FACULTY

WELCOME TO UCCS!

With the Chancellor’s LGBT+ Task Force as a catalyst, the climate for LGBT+ faculty and staff at UCCS is progressing rapidly. As an LGBT+ employee, or potential LGBT+ employee at UCCS, you might have certain questions about how to navigate the UCCS system. The LGBT+ Resource Center is dedicated to providing information to LGBT+ employees in order to ensure a fully inclusive and affirming environment for the LGBT+ community at UCCS. See below to find out how UCCS ranks compared to the Out & Equal Workplace guidelines, and view our FAQ’s for additional information. The LGBT+ Resource Center is committed to helping both students and faculty/staff. If you need additional information, or if the LGBT+ Resource Center can be of service, please do not hesitate to contact our Program Director at 719.255.7527 or email lgbtrc@uccs.edu.

POLICIES AND BENEFITS

  • In 2007, the State of Colorado added “sexual orientation” to the state’s employment nondiscrimination laws. Sexual orientation in state law is defined to include heterosexuality, homosexuality, bisexuality and transgender status. In 2008, the State of Colorado added “sexual orientation” to the state’s housing and public accommodations nondiscrimination laws with SB200. This covers colleges, and again, sexual orientation in state law is defined to include heterosexuality, homosexuality, bisexuality and transgender status. The UCCS administration is presently working with the Regents to add sexual orientation and gender identity to the college’s internal comprehensive policies on nondiscrimination and inclusion.

  • UCCS provides “domestic partner” benefits for LGBT+ employees. To find out about important details, please contact the Human Resources Department. Presently, the college requires a declaration of partnership to enroll in the program. The City and County of Denver provides such services, however, through the Chancellor’s LGBT+ Task Force, the administration is presently researching opportunities for local documentation.

  • UCCS provides comprehensive health coverage to LGBT+ and all employees, including covering most medical needs for employees who are transgender or in transition. Presently, however, the college does not provide coverage for sexual reassignment surgery, but the HR and Health Center are conducting research to assess whether this may be possible in the future. For further information, please contact the Human Resources Department.

TALENT MANAGEMENT AND PROFESSIONAL DEVELOPMENT

  • UCCS is committed to building and maintaining an LGBT+ affirming and inclusive environment, as evidenced by the establishment of the LGBT+ Resource Center in October 2009, and the implementation of the Chancellor’s LGBT+ Task Force.

  • UCCS is pleased to have the PRIDE Faculty group, which meets monthly and participates in various activities and events, such as Coming Out Day, Colorado Springs PrideFest, and other opportunities. The PRIDE Faculty Group can be reached here, and is also prominent within the Chancellor’s LGBT+ Task Force.  

  • PRESENT AREAS OF OPPORTUNITY FOR UCCS: Recruit, hire, and offer mentoring to LGBT+ employees through tools such as LGBTCareerLink.com. Provide leadership development experiences specifically for LGBT+ employees. Track recruitment and career development metrics for LGBT+ employees who choose to self identify. (from the Out & Equal Steps…)

WORKPLACE CLIMATE

  • UCCS is committed to building and maintaining an LGBT+ affirming and inclusive workplace environment by offering specific training to employees and students through the college’s program, “The Big Idea”. Further, each year, UCCS works with SPECTRUM to produce Safe Space Training, and the LGBT+ Resource Center is presently working on a new curriculum that can be used campus wide.

  • UCCS received 2.5 out of 5 from the Campus Pride climate survey, but with the implementation of the new Chancellor’s LGBT+ Task Force, and the LGBT+ Resource Center, we’re dedicated to achieving 5 stars.

  • PRESENT AREAS OF OPPORTUNITY FOR UCCS: Include LGBT diversity objectives in management performance goals. Communicate routinely to all employees about how the organization supports its LGBT+ workforce. (from the Out & equal Steps…)

COMMUNITY COMMITMENT

  • UCCS supports LGBT+ faculty as participants in the community-at-large. The PRIDE group routinely participate in Colorado Springs PrideFest, and works with other organizations to facilitate positive visibility for UCCS’s LGBT+ faculty and staff.
  • In addition, PRIDE frequently participates and initiates programs and events at UCCS that work to further promote an LGBT+ affirming and inclusive campus. These actions are fully supported by the administration.
  • Finally, UCCS is committed to working with local LGBT+ groups and organizations, such as Pikes Peak Gay & Lesbian Community Center, which has been contracted to set-up the LGBT+ Resource Center @ MOSAIC here on campus.
  • PRESENT AREAS OF OPPORTUNITY FOR UCCS:  Use of positive LGBT+ images in marketing and advertising. (from the Out & equal Steps…)

