LGBT Concerns Committee Minutes -- October 8, 2004
Meeting Held: October 8, 2004, Counseling Center Conference Room, Peabody Hall, 10 am-12 pm
Committee Web site: http://www.aa.ufl.edu/committees/lgbtcc.htm
In Attendance: Linda Lamme, chair
Greg Allen, staff; Vice President, Rainbow Alliance
Allison Andrews, student; President, Pride Student Union
Charles Brown, staff; President, Rainbow Alliance
Kimberly Brown, staff
Tamara Cohen, staff’ Coordinator for LGBT Affairs
Joyce Dewsbury, staff
Geoffrey Giles, faculty
Carlos Hernandez, staff
Jonathan Keane, staff
Jeanna Mastrodicasa, staff
Dianne Mazur, staff
Mary Kay Schneider, staff
Guest: Debra Walker King, Associate Provost for Faculty Development
A. Meeting with Debra Walker King
Dr. King (Associate Professor of English, CLAS) shared that she has taken the position let vacant when Jacqueline Hart retired. At the same time, the job title and the position have shifted. Dr. Hart was Associate Provost for Affirmative Action, however, due to a decree from the Governor’s office ending "affirmative action" in Florida education, the position’s title and responsibilities focusing on faculty development. King has inherited some of Hart’s institutional equity issues. She will also assist faculty in moving through promotion and tenure processes and develop an expanded mentoring program (previously concentrated on minorities). She also plans a leadership development project in which staff and faculty who aspire to leadership at the university can "touch and taste it." She suggested that deans should identify people in their departments that have leadership potential. King discussed the success of mentoring with an example from the School of Theater and Dance in which students and faculty about theater and dance and how to interact with actors and dancers. King stated that she looks forward to working with the new provost when appointed. She then answered questions.
Lamme asked about LGBT mentoring. The discussion identified two different mentoring needs: 1) LGBT students who might benefit from the guidance of an LGBT faculty member in their university and professional careers, and 2) non-LGBT faculty who might benefit from working with and LGBT student (and vice versa) as a way of increasing their awareness and understanding of LGBT and diversity issues. King suggested that mentors in these situations must be very clear on the line between advising and counseling. There was further discussion of some committee member experiences with mentoring programs. These programs are not always well-utilized and faculty end up making extensive commitments to students that d not take advantage of the program. Schneider cited the example of La Casita, a mentoring programs in seniors/juniors met twice weekly with sophomores/freshmen. King stated that in her experiences with mentoring she has encountered some "dysfunctional" formulas and that she could work with the committee to create an LGBT mentoring program with a good chance of success.
In response to a question about what she envisioned in leadership training for faculty, King talked about creating an "academy" — a year-long program of workshops and "fireside chats" that wold focus on various aspects of leadership. When asked if diversity would be included in the academy, King said yes, but that leadership is more than issues – like diversity – that depend on relationships within the work environment and how the work environment interacts with external environments, such as the community or the governor’s office. Leadership also includes nuts and bolts issues, such as what is a ledger sheet, etc.
King distinguished between leadership and educational leadership. She shared about an intensive leadership workshop she attended at Bryn Mawr. Prospective leaders need a lot of information to decide whether they want to pursue leadership and what roles they might be best suited for. Trainees need to learn how "it all works together." This is where the fireside chats come in. If the question is "what does it feel like to be a provost", then members of the academy have the opportunity to sit with the provost and find out. The academy creates a pipeline to leadership. The academy creates new opportunities for faculty and staff and raises up new people to take on various responsibilities so that the same people aren’t called on all the time. This is important because some faculty want to be left alone to do their work and others want to get involved with university governance.
An important issue regarding faculty was the concern about the lack of LGBT content in UF courses and content that is homophobic. This led to a discussion about faculty attitudes. One recommendation was for faculty to participate in a class developed by Jim Button on gender politics — it’s one of the few courses on the subject at the University. King stated that there is one case that involves sexual orientation that is part of the required sexual harassment workshop. She asked if the committee could look at this case and suggest ways that it could be improved. The question of whether there should be a specific committee to deal with homophobia and faculty issues.
