Non-Discrimination on the Basis of Gender Identity

This procedure is the basis for the “Non-Discrimination on the Basis of Gender Identity Policy” response framework. “Lane Community College encourages all students and staff to refrain from committing and engaging in bias incidents on college property, at college sponsored events, or when engaged in college sponsored events, business, or activities (in person telecommunications, or on-line), on or off campus.”

The college will ensure that each reported incident of gender identity bias is investigated and addressed appropriately and in a timely manner. A summary report of all verified gender identity bias incidents shall be publicly reported to the Lane Community College Board of Education annually at the first official board meeting in October of each academic year.

This and other related procedures are in place to obligate the college to respond appropriately to incidents affecting the health and safety of all stakeholder members of the college community. Any and all incidents of gender identity bias and discrimination shall be responded to and investigated with all deliberate speed to ensure the physical and mental well-being of the targets. Gender identity bias incidents rising to the level of criminal activity shall, with the consent of the target of the incident, be reported to the appropriate local, state, and/or federal authorities for potential violations of criminal statutes.

Protocols

Reporting: Students, staff, or members of the public who wish to report an incident of gender identity bias should contact the Office of Diversity, Equity and Inclusion directly via email at equity@lanecc.edu, by phone at 541-463-5318, or in person at the main campus at 4000 East 30th Avenue, Eugene, Oregon 97405, Building 3, Room 210. Online reporting form available via Maxient.

Screening and Assessment: After a bias incident report is received through Maxient, managers will screen the report and, based on the content of the report, forward it to whomever they determine to be the appropriate responsible parties. Managers will need to choose from four potential routing options once a report has been received:

• Refer the complaint to the Human Resources Department for potential employee discipline.
• Refer the complaint to the Student Conduct Officer for violations of the Student Code of Conduct.
• Refer the complaint to the counselor at the Gender Equity Center, (GEC).
• If it is determined that there is a potential violation of the “Nondiscrimination on the Basis of Gender Identity Policy” and the manager determines that counseling is the appropriate action, then the manager will contact the counselor at the GEC. The GEC counselor will then review the facts and make a formal recommendation to the responsible manager processing the complaint for response and action. If the GEC counselor is unavailable, the office of Diversity, Equity, and Inclusion will provide an alternate contact person.
• Refer the complaint to the Bias Response Team.
• If the report describes a suspected violation of the “Nondiscrimination on the Basis of Gender Identity Policy” and the manager determines that restorative justice and education is the appropriate action, then the manager will contact the designated coordinator of the Bias Response Team to activate the team. Team meetings will be scheduled to review the facts and make a formal recommendation for response and action. The Bias Response Team will draft a restorative justice recommendation, following the Bias Incident Response procedure, map & timeline.

Bias Response Team Remedy

If a gender identity bias incident has occurred, the Bias Response Team is assembled from a catalog of trained, skilled pre-qualified employees with the requisite skills to appropriately address the nature of the incident and make recommendations for the appropriate course of educational response and action. See the current Bias Response Policy for more information.

Implementation

Management will give direction to the appropriate staff for implementation of the recommendations from the Bias Response Team for the appropriate educational and restorative justice response.

Internal/Disposition Reports

The Office of Diversity, Equity and Inclusion shall maintain a roster of Bias Response Team membership, and a secure confidential record of all incidents and outcomes. Internal reports are intended to “close the loop,” document the experience, and analyze the outcomes of this procedure. In the event that an individual engages in a consistent pattern of gender identity bias incidents, those activities will be documented, summarized, and forwarded to the formal harassment and discrimination process for further review.

Public Reports

The Office of Diversity, Equity, and Inclusion will provide an annual summary report to the Lane Community College Board of Education at the October board meeting, beginning in October 2022.

Definitions

Gender Identity (as defined by the Human Rights Campaign) is one’s innermost concept of self as male, female, a blend of both or neither – how individuals perceive themselves and what they call themselves. It is important to note that one’s gender identity can be the same or different from their sex assigned at birth, as well as their gender expression.