Official and non-official CU policies concerning trans* and gender non-conforming students.
Harassment and discrimination:
Columbia University: Most relevant parts are underlined.
COLUMBIA UNIVERSITY EQUAL EDUCATIONAL OPPORTUNITY AND STUDENT NONDISCRIMINATION POLICIES
Columbia University is committed to providing a learning environment free from unlawful discrimination and harassment and to fostering a nurturing and vibrant community founded upon the fundamental dignity and worth of all of its members. Consistent with this commitment and with applicable laws, it is the policy of the University not to tolerate unlawful discrimination or harassment in any form and to provide students who feel that they are victims of discrimination or harassment with mechanisms for seeking redress.
Columbia University does not discriminate against any person in the administration of its educational policies, admissions policies, scholarship and loan programs, and athletic and other University-administered programs or permit the harassment of any student or applicant on the basis of race, color, sex, gender (including gender identity and expression), pregnancy, religion, creed, marital status, partnership status, age, sexual orientation, national origin, disability, military status, or any other legally protected status.
Nothing in this policy shall abridge academic freedom or the University’s educational mission. Prohibitions against discrimination and harassment do not extend to statements or written materials that are germane to the classroom subject matter.
For purposes of these policies and procedures, discrimination, discriminatory harassment, and sexual harassment are defined as follows:
Discrimination is defined as:
• treating members of a protected class less favorably because of their membership in that class; or
• having a policy or practice that has a disproportionately adverse impact on protected class members.
Discriminatory harassment is defined as substantially interfering with an individual’s educational experience by subjecting him or her to severe or threatening conduct or to repeated humiliating or abusive conduct, based on his or her membership in a protected class. This includes sexual harassment, which is described below in further detail.
Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when:
• submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s education; or
• submission to or rejection of such conduct by an individual is used as the basis for academic decisions affecting that individual; or
• such conduct has the purpose or effect of unreasonably interfering with an individual’s academic performance or creating an intimidating, hostile, demeaning, or offensive academic or living environment.
Consensual, romantic relationships between faculty and other employees and students are generally not considered sexual harassment and are not prohibited by University policy. Individuals should be aware, however, that these relationships are susceptible to being characterized as non-consensual, and even coercive, if there is an inherent power differential between the parties. For further information, students and employees should consult the Romantic Relationship Advisory Statement which is printed here and available online at: http://www.columbia.edu/cu/vpaa/eoaa/docs/romance.html.
Students seeking an accommodation for a disability should contact the Office of Disability Services at (212) 854-2388. Information on the services provided by the Office may be found online at: http://www.health.columbia.edu/docs/services/ods/index.html.
COLUMBIA UNIVERSITY STUDENT PROCEDURES ON DISCRIMINATION AND HARASSMENT
All members of the University community are expected to adhere to the applicable policies and to cooperate with the procedures for responding to complaints of discrimination and harassment. All are encouraged to report any conduct believed to be in violation of these policies. All students and applicants for admission are protected from coercion, intimidation, interference, or retaliation for filing a complaint or assisting in an investigation under any of the applicable policies and laws. Subjecting another to retaliatory, intimidating or coercive conduct for filing a complaint or participating in an investigation is prohibited and may be addressed as a separate violation.
Any person who believes that he or she has been the subject of discrimination and harassment may initially choose to deal with the alleged offender directly through a face-to-face discussion, a personal telephone conversation, e-mail correspondence, or letters. In some cases this may effectively resolve the situation; however, individuals should not feel pressured to address the individual directly. Such an approach may be ineffective in correcting the problem, or an individual may be uncomfortable in handling the situation alone. The University offers several options for those seeking the intervention of the offices and individuals who are authorized to respond to their complaints. These include confidential guidance and assistance, informal counseling, mediation, and formal processes for having their complaints reviewed and investigated.
Confidential Guidance and assistance
The University has crafted a “safe haven” for those individuals who want to approach a knowledgeable person for confidential conversations. Individuals who wish to take advantage of this option may contact either the University Ombuds Officer or a member of the University Panel on Discrimination and Sexual Harassment. These officers are not authorized to conduct formal investigations.
University Ombuds Officer
The Ombuds Office is an informal, safe and confidential place to voice concerns. The Ombuds Officer will listen, offer information about Columbia University policies and resources, and help visitors evaluate a range of options for resolving a problem. The visitor selects the course of action, if any. The Ombuds Officer may, with permission, participate in informal conflict resolution, and may mediate if all parties agree. The Ombuds Office provides information about formal grievance procedures in other offices, and is a resource for any kind of issue, including concerns which fall outside the scope of formal complaint channels. In some situations, the Ombuds Officer may help find ways to convey information while maintaining the anonymity of the source. Discussions with the Ombuds Officer are off-the-record and do not constitute notice to the University.
