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Queer Archives Project

Enrollment Information For Domestic Partners of Employees

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Institutional Policy
The first logical place to examine for the creation of campus climate is at the institutional level. What kinds of notices, acknowledgements, and policy changes came directly from College administration that addressed either the LGBTQ+ population or the unique issues that affect this population?

Professor Emerita Lynn Van Dyke references in her interview the decision by a former Lafayette president to include that Lafayette did not discriminate on the basis of sexual orientation in the Faculty Handbook. This decision reflects an institutional acknowledgement of non-heterosexual individuals that live and work on campus. It attempts to send the message that the College recognizes and validates those identities. Professor Van Dyke later states that this change in language set the tone for the Domestic Partner Benefits policy. This policy was initiated as a way to give committed same-sex couples the same benefits as heterosexual couples who could legally get married.

The decision for the College to create such a program furthers the institutional acknowledgement of a queer population and sends the message to faculty and staff that, at least on a surface level, the College is moving towards more egalitarian policy. This policy did have a positive effect, as Professor Van Dyke highlights how it was very meaningful and impactful for her as a faculty member in a committed same-sex partnership:
I think one landmark -- and, again, I’m awful at dates and remembering things but -- was the inclusion of domestic partnership as a category for things like life insurance beneficiaries and that sort of thing. And that may not have happened until Rotberg dropped his little bombshell in the mission statement. But, you know, that was, I think, significant for people like me, you know, who were in partnered relationships. [00:47:00-00:48:00]

The policy created a professional rhetoric around same-sex relationships that validated queerness at an institutional level in saying that yes, there are employees that identify this way and we will give them the same treatment as other employees.

When this policy was first adopted, a letter was sent to all College employees alerting them to the change and outlining the requirements. The policy was not quietly adopted but rather was proactively sent out in a notice to all College employees. This institutional recognition was disseminated across the board, whether employees were queer or not. This is extremely important, as it presented this issue to the entire Lafayette employee community rather than just the community that would be affected. Queer employees no doubt thought about this issue often, as it directly impacted their lives and families, while heterosexual employees might not have even given this a second thought. Sending this notice out to everyone makes it everyone’s business and sends a wider message about the presence of a queer Lafayette population as well as the inclusion of that population into mainstream campus culture.

While the creation of this policy was very symbolic in that sense and sends a supportive message to queer faculty, the criteria to qualify for this program is very specific. Employees wishing to enroll in the program must live together, be exclusively committed, and be financially responsible for one another. These criteria send a very specific message on what kind of queer person is acceptable. Any other kinds of relationships are left out of the conversation and deemed too deviant to be accepted by the institution. If you don’t live together or cannot demonstrate that you are in a monogamous relationship, you will not qualify for these benefits and will be excluded. In order for same-sex couples to be considered legitimate and worthy of institutional acknowledgement, they had to fit the conventional standard of a married heterosexual couple. The limiting criteria included in this policy illustrate that College policy has a ways to go to be more inclusive.

Policy change also does not necessarily mean climate change. Just because there is policy allowing employees in committed same-sex partnerships to have insurance benefits does not mean that the climate on campus is inclusive and welcoming of those employees. Six years before this policy change, the Princeton Review published a list of the most homophobic college campuses in the United States, and Lafayette was first on the list.

Creating an inclusive benefits policy for same-sex couples represents an effort from the College to rectify this ranking, but it does not mean that the campus climate completely shifted to be more inclusive of LGBTQ+ community members. While policy change is important for setting the precedent of what the College’s ideal standards of inclusion are, the actual climate for those with marginalized identities is often slow to catch up.
College Benefit Policies
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.