What are the best practices for creating an inclusive campus environment for LGBTQ+ students and faculty?

Audit the landscape and infrastructure of the community/ place. Ask questions of the present and absent data. Is their evidence of tangible resources and active programs that support LGBTQ+ *life?* How long have these resource been in place? What's the space between their existence and the start/ "birth' of the organization? Asses this gap by asking about the harm created by this gap and if this harm lingers. Be honest about the ghost of this harm. Next, post-survey, assess the now--what are the concerns of the queer folx in the community? Next, have someone with actual knowledge about intersectional queer life and needs to facilitate this work and implement programs based on all data collected. Better if this person is queer identified.

In my professional journey, I've realized the significance of evaluating existing support systems and LGBTQIA+ inclusion strategies. It's essential to consider both historical and present contexts to effectively shape future initiatives. Inclusive assessment involves the entire community, not just students. The insights from administrators, faculty, and community members are invaluable in developing impactful systems and policies.

Fomos educados a entender que devemos ser homens ou mulheres por conta dos fatores reprodutivos. Todo nosso sistema é binário. As mudanças que vêm ocorrendo são porque a sociedade vem mostrando essa gama de comportamentos diferentes, que não tem que ser uma coisa ou outra. Essas pessoas precisam ter seus direitos reconhecidos sem qualquer limitação, em respeito aos princípios da igualdade e dignidade da pessoa humana. É importante que os seus direitos e o seu direito ao pleno trabalho, educação e a vida sejam respeitados. Precisamos garantir a diversidade, mas acima de tudo precisamos reforçar a necessidade de inclusão nos mais diversos ambientes sociais.

Mova-se para onde você pode crescer! Para muitos é apenas um frase de motivação, porém, quando nos deparamos com grupos que são historicamente excluídos de espaços e ambientes, esta pode ser uma realidade bem distante da motivação diária. Se movimentar para o crescimento perpassa o direito a educação de qualidade, acesso as universidade e o respeito e acolhimento das populações em situação de vulnerabilidade.

The demographic questions asked will make or break the applicability of your data. Also, not having expansive and representative response options for demographic questions will cause harm before your data even has a chance to be implemented. As with all DEI work, FIRST DO NO HARM. Your gender, sex, and sexuality questions should ideally have open-ended responses, or, if not possible, have a breadth of options, listed alphabetically. For example, if you are still using "Male or Female" as a response to "Gender," that is categorically problematic in more ways than one. Be sure that all types of university constituents across the gender, sex, and sexuality spectrums see their "box" listed (intersex, Two Spirit, demisexual, asexual, etc.)

To create an LGBTQIA+ inclusive plan for a university, it's crucial to conduct a comprehensive evaluation of current support systems and inclusion strategies, while taking into account historical contexts. This plan should involve diverse voices from the entire university community, including students, faculty, administrators, and other stakeholders. Their experiences and perspectives are instrumental in shaping policies that are both effective and sustainable. Emphasis should be placed on fostering an environment where every individual feels valued and supported, ensuring that the plan addresses specific needs and promotes inclusivity. The plan should also include key performance indicators for data collection and to prove effectiveness.

Where might your strategic plan face barriers to implementation? Involve those stakeholders who have the institutional power to break down those barriers from the beginning. For example, if the implementation of an inclusive Family-Building/Compassionate Leave program is one of the strategic goals, Human Resources must be involved before Day 1 to collaboratively define what Compassionate Leave could encapsulate. For example, queer employees may benefit from using leave to bond with their newly adopted baby, but new fathers may also benefit from paternity leave, dog-parents may benefit from leave for veterinary care, and any employee who is the sole care-giver to an elderly or disabled person may benefit from leave. Families are diverse!

Implement and publicize clear non-discrimination policies that explicitly protect the rights and equality of LGBTQ+ individuals. This establishes a legal and cultural foundation for inclusion.

Provide sensitivity training for staff, faculty, and students, addressing issues related to gender identity and sexual orientation. This contributes to mutual understanding and respect.

Your Safe Zone training is not enough. Once-and-done, all-in-one Gender & Sexuality trainings are not enough, and border on performative to put a sticker on your office door that says "Ally!" Trainings should cover an expansive offering across the spectrum of identities and be skills-based with tangible action items. In person and virtual options should be available more than once a semester. Open sessions advertised to the entire campus community should be available, but customized sessions for student groups, departments, classes, offices, etc. should also be available upon request. Above all, this effort must be ADEQUATELY STAFFED. If you only have one Gender/Sexuality professional, they cannot sustain the quality as described above.

Support and encourage the formation of LGBTQ+ student organizations, such as LGBTQ+ student unions or alliances. Provide resources, funding, and opportunities for LGBTQ+ programming, events, and initiatives. Collaborate with these organizations to ensure their voices, concerns, and perspectives are heard and valued.

Make available specific resources and support services for the LGBTQ+ community, such as resource centers, specialized counseling, and support groups. Introduce gender-neutral bathrooms and create inclusive spaces that acknowledge and respect the diversity of gender identities.

Build relationships and partnerships with local LGBTQ+ community organizations. This collaboration can provide additional resources, support, and networking opportunities for LGBTQ+ students and faculty, as well as foster a sense of belonging and connection to the broader LGBTQ+ community.

Include content that reflects the diversity of LGBTQ+ experiences in curricula and educational materials. This contributes to inclusive education and mutual understanding.

Para medir el éxito de sus iniciativas, una institución implementó un sistema de seguimiento que incluía encuestas y reuniones con grupos focales de la comunidad LGBTQ+. Esto permitió a la universidad ajustar sus estrategias para asegurarse de que estaban cumpliendo con sus objetivos de inclusión.

Develop policies allowing students and faculty to use the names and pronouns they identify with. Respecting self-identification is crucial for inclusion. Facilitate the formation of support groups and networks for LGBTQ+ individuals on campus. This helps build a supportive community and strengthens a sense of belonging.

This is related to representation and participation. I want to raise the oft-repeated phrase, "nothing about us without us." Leaders looking to help LGBTQ+ students and faculty feel safe and comfortable need to meet the community where it is. What does the community want and feel it needs? And, why? Maybe not everything can be given--but if leaders act on what they think they know or what other educational organizations have done, they may fall far short for their own community. I think of gender neutral bathrooms at my organization. In some buildings, there are stalls in an open corridor. In others, there are stalls in an enclosed space. Would the LGBTQ+ community find both equally satisfactory? The only way to find out is to meet and ask.

In your plan for a queer-friendly campus, don't forget the basic necessities. How far does a genderqueer student, for example, have to walk from any given location on campus to find a gender-inclusive restroom? If ALL of your students do not even have convenient and safe places to pee, that is a good place to start. All the programming in the world won't cure a bladder infection from literally having to avoid basic human needs on a daily basis. Crudely worded? Yes, but the reality for so many students.

Seek regular feedback from LGBTQ+ community members to assess the effectiveness of inclusion initiatives and identify areas for improvement.