The purpose of this policy is to set out a framework as per the guidelines laid down in the Transgender Persons (Protection of Rights) Rules 2020 for how the University will support staff who wish to take steps to change the gender identity they were assigned at birth, or have already done so. The policy and associated guidance give more detail on how the University’s Equality Policy applies to transgender people.

This policy is designed to focus on the support and advice that the University can offer to all of its staff members who are undergoing any form of gender reassignment, honoring the choice of the individual and maintaining privacy of the same.

Fair and equal treatment while on courses because of their gender identity or because they propose to or have transitioned.
Staff will not be excluded from employment or promotion or redeployment opportunities because of their gender identity.
Requests to change name and gender on records will be handled promptly and Staff and students will be made aware of any implications of the changes.
The University will respect the confidentiality of all transgender staff members and will not reveal information relating to their transgender status without the prior agreement of the individual.
Transphobic abuse, harassment or bullying (name-calling/derogatory jokes, unacceptable or unwanted behaviour, intrusive questions etc.) will not be tolerated and will be dealt with under the appropriate procedure
The University shall strive to develop appropriate facilities for transgender students and Staff, such as gender neutral toilets.
Staff undergoing medical and surgical procedures related to gender reassignment will receive positive support from the University to meet their particular needs during this period.
The University recognizes that transgender Staff come from diverse backgrounds, and will strive to ensure they do not face discrimination on the grounds of their gender identity or in relation to other aspects of their identity, for example, their race, age, religion, disability or sexual orientation.

A Staff going through the process of gender reassignment can seek support from their manager, local College/Support Group Head of HR or HR Advisor or Occupational Health. Self referrals can also be made to the University’s Counseling service.
It is imperative that confidentiality is maintained at all times, for staff and students who may be going under transition or have in the past undergone gender reassignment.

Concerned staff will be required to submit the Certificate of identity along with the identity card as issued by the District Magistrate under sub-rule (1) of the Transgender Persons (Protection of Rights) Act, 2019 (40 of 2019) in case of change in Name, Gender or Photograph in the official University records.

All grievances pertaining to Transgender Staff shall be undertaken by the designated complaint officer as notified. The complaint Officer so designated shall enquire into the complaints so received and submit an enquiry report to the Registrar of the University within fifteen days from the date of receipt of such complaints.
The Registrar shall take action on the enquiry report submitted by the Complaints Officer within fifteen days from the date of submission of the report.