ADVOCACY & CORPORATE RESPONSIBILITY

  • With the establishment of the Chancellor’s LGBT+ Task Force, and the LGBT+ Resource Center @ MOSAIC, UCCS is actively working to continually advance a positive environment for LGBT+ faculty and staff.  Still in the first phases of development, there are many opportunities in which UCCS can further its commitment to LGBT+ inclusion.
  • PRESENT AREAS OF OPPORTUNITY FOR UCCS:  Be a visible role model for LGBT+ workplace equality in the community. Support public policy efforts that protect LGBT+ workplace equality. Oppose actively any attempts that would limit or restrict LGBT+ workplace equality.  Share leading practices on LGBT+ workplace equality by supporting the Out & Equal Workplace Summit! (from the Out & equal Steps…)


FAQ’s FOR LGBT FACULTY & STAFF AT UCCS

  • Does UCCS have a nondiscrimination policy that includes sexual orientation and gender identity/expression?
    In 2007, the State of Colorado added “sexual orientation” to the state’s employment nondiscrimination laws. Sexual orientation in state law is defined to include heterosexuality, homosexuality, bisexuality and transgender status. In 2008, the State of Colorado added “sexual orientation” to the state’s housing and public accommodations nondiscrimination laws with SB200. This covers colleges, and again, sexual orientation in state law is defined to include heterosexuality, homosexuality, bisexuality and transgender status. The UCCS administration is presently working with the Regents to add sexual orientation and gender identity to the college’s internal comprehensive policies on nondiscrimination and inclusion.

  • Does UCCS provide domestic partner benefits?
    UCCS provides “domestic partner” benefits for LGBT+ employees. To find out about important details, please contact the Human Resources Department. Presently, the college requires a declaration of partnership to enroll in the program. The City and County of Denver provides such services, however, through the Chancellor’s LGBT+ Task Force, the administration is presently researching opportunities for local documentation.

  • Does UCCS have an LGBT+ group for faculty and staff?
    Yes! The PRIDE Faculty group meets monthly and participates in various activities and events, such as Coming Out Day, Colorado Springs PrideFest, and other opportunities. PRIDE also acts as a networking group for LGBT+ faculty, and advocates for LGBT+ faculty and interests on campus via  the Chancellor’s LGBT+ Task Force.

  • Does UCCS have systems in place to help with transgender employees in transition?
    Yes. The Human Resources Department is equipped to assist transgender employees with name changes, and additional assistance as required. You may also contact the LGBT+ Resource Center @ MOSAIC to address any items that may not be already solidified in UCCS’s policies or systems.

  • Does UCCS provide health insurance that covers procedures or needs related to the transgender community?
    Yes. UCCS provides comprehensive health insurance to all employees, including procedures and costs associated with gender transition. However, UCCS is unable to provide for the cost of sexual reassignment surgery at this time.

  • What is the overall climate for LGBT staff & faculty at UCCS?
    UCCS received 2.5 out of 5 from the Campus Pride climate survey, but with the implementation of the new Chancellor’s LGBT+ Task Force, and the LGBT+ Resource Center, we’re dedicated to achieving 5 stars.

  • How can I connect with other LGBT+ faculty & staff, or the LGBT community in general?
    We recommend connecting with the PRIDE faculty group, and checking out the Colorado Springs local LGBT Resources.

  • What are some other connections that might be good for me to make?
    In addition to the LGBT+ Resource Center, we recommend checking out MOSAIC, WEST and The Matrix Center for starters. There are lots of opportunities to connect with people on campus, and these departments can help you get started.

  • How can I get involved in a leadership role?
    There are lots of opportunities to get involved on campus. From being a mentor, to serving on the LGBT+ Resource Center Advisory Committee, or from acting as a club advisor to volunteering for specific projects, there is plenty at UCCS to help you invest in the things you enjoy. To get linked in, try starting with the Human Resource Department, PRIDE, or the R.O.A.R Office. If you need additional assistance, call us at the LGBT+ Resource Center, and we’ll be happy to help get you connected.

  • What if I have a question that’s not listed here?
    Call the LGBT+ Resource Center at 719.255.7527 or email us at lgbtrc@uccs.edu. We’re happy to help!