For more information, see http://www.columbia.edu/cu/ombuds/.
University Panel on Discrimination and Sexual Harassment
The University Panel on Discrimination and Sexual Harassment is composed of trained, experienced, and accessible members of the Columbia community. Members of the Panel provide an informal, impartial, non-adversarial setting in which problems can be addressed through confidential counseling or mediation. Any student may approach any Panelist to discuss his or her concerns and seek advice. The Panelist may also meet with persons other than the student to ascertain facts relevant to appropriate resolution of the complaint or to seek an informal resolution to situations in which there are allegations of discrimination, discriminatory harassment, or sexual harassment. Discussions with Panelists are confidential and do not constitute notice to the University. A list of the current Panelists may be found online at: http://www.columbia.edu/cu/vpaa/eoaa/docs/shpanel.html.
Students may choose to resolve their complaints through mediation by the Office of Equal Opportunity and Affirmative Action, the University Ombuds Office, or the Mediation Clinic at Columbia Law School. Mediation is an informal, voluntary and confidential process where parties can participate in a search for a fair and workable solution. Guidelines for mediation by the EOAA Office or the Mediation Clinic may be found online at: http://www.columbia.edu/cu/vpaa/eoaa/docs/mediation.pdf.
FORMAL COMPLAINT PROCEDURES Against Another Student
Student complaints of discrimination or harassment against another student should be filed with the Dean of the school in which the accused student is enrolled. Complaints against students are investigated under the appropriate Dean’s Discipline procedure of the accused student’s school, with the exception noted below. Students found to have engaged in discrimination or harassment will be subject to discipline up to and including expulsion.
Disciplinary Procedures for Sexual Misconduct
Complaints involving non-consensual physical contact of a sexual nature by a student against a student must be filed under Dean’s Discipline or the Disciplinary Procedures for Sexual Misconduct. A copy of the Disciplinary Procedures for Sexual Misconduct may be obtained from the Program Coordinator of the Disciplinary Procedures for Sexual Misconduct, 701A Alfred Lerner Hall, or online at: http://www.columbia.edu/cu/sexualmisconduct.html.
Procedure for Complaint Against a Student Organization
Students who wish to file a complaint of discrimination or harassment against a student organization should do so in consultation with the Dean of their own school; the Dean will identify the appropriate procedure and channels and assist the student in pursuing the complaint.
Procedure for Complaint Against a Member of the Faculty or Staff
Office of Equal Opportunity and Affirmative Action
Student complaints of discrimination, discriminatory harassment or sexual harassment against a University employee should be filed with the Office of Equal Opportunity and Affirmative Action. Complaints filed with the EOAA office are governed by the Equal Employment Opportunity and Nondiscrimination Policies and Procedures on Discrimination, Discriminatory Harassment and Sexual Harassment, which are available online at: http://www.columbia.edu/cu/vpaa/eoaa/docs/nondispol.html. The Office of Equal Opportunity and Affirmative Action is located at 103 Low Memorial Library and can be reached by telephone at (212) 854-5511.
Students should consult their school’s policy for the appropriate procedure to complain about a faculty member’s conduct in an instructional setting. School policies may be found on the Provost’s webpage at http://www.columbia.edu/cu/provost/docs/policies.html.
Students with questions as to the appropriate procedure in a particular situation should contact the Dean of Students for their school
COLUMBIA UNIVERSITY’S COMPLIANCE WITH LAWS PROMOTING EQUAL EDUCATIONAL OPPORTUNITY AND PROHIBITING DISCRIMINATION AND HARASSMENT
In accordance with all applicable laws and pursuant to its own policies and operating procedures, Columbia University provides for equal opportunity and prohibits unlawful discrimination and harassment. The applicable laws include:
• Title VI of the Civil Rights Act of 1964, as amended, prohibits discrimination against any person on the basis of race, color, or national origin in programs or activities receiving federal financial assistance.
• Title IX of the Education Amendments of 1972, as amended, prohibits discrimination on the basis of sex in the conduct or operation of a school’s educational programs or activities, including admission to these programs and activities.
