Suggestions for creating a non-homophobic campus environment
(Adapted from Buhrke and Douce, 1991)
- Object to and eliminate jokes and humor that put down or portray gay/lesbian/bisexuals in stereotypical ways.
- Counter statements about sexual orientation that are not relevant to decisions or evaluations being made about faculty, staff or students.
- Invite “out” professionals to conduct seminars and provide guest lectures in your classes and offices. Invite them for both gay/lesbian/bisexual topics and other topics of their expertise.
- Do not force gay/lesbian/bisexuals out of the closet nor come out for them to others. The process of coming out is one of enlarging a series of concentric circles of those who know. Initially the process should be in control of the individual until (and if) they consider it public knowledge.
- Don’t include sexual orientation information in letters of reference or answer specific or implied questions without first clarifying how “out” the person chooses to be in the specific process in question. Because your environment may be safe does not mean that all environments are safe.
- Recruit and hire “out” gay/lesbian/bisexual staff and faculty. View sexual orientation as a positive form of diversity that is desired in a multicultural setting. Always question job applicants about their ability to work with gay/lesbian/bisexual faculty, staff and students.
- Do not refer to all gay/lesbian/bisexual issues to gay/lesbian/bisexual staff/faculty. Do not assume their only expertise is gay/lesbian/bisexual issues. Check with staff about their willingness to consult on gay/lesbian/bisexual issues with other staff members.
- Be sensitive to issues of oppression and appreciate the strength and struggle it takes to establish a positive gay/lesbian/bisexual identify. Provide nurturing support to colleagues and students in all phases of that process.
- Be prepared. If you truly establish a safe and supportive environment, people you never thought of will begin to share their personal lives and come out in varying degrees. Secretaries, maintenance personnel, former students, and professional colleagues will respond to the new atmosphere. Ten percent is a lot of people.
- View the creation of this environment as a departmental or agency responsibility, not the responsibility of individual persons who happen to be gay, lesbian, or bisexual. Always waiting for them to speak, challenge or act, adds an extra level of responsibility to someone who is already dealing with oppression on many levels.