Campus Pride Purple Backpack Student Leader Resource Guide

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Lil’ Purple Backpack Guide, 4th Edition QUEER YOUR CAMPUS! Campus Pride’s Lil’ Purple Backpack Resource Guide is intended to help LGBTQ student leaders create safer, more inclusive college campuses. This pocket-sized publication is full of student organizing tips, tricks and resources to assist social justice warriors impact change in their communities. Campus Pride is excited to introduce new content this year, such as our list of Top 25 LGBTQ-Friendly Colleges and Universities, LGBTQ Issues at Historically Black Colleges & Universities and Tribal Colleges & Universities, Best Practices to Support Transgender and Non-binary Students, Bisexuality and Middle Sexualities awareness and many more! Let Campus Pride help you make a positive difference on your campus and in your community for LGBTQ people. The Lil’ Purple Backpack Resource Guide is available in print and also online at ORDER YOUR FREE COPIES TODAY.

Lead With Pride,

Shane Windmeyer Founder & Executive Director, Campus Pride 5

The Importance of Pronouns .............................................................................................. 9 Do’s and Don’ts of Campus Organizing ............................................................................... 10 Fundraising Ideas............................................................................................................... 12 Asexual Awareness ............................................................................................................. 14 Let’s Talk About HIV/AIDS ................................................................................................... 16 Rate your Campus’ LGBTQ-friendliness ............................................................................... 22 Top 25 List of LGBTQ-Friendly Colleges & Universities ........................................................ 24 LGBTQ Issues at Historically Black Colleges & Universities .................................................. 26 LGBTQ Issues at Tribal Colleges & Universities (TCUs) ......................................................... 27 Score Your Athletic & Rec Sports for LGBTQ-Friendliness..................................................... 29 How to be an Ally to Queer People of Color......................................................................... 31 Disability Rights Activism for Student Leaders .................................................................... 34 Best Practices to Support Transgender & Gender Non-Conforming Students ....................... 38 Bisexuality Awareness ........................................................................................................ 45 LGBTQ & Ally Student Leader Checklist .............................................................................. 46 Being Openly LGBTQ on Religiously-Affiliated Campuses .................................................... 50 Campus Pride Speakers Bureau ......................................................................................... 56 Campus Pride Resources ................................................................................................... 61 7

Respecting a person’s pronouns is vitally important to creating inclusive environments for transgender people. Beginning a conversation by introducing yourself and sharing your pronouns is an easy way to begin a conversation about pronoun usage, and encourages other members of the conversation to follow suit! This is a great practice to take up, even if you are cisgender. Assuming a stranger’s pronouns, or assuming a stranger can know your pronouns based on your appearance contributes to transphobia. No person can “look” like they use a certain pronoun. If a person tells you their pronouns and you are confused about how to use or pronounce them correctly, it is okay to ask for clarification. Here are some examples of gender pronouns and how to use them! This is not a complete list of all pronouns that people might use. They / Them / Their

Using a person’s name as pronouns

They rode their bike to school today by themself. The bike is theirs.

(Person’s name is Quinn) Quinn rode Quinn’s bike to school today by Quinn’s self. The bike is Quinn’s.

Using the first letter of a person’s name as pronouns (Person’s name is Taylor) T rode T’s bike to school today by T’s self. The

She / Her / Hers She rode her bike to school today by herself.

bike is T’s.

The bike is hers.

Ze / Hir / Hirs

Ze / Zem / Zir

Ze rode hir bike to school today by hirself. The bike is hirs.

Ze rode zir bike to school today by zemself. The bike is zirs.

Ey / Em / Eir Ey rode eir bike to school today by emself.

Xe / Xem / Xyr Xe rode xyr bike to school today by xemself.

The bike is eirs.

The bike is xyrs. He / Him / His He rode his bike to school today by himself. The bike is his.

Source: Allison Marie Turner, Campus Pride 2015 9

The Do’s DO strive to reach win/win agreements for both the university and the organization. Look for alignments between the university’s and organization’s missions, visions, values and commitments. DO seek to understand what motivates people to join the organization. What motivates one member might not motivate another. This is okay! Offer programming that appeals to a wide variety of people. Talk to your less active members and see what they’re looking for from your organization. DO ask for help instead of trying to do it all on your own. Utilize the talents of your organization’s members, and reach out to faculty and staff allies. Partner with other organizations. Getting more people involved makes your organization stronger. DO organize with a playful heart and maintain focus on the 5 P’s: Purpose, Passion, Presence, Power and Possibilities. Remember, just because it’s work doesn’t mean it can’t also be fun. DO share your impressions freely-and hold your opinions. Are you making assumptions about the situation or are you assessing the situation? By using assessment tools, you and other leaders can help the university focus on solutions and create a process for gaining a clear, objective picture of the current situation.


