Policy on Non-Discrimination Against Transgender Persons

1. Preamble

Kalinga University is committed to fostering a safe, inclusive, equitable, and respectful educational and working environment for all members of the University community. The University recognizes the dignity, equality, identity, and rights of every individual and is committed to ensuring that no person is subjected to discrimination, harassment, exclusion, victimization, or unfair treatment on the basis of gender identity or gender expression. The University recognizes transgender persons as an integral part of the University community and respects their right to live, study, work, and participate in University activities with dignity, equality, privacy, and freedom from discrimination.

Through this Policy, Kalinga University seeks to establish institutional mechanisms to prevent discrimination against transgender persons, promote awareness and sensitization, provide appropriate support and grievance-redressal mechanisms, and ensure equal access to education, employment, facilities, services, and opportunities. This Policy shall be implemented in accordance with applicable constitutional provisions, laws, regulations, and directions of competent authorities relating to equality, dignity, non-discrimination, and the rights of transgender persons.

2. Principles

The University shall be guided by the following principles:

2.1 Equality and Non-Discrimination

Every transgender person shall be treated equally and fairly and shall have equal access to education, employment, University facilities, services, activities, and opportunities without discrimination.

2.2 Respect and Dignity

Every individual shall be treated with respect, dignity, empathy, and sensitivity irrespective of gender identity or gender expression.

2.3 Recognition of Gender Identity

The University shall respect an individual’s self-identified gender identity and shall promote institutional practices that recognize and respect transgender persons.

2.4 Inclusion and Equity

The University shall promote an inclusive campus environment in which transgender students, faculty members, staff, researchers, contractual personnel, and other stakeholders can participate fully in academic, administrative, cultural, residential, sports, and extracurricular activities.

2.5 Privacy and Confidentiality

Personal information relating to a person’s gender identity, transition, medical information, or other sensitive personal information shall be handled with appropriate confidentiality and shall not be disclosed without consent except where disclosure is required by law or necessary for legitimate institutional purposes.

2.6 Safety and Freedom from Harassment

The University shall take appropriate measures to prevent bullying, ragging, harassment, intimidation, humiliation, victimization, and other forms of discriminatory conduct against transgender persons.

2.7 Shared Responsibility

Creating an inclusive and discrimination-free campus is a collective responsibility of students, faculty members, staff, administrators, authorities, and other members of the University community.

3. Objectives

The Policy aims to:

• Prevent discrimination against transgender persons within the University community.
• Promote equality, dignity, respect, inclusion, and equal opportunity for transgender persons.
• Establish a safe, supportive, and inclusive campus environment.
• Ensure that transgender students have equal opportunities to pursue education and participate in academic, cultural, sports, residential, and extracurricular activities.
• Ensure fair and non-discriminatory employment practices for transgender faculty members, staff, researchers, and other personnel.
• Prevent bullying, harassment, ragging, humiliation, victimization, exclusion, and other discriminatory practices.
• Promote awareness and sensitization regarding transgender persons, gender identity, gender expression, and respectful institutional conduct.
• Establish accessible mechanisms for reporting and redressal of complaints relating to discrimination or harassment.
• Protect the privacy and confidentiality of transgender persons.
• Facilitate access to appropriate counselling, healthcare, welfare, and support services wherever required.
• Promote an institutional culture based on equality, empathy, mutual respect, and human dignity.
• Ensure that University policies, procedures, forms, records, and practices are progressively reviewed to promote inclusion and prevent discrimination.

4. Guidelines

4.1 Equal Access to Education

The University shall:

• Ensure that transgender students are not denied admission, registration, continuation of studies, examinations, scholarships, or other academic opportunities on the basis of their gender identity.
• Ensure equal participation in academic programmes, research activities, internships, placements, seminars, conferences, clubs, societies, and other University activities.
• Promote an educational environment free from discrimination, bullying, harassment, and humiliation.
• Take appropriate measures to address barriers that may prevent transgender students from participating fully in University life.

4.2 Admission and Enrollment

The University shall seek to ensure that admission and enrollment procedures are fair, transparent, inclusive, and non-discriminatory. Where institutional forms or records require information relating to gender, the University shall make reasonable efforts to provide appropriate and respectful options consistent with applicable law and University requirements. No applicant or student shall be subjected to unnecessary questioning, humiliation, or disclosure concerning their gender identity.

4.3 Employment and Workplace Equality

The University shall promote equal opportunity for transgender persons in recruitment, appointment, promotion, training, professional development, remuneration, workplace participation, and other employment-related matters. Employment decisions shall be based on qualifications, merit, suitability, performance, and applicable institutional criteria and shall not be influenced by a person’s gender identity or gender expression.

