“From Inclusion to Acceptance”

Report of the Task Force on the Campus Climate for Transgender, Bisexual, Lesbian, and Gay (TBLG) Faculty, Staff, and Students
(April, 2004)

TBLG Task Force Report Follow-up
(January 2006)

September 2004: The President and the executive officers discussed the TBLG report recommendations and endorsed a follow-up plan. For Task Force report recommendations that fall within a specific area or office, the President and the executive officers took responsibility for follow-up.

Fall 2004: The executive officers appointed three subcommittees:

• Name Changes for TBLG Faculty, Students, and Staff
• Education, Orientation, and Visibility for TBLG Faculty, Students, and Staff
• Health Care for TBLG Faculty, Staff, and Students

The charge to each subcommittee was to examine the recommendations; gather more information, if needed; consult with the executive officers who had appointed the subcommittee or consult with other people, as needed; take action, as appropriate; and report back to the appropriate executive officers.

May 2005: The executive officers shared their progress with each other on Task Force recommendations applicable to their areas. (Note: Some discussions are still underway.)

June 2005: Subcommittees submitted their reports which are available below.

• The Transgender, Bisexual, Lesbian and Gay Subcommittee for Name Changes, Final Report (downloadable pdf)
• Subcommittee on Education, Orientation and Visibility for Transgender, Bisexual, Lesbian and Gay (TBLG) Faculty, Students and Staff, Report to the Provost (downloadable pdf)
• Report from the Subcommittee on Healthcare for Transgender, Bixexual, Lesbian and Gay Faculty, Staff, and Students (downloadable pdf)
  

August 2005 : Executive Officers discussed the subcommittee reports.

Below is a summary of the steps that have been taken or will be taken in response to the Task Force recommendations. Other Task Force and subcommittee recommendations are still being discussed.

Policy and Procedures

On February 23, 2005, the Provost sent an email message to the UM community informing them that the General Counsel's Office has concluded that discrimination based upon gender non-conforming behavior, including gender expression and gender identity, is expressly included in and covered by the prohibition against sex discrimination contained in Title VII of the Civil Rights Act of 1964 and the equal protection clause of the United States Constitution, 42 USC ß1983.

Accordingly, from that point forward, the University will interpret and apply the prohibition against sex discrimination in its equal opportunity and non-discrimination policies to include discrimination based on gender identity and gender expression. Discrimination against members of the University community based on gender non-conforming behavior, gender expression or gender identity is prohibited.

The Office of Institutional Equity has modified its website to add an explanatory footnote to further define sex as a protected category to include discrimination based on gender identity and gender expression. The Office has also posted the February 23 rd message as an ongoing feature of its website.

During summer 2005, the Senior Director of the Office of Institutional Equity distributed a set of guidelines for publicizing the University’s prohibition of discrimination against members of the UM community based on gender non-conforming behavior, gender expression or gender identity to two campus-wide groups: the Communicators’ Forum and the Human Resources Communications Group.

The Provost and Executive Vice President for Academic Affairs revised Standard Practice Guide 201.35 on Non-Discrimination to add an explanatory footnote to the policy to further define sex as a protected category to include discrimination based on gender identity and gender expression.

Two other SPG’s, which currently incorporate the language of the University’s non-discrimination statement, are under review.

• SPG 201.82 EEO/Affirmative Action Policy
• SPG 601.6 Preventing Discrimination Based on Sexual Orientation

As part of that review process, it will be decided whether the footnote on gender identity and gender expression should be added to these policies, too.

The Statement of Student Right and Responsibilities has been modified as follows, “ Students have the right to be treated fairly and with dignity regardless of age, color, creed, disability, gender identity, marital status, national origin or ancestry, race, religion, sex, sexual orientation, or veteran status.”

Healthcare

The University Health Service (UHS) department of Health Promotions and Community Relations (HPCR) has been trying to reach high-risk populations in the University Community; specific outreach workshops have been targeted to address high-risk groups.