The Don’ts DON’T judge and make the university feel under attack. The job of a student leader is to help the university be the best it can. The focus is finding solutions, not placing blame. The governing board of the university will give more of themselves when they are focused on the positive. DON’T forget to remain true to the leadership Code of Ethics. Remember these five keys: Respect, Trust, Confidentiality, Credibility and Integrity. Consistently “role model” these values. DON’T work without a timeline. A timeline will auto-magically build in accountability. Set benchmarks for the next meeting or the next step in the process. Start early and delegate tasks. DON’T assume you’re without prejudice. All of us have prejudices and are subject to prejudice. Understand your prejudice and exercise your personal power and privilege to foster more diversity. DON’T try to control your organization. Lead your organization! When it feels like you are steering your organization’s sailboat, it’s time to give up the helm. Empower your organization members to participate and explore for themselves. Remember, change comes from within. Your fellow organization members have great wisdom and feel ownership only when they are part of the solution. Source: Christopher Bylone & Jess McDonald, Campus Pride, 2012. Online Resources: 11

Volunteers help Campus Pride continue to grow in supporting the needs of LGBTQ and ally student leaders and campus groups. A great way for volunteers to give back to Campus Pride is by coordinating and engaging in fundraising opportunities. Below, Campus Pride has highlighted a few successful fundraising ideas to get involved with, some of which you can use to fundraise for your organization on campus: DIY BUTTONS Producing custom-made buttons to sell during events is an incredibly simple and fun way to help raise funds! With creativity at your side, the sky is the limit! Think about pronouns, images and quotes that would appeal to a wide audience and is also LGBTQ-friendly. Some campuses prohibit selling products created with campus funds, so be sure you have proper permission. PEP RALLY It’s fun and easy! Now some might call it a “house party,” but with Campus Pride, you, your family and friends can show your cheer and support by hosting a pep rally! Invite people to bring guests to a fun event to be social, educate, raise donations and build interest in Campus Pride. DRAG SHOW A great (and entertaining) way to raise money while celebrating various gender expressions is to host a charity drag show! This idea, depending on the details of your event, may require a budget to be established beforehand, so plan accordingly.


HIGH FIVE FUND Similar to the the cutout campaigns popular for fast food restaurants, this campaign works to beneďŹ t the anti-bullying initiatives and hate-crime prevention initiatives of Campus Pride and the Stop the Hate initiative. GIVE OUT DAY Give OUT Day is a national day of giving for the LGBTQ community. It happens online for 24-hour uniting the LGBTQ community and raising critically needed funds. Your campus can be among the array of LGBTQ nonproďŹ ts including community centers, arts groups, organizers, clinics, student clubs, sports leagues raising money for your needs. Learn more and get started at


The Asexual, or “Ace”, community may be statistically small but has a growing presence through online fellowship. In an effort to combat erasure and discrimination from without and within the LGBTQIA community, asexual people or “aces” have a rich culture of symbology and slang. While scholarship and scientific study on asexuality is very limited, bloggers and artists are increasingly creating a community of self-determination that does not see the need for others to explain for them their identities. The Asexual Visibility and Education Network AVEN was founded in 2001 and has provided greater awareness of the asexual community since its inception. In 2008, Acebook went live and began connecting the asexual community online. In 2011 the documentary film (A)sexual premiered exposing more outside of the Ace community to some of the basics of what asexuality looks like for some people. In 2013 the Huffington Postran a 6-article series on asexuality. An asexual person is someone who does not experience sexual attraction. Most individuals find there are certain people they are not sexually attracted to. For asexual people, this includes everybody! Asexuality is not anti-sexuality. While it’s true that many asexual people never have sex, this is not the same thing as having a sex-negative attitude. Attitudes towards sex and its role in culture differ from person to person, just like they do outside the asexual community. Few asexual people express negative attitudes towards sex, but sex-negative attitudes are also present among non-asexual people. Most asexual people are open-minded in their attitudes toward sex regardless of their personal feelings towards it. Many asexual people consider themselves sex-positive.


