Newsgroups: bit.listserv.gaynet
Date:         Thu, 9 Apr 1992 19:53:14 -0400
From:         gaynet@ATHENA.MIT.EDU
Subject:      GayNet Digest Volume 5 Issue 269

In this issue:
       University Policy Statements Regarding Non-Discrimination

Please send messages for the entire list to gaynet@ATHENA.MIT.EDU,
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privacy, send your messages to gaynet-anonymous@ATHENA.MIT.EDU.

----------------------------------------------------------------------

Resent-Message-Id: <9204092351.AA27360@Athena.MIT.EDU>
Resent-Date:  Thu, 09 Apr 92 19:42:32 EDT
Resent-From: "Gary Klein, bear at heart" <FAC2813%UOFT01.BITNET@mitvma.mit.edu>
Resent-To: gaynet@Athena.MIT.EDU
Date:         Fri, 12 Apr 91 14:29:38 CDT
 <LIBADMIN%UMAB.BITNET@mitvma.mit.edu>
From: "Robert A. Almony, Jr." <ELLSBOB%UMCVMB.BITNET@mitvma.mit.edu>
Subject:      University Policy Statements Regarding Non-Discrimination

I AM POSTING A COLLECTION OF Anti-Discrimination Policy Statements WHICH I
RECEIVED IN April '91 IN RESPONSE TO A QUERY THAT I SENT OUT TO VARIOUS
LIBRARY DISCUSSION GROUPS.

Unfortunately, my institution still does not have a revised statement in
place, as UT's Director of Affirmative Action died in January 1992 before
the rewriting of our policy statements were finished.  Due to a legal quirk,
UT has a protection clause in its books, but it was not the exact same text
which the Board of Trustees signed, as there were numerous clerical problems
between what they read, and what they signed.  The only person who noticed this
was the Affirmative Action Director, who is no longer with us.

I am trying to find out if anyone can get the ball rolling once again, on this
campus which is also in the midst of "collective bargaining negotations" and
a possible 20% cut in funding from the Governor & the Board of Regents.

Does anybody want to help me move to the front of the line?

"Librarians, Leather bound"
      * * * *          Gary Klein,   Business Librarian,  Univ of Toledo
       *   *                     P.O.Box 12650 / Toledo OH 43606
        * *            WORK: 419-537-2629             HOME: 419-243-2740
         *             BITNET:   fac2813@uoft01        FAX: 419-537-2726
  B4 t+ w- g s+ k             INTERNET: fac2813@uoft01.utoledo.edu


- --------------------------Original message----------------------------
I cannot locate the newly worded statment at this moment.  But, we have
a letter from the Chancellor of the University of Missouri, stating
we are to henceforward include the words "sexual orientation" in the list
of "race, color, religion, sex, national origin, age , disability,,
or status as a Vietnam Era Veteran."  When I get a complete copy of the
new policy from Personnel next week, I will pass it along.


Return Address......

Robert A. Almony, Jr.         (314)8824701or9167  ELLSBOB@UMCVMB
104 Ellis Library
University of Missouri
Columbia, Mo  65201-5149
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Date: Sun, 14 Apr 91 11:35:38 -0500
From: Leigh Estabrook <estabroo@alexia.lis.uiuc.edu>
Message-Id: <9104141635.AA00924@alexia.lis.uiuc.edu>
To: FAC2813@UOFT01.BITNET
Subject: Re:  University Policy Statements Regarding Non-Discrimination

the University of Illinois has such a policy--drafted by the Committee
to Combat Discrimination--advisory to the Chancellor--and then vetted
among many other groups before being adopted.  I'll have a copy sent
to you.

Leigh Estabrook
U of Ill
217/333-3280 [voice]
estabroo@alexia.lis.uiuc.edu [internet]
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Date: Tue, 16 Apr 91 10:28 CDT
From: MCGOWANS@ACAD.RIPON.EDU
Subject: AFFIRMATIVE ACTION STATEMENT
To: FAC2813%UOFT01.BITNET@CUNYVM.CUNY.EDU
Message-id: <8CA1CAC7623FE03A02@ACAD.RIPON.EDU>
X-Envelope-to: FAC2813%UOFT01.BITNET@CUNYVM.CUNY.EDU


Ripon College, Ripon, WI, affirmative action statement in its
catalog is as follows:

   "In accordance with state and federal law, Ripon does not discrim-
    inate on the basis of gender, sexual orientation, race, color,
    age, religion, national and ethnic origin, or handicap in the
    administration of its educational policies, admission
    practices, scholarship and loan programs, athletic and other
    College-administered activities.  Neither does it discriminate
    with regard to personnel and other employment policies and
    practices."


