UP’s Anti-discrimination Policy offers a framework with which to address “individual, structural and systemic forms of discrimination and exclusion”, and proposes forms of redress to complainants.

In terms of transgender rights, the policy aims to protect the rights of trans staff and students to dignity at work and in their studies, and “provide support and remedies where unfair discrimination, hate speech and violence are based on sexual orientation, gender identity, gender expression and intersex status”.

If you have found that your right to expressing your gender identity has been breached, first report the issue to a senior person in your department/workspace and take it up with the Transformation Office, before following the steps below, as outlined in UP’s Escalation Policy :

Academic staff and researchers:

• Report the matter to the Head of department/school/centre/institute for resolution.
• If the matter has not been resolved timeously, appropriately or definitively, the matter should be escalated to the dean. 
• Escalation to a level beyond Deans for academic matters should be directed to the Vice-Principal: Academic. 
• Escalation to the Vice-Chancellor and Principal should take place only as a last resort.
• The decision of the Vice-Chancellor and Principal is final. 

Non-academic professional and support staff, service providers and contractors: 

• Report the matter to the relevant line manager and thereafter to the Director of a department or Head of a division or unit. 
• If the matter has not been resolved timeously, appropriately or definitively, the matter should be escalated to the relevant Senior Executive Member (i.e. the Vice-Principal, Chief Financial Officer, Chief Operating Officer, the Registrar).
• Escalation to the Vice-Chancellor and Principal should take place only as a last resort.
• The decision of the Vice-Chancellor and Principal is final.