LGBTQ+ CAUCUS
Presentation to the Staff Senate
Virginia Tech
Thursday, March 20, 2014
LGBT+ Caucus – Priorities & Action Items
Priorities:
• Policy & Administration
• Trans* Inclusion – Policy 1025
• Comprehensive Rights and Benefits
• Research & Educational Mission
• Curriculum, Research, and Demographics
• Campus community events – cultural
opportunities
• Representation
• Safe Zone – program visibility
• Cultural Representation – language and
messaging
1.
2.
3.
4.
5.
6.
Action Items:
Update policy 1025 to include gender identity
and expression following Governor McAuliffe's
executive order No. 1 (01/11/14).
Implement equity in benefits following
repeal of DOMA (06/26/13), Bostic v. Rainey
(02/13/14), and SB252 (in committee now).
Foster equity among
students/faculty/staff/administrator
demographics recruitment, retention,
promotion.
Foster equity in campus events, cocurricular programming.
Increase visibility and participation in
SafeZone trainings.
Implement representational equity in all
University communications.
POLICY & CLIMATE
State of Virginia and Virginia Tech Campus
State of Virginia
• State Law & Public Policy
• Governor’s Executive Order No. 1 – mandates nondiscrimination
• Bostic V. Rainey (02/13/14) – rejects prior restriction on marriage
• SB252 (senate approval, now in committee) – mandates institutional equity in benefits
• State Climate
• Wide variation in experiences across the state
• Equity – employment, access, services, accommodations
• Dignity – regard among peers and community
• Safety – fear of assault and/or reprisal
• Stereotypes that institutions can challenge
• Hostility and danger that state institutions can mitigate
Virginia Tech -- Progress and Deficiencies
Progress
• LGBTQ+ Coordinator
• Growth of SafeZone Program
• Lavender Celebration
• Increased Access to Gender-Inclusive
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Restrooms/Facilities
Increase in Curricular Inclusion
Out in Science, Technology, Engineering, &
Mathematics (oSTEM) Chapter
Graduate Diversity Scholars
Diversity Ally Training
LGBTQ+ Climate Survey
Deficiencies
• VT is 1 of 3 SCHEV Peers (25) who do
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not include Gender Identity/Expression
VT is 1 of 3 who do not provide partner
benefits
Competiveness for Faculty
Lack of support for dialogue regarding
gender identity and expression
Climate Survey
Development of LGBT Survey
Faculty Hires
Student Transfers
Personal Experiences
Virginia Tech - Campus Climate
• Derogatory remarks
• Loss of current employees
• Students transferring to schools with supportive policies
• Inability to recruit top candidates
• Fear for personal safety
• Fear of losing employment
• Fear of reprisal for raising concerns
• Inequity in distribution of honors
• Inequity in distribution of work assignments
Sample Perspectives: political officials
Positive
• “My administration is committed to keeping Virginia
Negative
• “We are disappointed General Assembly Democrats
open and welcoming to all who call our
commonwealth home. Executive Order Number 1
sets the tone for an administration that will not accept
discrimination in any form, and one that will work
tirelessly to ensure all Virginians have equal
opportunity in the workplace, no matter their
backgrounds, race, religion, or whom they love.”
-- Gov. McCauliffe
•
(http://thenewcivilrightsmovement.com/amcauliffe-signs-executive-order1-lgbt-non-discrimination/discrimination/2014/01/13/81661#.UwUzXvldXs)
would choose to make a divisive social issue the
centerpiece of their legislative agenda … Our focus
should be on creating jobs and improving our schools.
That’s what the people of Virginia want us to work on.”
-- Matt Moran, spokesman for the Virginia House
Republican Caucus
•
(http://www.washingtonpost.com/local/virginia-politics/democraticvirginia-lawmakers-press-gay-rights-bills/2014/01/13/7a06526a-7c6111e3-95c6-0a7aa80874bc_story.html)
Sample Perspectives: public commentary
Positive
• ''The time for equality is now! I hope that legislators
Negative
• "I don't dispute that history may be on the side of gay
rights. But to say the "moral arc of the universe" is
bending in that direction? That puts McEachin in a class
with Nietzsche's Madman, who sprang into the public
square announcing God had been murdered by mankind.
But even the madman had the sense to then ask, as his
eyes pierced the startled onlookers, 'Who gave us the
sponge to wipe away the entire horizon?' Who indeed?
Did an angel come down to McEachin and announce that
God is dead and his laws governing human sexuality
have been annulled? Has the law that marriage is the
union of a man and woman, which was put in place at the
creation of mankind, been repealed? I don't think so.