This has been considered too negative.  That is it sounds like
we are only adhering to affirmative action policies because we
have to.  So the statement is being rewritten this to read
something like the following:

   "Historically Ripon College has been committed to the
    principle of equal rights and equal opportunity for
    the people in all areas of its operation.  It is the policy
    of Ripon College to provide equal employment and enrollment
    opportunities on the basis of merit and without discrimination
    for reasons of gender, sexual orientation, race, color,
    religion, age, national or ethnic origin or handicap."


Sarah McGowan
Library Director and affirmative action officer (!)
Ripon College
Ripon, WI
MCGOWANS@ACAD.RIPON.EDU
414-748-8330
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Date: Tue, 16 Apr 91 13:26:57 CDT
From: G-JACK@vm1.spcs.umn.edu

To: fac2813@UOFT01.BITNET
Message-id: <8C80886C042F009703@UOFT02.UTOLEDO.EDU>
X-Envelope-to: fac2813@UOFT01.BITNET

*** Reply to note of 04/15/91 10:01



     If you have not already been so informed, there exists a Section on Gay
and Lesbian Legal Issues in the American Association of Law Schools.  I happen
to have come across the results of a survey of law school deans regarding gay
and lesbian student organizations, courses that focus on gay and lesbian legal
issues, and nondiscrimination policies. If you have not already been sent a
copy of this document, I can send you a copy, although I'm not certain it's
supposed to be public information. My copy is dated December 30, 1987.  For
more current information, you might contact the AALS Section.

     The Equal Opportunity Policy of the University of Minnesota as set forth
in the 1989-91 Law School Bulletin -- THe University of Minnesota is committed
to the policy that all persons shall have equal access to its programs,
facilities, and employment without regard to race, religion, color, sex,
national origin, handicap, age, veteran status, or sexual orientation. In
adhering to this policy, the University abides by the Minnesota Human Rights
Act, Minnesota Statute Ch. 363; by the Federal Civil Rights Act, 420 U.S.C.
2000e; by the requirements of Title IX of the Education Amendments of 1972; by
Sections 503 and 504 ofthe Rehabilitation Act of 1973; by Executive Order
11246, as amended: 38 U.S.C. 2012; by the Vietnam Era Veterans Readjustment
Assistance Act of 1972, as amended; and by other applicable statutes and
regulations relating to equality of opportunity

     Inquiries regarding compliance may be addressed to Patricia A. Mullen,
Director, Office of Equal Opportunity and Affirmative Action, 419 Morrill
Hall, University of Minnesota, 100 Church Street S.E., Minneapolis, MN 55455
(612/624-9547); to the Director of the Office of Civil Rights, Department of
Education, Washington, D.C. 20202; or to the Director of the Office of Federal
Contract Compliance Programs, Department of Labor, Washington, DC 20210.


     Let me know if you would like me to mail a copy of the AALS Survey
results.

George R. Jackson, Reference Librarian           (612) 625-5596
University of Minnesota Law Library         FAX (612) 625-3478
229 19th Avenue South        (Internet) G-Jack@VM1.SPCS.UMN.EDU
Minneapolis, Minnesota 55455             (Bitnet) G-Jack@UMINN1

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Date: Wed, 17 Apr 91 10:00 GMT + 1200
From: "Roger `The DV8or' Grauwmeijer, Operations Controller, Otago University"
 <ROGER@otago.ac.nz>
Subject: Non-discrimination policies
To: FAC2813%uoft01.bitnet@cunyvm.cuny.edu

As requested, here is the University of Otago policy:


From the University of Otago Calendar 1991 (also in the Staff Handbook):
________________________________________________________________________________

EQUAL EDUCATIONAL AND EMPLOYMENT OPPORTUNITIES POLICY

The University of Otago is committed to the principal of equal employment and
educational opportunities for both men and women regardless of race, physical
ability, age, marital status, sexual orientation, religous or political
beliefs.

Consistent with this priciple and in accordance with the provisions of Sections
11AD and 11AE of the Universities Ammendment Act 1988 the University will act:

(i)     to identify and eliminate all aspects of policies, procedures and other
        institutional barriers that cause or perpetuate or tend to cause or
        perpetuate inequality in respect to the employment or educational
        opportunities of any person or group of persons.

(ii)    to ensure that appointments to general and academic staff positions are
        made on the basis of merit, that promotions maintain the principle of
        advancement by merit and to ensure the more even representation of men
        and women in the senior ranks of Academic and General staff.

(iii)   to ensure the more even representation of men and women in the
        decision-making structures of the University.

(iv)    to ensure greater participation and representation of Maori and other
        tauiwi groups as students and employees of the University.

(v)     to promote equal educational and employment opportunities as an
        integral part of University policies and practices.

(vi)    to monitor, review and evaluate progress towards achieving equal
        educational and employment opportunities.