This led to a discussion of the differences between sexual harassment and homophobia. Lamme suggested that the LGBT issues go to civil rights and human rights. She acknowledged that many people outside the committee see the two issues as very similar. Giles suggested that the benefit of including sexual orientation issues in the sexual harassment workshops is that they are required for all faculty. He further suggested that we might consider creating a diversity workshop. The question became how to get faculty to attend. King suggested that new faculty who received an invitation to such a workshop would be unlikely to say no, and that these faculty would be obvious place to start to begin changing the culture at the university. When asked why a diversity workshop could not be required, King answered that it was important to avoid creating a backlash and exacerbate the problem as had occurred with affirmative action. She talks about the way that the words "affirmative action" became a rallying cry for opponents and suggested that we do not want to add "diversity" to the list of such "fighting words." She referred to a book on this subject that she had read and cited its advice, that if you are fighting the words, you can never fight the problems.
Further on attendance at the sexual harassment workshops, the issue was raised that although attendance is required, there is no sanction if you do not attend. Those who do not attend simply receive additional invitations. King suggested that it all goes back to whether you believe your dean cares if you attend.
The central issue was distilled as : Finding ways to reach people who need diversity training but are unlikely to attend.
King suggested a diversity lecture series in which the research on diversity could be presented. She stated that staff and faculty would both be included in any diversity training plan, and that it was Gail Baker’s role to create a diversity plan. King’s role is to ensure faculty success within the plan.
The discussion moved to the whether any complaints had been received under the new non-discrimination policy that includes sexual orientation. Also, the question of where such complaints should be made. King stated that for time being, any complaints under the policy should be made to her office. However, as part of President Machen’s reorganization, a new vice president for human resources is going to be hired in the early part of 2005. When that person is in place, discrimination complaints would go that office. Domestic partner benefits will also be the responsibility of the new vice president.
B. Reports from Campus Groups
1. Pride Student Union — Allison Andrews
PSU is hosting its annual Intercollegiate Pride Conference on November 6-7. The theme is "Advancing LGBTQ Acceptance on College Campuses." PSU has invited students from Florida and Georgia campuses. They are looking for someone to speak on the issue of making health care facilities more LGBT-friendly.
2. Gator Gay-Straight Alliance — John Keene
GGSA will be involved in a special event for National Coming Out Day on October 11. They are also planning their next round of Residence Assistant training.
3. LGBT Student Affairs Cabinet
There was no representative present at the meeting, and we discussed the resignation of Yuri LaTorre from this position. It was not known when someone new would be appointed.
4. Rainbow Alliance — Charles Brown
Rainbow Alliance will be represented at the upcoming Pride Festival, and will holding its regular monthly dinners. Efforts continue to identify alumni.
5. Friends Program
The Friends program is now the responsibility of Tamara Cohen and she is the process of reviving it. Lamme asked if the Friends program is formally represented on the Concerns committee, and suggested that both the Friends Program and Rainbow Alliance should be permanently represented on the committee.
6. Director of LGBT Affairs — Tamara Cohen
Cohen gave the following report:
a. Contact Info:
Office location: 1115 Graham (2nd floor)
Phone: 392-2161 ext. 10670
E-mail: tamararc@dso.ufl.edu
b. Current Priorities of LGBT Director’s Office (list under development: order does not necessarily reflect priority.)
1. Getting the word out about the position and the office
2. Building relationships with students, student organizations, faculty, staff (LGBTQ and beyond) and listening to needs
3. Filling in the holes: graduate students, international students, the B and T, etc.
4. Revamping Web site, Web resources
5. Strengthening the Friends program
6. Institutionalizing trainings and educational programs
7. Setting up the Resource Center and letting people know its here
8. Achieving Partner Benefits
9. Adding Gender Identity to non-discrimination clause; Trans Issues Education
10. Working towards a real space for LGBT students
11. Alumni, fundraising
12. Training for departmental chairs; faculty resources
13. Sexual assault awareness; health issues
c. Office traffic thus far:
1 person for resources for a class paper; one wanted a place to volunteer; one – career issues; three international students; two graduate students; two – partner benefits issues; one Residence Hall director for program idea; two reported sexual assaults. Others to say hello, share stories.
