VI Inclusion Related to Gender Identity-Expression
Olin College strives to ensure that all individuals are safe, included, and respected in their education and employment environments, regardless of their gender identity or expression, including but not limited to intersex, nonbinary, transgender, agender, two-spirit students and employees.
Discrimination and harassment on the basis of gender identity or expression are not tolerated by Olin College. If a member of the Olin College community believes they have been subjected to discrimination under this Policy, they should follow the appropriate reporting process described herein.
In upholding the principles of equity and inclusion, Olin College supports the full integration and healthy development of its students and seeks to eliminate any stigma related to gender identity and expression.
Olin College is committed to fostering a climate where all identities are valued, contributing to a more vibrant and diverse community. Olin College will administratively address issues that some students and employees, including but not limited to those identifying as intersex, transgender, agender and, nonbinary, may confront as they navigate systems originally designed around the assumption that gender is binary. As our society’s understanding of gender evolves, so do Olin College’s processes and policies.
Misgendering or mispronouning is the intentional or unintentional use of pronouns or identifiers that are different from those used by an individual. Intentional misgendering is inconsistent with the type of community we hold ourselves out to be and may constitute a Policy violation if the effect is greater than de minimis harm.
Deadnaming, along with misgendering, can be very traumatic to a person who is transgender, transitioning, or nonbinary. Deadnaming means using someone’s birth-assigned (cisgender) name, rather than the name they have chosen. Intentional deadnaming may constitute a Policy violation if the effect is greater than de minimis harm.
This Policy should be interpreted consistent with the goals of maximizing the inclusion of intersex, transgender, transitioning, agender, and/or nonbinary students and employees, including:
- Maintaining the privacy of all individuals consistent with law
- Ensuring all students have equal access to educational programming, activities, and facilities, including restrooms and locker rooms, consistent with their gender identity
- Ensuring all employees have equal access to employment opportunities and work, service, or health-related facilities
- Providing professional development for employees and education for students on topics related to gender inclusion
- Encouraging all students and employees to respect the pronoun usage and identities of all members of the Olin College community
Olin College uses a number of interventions to address concerns that are raised related to gender-based harassment or discrimination, including problem-solving, intervention, confrontation, investigation, and Policy enforcement. When conflicts arise between the right of members of the community to be free from gender-identity discrimination and those exercising their right to religious freedom, Olin College will try to balance rights and interests to find mutually agreeable outcomes or compromises. When that is not possible, Olin College will offer remedial solutions or enforce its Policies while also respecting the rights of all members of its community.