HERE ARE SOME INTRODUCTORY DEFINITIONS: Asexual Person: Someone who does not experience sexual attraction. Demisexual Person: Someone who can only experience sexual attraction after an emotional bond has been formed. This bond does not have to be romantic in nature. Gray-asexual (Gray-a) or Gray-sexual Person: Someone who identifies with the area between asexuality and sexuality, for example because they experience sexual attraction very rarely, only under specific circumstances, or of an intensity so low that it’s ignorable. Attraction: In this context, it refers to a mental or emotional force that draws people together. Asexuals do not experience sexual attraction, but some feel other types of attraction. Aesthetic attraction: Attraction to someones appearance, without it being romantic or sexual. Romantic attraction: Desire of being romantically involved with another person. Sensual attraction: Desire to have physical non-sexual contact with someone else, like affectionate touching. Sexual attraction: Desire to have sexual contact with someone else, to share our sexuality with them. Remember Asexual Awareness Week is October 19 - 25 Source: Isabel Williams, Campus Pride 2014


The Act Against AIDS initiative was launched by the Centers for Disease Control and Prevention (CDC), the U.S. Department of Health and Human Services, and the White House to raise awareness of HIV/AIDS among all Americans and reduce the risk of infection in the most affected populations- gay and bisexual men, African Americans, and Hispanics and Latinos. #ShareReasons Latino gay and bisexual men account for nearly 8 out of 10 new HIV infections among Latinos in the United States, and almost one out of four new infections among gay and bisexual men of all races. Many Latino gay and bisexual men are at elevated risk for HIV due to a range of underlying social and environmental challenges. #StartTalkingHIV Gay and bisexual men in particular continue to be at elevated risk for HIV due to a number of complex factors including: The large percentage of gay and bisexual men living with HIV means that, as a group, gay and bisexual men have an increased chance of being exposed to HIV. Homophobia, stigma, and fear of discrimination may affect whether gay and bisexual men seek and are able to obtain high-quality prevention and health services. Lack of insurance, concerns about conďŹ dentiality, and fear of talking about sexual orientation may prevent some men from seeking testing, prevention and treatment services, and support from friends and family.


#CDCStronger Black gay and bisexual men are among those hit hardest by HIV. Among all men-seeking-men, black/African American MSM (men-seeking-men) accounted for 10,600 (36%) of the estimated new HIV infections in 2010. ACTION: HIV Testing Can Help Break the Cycle of Infection. Gay and bisexual men of color can help break the cycle of HIV in their community by knowing their status. Increasing HIV testing is critical to reducing new infections, because people who know they are infected can access life-saving treatment and take steps to decrease the risk that they will transmit HIV to others. In addition, those who test negative can take action to protect themselves from infection. CDC recommends that sexually active gay and bisexual men get tested for HIV at least once a year, and recent CDC data suggests that more sexually active MSM might benefit from more frequent HIV testing (every 3-6 months). LET’S MAKE A DIFFERENCE This is your call to action! It’s time to discover your reasons, start talking, and use HIV testing as a source of strength. Get the conversation started about: • Testing and Status • Revealing Your Positive Status • Safer Sex Options Source: Tyler Eilts, Campus Pride 2015


The Campus Pride Index is designed to help students, faculty and staff provide an accurate, in-depth assessment of their college or university’s programs, policies and practices for LGBTQ safety and inclusion. Is your campus doing all it can to create a welcoming environment for everyone? Learn more about the Index and how to assess your campus’ inclusion in eight different areas ranging from counseling and health to safety and policy inclusion at

Want to get started? Follow these important tips: 1. Discuss the issues: Bring together a small group of students, faculty and staff to discuss current policies and programs on your campus. Visit the Campus Pride Index to see our assessment categories and do an informal assessment over the course of one or two meetings. 2. Take the plunge: After your initial, informal assessment, have a faculty member take the lead on your new assessment committee and sign up for a free account at the Campus Pride Index. 3. Begin your official assessment: Once your account is approved, have your faculty or staff lead complete the index tool consisting of 50+ selfassessment questions. Keep your team in the loop and be sure to include students, faculty, staff and administrators who reflect the diversity of your campus population (age, race, ability, involvement, etc.). 4. Review your results: When you’re done, an assessment review will be returned. Review the results and recommendations and set your campus on a course to increased diversity and inclusion! Learn more and get started at


Campus Pride is proud to announce the 2015 Top 25 List of LGBTQ-Friendly Colleges & Universities, based on data from the Campus Pride Index. The Index rates campuses based on LGBTQ-friendly policies, programs, and practices. Make sure your campus is on the Index in order to be considered for next year’s list!

