Karnatka University Appoints Its First Transgender Guest Lecturer
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Karnatka University Appoints Its First Transgender Guest Lecturer

kannada-university-appoints-its-first-transgender-guest-lecturer

By appointing Renuka Pujar as their guest lecturer, Karnataka University makes history for being one of the first universities in the state to do so. The 27-year-old completed her master’s from the same university in 2022 and joined the Nandihalli Campus (PG centre) in December 2024. Renuka became a trans person in 2017 and completed her bachelor’s in 2018.

She recalled the struggles she had faced to reach this point in her life. She is also grateful for all the support she has received along the way that made her hopeful and helped her to stay motivated. Her family comes from an agricultural background. They educated her supported her in every way they could and pushed her to achieve better things in life. Moreover, she received help from faculty and staff at the university when she pursued her master’s. She was highly motivated to teach and wanted to pursue a PhD. 

According to the university, she was one of the most qualified candidates for this post. Renuka was selected among 30 candidates who applied for this job. Her good marks and overall adequacy led the committee to appoint her as the guest lecturer. She aims to motivate other transgenders to follow their passion and pursue their education. She serves as an inspiration to many trans people to educate themselves and make notable contributions to society. She also wants everyone to work towards eliminating discrimination and promoting inclusiveness.

Read More: New Data Shows Higher Rates of Loneliness in Transgender and Bisexual Adults

Why is this Necessary?

Gender identity is one of the most fundamental aspects of oneself and changing or hiding that could be extremely uncomfortable. The Work environment in itself can be stressful, and thus, the need for inclusivity arises. While people are now aware and are advocating it, many employers still remain ill-equipped with policies and an inclusive workplace. 

Read More: 10 Tips for Maintaining a Positive Workplace Environment

Workplace Discrimination

The term “transgender” refers to individuals whose gender identity and/or gender expression do not conform to the sex assigned at birth and the gender standards that society has established. The general expectation in a social setting is that one fits into one biological sex, which is one’s gender identity. According to research, significant issues that lead to workplace discrimination among transgender include coming ‘out’ in the workplace, the lack of support received by fellow employees and management, and being accepted with new identities and names in the workplace. 

The discrimination includes being less likely to be hired, lower wages as compared to heterosexual counterparts, and being viewed as ‘an embarrassment to the organization.’ Moreover, transgender employees also face prejudicial treatment, harassment, homophobic behaviours from their colleagues, and discrimination. Their comfort level is not taken into account, and they might have to answer some unwelcoming questions about their identity.

It also includes being excluded, being ‘outed’ against their will, having their property damaged, and being sexually harassed. Some people believe that sexual identities that do not conform to social norms are ‘sinful’ and ‘bad’ and thus should not be tolerated anywhere, leading to workplace discrimination. These constraints lead to anxiety, constant stress, and fear. These symptoms, when experienced for a prolonged period may lead to depression

Read More: Mental Health of LGBTQIA+: The Challenges and Possible Solutions

Microaggression

Microaggression can be described as the type of behaviour that aims to put other people down through subtle and usually non-verbal exchanges. These indistinct behaviours include denying the existence of trans people, leaving them out of groups, using inappropriate descriptions, viewing it as an abnormality, not treating them as equals, asking intrusive questions, focusing on their sex markers, and more. These behaviours are not necessarily or always intentional. The prejudiced thinking could be unintended and unconscious. Microaggression is generally classified into 3 primary types

  • Microassaults: These include verbal insults and inappropriate behaviours towards trans people. While the person might be aware of the words and the language, they do not comprehend the effect it has on the person on the receiving end of it. It can negatively impact the mental and emotional health of a person.
  • Microinsults: Microinsults aim to demean the person it is targeted at. They are statements in the form of ‘jokes’ which are considered to be non-offensive. For example, saying ‘When I was younger, I also wanted to be a boy’ to a male trans person. This might make the person feel belittled, stereotyped, and hurt. 
  • Microinvalidations: Microinvalidations, as the name suggests, make a trans person feel invalidated, excluded, and neglected. It involves a person denying their whole existence and the belief on which it is based. Saying that ‘It will pass’ or ‘It is just a phase’ is microinvalidation. 

Microaggression can lead to increased stress, low self-esteem, lack of sense of belongingness, isolation, and depression.

Mental Health Support

Transgender people face many challenges including the ones mentioned above, throughout their life. In every aspect or area of their lives, they might be subjected to feel different, and alone, and might feel the need to prove themselves. The stereotype discrimination that they are put through regularly may elevate their psychological problems, subsequently affecting their motivation levels, self-esteem, and hope. 

Transgender people frequently find themselves unable to find proper mental health care and other necessary medical services. In various pieces of research, transgenders have often exhibited suicidal ideations as a result of discrimination, stigma, depression, etc. While they are inclined to seek therapy to overcome these, the lack of skills and sensitivity from the therapist might worsen the issues. 

