1. Trans* Inclusivity at USF
Adele Christensen
Anna Cossu
Nick Daily

2. Overview Introduction Current Assessment of Institution
Interviews we collected
Recommendations for Action
Implementation Plan
Conclusion

3. Introduction USF is a Jesuit Catholic institution
Located in the heart of San Francisco
Student population: ~10,000
Faculty to Student Ratio: 1:16

4. Current Assessment No Rating on Campus Climate Index LGBTQ Caucus
Jesuit values compel us to build a truly welcoming community that is enriched by people of different abilities, ages, colors, creeds, faiths, philosophies, gender orientations, cultures, nationalities, family backgrounds, and educational experiences (USF Diverse, 2013).
LGBTQ Caucus
4 Interviews
NO Trans*-Identified Interviewees

5. Graduate Student’s Response
Graduating Graduate Student (after 2 years)
Cisgender Male
Transitioning is a challenging and conflicting journey to self-realization at USF
USF is comfortable for Trans* people compared to other places because of the Jesuit values of “personal pride” in one’s identity
May also be difficult because of the Catholic component of Jesuit practices.
Unsure of Trans* inclusive policies
Cultural Centers do trainings to help support the inclusion of Trans* people at all levels of the institution.

6. Upper Level Human Resources Professional’s Responses
Viewed it as their duty to include EVERYONE no matter who they are.
Advertise positions to various diversity locales, but word of mouth is most powerful.
Pretty large and vocal LG population of staff, but not sure about the number of out Trans* staff members.

7. Upper Level Human Resources Professional’s Responses Cont…
Has a family member who is trans* (FTM)
Mentioned that it took on a different meaning after seeing someone they knew (and were close to) who was transitioning.
At least three have worked at the University, some have transitioned at work
Mentioned there may be more.
Brought in educators to discuss trans* issues in the workplace.
Worked to ensure that these people had access to single-stall restrooms.

8. Upper Level Human Resources Professional’s Responses Cont…
Felt that workout rooms for staff might be an issue for Trans* folk as a result of open dress & shower rooms.
LGBTQ Caucus is pretty active and they recently hosted a discussion about Trans* identity on campus.
Offer preferred name options for all people as much as possible.
View Transitioning at work as an ADA thing.

9. Upper Level Human Resources Professional’s Responses Cont…
Emphasize that confidentiality is of utmost importance.
HR DEFINITELY offers workshops and programs for employees interested in learning more about Trans* inclusion.
Very happy that we were having this conversation.
Very interested in hearing about ways they could improve inclusivity of Trans* employees.
Emphasized that this was the one of the first institutions to offer Domestic Partner Benefits for employees before laws were even passed!

10. Upper Level Diversity Administrator’s Responses
Contacted other person, were handed over to discuss with this administrator instead.
Rescheduled interview 3 times (until the interviewer was unable to have the interview)

11. Recommendations for Action
1. Include “Gender Identity or Expression” as a Protected Category = “gender orientation”? 2. Establish Gender Transition Guidelines 3. Education & Compliance: Provide Information and Training

12. Recommendations for Action
4. Conversations: Ensure Employee’s Privacy 5. Documentation: Update Personnel Records (?) 6. Facilities: Grant Restroom and Locker Room Access according to an Employee’s Full-time Gender Presentation

13. Recommendations for Action
7. Dress Codes: Make Dress Codes Gender- Neutral and Apply Consistently (?) 8. Benefits: Remove Discriminatory Health Insurance Exclusions “do their best…”

14. Implementation Plan
Advertise that the state of California prohibits employment discrimination based on gender identity
Educate on employment discrimination
Both before and after the selection process
Reevaluate workshops for how to support colleagues who are transitioning/identify as trans*
Each semester – facilitated by members of the department

15. Implementation Plan USF doesn’t have a lot of trans* inclusive spaces
Restrooms (with a map)
Locker rooms
LGBT Caucus Group
Allow more “T” voices

16. Conclusion
Better advertising of trans* inclusive services may attract more trans*employees
We can’t ignore the population!
There are policies and practices used today so the institution may want to keep up in order to attract excellent candidates.