d. Upcoming events:
Coming Out Day Open House – Oct. 11, 3-6 Graham Hall
Training for Staff/Faculty with Rheua Stakely – Oct. 22 (tentative)
Healing from Internalized Homo-bi-trans-phobia or other student focused programs
TBD with Rheua Stakely – Oct. 21 (tentative)Rheua Stakely is a trainer and speaker for the Gay, Lesbian, and Bisexual Speakers’ Bureau of Boston and has worked with the Massachusetts Governor’s Commission for LGBT Youth, PFLAG, and GLSEN. She was a featured speaker at the Second National Conference on Workforce Diversity and the Second West Coast Conference on Gays in the Workplace; and the coordinator and moderator of Radcliffe College’s first and second conferences on lesbian, gay and bisexual workplace issues. She is a graduate of the University of Florida.
C. Organization and Reports of Standing Subcommittees
1. Rainbow Alliance Research and Service Awards Committee — Lamme called for volunteers. Geoffrey Giles, Joyce Dewsbury and Tamara Cohen agreed to form this committee.
2. Transgender Support Committee — Carlos Hernandez is on this committee.
3. Methods of Reporting Harassment — Keene and Cohen are working anonymous reporting.
D. Moving Forward with Information and Action
1. Health Department — A discussion of student health services ended with a recommendation that Team D was the most LGBT friendly.
2. Libraries — We discussed LGBT resources that are held in various locations on campus. These include: the faculty media library (videos); the reading room collection (currently in Cohen’s office); and holdings in the University library. Brown and Allen agreed to help in cataloging the reading room collection.
3. Deans and Administrators — Discussion of this item was postponed.
E. Procedure for Dealing with Harassment and Discrimination Based upon Sexual Orientation – IFAS Case
Lamme and Brown outlined for the committee the case of a faculty member who is trying to bring forward a case of drastic salary inequity that apparently results from discrimination on the part the professor’s former department chair. The professor first sent a letter concerning a severe salary inequity to his college’s director of personnel. He received a letter indicating that if the director of personnel could not address his complaint, and that he should contact his immediate supervisor. Because of his position, his administrative supervisor is not his department chair. The current department chair (not the one who was involved in the discrimination) responded that the professor should work with his supervisor. The supervisor could not address the salary equity issue for administrative reasons (the supervisor had previously tried to do so).
The professor had sent a letter about his concerns to his college’s associate vice president. In two correspondences, the AVP gave very unsatisfactory responses which had a humiliating and dismissive tone and appeared aimed at causing the professor to drop the complaint. Neither letter was based on any kind of college or university policy. The professor then prepared a packet including all correspondences and sent this information to the LGBT Concerns committee, Dr. Gail Baker, Special Assistant to the President for Diversity, and Dr. Bernard Machen. (The case has since been referred to Dr. Debra Walker King.)
F. Participation of UF Groups in Gainesville Pride Festival
Pride Student Union will have a float in homecoming. Rainbow Alliance, Pride Student Union, and Gator Gay-Straight Alliance will all participate in the Pride Festival on October 18, 2004.
G. Other Topics or suggestions for our work this year
Cohen requested that the committee work with her on clarifying its relationship to her office.
Andrews was concerned about engineers and how best to reach out to students.
H. Scheduling next meeting
The next meeting will be November 1 from 10 am to 12 pm.
I. Announcements
Pride Celebration of Gainesville Awards Banquet will be held on Friday October 8 at 6:30 pm. Tickets cost $25.00 in advance. No tickets at the door.
Pride Celebration of Gainesville events next week (October 8-18).
