prioritize investments in renewable energy, clean technology, sustainable agriculture, and other environmentally sustainable sectors.
• Avoid investments in industries known for significant negative environmental impacts, such as fossil fuels and deforestation.

2. Social Impact

• Invest in companies and projects that promote social equity, diversity, and inclusion and contribute to addressing global health crises, poverty alleviation, and economic empowerment.
• Support initiatives that improve access to healthcare, education, affordable housing, and community development, especially in underserved areas.

3. Governance and Ethics

• Integrate governance considerations into investment decisions, emphasizing transparency, accountability, and ethical business practices.
• Refrain from investing in companies with a history of unethical conduct, human rights violations, or labor abuses.

Implementation
1. Investment Criteria

• Develop clear investment criteria and guidelines incorporating ESG factors into our decision-making process.
• Collaborate with investment managers and advisors to identify investment opportunities aligned with our sustainability objectives.

2. Portfolio Diversification

• Diversify our investment portfolio to optimize returns while adhering to our sustainability goals.
• Actively seek impact investment opportunities, including sustainable infrastructure projects and social enterprises.

Monitoring and Evaluation
1. Performance Tracking

• Establish key performance indicators (KPIs) and benchmarks to monitor our investments' social, environmental, and financial performance.
• Regularly assess and report on the positive impacts generated by our sustainable investments, including contributions to environmental conservation and social welfare.

2. Engagement and Advocacy

• Engage with investees and asset managers to encourage sustainable business practices and responsible behavior.
• Advocate for policy changes and industry standards that support sustainable investing and ESG integration.

Review and Revision

This policy will be reviewed periodically to ensure its effectiveness and relevance, with revisions made as necessary in consultation with relevant stakeholders. Updates will be communicated transparently.

Conclusion

IFHE’s Sustainable Investment Policy reflects its commitment to responsible investing practices that benefit the institution and the society. IFHE aims to generate positive impacts by aligning investments with sustainability principles while achieving financial returns and fulfilling our university's social responsibility.