THE LIST INCLUDES (in alphabetical order): Tufts University University of Colorado at Boulder University of Louisville University of Maine at Machias University of Maryland, College Park University of Massachusetts Amherst University of Minnesota Twin Cities University of Oregon University of Pennsylvania University of Vermont University of Washington University of Wisconsin - Green Bay Williams College

Cornell University Elon University Indiana University, Bloomington Ithaca College Macalester College Montclair State University Princeton University Rutgers, The State University of New JerseyNew Brunswick San Diego State University Southern Oregon University The Ohio State University The Pennsylvania State University

For more information about the Top 25 listing or the Campus Pride Index, please contact Campus Pride at (704) 277-6710 or email Learn more and get started at


In order to successfully organize on HBCU campuses there are several components that guarantee success, including relationship building, transparency and creating resources. These components allow HBCUs to address the unique issues their LGBTQ students face as multifaceted, intersectional people. As LGBTQ and ally leaders, whether staff or student, building relationships is important. Due to the stigma and the effect of LGBTQ culture, some people don’t how to approach sexuality or gender identity. Building a relationship where people trust you is how you will gain campus support. You can have an LGBTQ organization that LGBTQ people of color don’t even support if they don’t know who you truly are. Students need to see a reflection of themselves. Not enough people of color are out on HBCU campuses. It is detrimental to youth of color, especially Black men and transgender people, including non-binary people. Many people who can pass as straight or as cisgender choose not to be out publicly for safety reasons. Many professionals are closeted in communities of color, perpetuating the idea that expressing your true self is detrimental to the fight against racial oppression. Black LGBTQ youth don’t get to see proud, successful Black people often because of this and miss out on role models they may need to live openly themselves. Out of the 105 HBCUs in the United States, only three have LGBTQ resource centers versus the hundreds that PWIs (predominantly white institutions) have. Unfortunately, HBCUs are faced with financial crisis and the ones that are running are trying to keep their schools accredited and open. HBCUs are often ridiculed, but produce the highest number of Black graduates in the country. However, the lack of resources is dooming our culture for generations to come. HBCUs need resources when we receive pushback; they need financial support to assist with programming for LGBTQ student organizations. This increases visibility of LGBTQ students at HBCUs, allowing universities to better recognize and support these groups. HBCUs need organizations, companies and government officials to show us that they matter, so that those who are dedicated to this work don’t grow weary or tired before making that impact. Source: Trinice McNally and Allison Marie Turner, Campus Pride 2015 26

LGBTQ students at Tribal Colleges and Universities (TCUs) face many different challenges than those at other colleges and universities. This resource highlights efforts involving TCUs and concerns regarding the LGBTQ climate. There are few specific resources for LGBTQ students at TCUs. NativeOUT and the Native Youth Sexual Health Network are excellent starting points for Native LGBTQ students and their TCUs. The website includes books, films, and specific information on native LGBTQ identities, such as the two spirit community. There are TCUs throughout the country that are committed to creating inclusive policies for LGBTQ people. Below are examples of some non-discrimination policies used at TCUs. A few TCUs committed to creating inclusive policies for LGBTQ students include the Institute of American Indian Arts, Southwestern Indian Polytechnic Institute and Tohono O’odham Community College Below is a listing of TCUs and their respective LGBTQ organization. If your TCU has a LGBTQ organization, please add the information to the Campus Pride Map ( and also e-mail College or University Diné College, Tsaile, Arizona - Gay Straight Alliance Fond du Lac Tribal and Community College, Cloquet, Minnesota - Two Spirit Association Southwestern Indian Polytechnic Institute, Albuquerque, New Mexico - Gay Straight Alliance As we look to the future, Campus Pride is committed to having hopefully more TCUs with active LGBTQ organizations, more LGBTQ events, and to have greater involvement with tools like the Campus Pride Index to benchmark LGBTQ-inclusive policies, programs and practices. Source: Allison Marie Turner and TCU Camp Pride attendees, 2015


Use this Campus Pride Scorecard to assess how LGBTQ-inclusive your intercollegiate athletics and recreational sports are, and how you can help make your campus safer and more welcoming for LGBTQ individuals. The following are a few highlights from the Campus Pride Sports Index.