The UHS provides HIV testing, both anonymous and confidential, (1) throughout the day by appointment; (2) by anonymous walk-in from 1:00 to 3:00 p.m., Monday through Friday during the fall and winter semesters; and (3) through home access kits, which can be purchased at discount through the UHS pharmacy. In addition, the HIV Resource Center is piloting a program to provide HIV testing one hour per week at the LGBTA Office (Lesbian Gay Bisexual and Transgender Affairs). The current HIV testing programs at UHS provided over 1,000 tests per year.

All University of Michigan primary health centers offer confidential but not anonymous HIV testing at their sites.

The UMHS Emergency Department will expand its diversity training to include education about transgender, gay, lesbian and bi-sexual patients in the form of in-service training for house staff, faculty, nurses, technicians and clerical staff.

The University of Michigan Health System (UMHS) Emergency Department will refer UM faculty, staff and students (when appropriate) to the HIV/AIDS Treatment Program for HIV testing.

UHS and Counseling and Psychological Services (CAPS) have changed their forms to either ask for gender instead of asking for “sex,” or they use check-off boxes for male, female, or transgender.

All UHS clinicians are available and willing to see transgender patients for their routine health care.

UHS provides a “Health Care Advocate” for transgender patients.

CAPS is training its clinicians to provide a positive initial contact for transgender, transitioning, and gender-questioning students.

The University of Michigan Hospitals and Health Centers’ Comprehensive Gender Services Program (CGSP) is a small service provided by a few faculty from several departments. During intake, a program staff member reviews the potential patient and explains the program, including strict adherence to the International Benjamin Standards. Following intake, the program refers patients to specific team members based on their individual needs. The program lists its phone number and has a website. The CGSP is one model of care and may not be the model of choice for every client. Program staff also provide the URL for the transgender Michigan website (www.med.umich.edu/transgender/) to potential clients to make them aware of other available resources.

On a case-by-case basis, UHS is providing and will continue to provide maintenance of hormone therapy for individuals who are medically stable and under the care of a medical expert in the field of endocrinology or transgender treatment. All patients over the age of eighteen are treated as emancipated adults.

All of the UM’s Blue Cross/Blue Shield product offerings include transgender coverage - the BC/BS traditional, the BC/BS PPO, and the Comprehensive Major Medical (CMM) plans.

UM’s Gradcare health plan, which is targeted to graduate students, will provide transgender coverage beginning January 1, 2006.

The Benefits Office has designated Kathleen (Kate) Van Valkenburgh as the resource person for transgender employees.

The University has taken a public leadership role in the protection of same sex partner and health and other benefits. The UM filed an amicus brief on behalf of the Ann Arbor Public Schools when suit was brought against it claiming that its coverage of the SSDPs of its employees violated a Michigan statute regarding marriage. During the 2004 campaign surrounding the Constitutional marriage amendment, the University publicly stated that it would stand behind its employees and vigorously defend its right to continue to offer benefits. It has since reaffirmed this position several times. The UM also sought and received permission to file an amicus brief in the litigation filed by the ACLU to preserve partner benefits in the state of Michigan.

Name Changes

The TBLG Subcommittee on Name Changes developed the materials described below to assist individuals and administrators with regard to name changes:

• A set of Frequently Asked Questions that describes options for adjusting one’s name in the UM Online Directory.
• A set of references related to name changes.
• A set of Michigan transgender websites.
• A grid of information about what can the University do to assist newly admitted transgender students or faculty/staff members using a name that aligns with his or her gender identity but who has not legally changed his/her name.
• A set of common concerns and problems related to name changes and possible solutions.

Education, Orientation and Visibility

Numerous offices at the University already include information about TBLG in their programs and activities for new and current faculty, staff and students.

TBLG Education, Orientation, and Visibility Subcommittee members will continue to ensure that, to the extent possible, their respective units provide information about TBLG matters to students, faculty, and staff.

The Office of Institutional Equity’s new campus-wide educational program called “Campus Commitment” will focus on the University’s non-discrimination statement, including gender identity and gender expression. The program will be offered to each member of our campus community through a variety of means, including orientation programs, general training programs, diversity sessions, etc.