God's universal moral law, immutable as the law of
gravity, is not going to "bend," regardless of how much
the gay lobby and the Democrats might wish it. We
cannot break it. We can only break ourselves against it." - Tom Taylor, novelist and resident of Roanoke, VA.
are listening to their constituents when it comes to
LGBT rights. The decisions being made at the
General Assembly must start reflecting where
Virginians stand when it comes to issues of fairness
and equality.'' - James Parrish, executive director
of Equality Virginia
•
(http://www.metroweekly.com/news/?ak=8805 )
•
(http://www.roanoke.com/opinion/commentary/article_9b975b9c-82db11e3-994f-0019bb30f31a.html)
Sample Perspectives: Virginia Tech
Positive
Negative
• We reject all forms of prejudice and discrimination,
• “While better than the outlying areas of Southwest
including those based on age, color, disability, gender,
national origin, political affiliation, race, religion,
sexual orientation, and veteran status. We take
individual and collective responsibility for helping to
eliminate bias and discrimination and for increasing
our own understanding of these issues through
education, training, and interaction with others.
• We pledge our collective commitment to these
principles in the spirit of the Virginia Tech motto of Ut
Prosim (That I May Serve).
Virginia, Virginia Tech is still highly conservative overall
perhaps due to geography more than anything. The
experience here is to be tolerated but not really accepted,
so there is still much work to be done there.”
• “LGBTQ staff are here because they either love the
school, the program or the academics, not because being
an employee or citizen of the Commonwealth is beneficial
to them in that aspect of their lives. They have made a
decision, a value judgment if you will, to accept certain
limitations and 2nd class citizen status for something that
means as much to them or more in their
service/employment here.”
• “As a member of the LGBTQ community, I feel the
university does not, in any way, advocate for our
interests.”
•
•
(http://www.diversity.vt.edu/principles-of-community/principles.html)
(Considerations for Assessment of the Campus Climate for LBGTQ
Faculty and Staff at Virginia Tech)
Sample Perspectives – VT Staff
• “The college climate, while much better than the outlaying rural areas, is still one where I feel
like a token minority. Tolerated, but definitely not accepted. Addressing that by providing
partner benefits at the University would be one small but noticeable way to be more
inclusive.” – anonymous, VT staff
• I am willing for this comment to be used, because it is true. It happened to me all the time […].
However, I would need to to be posted on condition of personal anonymity, because I could
still get negative splashback about it, if my name was published. There are many good people
at VT too. But the bigots are louder and more frequent with their comments. Virginia Tech has
a good written inclusiveness policy. And some faculty and staff work by it. Others don't. it's
because of those who don't, that the policy often fails in practice. Virginia Tech employs some
diversity supporting staff, but also some of the most bigoted people I have ever met, especially
in its long term dining hall staff. When I worked at [department omitted], I had the stress of
hearing 5 long term staff make negative remarks about "fags" on a daily basis. It is part of the
reason I no longer work there. Still distressed from that.” – anonymous, VT Staff
POLICY & ADMINISTRATION
Virginia Tech
Virginia Tech Human Resources
Governor McAuliffe's Executive Order No. 1
• “This policy specifically prohibits discrimination
on the basis of race, sex, color, national origin,
religion, sexual orientation, gender identity,
age, political affiliation, or against otherwise
qualified persons with disabilities. The policy
permits appropriate employment preferences
for veterans and specifically prohibits
discrimination against veterans.”
Virginia Tech Policy 1025
• “Virginia Tech does not tolerate discrimination or
harassment on the basis of age, color, disability,
gender, genetic information, national origin,
political affiliation, race, religion, sexual
orientation, [gender identity, gender
expression], veteran status, or any other basis
protected by law. Such behavior is inconsistent
with the university’s commitments to excellence
and to a community in which mutual respect is a
core value as articulated in the Virginia Tech
Principles of Community. The prohibition
against discrimination and harassment applies
to all levels and areas of university operations
and programs, to students, administrators,
faculty, staff, volunteers, vendors and
contractors.”
Comprehensive Rights and Benefits
Court Decision and SB252
• Bostic v. Rainey: The Court ENJOINS the Commonwealth
from enforcing Sections 20-45.2 and 20-45.3 of the Virginia
Code and Article §15-A of the Virginia Constitution to the
extent these laws prohibit a person from marrying another
person of the same gender” (Bostic v. Rainey)
• SB252 -- Insurance; employees of public institutions of
higher education or localities. Requires the state health
plan, for employees of higher education, to provide means
for coverage of any other class of persons as may mutually
be agreed upon by the institution and the employee to be
purchased. The bill also expands the list of people who may
be provided certain types of insurance by a locality, adding
the dependents of officers and employees of a locality, as
well as the dependents of those employed by commissions
and other entities controlled by or working closely with a
locality, to the list of people to whom a locality may provide
accident and health insurance. […] Amends § 15.2-1517,
§ 2.2-2818, of the Code of Virginia
Comprehensive Benefits?
