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This article argues that religious mythologies and cultural narratives about the timelessness of gender diversity in South Asia frame the formation of the transgender subject of rights in India. The authors interrogate a verdict issued by the Supreme Court of India in 2014 and the Transgender Person Bill of Rights (2018) to ascertain the frames of recognition accorded diverse transgender communities in India. This is followed by an analysis of the category of eunuch created and criminalized by British colonizers and the present-day category of transgender based on self-affirmation of gender. The conflating of religious mythologies into deliberations about transgender constitutional rights reveals how the supposedly secular rights – based claims of and for transgender communities are mediated through a predominantly Hindu Brahmanical imagination of the rights-bearing transgender subject. The authors examine autobiographical narratives by three prominent transgender rights activists in India: Laxmi Narayan Tripathi, Living Smile Vidya, and A. Revathi, who provide conflicting visions about the role of religion and state recognition of transgender identities. The authors argue the need for theorizing transgender subjectivities from non-Brahman, Dalit, transmasculine, and non – North Indian perspectives. Such theorizations reveal the potential of coalitional transgender activisms that seek to disrupt Hindu-nationalist hailing of the transgender subject of rights in contemporary India. The authors offer new directions in transgender studies by showing how religious narratives, ritual and performance lie at the heart of transgender subject formation while gesturing toward how such formation risks subsuming transgender identities within (Hindu) nationalist projects.

Because transgender individuals experience widespread employment discrimination, counselors need to understand and be able to work with members of the gay, lesbian, bisexual, and transgender communities. The aim of this article is to help counselors become more transgender literate by (a) defining gender dysphoric disorder and related terms; (b) discussing the causes, diagnosis, and treatment of gender dysphoria; (c) highlighting career realities faced by transgender employees; (d) touching upon legal issues pertaining to transgender workers; and (e) offering a few suggestions to counselors working with transgender clients.

The purpose of this paper is to recommend non-discriminatory policies and practices regarding transgender individuals in the workplace. This paper will summarize workplace discrimination legal cases involving transgender individuals. Specifically, employers can be held financially responsible if they fire or discriminate against transgender individuals on the basis of gender identity and gender expression and can be required to use affirmed pronouns, revise policies, and provide training to employees regarding non-discrimination. Employers cannot discriminate against transgender individuals for transitioning, cannot prevent transgender individuals from using a particular bathroom or locker room, and cannot require employees to medically transition prior to gender identity recognition. Employers can be required to allow medical services related to transgender care. Finally, transgender individuals are a protected class under Title VII. This paper discusses the historical and current legal cases that prevent employment discrimination and proposes policies and practices. Recommendations for social workers include creating a sufficient non-discrimination policy, consulting with experts, becoming recognized on an equality index, educating others by not shaming them, and following the social work code of ethics.

On a field trip with students, a transgender teacher is verbally assaulted by a stranger and struggles with making this a teaching opportunity.