In accordance with the above policy the University of Otago will maintain a
full-time position of Equal Employment Opportunity Coordinator and an Equal
Employment Opportunity Committee with responsibility for the implementation and
monitoring of the Equal Employment Opportunity programme.
________________________________________________________________________________

Also, under ETHICAL BEHAVIOUR 1b (General Priciples):

________________________________________________________________________________

ETHICAL BEHAVIOUR

1. General Principles

(b)     That services, benefits opportunities, and facilities provided by the
        University be offered to those qualified in the University community
        without discrimination because of race, ancestry, colour, ethnic or
        natural origin, creed, sex, age, marital status, sexual orientation,
        family status, or handicap.
________________________________________________________________________________


With compliments,
Rog.
--
 ____
 \  / Roger Grauwmeijer                         Internet: roger@otago.ac.nz
  \/  B0 f-- t+ w c g(+) k(-) s+ e: h-          Ph: +64 3 479 8560
Operations Controller Computing Services Centre Fax: +64 3 479 8577
University of Otago                             AH: +64 3 474 0352
P. O. Box 56
Dunedin, New Zealand

`If at first you don't succeed, failure may be your style.' - Quentin Crisp
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Date: Tue, 16 Apr 91 19:29 PDT
From: minar@reed.edu
Subject: Reed College's nondiscrimination policy
To: fac2813@UOFT01.BITNET
Message-id: <m0jT2Gq-000CJaC@reed.edu>


Here's Reed's policy. Discrimination isn't really an issue here (at least
on the basis of sexual orientation -- gender discrimination does seem to
happen here)

Notice of Nondiscriminatory Policy as to Students: It has been the
historic practice at Reed College to admit students of any race,
color, religion, sex, national and ethnic origin, and without regard
to handicaps, veteran's status, or any other unlawful basis, nor upon
sexual orientation or political beliefes, to all the rights,
privledges, programs, and activities generally accorded or made
available to students at the school.  Reed does not consider any of
the above attributes in administration of its educational policies,
admission policies, scholarships and loan program, and athletic or
other school-administered programs.  Pursuant to Title VI of the 1964
Civil Rights Act, Title IX of the 1972 educational amendment, and
Section 504 of the Rehabilitation Act of 1973, equal opportunity is
national policy.  Enquiries on the application of Title VI, Title IX,
and Section 504 may be made to Edwin O. McFarlane, Reed College, or
the Director of the Office for Civil Rights.

                                  --- Reed College Catalog 1990-1991

I know we have a similar policy for employees, but I don't have it on
hand.


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Date:         Wed, 17 Apr 91 09:32:40 EDT
Reply-To:     Library Administration and Management <LIBADMIN@UMAB.BITNET>
From:         William Meneely <LIBWEM@GSUVM1.BITNET>
Subject:      Univ. Policy on Non-Discrimination
To:           Gary Klein <FAC2813@UOFT01.BITNET>

 In response to a recent inquiry on university policy statements regarding non-
discrimination, I offer wording from a draft policy at Georgia State University:

 GSU's proposed discriminatory harassment policy states that "discriminatory har
 assment is the intentional use of racial, ethnocentric, or sexual invectives, e
 pithets, slurs, utterances, acts, or visual materials to attack or injure anoth
 er individual rather than to express or discuss an idea, ideology, or philosoph
 y.  These acts or communications are intended to harass, intimidate, or humilia
 te the individual on account of age, race, color, national origin, religion, ha
 ndicap, or sexual orientation.  They would reasonably cause the individual seve
 re emotional distress or, in the form of 'fighting words,' may provoke a violen
 t response."

 This proposal was accepted by the University Affirmative Action Council.  It is
  currently being forwarded to the University Senate Faculty Affairs Committee f
 or consideration.  It will likely go to many forums, perhaps open hearings, bef
 ore it becomes a policy statement, but perhaps the wording will help.
 William Meneely, Head, Collection Development
 Pullen Library, Georgia State University

 The above message represents my own opinion and not necessarily that of the ins
 titution.
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Date:         Wed, 17 Apr 91 09:32:40 EDT
Reply-To:     Library Administration and Management <LIBADMIN@UMAB.BITNET>
From:         William Meneely <LIBWEM@GSUVM1.BITNET>
Subject:      Univ. Policy on Non-Discrimination
To:           Gary Klein <FAC2813@UOFT01.BITNET>

 In response to a recent inquiry on university policy statements regarding non-
discrimination, I offer wording from a draft policy at Georgia State University:

 GSU's proposed discriminatory harassment policy states that "discriminatory
harassment is the intentional use of racial, ethnocentric, or sexual
invectives, epithets, slurs, utterances, acts, or visual materials to attack or
or injure another individual rather than to express or discuss an idea,
ideology, or philosophy.  These acts or communications are intended to harass,
intimidate, or humiliate the individual on account of age, race, color,
national origin, religion, handicap or sexual orientation.  They would
reasonably cause the individual severe emotional distress or, in the form of
'fighting words,' may provoke a violent response."