• Recruitment, Hiring, Retention,
Promotion
• Insurance
• Domestic Partner Benefits
• Affirming Practitioners & Providers
• Trans* Health Resources
• Facilities & Accommodations
• Gender-inclusive restrooms, locker rooms,
athletics training facilities
• Residence Halls
PEER COMPARISONS
SCHEV Institutions
Virginia Tech SCHEV Peer Institutions
• University of California,
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Berkeley
University of California, Davis
University of Colorado at
Boulder
Cornell University
University of Florida
University of Illinois at
Urbana-Champaign
Iowa State University
University of Maryland,
College Park
University of Michigan, Ann
Arbor
• Michigan State University
• University of Minnesota - Twin
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Cities
University of Missouri Columbia
North Carolina State
University
The Ohio State University
Pennsylvania State University
University of Pittsburgh
Purdue University
Rutgers, The State University
of New Jersey
• State University of New York
•
•
•
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at Buffalo
University of Southern
California
Stony Brook University
Texas A&M University
The University of Texas at
Austin
The University of Washington
- Seattle
University of Wisconsin –
Madison
Includes gender identity/expression in non-discrimination statement
(Source: University Pride)
• University of California, Berkeley • Michigan State University (2007)
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(2004)
University of California, Davis
(2004)
University of Colorado at
Boulder (2011)
Cornell University (2005)
University of Florida (2010)
University of Illinois at UrbanaChampaign (2005)
Iowa State University (2005)
University of Maryland, College
Park (2012)
University of Michigan, Ann
Arbor (2007)
• University of Minnesota - Twin
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Buffalo (2010)
University of Southern California
(2004)
Stony Brook University (2005)
Texas A&M University
The University of Texas at Austin
(2008)
The University of Washington –
Seattle (2006)**
University of Wisconsin –
Madison (2005)
Virginia Tech
Cities (2012)
University of Missouri •
Columbia
•
North Carolina State University •
(2005)*
The Ohio State University (2004)•
Pennsylvania State University
(2006)
•
University of Pittsburgh (2008)
Purdue University (2010)
•
Rutgers, The State University of
* “sex” is defined to include “actual or perceived
New Jersey (2008)
gender identity and gender expression”
State University of New York at ** part of “sexual orientation” definition
Excludes gender identity/expression in non-discrimination
statement
• University of California, Berkeley • University of Minnesota - Twin
• University of California, Davis
• University of Colorado at Boulder
• Cornell University
• University of Florida
• University of Illinois at Urbana-
Champaign
Cities
• University of Missouri - Columbia
• North Carolina State University
• The Ohio State University
• Pennsylvania State University
• University of Pittsburgh
• Iowa State University
• Purdue University
• University of Maryland, College
• Rutgers, The State University of
Park
New Jersey
• University of Michigan, Ann Arbor• State University of New York at
• Michigan State University
Buffalo
• University of Southern California
• Stony Brook University
• Texas A&M University
• The University of Texas at Austin
• The University of Washington -
Seattle
• University of Wisconsin –
Madison
• Virginia Tech
Offer Partner/LGBTQ+ Benefits
• University of California, Berkeley • University of Minnesota - Twin
• University of California, Davis
• University of Colorado at Boulder
• Cornell University
• University of Florida
• University of Illinois at Urbana-
Champaign
Cities
• University of Missouri - Columbia
• North Carolina State University
• The Ohio State University
• Pennsylvania State University
• University of Pittsburgh
• Iowa State University
• Purdue University
• University of Maryland, College
• Rutgers, The State University of
Park
New Jersey
• University of Michigan, Ann Arbor • State University of New York at
• Michigan State University
Buffalo
• University of Southern California
• Stony Brook University
• Texas A&M University
• The University of Texas at Austin
• The University of Washington -
Seattle
• University of Wisconsin –
Madison
• Virginia Tech
No Partner/LGBTQ+ Benefits
• University of California,
Berkeley
• University of California, Davis
• University of Colorado at
Boulder
• University of Minnesota - Twin • Stony Brook University
Cities
• University of Missouri -
Columbia
• North Carolina State University
• Texas A&M University
• The University of Texas at
Austin
• The University of Washington -
• Cornell University
• The Ohio State University
• University of Florida
• Pennsylvania State University • University of Wisconsin –
• University of Illinois at Urbana- • University of Pittsburgh
Champaign
• Iowa State University
• University of Maryland, College
Park
• University of Michigan, Ann
Arbor
• Michigan State University
• Purdue University
• Rutgers, The State University
of New Jersey
• State University of New York at
Buffalo
• University of Southern
California
Seattle
Madison
• Virginia Tech
RESEARCH & EDUCATIONAL MISSION
Virginia Tech
Mission – Benchmarks and Aspirations
Research & Curriculum
• Demographic representation of
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LGBTQ+ persons among faculty
and instructors…
…among researchers.
…among staff.