Does your athletic & rec sports department/program have... A nondiscrimination statement inclusive of sexual orientation and gender identity/expression? Written policies and procedures address anti-LGBTQ behavior for student-athletes, coaches and spectators? Written policies and procedures enabling students to participate in sports consistent with their gender identity? A written policy requiring dress codes and team uniforms be gender-neutral? An LGBTQ organization for student-athletes that is visible, active and supported by the department/program? An LGBTQ-inclusive training for coaches and staff to respect and include people of all sexual orientations and gender identities/expressions? Private changing space and showers in the locker rooms? Gender-inclusive bathroom facilities? Student-athletes, coaches and staff who actively participate in campus-wide LGBT events? An LGBT-inclusive sportsmanship pledge that is actively shared and promoted through activities and events? An LGBT-inclusive conduct code that student-athletes and coaches/staff are required to sign? Participation in LGBT and Ally campaigns?

Have your sports administrator(s) participate in the Campus Pride Sports Index at The Campus Pride Sports Index is in partnership with the LGBT Sports Coalition as well as NCLR Sports Project, GO! Athlete, NASPA Student Affairs Administrators in Higher Education, ACPA College Student Educators International, NCAA, NIRSA and national sports leaders Dr. Pat GrifďŹ n, Dr. Sue Rankin and Chris Mosier. 29

1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11.

Understand LGBTQ Stereotypes and how they often do not include people of color. Be open to different types of communication (restricting to modern/ standard English is in and of itself oppressive.) Learn all of the terms of the Rainbow Spectrum (downe, stud, same gender loving (SGL), dom, etc...) Understand Appropriation (twerking, two-spirit, sass/invoking of black womanhood stereotypes) Just Listen (Defer until you understand) Don’t apologize for your privilege or guilt; don’t thank me for sharing what POC folks have known to be true for years Find other white folks to process your white guilt. Understand how people of color have helped to pave the way for the work you do. (Inclusive LGBTQ History, Stonewall, etc...) Don’t just know who’s missing from the room; invite those folks to create the space with you. Know that our community experiences regarding race are more complex than simply just Black/White Know that just because we do not discuss the impact of racism in our lives on a daily basis, that our everyday realities as people of color are in fact shaped by the continuous institution and perpetuation of racism, especially when it goes unaddressed.

Source: Camp Pride 2013 QPOC Caucus For more information go to


The disability community is the only minority group one can enter at anytime. For example, you might get into a car accident tomorrow and become disabled. Additionally, the Centers for Disease Control estimates that 1 in 5 people have a disability, which means that 1 in 5 LGBTQ people have a disability so it is important to ensure that LGBTQ spaces are inclusive of LGBTQ people with disabilities. To help you be inclusive of LGBTQ people with disabilities in your activities, we have created this guide.

WHAT ARE DISABILITY RIGHTS? Disability rights is a movement to advance inclusion of people with disabilities in our communities. People with disabilities have the right to self-determination and equal opportunity at school, work, and anywhere else we might be.

DISABILITY ETIQUETTE DO’S AND DON’TS DO use respectful terminology. In addition to slurs like “retard” and “cripple”, the disability community views terms like “special needs”, “challenged”, “handicapable”, “handicapped”, and “differently abled” negatively. “Disabled person” and “person with a disability” are both acceptable ways to refer to people with disabilities. However, as is the case with pronouns, it is encouraged to ask people with disabilities how they prefer to be referred to as. DON’T treat people with disabilities as inspiring for simply existing. Too often, people with disabilities are seen as inspiring for simply existing and doing everyday things like going to school, work, and the grocery store. DO respect a person with a disability’s privacy. The objectification of people with disabilities is similar to the objectification of trans people and must be avoided. Don’t ask questions you wouldn’t be comfortable answering yourself. 34

“NOTHING ABOUT US WITHOUT US” The first thing you should do to be inclusive of LGBTQ people with disabilities is to include LGBTQ people with disabilities in your leadership whenever possible. “Nothing About Us Without Us” has been the motto of disability rights activists for decades, and it continues to be used today. People with disabilities know what is best for themselves and others with disabilities, and it is important to listen to people with disabilities.

LEARN DISABILITY RIGHTS HISTORY The disability rights movement, much like the LGBTQ rights movement, has a rich history of struggles and victories for the civil rights of people with disabilities. Learn about the fight for important pieces of legislation like the Americans with Disabilities Act and the Rehabilitation Act as well as notable disability rights advocates like Judith Heumann and Ed Roberts.