 This proposal was accepted by the University Affirmative Action Council.  It
 is currently being forwarded to the University Senate Faculty Affairs Committee
 for consideration.  It will likely go to many forums, perhaps open hearings,
 before it becomes a policy statement, but perhaps the wording will help.


 William Meneely, Head, Collection Development

 Pullen Library, Georgia State University

 The above message represents my own opinion and not necessarily that of the
 institution.
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Date: Fri, 19 Apr 91 13:01 EDT
From: "Cordy Swinton (CWS@PSULIAS) 814-863-1362" <CWS@PSULIAS.BITNET>
Subject: Harassment
To: FAC2813@UOFT01.BITNET
X-Organization: Penn State University / University Libraries


At Penn State, we have defined sexual harassment as any behavior or
situation of a sexual nature that makes a person uncomfortable.  This is a
broad definition but my guess is that if someone is using language or
telling jokes that offend you and you let him or her know that it offends
you, yet it continues, I would define that as harassment.  I will send you
our sexual harassment brochure that just came out, you may find it
interesting.

Cordy Swinton,
Head, Lending Services
Penn State University
University Park,  PA  16801  <CWS@PSULIAS.BITNET>
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Date:         Fri, 19 Apr 91 08:50:32 EDT
Reply-To:     Library Administration and Management <LIBADMIN@UMAB.BITNET>
From:         tlwildin@ATHENA.MIT.EDU
To:           Gary Klein <FAC2813@UOFT01.BITNET>

RE:  Discrimination policies

There is an article in this week's CHRONICLE (April 17, - sorry I
didn't copy the page number, but it's on the same page as the New
Books on Higher Education feature), recounting Texas A&M's
experience with trying to broaden their policy and instead
narrowing it.  The wording of these policies is important!

On another note, ALA, at last mid-Winter's meeting (i.e. Jan.
1990) passed a resolution requiring the limitation on advertising
either in ALA journals and at the placement center to those
organizations whose anti-discrimination policies were in keeping
with ALA's own policy, which does include "lifestyles" as one
of the protected categories.  They have implemented this by
asking organizations to affirm their policies when placing
advertising or when applying for placement center postings.

It is my understanding that ALA is currently trying to work out
these procedures and to develop some interpretations related to
it.  For one thing, I believe that the word "lifestyle" (or is
that two words) may disappear and be replaced by "sexual
orientation or inclination" or something that is more specific to
the intent.  In addition, there is some question about whether
the policy being affirmed is the parent organization's policy
(such as MIT's policy) or whether the library might have broader
policy statement.  Frequently, even when "lifestyle" is not
explicitly stated in the parent organization's policy, the
library consciously acts to include it in their own policy but
has no written policy to affirm.

Anyway, all these questions are being addressed currently, and
there will probably be an article coming out in Library Personnel
News soon about this (I keep citing this, but no, I have no
financial interest in it!).  I am somewhat involved in all of
this, and I would be very happy to hear comments on it or views
on it.  I would specifically like to hear from any and all of you
who do or don't cover "lifestyles" in your current policy and how
you do or don't deal with the affirmation issue as far as
advertising in ALA sponsored things is concerned.

Tom Wilding
MIT Libraries
TLWILDIN@Athena.mit.edu
(617)253-5653

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Date: Sun, 21 Apr 1991 17:02 CST
From: JAMES MILLES <MILLESJG@SLUVCA.SLU.EDU>
Subject: Nondiscrimination policy
To: fac2813@UOFT01.BITNET


Saint Louis University last year adopted language on sexual
orientation, motivated in part by the resolution adopted by the
American Association of Law Schools mandating nondiscrimination.
The University's EEO policy statement reads as follows:

    Saint Louis University prohibits discrimination based on
    race, color, sex, national origin, age, religion, handicap,
    or veteran status.  In addition, based on our Catholic values
    and tradition, we are committed to protecting the dignity of
    ech person and therefore extend our non-discrimination policy
    to include sexual orientation.  All University policies,
    practices, and procedures are administered in a manner
    consistent with our Catholic Jesuit identity.

The approved statement which is to appear in admissions material,
student handbooks, and so on, differs slightly:

    The programs of Saint Louis University are open to all
    without regard to race, color, sex, national origin, age,
    religion, sexual orientation, handicap, or veteran status.
    All University policies, practices, and procedures are
    administered in a manner consistent with our Catholic Jesuit
    identity.

I hope you find this helpful.

    --Jim Milles
      Saint Louis University Law Library

------------------------------

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