Support Through Professional Help

Trans people often seek help regarding problems with their emotional well-being, relationship satisfaction, and affirmative therapies. Poor access to mental health services is one of the most significant problems. Their requirements and expectations from their therapists include acceptance, non-judgemental behaviour, positive regard, and appreciation for their experiences.

The need for validation is high. Here, group therapy might also work effectively. A person might feel the sense of belongingness that was previously lacking. Moreover, various providers like the World Professional Association for Transgender Health (WPATH) have good treatment guidelines and trained healthcare providers who can help one through numerous problems.

Read more: Washington and Minnesota Lead the Charge as Transgender and Abortion Shelter!

Support Through Family and Other Significant Relationships

People need a support system while transitioning. While this change brings independence and satisfaction for them to express themselves fully, it also brings along the need for support and acceptance from their loved ones. These loved ones can educate themselves better, understand the issues and problems they face, lend a listening ear, and advocate for their rights whenever and wherever necessary.

One can truly actively listen and understand their perspective without judgment and accept them unconditionally. It is also salient to validate their decisions and assure them that someone is there for them through it all. Since transitioning can be a complex process and taxing both physically and mentally, it is essential to be patient and respect their privacy. Do not force them to share more than what they are comfortable with.

Read More: Should rape be a gender-neutral crime that includes men and transgender people?

Social Support

Humans are social animals and hence, all of us rely on others to make us feel included, happy, and safe. Social support is lacking for transgender people due to a lack of acceptance, awareness, and knowledge. Receiving social support can lead to decreased levels of anxiety, depression, and suicidal ideations. While family social support is the most significant support here, support from people around them might help give them a sense of belonging. The coping becomes easier for them when they get the much-needed support. One must continue to educate oneself on sensitive matters to deal with them effectively. Ensure that they never experience loneliness and helplessness.

Read More: Workplace environment and it’s impact on mental health

Support at Workplace

Making the workplace environment inclusive is also a significant step towards the mental health of trans people. The first step towards any kind of improvement is education and awareness, and this area is no different. Moreover, creating an inclusive work environment might promote equality. The leaders and HR of the organization must pay attention to straining and sensitizing the staff and employees. It includes understanding identities and eliminating misconceptions. They should also manage complaints and conflicts within the team without any biases or partiality. 

Inclusive hiring practices can be employed where candidates are interviewed and hired based on their qualifications and talent and not due to other irrelevant factors. Trans people might face discrimination in the workplace through microaggression and system barriers. Removing these might make them feel secure and free to express their strengths.

Read More: Outcry in Peru as Insurance Law Labels Transsexuality as “Mental Disorder”

Conclusion

Renuka Pujar has served as an inspiration to all those people who are hesitant, to all those families who are not educated enough, and to all those workplaces that are not inclusive and accepting. Trans people have the right to express themselves freely and live the way they want to. They must receive support from their families, significant relationships, other social relationships, and the workplace. It is also necessary to eliminate discrimination and microaggression at the workplace for the effective functioning of the organization. It is time to make inclusivity for everyone not merely a goal but embed it into the workplace fabric.

References +

Dietert, M., & Dentice, D. (2009). Gender Identity Issues and Workplace Discrimination: The Transgender Experience. Journal of Workplace Rights, 14(1), 121–140. https://doi.org/10.2190/wr.14.1.g

Dowers, E., White, C., Cook, K., & Kingsley, J. (2020). Trans, gender diverse and non-binary adult experiences of social support: A systematic quantitative literature review. International Journal of Transgender Health, 21(3), 242–257. https://doi.org/10.1080/26895269.2020.1771805

India. (2024, December 28). Trans Person Appointed Guest Lecturer In Karnataka University, Makes History. Www.ndtv.com; NDTV. https://www.ndtv.com/india-news/trans-person-appointed-guest-lecturer-in-karnataka-university-makes-history-7350776

McCann, E., & Sharek, D. (2016). Mental Health Needs of People Who Identify as Transgender: A Review of the Literature. Archives of Psychiatric Nursing, 30(2), 280–285. https://doi.org/10.1016/j.apnu.2015.07.003

Nadal, K. L., Whitman, C. N., Davis, L. S., Erazo, T., & Davidoff, K. C. (2016). Microaggressions Toward Lesbian, Gay, Bisexual, Transgender, Queer, and Genderqueer People: A Review of the Literature. The Journal of Sex Research, 53(4-5), 488–508. https://doi.org/10.1080/00224499.2016.1142495

Thoroughgood, C. N., Sawyer, K. B., & Webster, J. R. (2020, March 1). Creating a Trans-Inclusive Workplace. Harvard Business Review. https://hbr.org/2020/03/creating-a-trans-inclusive-workplace

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