Mention this in early meetings. If there s not one in place already, that could be a good project, either independently or in coalition with the campus women s or queer groups. Regardless, it s a good idea to include a nondiscrimination statement in your group s student government charter or bylaws. That way, you have an enforceable policy that ll let you rest easy this year and ten years down the road, when the group s in unknown hands and you re long gone and working with the Peace Corps in Mali. Those bylaws and policies, and whatever materials your group churns out, should be written with an eye towards inclusive language.
Inclusive language is an amazing tool for people speaking in meetings or presentations, too.
Most importantly, there should be some type of action plan that takes your organizational commitment to equality off the printed page and into the real world. For starters, it s not a bad idea to set up a system for dealing with problems with individual members who re having problems treating others with respect. If you don t have a plan before the crisis, your perspective during the crisis will stink. Everyone will react on gut instinct, everyone will take it personally, and in the end, the group will suffer.