MAKE ALL OF YOUR MEETINGS AND EVENTS ACCESSIBLE When planning a meeting or event, ensure that they are accessible. Physical Access Needs Wheelchair ramps at every entrance Working elevators Braille signage on doors and handouts Wheelchair accessible bathrooms ASL (American Sign Language) interpretation CART (Communication Access and Real-time Translation) services Plenty of outlets to charge power-chairs AAC (Augmented and Assistive Communication) devices*

Social Communication and Sensory Access Needs Social communication badges* Non-fluorescent lighting* Designated smoking areas for outdoor events Crash room*

*More information can be found at: Source: Kristen Guin, Queerability 2014 For more information about Queerability check out and 35

ADD THE PHRASE “GENDER IDENTITY OR EXPRESSION” TO THE INSTITUTION’S NONDISCRIMINATION POLICY College nondiscrimination policies include “sex” and often “sexual orientation” as protected categories. The reference to “sex” in such policies has historically not been considered to apply to transgender people. Likewise, “sexual orientation” does not necessarily cover transgender people, who encounter discrimination because of their gender identity and expression, rather than their sexual identity. Having a transgender-inclusive nondiscrimination policy gives legal recourse to students who experience discrimination because they are (or are perceived) as transgender and indicates to all students that anti-transgender discrimination will not be tolerated. ASK “GENDER IDENTITY” ON COLLEGE FORMS AND SURVEYS Increasingly, college and university students are identifying as transgender, but do not have the ability to indicate this identity on admission forms or other institutional documents. As a result, they do not feel welcomed or included, and institutions remain unaware of the presence and needs of these students. When asking “gender” on forms and surveys, use the following format:

Gender Identity (select all that apply): __ Woman __ Man __ Transgender __ Another identity (please specify ______________________________)

If you must legally ask “sex: female or male,” also ask “gender identity” as stated above.


Enable Students to Use a Preferred Name on Campus Records and Documents Revise software and processes to allow students who have not legally changed their names to have a preferred first name on course and grade rosters, online directory listings, identification cards, and other institutional records and documents. Otherwise, students may be outed as transgender when an instructor takes attendance or when someone sees their student identification card or looks them up in the college’s online directory. ENABLE STUDENTS TO CHANGE THEIR GENDER ON CAMPUS RECORDS AND DOCUMENTS Create a process by which students can change the gender on their campus records upon the request of the students or with only a letter of support from a licensed mental health or medical professional. This process means: • Students are not required to have changed the gender on their birth certificate or driver’s license prior to changing campus records. • Students do not have to produce proof that they have modified their body. Having this policy is important because states often require evidence of gender confirmation surgery before changing legal documents, and several states refuse to reissue birth certificates. Moreover, many people transition without undergoing surgery, because they cannot afford to do so, are not satisfied with the aesthetic results, or just do not see the need. In addition, some individuals have to wait to revise documents because of legal and medical concerns. Requiring a changed birth certificate or driver’s license places an undue, unnecessary, and sometimes impossible burden on students to be fully recognized and acknowledged by the institution. OFFER GENDER-INCLUSIVE HOUSING Gender-neutral or gender-inclusive housing enables two or more students to share a multiple-occupancy room, suite, or apartment, in mutual agreement, regardless of the students’ sex or gender identity. Although many students may take advantage of this housing option, it is particularly beneficial to students who identify as transgender, who are questioning their gender identity, or who do not wish to classify their gender. Genderinclusive housing should be open to both incoming and returning students and be available in different areas of campus and in a range of different types of housing. Gender-inclusive bathrooms/shower rooms (either single- or multiple-user) should be readily available to the individuals in gender-inclusive housing.


PROVIDE GENDER-INCLUSIVE BATHROOMS Gender-neutral or gender-inclusive bathrooms are single- or multiple-stall restrooms that are open to people of all genders. Colleges and universities should create at least one gender-inclusive restroom in each campus building by changing the signage on existing men’s and women’s restrooms and require all newly constructed buildings to include at least one gender-inclusive restroom. To protect the rights of transgender people in women’s and men’s bathrooms, institutions should also adopt a policy that enables students to use the campus restrooms that are in keeping with their gender identity and expression. The University of Arizona has a model policy related to restroom access. ENABLE INSURANCE COVERAGE FOR TRANS-RELATED PSYCHOTHERAPY, HORMONE REPLACEMENT THERAPY, AND GENDER CONFIRMATION SURGERIES Trans students often seek to transition during their college years, but many are unable to do so because the expenses are not covered under student health insurance. Colleges and universities should remove the clause that insurance companies regularly include in their exemptions that denies coverage for transsexual-related medical care. The institutions that have done so report that there is no or only a minimal additional cost. Source: Genny Beemyn, Trans Policy Clearinghouse Coordinator


This resource is an introduction to understanding bisexual, pansexual, and fluid identities. For those who identify as pansexual, fluid, or use other terms like queer, non-monosexual, etc., this guide may seem “bisexual heavy.” One should note, however, that the resources listed, while using “bi heavy” language, are for the most part committed to understanding and serving all of these communities under the umbrella of bisexuality. For example the Bisexual Resource Center, the oldest group of its kind uses bisexual as an umbrella term for people who recognize and honor their potential for sexual and emotional attraction to more than one gender (pansexual, fluid, omnisexual, queer, and all other free-identifiers). Language and personal ownership of identity are important, and this guide will highlight how individuals within the community use language rather than attempt to create a definitive glossary.