Courses primarily on LGBTQ+
topics
Courses with LGBTQ+ content
Funding and support of LGBTQ+specific research projects.
Co-Curriculum
• Community programming, events
featuring LGBTQ+ people
• Intersectional programs – people of
color, women, people with
disabilities, veterans, etc.
• Student Organizations
• Demographic representation of
LGBTQ+ persons among
administrators and professional
faculty.
REPRESENTATION
Virginia Tech
SafeZone Program Objectives:
Representation
SafeZone Training Sessions:
1.
2.
3.
4.
5.
6.
Safe Zone 101
Trans* 101
New River Valley Resources
Suicide Watch and
Prevention
LGBTQ+ History
Legal & Compliance
• To identify a network of allies who are concerned,
empathetic, and knowledgeable about lesbian, gay,
bisexual, and transgender questions.
• To provide evidence of the support of LGBTQ+
people and their allies within the Virginia Tech
community by posting a sign as tangible evidence
of that support.
• To reduce the fear of reprisal and discrimination
by LGBTQ+ people and their allies within the
Virginia Tech community.
• To assist LGBTQ+ and allied students in
achieving their educational goals by creating an
environment in which they can be themselves.
(http://www.mps.vt.edu/lgbtq/safezone/)
Consistency in:
Representation
Language and Messaging
• Partners, significant others
• Gender-inclusive pronouns
• Inclusive images and artistic
representations of individuals
• Benchmark: Iowa State
University Policy on Inclusive
Language
• Public Relations & Outreach
• News & Communications
• Alumni Relations
• Admissions/Recruitment Materials
• Websites
• Publications
• Advertising/Publicity
(http://www.policy.iastate.edu/policy/language)
LGBT+ Caucus – Priorities & Action Items
Priorities:
• Policy & Administration
• Trans* Inclusion – Policy 1025
• Comprehensive Rights and Benefits
• Research & Educational Mission
• Curriculum, Research, and Demographics
• Campus community events – cultural
opportunities
• Representation
• Safe Zone – program visibility
• Cultural Representation – language and
messaging
1.
2.
3.
4.
5.
6.
Action Items:
Update policy 1025 to include gender identity
and expression following Governor McAuliffe's
executive order No. 1 (01/11/14).
Implement equity in benefits following
repeal of DOMA (06/26/13), Bostic v. Rainey
(02/13/14), and SB252 (in committee now).
Foster equity among
students/faculty/staff/administrator
demographics recruitment, retention,
promotion.
Foster equity in campus events, cocurricular programming.
Increase visibility and participation in
SafeZone trainings.
Implement representational equity in all
University communications.
Invent the Future:
What would make Virginia Tech the number
one choice in the region, the state, the nation,
globally for LGBTQ+ students, faculty, staff,
and administrators?
LGBTQ+ CAUCUS
Contact:
•
Chad Mandala cmandala@vt.edu
• Phil Nelson kenelso2@vt.edu
• Christian Matheis matheisc@vt.edu
References & Resources
• Bostic v. Rainey (https://casetext.com/case/bostic-v-rainey#.UweJNfldX-s)
• GLSEN Report on Virginia Schools (http://www.glsen.org/download/file/MzIxNQ==)
• Considerations for Assessment of the Campus Climate for LBGTQ Faculty and Staff at Virginia Tech
• Iowa State University Policy on Inclusive Language (http://www.policy.iastate.edu/policy/language)
• LGBT+ Caucus of Virginia Tech (http://www.vtlgbtcaucus.org/)
• LGBTQ+ Resources at VT (http://www.lgbta.org.vt.edu/resources.php)
• LGBTQ+ Coordinator, Multicultural Programs and Services
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(http://www.mps.vt.edu/LGBTQ+/LGBTQ+_coordinator/index.html)
Patridge, Barthelemy, and Rankin -- “Factors Impacting the Academic Climate for LGBQ STEM Faculty”
(http://www.dl.begellhouse.com/journals/00551c876cc2f027,761a7b37493b2d86,6fe4cda94f55abdf.htVirginia
Governor’s Executive Order No. 1 (https://governor.virginia.gov/policy/executive-orders/eo-1-equal-opportunity/)
ml)
Virginia Tech Policy 1025: (http://www.hr.vt.edu/oea/harassment/)
Rankin, S., Weber, G., Blumenfeld, W., and Frazer, M.S. (2010). 2010 State of Higher Education for LGBT People.
Charlotte, NC: Campus Pride. (http://lgbtq.sdes.ucf.edu/docs/campuspride2010lgbtreportsummary.pdf)
SBS252: Insurance; state health care plan to provide that coverage of 1 additional adult may be purchased.
(http://leg1.state.va.us/cgi-bin/legp504.exe?ses=141&typ=bil&val=SB252)
Comments contributed by VT Faculty and Staff