The University of Dhaka (DU), founded under the Dhaka University Order 1973, is nationally recognized as a leading institution for promoting gender equality in higher education. With women comprising nearly 45% of all students in 2024, DU combines statutory responsibility with strong institutional commitment to create an inclusive, safe, and empowering environment for women across teaching, research, administration, and campus life. As the first university in Bangladesh to establish a Department of Women and Gender Studies (DWGS) and one of the earliest to introduce childcare, maternity support, and anti-discrimination mechanisms, DU serves as a national pacesetter for SDG 5.

1. Women’s Access & Participation

DU systematically tracks female applicants, admission rates, and enrolment trends. Female enrolment increased from 42.21% (2022) to 44.20% (2024), demonstrating steady progress toward gender parity. In admissions for 2024:

• Female applicants: 170,552
• Female students admitted: 2,994
  The University has adopted targeted access policies, including outreach programs, scholarships, and special support for women from rural and disadvantaged backgrounds.

2. Support Schemes for Women

DU runs structured access and retention schemes:

• The DU Fund for Financially Challenged Students provided monthly assistance to 585 female students in 2023–24.
• DWGS partnered with private organizations to offer menstrual health and sanitary support.
• Women’s STEM participation was promoted through high-impact events such as SheSTEM: Career Knows No Gender (2024).

3. Representation of Women in Academia

Women’s leadership is rising through transparent promotions, mentoring, and inclusion on academic committees. In 2024:

DU also tracks women’s graduation outcomes:

• Total graduates (2024): 11,038
• Female graduates: 4,369 (39.58%)
  Women earn degrees across STEM, Medicine, Arts, Humanities, and Social Sciences, supported by targeted mentoring and flexible academic pathways.

4. Non-Discrimination & Inclusion

DU maintains zero tolerance for discrimination and harassment. Key policies include:

• Gender non-discrimination in admissions, scholarships, housing, and employment
• Confidential grievance mechanisms
• Protection of individuals reporting discrimination
• Mandatory High Court–compliant anti-harassment committees

5. Maternity, Paternity & Childcare Support

The University’s maternity policy—aligned with national law—provides:

• 6 months of paid maternity leave for employees
• Academic flexibility for pregnant postgraduate students
• Day-care and breastfeeding facilities
• Health and counselling services
• Re-entry support after maternity

DU also introduced a Paternity Leave Policy (2024) offering

• 5 days paid leave per birth for eligible male employees,
  which strengthens shared caregiving and enhances women’s sustained participation.

Childcare centres at IER and FBS support both students and staff, providing safe, supervised care aligned with academic and work schedules.

Conclusion

Through structured policies, transparent monitoring, access schemes, inclusive facilities, and strong anti-discrimination safeguards, the University of Dhaka demonstrates a comprehensive and forward-looking commitment to SDG 5: Gender Equality. DU not only ensures equal access, participation, and safety for women but also leads nationally in gender-responsive governance, making it a benchmark institution in the Global South.