Bisexual: A bisexual is someone who is attracted to more than one gender. You might care about the gender of your partner a lot, a little, or not at all - but their gender doesn’t prevent you from being attracted to them. A bisexual [person] has the capacity for romantic and/or sexual attraction to more than one gender. Note: many people who use the term “bisexual” do not overstate gender-binaries and are open people of multiple gender identities. Pansexual: A person who is sexually attracted to all or many gender expressions. Pansexuals have the capability of attraction to others regardless of their gender identity or biological sex. A pansexual could be open to someone who is male, female, transgender, intersex, or agender/genderqueer. Queer: This term is sometimes used as a sexual orientation label instead of ‘bisexual’ as a way of acknowledging that there are more than two genders to be attracted to, or as a way of stating a non-heterosexual orientation without having to state who they are attracted to. 45

Fluid: The term fluid expresses the fact that the balance of a person’s homosexual and heterosexual attractions exists in a state of flux and changes over time. Usually, but not always, people who describe their sexuality as fluid are bisexuals whose attractions skew very heavily towards a particular gender. The terms heteroflexible and homoflexible add a further level of specificity, by indicating whether the bisexual person’s attractions skew almost exclusively towards same-sex or different-sex individuals. Biphobia: The fear of, discrimination against, or hatred of bisexuals, which is often times related to the current binary standard. Biphobia can be seen within the LGBTQI community, as well as in general society. In reference to the “current binary standard” concern: ‘Biphobia’ can be understood to affect those who may use another term.

Source: Isabel Williams, Campus Pride 2014

Use this handy checklist to determine how LGBTQ-inclusive your campus is and which areas could use more attention and resources from student leaders, student organizations, administrators, faculty and staff. Fill-in the blanks at the end with five of your own LGBTQ-friendly checklist items for your campus. Keep the checklist handy as a guide to measure how much work needs to be done and where to focus your time and energy.

Your Name of College/University:

How to Measure Your Checklist Results: 19+ Yes Responses: LGBTQ-Friendly Campus; Definitely on a path to progress. 18-10 Yes Responses: More LGBTQ-Friendly efforts necessary; Apparent areas of success & improvement. 9-1 Yes Responses: Much work to be done; Warrants definite attention.



Yes No

1. High number of Out LGBTQ Students? 2. High number of Out LGBTQ Faculty/Staff? 3. High number of Visible LGBTQ Allies? 4. Significant number of LGBTQ social events? 5. Significant number of LGBTQ educational events? 6. Visible signs/symbols of LGBTQ support on campus? 7. LGBTQ & Ally Student Organization? 8. LGBTQ Resource Center/Office funded by campus? 9. LGBTQ Pride Week/Coming Out Week? 10. Variety of LGBTQ Studies/Courses? 11. Safe Zone/Safe Space or Ally Program? 12. LGBTQ student scholarships available? 13. Nondiscrimination policy inclusive of sexual orientation? 14. Nondiscrimination policy inclusive of gender identity/expression? 15. Same-sex domestic partner benefits available? 16. Inclusive LGBTQ housing options/themes? 17. LGBTQ-inclusive health services/testing? 18. LGBTQ-inclusive counseling/support groups? 19. Procedure for reporting LGBTQ bias, harassment & hate crimes? 20. First-Year Experience/Orientation inclusive of LGBTQ issues? 21. * 22. * 23. * 24. * 25. * 47

Know that you are loved: Campus Pride believes that being LGBTQ is not a sin. The first person you should have this conversation with is yourself. You should never be made to feel ashamed for who you are. Remember that all religions talk about the importance of love and that most religious figures are known for accepting people from all walks of life and backgrounds. Find your allies: Identify other students, faculty, administration or student groups who are either LGBTQ or advocating for LGBTQ students within your school. Some may easily identified by a Safe Zone certificate or sticker on their office or dorm door, if your school has a Safe Zone training program. Finding tenured faculty or leadership within your school who advocate for LGBTQ students can be vitally important for creating change on campus. You can also find allies on open and affirming off-campus churches. Know your school’s policies: Does your religiously-affiliated school offer specific services for LGBTQ students? Does your school have official rules against discrimination on the basis of sexual orientation or gender identity? Your school may be listed on the Campus Pride Index, which rates schools on their LGBTQ-friendliness, which can be helpful in finding answers to these questions. Knowing laws within the local community around your school is also important.