The University shall promote a respectful and inclusive workplace for transgender faculty members, staff, researchers, contractual personnel, and other employees.

4.4 Respectful Communication and Identity

All members of the University community are expected to communicate respectfully with transgender persons. University authorities, faculty members, staff, and students shall make reasonable efforts to use the name, pronouns, and gender identity communicated by an individual, subject to applicable institutional procedures and legal requirements. Intentional humiliation, mocking, derogatory remarks, or repeated disrespectful conduct directed at a person because of their gender identity shall not be permitted.

4.5 Prevention of Harassment and Bullying

The University shall not tolerate:

• Verbal or physical harassment based on gender identity or gender expression.
• Bullying, intimidation, threats, or humiliation.
• Derogatory comments, slurs, jokes, or gestures.
• Deliberate social exclusion or victimization.
• Cyberbullying or online harassment.
• Unwanted disclosure of a person’s transgender identity or personal information.
• Discriminatory treatment in classrooms, hostels, workplaces, laboratories, libraries, sports facilities, or other University spaces.
• Any other conduct that violates the dignity, safety, or equality of a transgender person.

Complaints shall be dealt with through appropriate University grievance-redressal mechanisms and applicable disciplinary procedures.

4.6 Hostel and Residential Facilities

The University shall strive to ensure that transgender students residing in University accommodation are treated with dignity, safety, privacy, and fairness. Accommodation-related concerns shall be addressed sensitively, taking into account the individual’s gender identity, safety, privacy, applicable institutional rules, and legal requirements. Hostel authorities and wardens shall be sensitized to prevent discrimination, harassment, bullying, or victimization.

4.7 Access to Common Facilities

The University shall work towards ensuring that transgender persons can access University facilities and services in a safe, respectful, and non-discriminatory manner. Where appropriate and feasible, the University may provide or designate gender-neutral or inclusive facilities, including washroom facilities, to enhance privacy, dignity, and accessibility for members of the University community.

4.8 Health, Counselling and Support

The University shall facilitate access to appropriate counselling, wellness, healthcare, and referral services for transgender students and employees. Counselling and support services shall be provided in a respectful, non-judgmental, and confidential manner. No person shall be subjected to coercion, humiliation, or discriminatory treatment in connection with seeking counselling or healthcare support.

The University’s existing counselling, wellness, and medical infrastructure may be utilized for providing appropriate support. The University policy framework already recognizes counselling, referral, medical support, confidentiality, and a supportive campus environment as important institutional responsibilities.

4.9 Sensitization and Awareness

The University shall organize, as appropriate:

• Awareness programmes on transgender rights and inclusion.
• Sensitization programmes for faculty members and staff.
• Orientation sessions for students.
• Workshops on respectful communication and prevention of discrimination.
• Seminars, expert lectures, campaigns, and educational programmes.
• Information and educational materials promoting equality and inclusion.

The University shall encourage a culture of empathy, mutual respect, and acceptance.

4.10 Mentor-Mentee Support

Faculty mentors shall contribute to creating a safe, respectful, and inclusive environment for all students, including transgender students.

Mentors shall:

• Treat students fairly and without prejudice.
• Respect students’ privacy and confidentiality.
• Provide appropriate academic and personal guidance.
• Encourage students to seek institutional support when required.
• Facilitate referral to appropriate counselling, wellness, grievance, or other support services where necessary.
• Avoid discriminatory assumptions or judgments based on gender identity or gender expression.

The existing University Mentor-Mentee framework emphasizes trust, mutual respect, empathy, confidentiality, professional boundaries, and an inclusive mentoring environment.

4.11 Grievance Redressal

Any student, faculty member, staff member, researcher, contractual employee, or other stakeholder who experiences discrimination, harassment, victimization, or exclusion on the basis of gender identity or gender expression may approach the appropriate University grievance-redressal mechanism.

The University shall:

• Provide accessible channels for submitting complaints.
• Maintain confidentiality to the extent reasonably possible.
• Ensure that complaints are handled fairly and sensitively.
• Take appropriate action in accordance with applicable University rules and law.
• Protect complainants and witnesses from retaliation or victimization.
• Maintain appropriate records of complaints and actions taken.

Where a complaint falls within the jurisdiction of another statutory or institutional mechanism, it shall be referred to the appropriate authority in accordance with applicable rules.

4.12 Protection from Retaliation

No person shall be subjected to retaliation, intimidation, adverse treatment, or victimization for:

• Making a complaint in good faith;
• Supporting a complainant;
• Participating in an inquiry or grievance process; or
• Seeking assistance under this Policy.

