Developing a Safe Space Program to Create an Allies Network for LGBT students and Staff

1. Developing a Safe Space Program to Create an Allies Network for LGBT students and Staff Melissa Fallon, PhD SUNY College at Oneonta

2. SUNY College at Oneonta • Who are we • 5,878 full- and part-time students, 1000 employees • 10% AALANA • Liberal Arts

3. Diversity at Oneonta: Current Initiatives • Creation President’s Council on Diversity (2003) • Statement on Diversity (December 2004) • Climate for Diversity (November 2005) • Creation of the Bias Incident Protocol (December 2005) • GSRC director position created • Strategic Plan for Diversity and Inclusion (2008)

4. National College Climate SurveyRankin, 2005 • 19% reported that, within the past year, they had feared for their physical safety • 51% concealed their sexual orientation/gender identity to avoid intimidation. • 34% avoided disclosing their sexual orientation/gender identity to an instructor, teaching assistant, administrator, or supervisor within the past year due to a fear of negative consequences, harassment, or discrimination. • GLBT people of color were more likely than white GLBT people to conceal their sexual orientation or gender identity to avoid harassment.

5. National College Climate SurveyRankin, 2005 • Transgender persons were rated most likely to be harassed on campus (71%), followed by gay individuals (61%) and lesbians (53%.) • 73% of faculty, 74% students, 81% administrators, and 73% staff rated the campus climate as homophobic.

6. National College Climate SurveyRankin, 2005 Percent of respondents that Experienced Harassment (within the past year) • 36% of Undergraduate Student • 23% of Graduate/Professional Student • 19% of Staff • 27% of Faculty

7. College at OneontaClimate Study • President Donovan commissions study with Sue Rankin and Associates • 1,700 responded to online survey • Survey assessed personal experiences and observed behavior • Study was used to inform strategic plan for diversity and inclusion

8. Respondents by Sexual Orientation & Position (n)

9. Personally Experienced Offensive, Hostile, or Intimidating Conduct by Sexual Orientation (%)

10. Observed Harassment by Sexual Orientation (%)

11. Null Environment • There is no such thing as a null environment. • Environments that don’t communicate disagreement with cultural stigma are seen as endorsing the stigma. • Safe Space program as a way to have a visible disagreement with the cultural stigma and support for Allies.

12. Sociopolitical context for sexual orientation • Cultural stigma provides information about where the stigma comes from but also explains internal homophobia • Assumptions of Hetero-normativity lead to invisibility for the LGBT community and keep LGBT students isolated • Helps explain why Allies need support and community/network.

13. Safe Space Nuts and Bolts • Collaboration effort: Counseling Ctr, Residence life, Multicultural Student Affairs, Women’s Studies, Open Minded Unity • Committee and work group structure • Curriculum • Marketing • Manual • Evaluations

14. Safe SpaceMarketing work group • Developed Symbol • Developed “Look for it” flyer • Brochure with workshop dates, info • Distribute within halls, buildings, bulletin • Personal invites to area leaders*

15. Safe Space Curriculum work group • Did the research • Developed a wish list • Made it fit • 2 day/ 5 hours • *Trainers developed original curriculum • Curriculum revisions • Trainer’s manual and train-the trainer workshops

16. Safe SpaceManual group • Handouts • Workshop agendas • Local, state, and national resources • Ally tools/ info • College resources (ie: non discrimination policy, bias incident protocol)

17. Safe Space Politics • Hop-on momentum that’s already there • Invited stakeholders AND critics • Empowered critics by inviting feedback and direct involvement • Fitting into/ leveraging support from existent initiatives • Social justice/ community education • Political leveraging/ senior admin

18. Safe SpaceDomino Effect • Employees feeling safe/ empowering others (staff and students) • Students self- identifying as Allies and GLBTQ • More open discussion about lack of acceptance/ hostile campus environments • Development of informal support network led to decreased isolation for employees • Now Safe Space is used as an admissions recruiting tool

19. Safe Space Surprises • Support from management • Safe Space venue for coming out • Institutionalizing awareness of program (ie: new employee orientation) • Community interest

20. Safe SpaceChallenges • LGBT faculty critics undermined project as “surface” or “fluff” • Curriculum and balancing comprehensiveness with time • “Mandatory” policy • Judicial sanction • Time intensive • Death by details

21. Subsequent Stepsfor Oneonta Safe Space • One hour presentation to manage interest in professional development • Building and maintaining a network • Listserv • Website • Action hero day • Transgender student issues – Transgender guide to campus • Recruiting trainers • Development of manual

22. Melissa Fallon, PhD, Counseling Centerfallonma@oneonta.eduRobin Nussbaum PhD, Gender & Sexuality Resource Center CoordinatorNussbar@oneonta.edu