Ensure your safety: Try to find your campus or religious group’s previous experiences with the LGBTQ community. If they have been welcoming in the past, great! If not, always consider your safety in any situation. Make sure to know who is the best person or group to go to if you are in danger. This includes knowing which on- and off-campus groups handle hate crime incident reports and physical or sexual assault reports. This includes all aspects of safety, including physical and emotional. Many people’s relationship to religion is a major part of their self-care, and finding safe spaces to talk about this relationship can be crucial to your well-being. Assume best intentions: Many people want to be religious allies to the LGBTQ community, but may slip up on their journey to being a good ally. While it is not your job to be a spokesperson for your identity, it might be helpful to assume best intentions of a person who is actively trying to be a good LGBTQ ally. Even if someone is not an ally to the LGBTQ community, do not be afraid to allow yourself to become friends with non-allies. One meeting to discuss LGBTQ issues could be the catalyst needed to creating a good ally. Source: Allison Marie Turner, Campus Pride 2015 Find out more at


Shane Windmeyer Leading author on LGBTQ campus issues and a champion for LGBTQ issues on college campuses; cofounder and executive director of Campus Pride Kara Laricks Sorority woman, out lesbian, and fashion designer. Laricks is the perfect speaker for challenging gender norms and for bringing together Greek and LGBTQ communities Justin Utley Singer/Songwriter, an “out” ex-Mormon and survivor of ex-gay therapy, Justin speaks candidly about his life and experiences J Mase III Black/Trans/Queer/Rowdy-as-Hell Poet with a capital [P] based in New York City and creator of Cupid Ain’t @#$%!: An Anti-Valentine’s Day Poetry Movement Randi Driscoll Singer and songwriter, Randi says that her greatest personal accomplishment is her song “What Matters,” written in response to the death of Matthew Shepard Rev. Dr. Jamie Washington President and founder of the Washington Consulting Group, a multicultural organizational development firm out of Baltimore, MD


SPEAKERS BUREAU • BOOK NOW • • 704.277.6710, ext 0 Ma Purdy Educator, speaker and award-winning ally speaker/activist, Ma is passionate about working with the majority population to move from being bystanders to being upstanders Jack Mackenroth All-American swimmer, HIV activist & celebrity fitness model and fashion designer featured on Lifetime’s Project Runway Regie Cabico Critically acclaimed and award-winning spoken word and theatre artist whose work appears in over 30 anthologies Lauren LoGiudice Lauren is an accomplished writer, actor and activist, who creates solo work to explore identity, most recently focusing on Old Hollywood. Her lecture topics and solo performance are focused on LGBTQ history of Hollywood, bisexuality in Old Hollywood and women’s struggles in Old Hollywood Greg Miraglia Dean at Napa Valley College in California & Author of “Coming Out From Behind The Badge” and “American Heroes: Coming Out From Behind The Badge” Robyn Ochs Educator, speaker, award-winning activist, and editor of the 42-country anthology, “Getting Bi: Voices of Bisexuals Around the World” and the Bi Women newsletter 57

SPEAKERS BUREAU • BOOK NOW • • 704.277.6710, ext 0 Vernon Wall Social justice educator with award-winning programs seen by thousands of students, faculty, and staff across country, described as being “a learning experience – with a touch of wildness” Alice Hoagland Writer, speaker, and researcher on the issues of aviation security and LGBT rights, including the right of same-sex couples to marry Dr. Genny Beemyn Director of the Stonewall Center, Genny is also coordinator of the Campus Pride Trans Policy Clearinghouse Daniel Hernandez Jr. Hernandez talks about his difficult journey overcoming discrimination in language, ethnicity, poverty, sexual orientation and why he loves being an American Bebe Zahara Benet Bebe was the winner of the inaugural season of RuPaul’s Drag Race and has used her platform to educate individuals on the pride and dignity found in the art of drag Christina Kahrl Sportswriter and Editor for, and a member of the Baseball Writers Association of America (and one of the first internet writers, as well as trans* women, voted into its ranks)


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