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• 1 2019-05-14T22:29:41+00:00 Shortcomings of Diversity 15 This page examines the way in which a push for diversity, on its own, is not enough to guarantee the safety and well being of marginalized students. plain 2019-11-20T20:53:26+00:00

  To be clear from the start, I am not arguing that having a diverse student body and faculty is, in any way, a negative thing. I am, however, arguing that diversity is not enough to create a safe and welcoming campus climate for LGBTQ+ individuals, or individuals from other marginalized groups, and that painting the school as a place that celebrates diversity may take attention away from problems that still exist.

  For example, Daniel Reynolds ‘08 describes the way in which sexism still existed at the time he attended the school, despite a high degree of gender diversity. He explains,

  Yeah.  There were more women than men at Lafayette at the time.  There were problems with rape, and the frats were feeding into that.  You hear these horror stories coming out of some fraternities where they’re drugging women with these cocktails.  It’s like, "Well, okay. So, there’s a lot of women on campus, but that doesn’t mean that you as man are now a feminist.  Or you as a woman are now a feminist" [55:00-56:00].

  In addition, despite the fact that the existence of the Black Cultural Center highlighted and made visible the existence of black students at Lafayette, it did not, obviously, make racial bias or discrimination nonexistent. For example, in 1985, a student wrote to the Dean about an example of a hateful vandalism of her car by members of Delta Upsilon, as well as harassment from them following the event, which occurred in the parking lot of the Black Cultural Center.
  
  In a similar way, although events like the “gay? fine by me.” rally and the visibility of out students on campus make Lafayette more visibly diverse, the college is by no means now void of homophobia. Diversity is incredibly important, and can help create a climate of greater acceptance and comfort, but the mere presence of a diverse student body and faculty is not enough to guarantee the well-being of marginalized students on campus. Although a focus on diversity is one aspect of creating a positive campus climate, it can not be the only thing done.
  The college must institute policies and provisions to create accommodations for, and guarantee the safety of, these people. It is not enough to bring diverse students to the school, or to have  a large number of out LGBTQ+ students, if the school does not provide the resources and safety that these groups require. Examples of the provisions that have already been created are the inclusion of domestic partner benefits for faculty at Lafayette and the inclusion of sexuality into Lafayette’s anti-discrimination statements. Steps such as these are incredibly important, and need to be taken by the Lafayette administration in order to make the school a safer place for the people who they bring in to maintain their image as a highly diverse school.

  Diversity has come a long way since the seventies, and should continue to increase as time goes on. A focus on diversity, however, sometimes erases or overlooks the important institutional changes that need to be made. For example, one of the ideas that a few students, myself included, talked about during the 2019 Equality Rally was the fact that divisions of the college, such as admissions and communications, show off how diverse the school is, while real issues that the LGBTQ+ community and other marginalized groups have been fighting for, such as the creation of campus wide gender neutral bathrooms, the inclusion of trans-health on the college health insurance plan, and the increase in classes related to queer studies (which were  outlined in the 2017 Quest letter to the Lafayette community) have been met with, at best, bureaucratic foot-dragging. This means that most of the changes that do happen do so after many of the students who are asking for them have already graduated. So although a diverse student body is an important goal to work towards, it cannot be the only one. In addition, by romanticizing the ideal of diversity, the school risks overlooking the actual changes that need to be made for the well-being of its marginalized students while simultaneously patting itself on the back for how progressive it is.

• 1 2023-05-05T14:47:46+00:00 College Benefit Policies 9 The implementation of domestic partner benefits, health benefits, and the contingent criteria to receive them. plain 2023-05-05T15:11:30+00:00
  Lafayette College has implemented domestic partner benefits as part of its commitment to support its LGBTQ+ community. The introduction of same-sex domestic partner benefits has played a crucial role in enhancing the productivity and well-being of queer employees. In 1998, Lafayette College introduced domestic partner benefits, which were exclusively available to same-sex domestic partners. This policy was a departure from traditional labor market practices, as it recognized the legitimacy of same-sex partnerships and provided tangible support to individuals in such unions. Professor Susan Basow praised the policy, stating that "I believe that the policy was particularly significant for those of us who were involved in committed same-sex relationships, as it afforded us a measure of support" [Basow, 00:48:00].
  
  Despite the policy's admirable attributes, it is incumbent upon us to acknowledge its inherent shortcomings. In particular, the absence of coverage for opposite-sex domestic partners, coupled with the stringency of the requirements for establishing a six-month committed relationship, poses significant impediments to its efficacy. The benefits are contingent upon a total of seven criteria that must be met to qualify. Among these, several are noteworthy and distinct from those stipulated for married heterosexuals. Specifically, individuals seeking to qualify must demonstrate a shared permanent residence for a duration exceeding 12 months antecedent to benefit application, evince an "exclusive mutual commitment" to one another, and exhibit mutual financial responsibility for each other's welfare and debts to third parties. Over time, Lafayette College has made several changes to its domestic partner benefits policy to better serve the queer community. In 2010, the college expanded the policy to include opposite-sex domestic partners, recognizing that individuals in committed relationships come from diverse gender identities and sexual orientations. The college has currently eliminated the six-month waiting period, which created inequities in access to benefits. The remaining criteria remain active conditions.
  
  In 2018, Lafayette College took a significant step forward in recognizing the medical needs of its transgender community by expanding its benefits policy to cover gender confirmation surgery. This move distinguished the college as one of only a few academic institutions in the United States to offer such coverage. This further expansion of the policy is a testament to the college's ongoing commitment to supporting its LGBTQ+ community.
  
  Lafayette College's domestic partner benefits policy has had substantial effects on its queer community. By enabling individuals in same-sex and opposite-sex relationships to access the same benefits as their married colleagues, the policy has provided tangible support and helped create a more competitive workplace for LGBTQ+ individuals at the college. It is plausible that the policy has contributed to positive outcomes such as increased productivity and reduced absenteeism, although no empirical evidence has yet been collected by Lafayette to support this assertion. Indeed, research on workplace diversity and inclusion has consistently shown that policies that support LGBTQ+ individuals can foster a more inclusive and supportive work environment, leading to increased job satisfaction, productivity, and reduced absenteeism.
  
  The Williams Institute at UCLA School of Law found that employees who worked at companies with inclusive policies and benefits for LGBTQ+ individuals were more likely to feel committed to their jobs than those who did not have access to such policies and benefits. Moreover, providing access to the same benefits as married colleagues can help level the playing field for LGBTQ+ employees, allowing them to feel valued and supported, and leading to greater engagement and commitment to their work. While further research is needed to establish the actual impact of Lafayette College's policy on its queer community, it is likely that the policy has had a positive effect on its employees.
  
  Furthermore, the policy communicates a powerful signal to the broader labor market about Lafayette College's commitment to inclusivity and diversity. This signal has the potential to attract and retain queer individuals who may otherwise feel unwelcome at other academic institutions, resulting in a more diverse and productive workforce. The policy has set an example for other institutions to follow, demonstrating the importance of recognizing and supporting diverse relationships in the workplace. While there is still much work to be done to create a truly equitable and inclusive labor market for all LGBTQ+ individuals, Lafayette College's domestic partner benefits policy is a crucial step forward.