Mechanism for grievance redressal in ICAR needs to be created for its employees

The recent agitation called by CJSC for different long pending issues are yet to be resolved by the authority of ICAR. It is true that the agitation didn't get so much support as expected from stakeholders of institutes situated outside Delhi.

Employees of some institutes participated in the agitation and they sent some photographs of their agitation. However, it was not as  was expected.

It had been clear that support were not extended by all the stakeholders from institutes though they extended moral support to the agitation.  

It may be because of fear of the authority or lack of awareness. Hence, it is felt that following mechanism needs to be created for positive environment for employees.

1. Confidential Grievance Mechanism: Establish a confidential grievance mechanism where employees can safely report their concerns without fear of reprisal. This can include anonymous channels for reporting, ensuring confidentiality, and protecting employees from any form of retaliation.

2. Employee Assistance Programs: Implement employee assistance programs that provide counseling, support, and guidance to employees facing difficulties or concerns. This can help alleviate fear and provide employees with the necessary resources to navigate challenging situations.

3. Awareness and Training: Conduct awareness programs and training sessions on employee rights, workplace ethics, and respectful behavior. This can help employees understand their rights, raise awareness about acceptable behavior, and empower them to assert their rights without fear.

4. Whistleblower Protection: Establish a clear and robust whistleblower protection policy that safeguards employees who report wrongdoing or violations within the organization. This policy should ensure that employees are protected from retaliation and encourage a culture of transparency and accountability.

5. Leadership Development: Invest in leadership development programs that emphasize ethical leadership, effective communication, and employee engagement. This can help foster a positive and inclusive work environment where employees feel valued and supported.

6. Independent Investigation: In cases where specific incidents or concerns arise, ensure that an independent and impartial investigation takes place. This can help address any wrongdoing, hold accountable those responsible, and provide a sense of justice and fairness to the affected employees.

7. Open Dialogue and Communication: Encourage open dialogue and communication between employees and the authority within the ICAR. Regular meetings, feedback mechanisms, and opportunities for employees to voice their concerns can help bridge the gap and build trust.

8. Role of HR: The Human Resources department should play a proactive role in addressing employee concerns and creating a supportive work environment. HR should act as a mediator, provide guidance, and ensure that appropriate actions are taken to address employee issues.

It is crucial for the ICAR authority to lead by example and demonstrate a commitment to fostering a healthy and respectful work culture. By taking these steps, the organization can begin to address the employees' fear, rebuild trust, and create a more conducive and harmonious workplace.