Addendum
Introduction
University of Florida faculty, students, and staff who identified themselves as being lesbian and gay were somewhat inconspicuous and silent until the early 1980s. This invisibility no doubt was due partly to the homophobic attitudes and bias that existed in the general society as well as on the University of Florida campus. Another important factor appears to be the legacy of the infamous Johns Committee, a Florida state senate committee that spent time between 1957 and the early 1960s at the University of Florida attempting to identify persons who were thought to be homosexuals. Homosexual behavior was illegal, and Committee members who also believed that such persons were reprehensible and should not be part of the University of Florida.
Members of the Committee and their staff used intimidation, various forms of entrapment, and/or issued summons for individuals to appear before the Committee without providing reason for the summons. As a result of the Committee’s activities, several University of Florida male faculty members were fired or were forced to resign. Female faculty members fo not appear to have been targeted, possibly because there were relatively few women on the faculty at that time. In addition, several female and male students were discipline and typically were asked to leave the University. An important and unfortunate aspect of the Johns Committee’s activities was the cooperation and complicity of President J. Wayne Reitz (1955-1967). As a result, accused faculty members and students received little or no administrative support. An excellent documentary entitled "Behind Closed Doors" and co-produced by Allyson Beutke provides a more detailed description of the actions and the personal consequences of the Johns Committee.
Student Organization
Finally in the early 1980s, a group of lesbian and gay students formed the University of Florida Lesbian and Gay Society (UFLAGS) and became a registered student organization. When the group requested office space at the Reitz Union, members encountered much harassment and hostility. UFLAGS finally received limited office space, but members experienced on the general campus blatant discrimination, harassment, and homophobic acts, such as derogatory posters and other printed materials. After unrelenting harassment and loss of office space, several members decided to form an off-campus organization entitled the Gay and Lesbian Student Union (GLSU).
Committee on Sexism and Homophobia
In 1989, Irene Stevens and Phyllis Meek, two Deans in the Office for Student Services, decided to form a Planning Committee on Sexism and Homophobia. Careful consideration was given to the actual name of the Committee in that it was believed that a Committee on Homophobia alone politically and strategically was not feasible at that time. This was true despite the fact that one of the main reasons for establishing the Committee was to provide proactive ways in which to combat bigotry and homophobia that existed on campus. Another purpose of the Committee was to demonstrate administrative support for lesbian and gay students as well as to encourage the off-campus GLSU to return as an on-campus organization. A concerted effort was made to include representatives frm successful, and several members joined the Committee as did other lesbian and gay students. In addition, representatives from the "traditional" groups and organizations were involved with the Committee.
After several meetings, it became obvious that the Planning Committee could provide needed educational programming and other functions. With funding and support from Dr. James Scott, Dean for Student Services, the group decided to name itself the Committee on Sexism and Homophobia in Fall 1989. Irene Stevens and Phyllis Meek served as either co-chairs or alternated in being Chair of the Committee.
Activities of the Committee on Sexism and Homophobia included providing educational workshops on both homophobia and sexism, producing brochures and other publications as well as a video, sponsoring well-known speakers during campus-wide events, such as People Awareness Week and Women’s History Monthly, and other similar activities. In addition, an ally group, Friends of Lesbians, Gays, and Bisexuals, was established.
Some of the Committee activities, including various publications as well as public statements and stances on particular issues, created controversy among certain campus groups and publications as well as among some University administrators. As a result, at various times, harassment and efforts to intimidate were directed at the Chairs of the Committee.
Soon after the Committee was formed, lesbian and gay faulty, staff, and students contacted the Chairs and/or other Committee members to express concerns about their own experiences of discrimination and/or harassment. As a result of these interactions, it became apparent that there was need for an official university committee to deal with policy issues, particularly the negative effects of sexual orientation not being included in the University’s non-discrimination policy. Among these negative effects was the lack of protection against discrimination in such areas as promotion, tenure, job security, and the like for faculty members. In addition, there was no provision for partner benefits. Another problem was the Division of Housing’s policy that prohibited same-gender couples from living in Family Housing.
In 1999, The Committee on Sexism and Homophobia began the FRIENDS program, an ally program for LGBT students, where faculty and staff who are open and friendly can receive a packet of information and place a FRIENDS sticker on their doors to denote that the office is a safe space.