• Section 504 of the Rehabilitation Act of 1973 prohibits the exclusion of any person solely on the basis of a disability from participation in or access to benefits of any federally financed program or activity; it also prohibits discrimination against any person solely on the basis of disability in any federally financed program or activity.
• The Americans with Disabilities Act of 1990 prohibits discrimination against persons with disabilities in public accommodation.
• The Age Discrimination Act of 1975 prohibits discrimination on the basis of age in programs and activities receiving federal financial assistance.
• The New York Executive Law, Article 15, Section 296(4) prohibits an educational institution from denying the use of its facilities to anyone otherwise qualified or permitting harassment of a student or applicant on the basis of color, race, religion, disability, national origin, sexual orientation, military status, sex, age, and marital status.
• The New York Education Law, Section 313, as amended, prohibits educational institutions from discriminating against persons seeking admission as students to any institution, program, or course because of race, color, sex, religion, creed, marital status, age, sexual orientation, or national origin.
• The New York City Human Rights Law, Section 8-107 prohibits discrimination on the basis of actual or perceived race, creed, color, national origin, age, gender, (including gender identity and expression), disability, marital status, partnership status, sexual orientation or alienage or citizenship status in public accommodations.
“Barnard’s zines are written by women and people of all transgender expression with an emphasis on zines by women and trans of color. We collect zines on feminism and femme identity by people of all genders. A woman’s gender is self-defined. The zines are personal and political publications on activism, anarchism, body image, third wave feminism, gender, parenting, queer community, riot grrrl, sexual assault, and other topics.”
Admittance to Barnard:
There is no official gender policy for Barnard. Barnard is a women’s college, and is legally recognized as so, and thus is unwilling to endanger that status by officially admitting people that can be legally recognized as men or male. However, it is often stated that there is “no panty check” (ew, guys) as part of the admittance process. This seems to mean that you are identifying as a woman by applying to Barnard, and there is no background check or anything. What I can tell you is that in order to add Barnard on your Common App, you have to have checked the “female” box. But, you know, Common App doesn’t have a panty check either.
Barnard has a kind of shaky record in following this policy. But the in the latest talks between students and faculty, it has been promised that students that transition FTM will not be discriminated against or kicked out, and interest has been expressed in making Barnard a safer space for trans students. This website is part of that effort.
The New York City Commission of Human Rights says that the following acts may be gender identity discrimination:
-Stopping you from using a restroom or other sex-segregated facility that matches your gender identity and gender expression.
-Asking you to provide ID to prove your gender in order to use a restroom or other sex-segregated facility.
GendeRevolution has some sweet cards that say the above. You can bust it out and flash it like a badge if anyone gives you trouble.
Open Housing” (Gender Neutral Housing) program.
“Open Housing” refers to an arrangement whereby members of the opposite sex are permitted to share a room in a Barnard or Columbia residence hall. The primary reason for such a policy is to provide housing options that take into consideration varying identities and preferences, and to ensure a comfortable and welcoming environment for all students. Open Housing is not intended and in fact is highly discouraged for romantic couples. For more information, please visit the the Columbia Undergrad Housing’s FAQ about Open Housing.
Students will only be able to select into co-ed doubles in the following Barnard residence halls as part of the pilot:
- 600 W 116th Street
- 616 W 116th Street
- 620 W 116th Street
- 601 W 110th Street
- Cathedral Gardens (217 Manhattan Ave)
Co-ed groups may only select a entirely empty suite which matches the size of their group. Co-ed groups may not select suites that were broken into smaller blocks and/or RA suites where spaces were left over, etc.
Students who choose a suite as a group which would include one or more coed-doubles will be required to sign the Columbia Open Housing Pilot Agreement/Contract (this will not be required of students who pull in male CU students to live in singles or non-coed doubles within a suite).
If a roommate/suitemate cancels their housing or moves out of the room for any reason, the remaining roommates must identify a new roommate to fill the vacancy. Residential Life & Housing will define the time allocated to find a new roommate. This window of time will vary depending on time of year and the status of any waitlists for assignments or room changes. Typically, the suite will be allowed a minimum of 24 hours, but not more than one week to identify another eligible roommate.
If another roommate(s) is not identified within the time period, that room(s) will revert to a same-sex assignment, to be filled by Barnard or Columbia housing. This means that a male CU student living in a Barnard double who cannot recruit a new roommate may be required to move to a CU residence hall. Suites should not count on the possibility of “buying-out” a double as CU students may not request buy-outs and buy-outs will not likely be available during the Spring 2012 semester.