The Office of Institutional Equity (OIE) and the Lesbian, Gay, Bisexual and Transgender Affairs Office (LGBTA) will review and compile information to promote cross-campus sharing of innovative programs, to provide an opportunity for OIE and LGBTA to contact units needing assistance, and to help to ensure accountability throughout the campus on this issue.

The LGBTA office’s website will be the central clearinghouse of regularly-updated information regarding campus-wide TBLG information and resources, with the involvement of the Office of Institutional Equity, the Rackham Graduate School, Residence Education, the UM Health System and the Sexual Assault Prevention and Awareness Center (SAPAC). The LBGTA Office also hopes this website will identify persons on campus who are available to facilitate training on TBLG matters. The LBGTA clearinghouse website will also serve as the repository of resources for the schools, colleges, and administrative units to use in their efforts to educate and communicate about TBLG matters (e.g., in publications and diversity training programs).

Public Safety

The Department of Public Safety training includes two separate sessions for its staff; a) new staff orientation and b) annual training for all staff. This year Jim Toy, Diversity Consultant, OIE, discussed TBLG issues at both sessions. TBLG topics are now incorporated in DPS’ annual training. These topics are also discussed during their quarterly “Briefings” with all officers.

TBLG issues are now a permanent part of DPS’ annual training session with all staff.

In September 2004 DPS designated a liaison to the LGBTA Office liaison. The liaison works closely with the office and attends LGBTA staff meetings.

DPS has revised its hate crime/incident policy. All incidents reported to DPS are maintained in DPS databases and initially investigated to determine if a crime was committed. F urther DPS investigation occurs if a crime was committed. DPS coordinates its efforts with LGBTA, OIE, SAPAC and other appropriate offices.

The following information was included in the 2004-2005 Campus Safety Handbook: a) 2001-2003 statistics for crimes that manifest evidence of hate or bias; b) hate or bias-motivated incidents reported to LGBTA in 2003; c) definitions of bias, bias crime, disability bias, hate group, racial bias, sexual orientation bias; d) i nformation about hate crimes, including about victims and perpetrators; e) reporting crime ; and f) a listing in the resource section for several support services offices, including the LBGTA office.

Facilities

New language has been added to the University’s design guidelines to include a requirement for at least one unisex restroom in each new building or major renovation project. Exceptions will be granted only under unusual, well-justified circumstances provided in writing by the unit/division funding the project.

The Department of Facilities and Operations completed a review of all unisex restrooms two years ago.

The Housing Division is exploring ways to accommodate transgender students’ requests for housing assignments. The principles in use for responding to requests are: a) the Division assigns rooms based on the gender of the students as they present themselves, b) the Division handles requests on a case by case basis, and c) the Division honors requests for all women residence halls for post-operative transgender women.

The Housing Division has increased the amount of training that Residence Hall Assistants receive about TBLG matters.

UM-Dearborn

At the request of the Chancellor and Provost, a director of one of the student service offices conducted an assessment of the climate on campus. Consultations took place with numerous people, including members of the Lambda Alliance (a student organization), counseling staff, directors of student service offices, and athletics.

Since the Visibility 2000 survey, in which UM – Dearborn participated, the campus has added Lambda Alliance and the Women’s Resource Center. The Task Force Report has been distributed to student affairs directors and will be distributed to faculty department heads and directors in business affairs for discussion with their colleagues.

UM-Flint

The UM-Flint campus had undertaken to assess and improve the climate for TBLG before the Task Force report was issued. In Chancellor Mestas’s address to the campus community in December 2003, he called for “reports on the status of women, minorities, and the LBGT community [to] be issued every three years…” These reports will include students, faculty, and staff. In subsequent correspondence, Chancellor Mestas added persons with disabilities to the list. During 2005-2006, the LGBT Advocate, with support from the LBGT Advisory Board, will issue a status report on campus climate for the LGBT community. The Advocate and the Advisory Board will determine the most effective research mechanism for the UM-Flint campus.