Lesbian, Gay Bisexual Concerns Committee
In Fall 1990, Members of the Committee on Sexism and Homophobia sent to Provost Andrew Sorensen a proposal for the establishment of a Committee on Gay, Lesbian, Bisexual Concerns. The proposal included the rationale, functions, composition, and administrative structure of the Committee. It was recommended that the Committee should be advisory to the Provost of the University and that the Provost should appoint the Committee members. Provost Sorensen was receptive to the idea of the Committee, but he requested additional information and time before approving its establishment. After much delay and with additional pressure from members of the Committee on Sexism and Homophobia, the Concerns Committee was appointed in Fall 1992.
Quality of Life Survey
One of the important activities of the Concerns Committee was conduct a Quality of Life survey of lesbian, gay, and bisexual persons in Fall 1993. Since the names of lesbian, gay, and bisexual persons were not available, the survey was distributed by the"snowball" method, i.e., surveys were not given to specific individuals who in turn asked lesbian, gay, and bisexual persons to fill out and return the surveys. Names of respondents were not asked, but some demographic information was requested. Among the most important survey results were the reluctance and the fear of many individuals to reveal their sexual orientation because of concerns about reprisals and retaliations if particularly their supervisors, faculty members and others knew their orientation. More specifically, 91 percent of the respondents indicated that they had experiences disapproval form other University of Florida students, faculty, and staff. In addition, 67 percent reported that they felt pressure to keep their sexual orientation a secret.
Additional information from the Equality of Life Survey results were suggested changes for lesbian, gay, and bisexual persons at the University. The major areas mentioned were: the inclusion of sexual orientation in the University’s non-discrimination policy; the availability of fringe benefits, e.g., health insurance, for same-sex partners; specific efforts made to increase campus awareness of and sensitivity to lesbian, gay, and bisexual issues and concerns; deal proactively on campus with negative attitudes toward lesbian, gay, and bisexual persons; more support, visibility, and affirming actions directed toward and on behalf of lesbian, gay, and bisexual individuals.
The GLB Concerns Committee submitted a request to the University Senate in 2000 to support adding sexual orientation to the University’s non-discrimination policy. After a heated debate, the Senate voted in favor of the motion. In 2002, the committee (now called the LGBT Concerns Committee) requested the President Charles Young get Board approval for adding the terms "sexual orientation and gender identity and expression" to the non-discrimination clause. The Board unanimously approved adding sexual orientation to the non-discrimination policy in July of 2003. The President promised to come back with gender identity and expression, but retired before that was accomplished.
The Concerns Committee submitted a request to the University Senate in 2001 to support providing partner benefits to University employees and it passed. The committee went to President Young with a request that the University obtain partner benefits. Because the State would not approve such a request, he decided to wait until we were under the control of a Board of Trustees. In the meantime, he requested the Benefits Office to look into ways in which partner benefits could be provided to faculty and staff. As of October 2004, no action has been taken on that request, but much research had been conducted to obtain an insurance carrier that would provide these benefits.
In 2002, another campus climate survey was administered and the findings revealed that even straight students believe that LGBT students are the targets of the most discrimination and harassment on campus. The report of the campus climate committee was finally released in 2004.
Return of Gay and Lesbian Student Union
In Spring 1991, the Gay and Lesbian Student Union decided to return as a registered student organization. The group was able to obtain both office space in the Reitz Union and some funding from Student Government. In 1993, GLSU changed its name to the Lesbian, Gay, Bisexual Student Union (LGBSU) and increasingly became visible with activities, such as Coming Out Week and Lesbian and Gay Awareness Week. Student Government funding increased, and due to the lobbying efforts and more involvement in student politics, a Student Government cabinet position directed at lesbian, gay, and bisexual students was established. In Spring 2000, the organization’s name was changed to Pride Student Union. With increased funding from Student Government and increased membership, Pride Student Union currently sponsors an annual Pride Awareness Month that involves speakers, entertainment, and the like as well as being involved in other activities throughout the academic year. Beginning in 2002, each fall, the Pride Student Union sponsors and Intercollegiate Conference for LGBT leaders at Universities throughout the state.
