Gender Inclusion

The University of Virginia is deeply proud of the contributions to research, teaching, patient care, service, scholarship, and learning made by all our students, faculty, staff, and alumni including those who are transgender, non-binary and gender non-conforming. UVA is committed to a living, learning, working, and patient care environment that is free from discrimination on the basis of all protected characteristics, including gender identity and gender expression (See the UVA Notice of Non-Discrimination and Equal Opportunity). This is consistent with our University mission and policies, as well as state personnel policies and the Virginia Human Rights Act.

In partnership with a broad range of UVA stakeholders, EOCR has assembled a list of resources and answers to common questions to support a gender inclusive and informed community. By expanding a topic below, you can review information that may be of interest. If you have questions about the University's policy relating to gender identity or expression; or another related question, please contact EOCR at [email protected] or (434) 924-3200.

We also encourage you to review the information about chosen personal pronouns to learn more about their importance and how you are invited to advance a welcoming climate in our living, learning, working, and patient care environments.

my pronouns are board over rainbow flag
Inclusive Learning Environments

Foundations for Gender-Inclusive Classrooms

Inclusive education benefits all students, regardless of their backgrounds and the following are a few considerations for practices that support belonging for everyone with unique impacts for gender inclusive learning environments:

  • It can be helpful to avoid calling the roll or otherwise read the roster aloud until you have given students a chance to share and pronounce their preferred names.
  • Students and instructors can, but are not required to, identify their pronouns in the course management system.
  • Being known and called by the name that has meaning to us as individuals is a powerful way to welcome people. If you are aware a student has a former name that they do not use — because you knew them before they changed it — do not use it or reveal it to others.
  • Setting expectations at the beginning of each semester on the parameters for rigorous discussion and scholarly debate that respects people as individuals with varied life experiences can be important for multiple reasons. To support multiple dimensions of inclusive conduct, not simply gender inclusion, you might include something in the syllabus that speaks to these expectations and you can always add specific guidelines for respect that you consider important to achieving learning goals, as well as co-create these expectations with your class.
Inclusive Workplaces

Foundations for Gender-Inclusive Work Environments

Creating a welcoming and inclusive climate for all faculty and staff requires fostering an open and collegial working environment. If you are a manager, you are a representative and extension of the University and, therefore, are responsible for compliance with the University’s Notice of Non-Discrimination and Equal Opportunity Statement and associated policies and procedures, which include workplace protections on the basis of sex, gender identity and gender expression, among other identities. There are optional learning resources in Workday available to you as a manager or members of your team to develop the skills and awareness to include people from all walks of life. As a community built on trust, integrity, honor and respect we all have a role to play in preventing bias, discrimination, harassment, or retaliation in the workplace. Here are a few additional basic tips:

  • Being known and called by the name that has meaning to us as individuals is a powerful way to welcome people. If you are aware a team member has a former name that they do not use -- because you knew them before they changed it, because it is on an old employment record, or otherwise -- do not use it or reveal it to others.
  • You can consider how you want to share, or not, your own chosen pronouns to open space for others who may wish to do so (Pronouns Webpage). Sharing chosen personal pronouns is not and should not be required of anyone.
  • If you are in a situation where your colleague indicates they are not comfortable identifying their gender identity, instead of using pronouns when referring to someone you can use the name they go by.
  • Talk to all of your colleagues to learn more about what makes them feel respected and use that information to inform your actions.
  • Do not show undue curiosity about someone’s personal life.
Language

Be aware of key terminology.

The language and words we use make a real difference in terms of helping people feel seen, heard and respected. This is true for everyone and can carry specific importance for individuals who are in a gender minority in a particular context.

  • The language used to express concepts related to genders (separate from sex) and a personal experience of gender identity vary across communities and generations; not all individuals will agree with all of the terms and definitions, even those commonly used in the U.S. cultural context so it can be impactful for building quality connections with others by using the terms individual students, faculty, staff, alumni, and patients use to describe themselves.
  • It may also be that the terms and definitions people use change over time, so it is important to be in ongoing and open communication with those individuals with which you are connected and supporting.
  • The Human Rights Campaign is an independent U.S.-based advocacy organization for the LGBTQ community and is one resource to consider as a place you could learn about common terminology used around gender diversity, if you wish to do so.
Resources

Key Resource

Primary Contacts

UVA-Based