False or malicious complaints, where established through due process, may be dealt with under applicable University rules.

4.13 Confidentiality and Privacy

The University shall take reasonable steps to protect the privacy of transgender persons. Information concerning gender identity, personal circumstances, counselling, healthcare, complaints, or grievance proceedings shall be accessed only by authorized persons on a need-to-know basis, subject to applicable law and institutional requirements. The University shall discourage unnecessary disclosure of sensitive personal information.

4.14 Student Engagement and Peer Support

The University shall encourage student-led initiatives, clubs, awareness programmes, peer-support activities, and other constructive initiatives that promote equality, inclusion, dignity, and respect. Students shall be encouraged to contribute to a campus culture free from discrimination and harassment.

4.15 Accessibility of Policy and Support Information

Information regarding this Policy, grievance mechanisms, counselling services, welfare support, and relevant University resources shall be made readily available to students, faculty members, staff, and other stakeholders.

5. Roles and Responsibilities

5.1 University Authorities

The competent University authorities shall:

• Ensure implementation of this Policy.
• Provide appropriate institutional support and resources.
• Review institutional practices to identify and address discriminatory barriers.
• Ensure that complaints are addressed through appropriate mechanisms.
• Promote an inclusive institutional culture.

5.2 Faculty and Staff

Faculty members and staff shall:

• Treat all students and colleagues with dignity and respect.
• Avoid discriminatory language and conduct.
• Maintain appropriate confidentiality.
• Support students who report discrimination or harassment.
• Refer concerns to the appropriate University authority when necessary.

5.3 Students

Students shall:

• Respect the dignity and identity of all members of the University community.
• Refrain from discriminatory, harassing, humiliating, or abusive conduct.
• Avoid sharing another person’s private information without consent.
• Report incidents of serious discrimination or harassment through appropriate channels.
• Contribute positively to an inclusive campus environment.

6. Institutional Support Infrastructure

The University shall utilize and strengthen existing institutional mechanisms, as appropriate, for implementation of this Policy, including:

• Student Counselling and Wellness Cell;
• Medical Room;
• Mentor-Mentee system;
• Grievance Redressal mechanisms;
• Internal and other appropriate institutional committees;
• IQAC and relevant administrative authorities;
• Student welfare and support services.

The existing policy framework provides for institutional oversight, counselling, medical support, mentoring, grievance handling, and periodic review, which may provide a foundation for implementation of this Policy.

7. Monitoring and Review

• The University shall designate an appropriate authority or committee to oversee the implementation of this Policy.
• Periodic assessment, feedback, and review mechanisms may be undertaken to evaluate the effectiveness of institutional measures.
• Awareness and sensitization activities shall be reviewed periodically.
• Complaints and concerns relating to discrimination shall be appropriately monitored while protecting the confidentiality and privacy of individuals.
• Institutional policies, forms, procedures, and practices may be reviewed to identify barriers affecting transgender persons.
• The University shall consider emerging legal requirements, institutional needs, and good practices while reviewing this Policy.
• The Policy shall be reviewed at least once every three years or earlier, if required.

8. Accountability and Transparency

• All members of the University community shall share responsibility for maintaining a discrimination-free and inclusive environment.
• University authorities shall ensure appropriate resources and institutional mechanisms for implementation of this Policy.
• Complaints shall be handled fairly, sensitively, and in accordance with applicable University rules and law.
• Appropriate disciplinary or corrective action may be taken against persons found responsible for discriminatory or harassing conduct.
• Information regarding support services and grievance mechanisms shall be readily accessible.
• The University shall maintain appropriate transparency in implementation while safeguarding the privacy and confidentiality of individuals.
• The University shall periodically assess the effectiveness of measures adopted under this Policy and undertake improvements wherever necessary.

9. Non-Discrimination Statement

Kalinga University shall not discriminate against any person on the basis of gender identity or gender expression in matters relating to admission, education, employment, participation, access to University facilities and services, accommodation, student activities, or other institutional functions, subject to applicable laws, regulations, and legitimate institutional requirements. The University is committed to fostering a campus where every individual can learn, work, participate, and develop with dignity, equality, safety, and respect.

10. Approval and Implementation

This Policy on Non-Discrimination Against Transgender Persons shall come into effect from the date of approval by the competent authority of Kalinga University and shall apply to all students, faculty members, staff, researchers, contractual personnel, and other stakeholders associated with the University. The University shall communicate the Policy through appropriate institutional channels and shall take reasonable measures to ensure its effective implementation.