Another student group, the Gator Gay-Straight Alliance, was formed in Fall 2000. The major purpose of the organization is to build connections between gay, lesbian, bisexual, and transgendered students and "straight" students, with the mutual goal of ending homophobia and all forms of discrimination. The group has been very proactive and provides a variety of campus activities as well as working closely with other organizations, such as Pride Student Union, the LGBT Concerns Committee, and other similar groups. The Gator GSA conducts training sessions each semester for housing personnel and Greek leaders. Some of the GSA’s more memorable activities are Same-Sex Handholding Days, "I’m Not a Cutout" Project, photos of people "coming out" through a door for National Coming Out Day.
A faculty and staff organization, the Rainbow Alliance, was established in 1999, with Charles Brown as president. This organization conducts social activities, produces a newsletter containing information pertinent to lesbian, gay, bisexual, and transgendered persons, and fund-raises. Since 2001, the Rainbow Alliance has awarded two annual awards to students for LGBT Research and Service. The Rainbow Alliance has a fund a the Florida Foundation that is laying the groundwork for an LGBT Research and Resource Center at the University of Florida.
Activities of the Lesbian, Gay, Bisexual, Transgendered Concerns Committee
The Lesbian, Gay, Bisexual, Transgendered Concerns Committee has continued to deal with various issues affecting LGBT faculty, staff, and students. The Committee particularly has been unrelenting in its focus on the need for the inclusion of sexual orientation in the University’s non-discrimination policy. With the strong support of President Charles Young, the University’s Board of Trustees voted in June 2003, to add sexual orientation to the University’s non-discrimination policy. This addition to the non-discrimination policy has many positive implications for LGBT persons on campus.
Committee member Kendal Broad met with several transgender members of the faculty and staff during the 2003-2004 academic year and created a Guide to Workplace Transition which she posted on the Web. A list of trans-related policies that we would like to see in place at the University of Florida include:
– Insurance to cover gender reassignment surgery
– Allies for transgendered persons
– Frequently Asked Questions Web resource
For the 150th Anniversary of the University of Florida (2003), the LGBT Concerns Committee sponsored a panel that presented the history of LGBT people in Gainesville and at the University of Florida. The panel included James Schnur, a historian and professor at USF who has studied the Johns Committee, Phyllis Meek, retired dean of students, Joe Antonelli, community representative and Pride member, and Mike Malecki, former UF students. They showed the tape "Behind Closed Doors" (by Allyson Beutke) about the Johns Committee.
In May 2003, Andrea Zimbardi, a UF softball player, filed a lawsuit against the University of Florida Athletic Association (UAA) alleging that she was discriminated against because she is a lesbian. As part of the response to the situation created by the lawsuit, Jeremy Foley, UAA director, contacted Dr. Roberta Seldman at Student Mental Health Services. Foley requested in-service training for UF coaches and staff about sexual orientation issues. Seldman put together a team of four counselors: two from Student Mental Health Services and two from the UF Counseling Center. Foley agreed to allow the team of four individuals to conduct a 45-minute session for men’s and women’s coaches.
Director of LGBT Affairs Appointed
In September 2004, Tamara Cohen became UF’s first Director of LGBT Affairs. With financial support for a Coordinator or Director of LGBT Affairs, the Concerns Committee created a list of possible activities for that office:
-- Create an LGBT Alumni Directory (UF Foundation has created one for Hispanic Alumni). They could hold an event in South Florida to kick off the scholarship fund campaign.
-- Support a Lavender Graduation
-- Support a Colloquium
-- Provide faculty and staff training (see www.projectyes.org)
-- Provide information on inclusion of LGBT content in many courses on campus
-- Institutionalize ongoing training for Residence Assistants and Greek Leadership, presently conducted by Gator GSA
-- Work with Archivist Greg Allen on Preserving LGBT History on this campus
-- Work with UF library’s Special Collections to insure a strong LGBT collection
-- Develop an active LGBT Resource Center
-- Identify space as a center for students to meet