This is the PowerPoint presentation for Notre Dame College's Safe Zone Workshop adapted from Case Western Reserve's Safe Zone Ally Workshop.

1. SAFE ZONE ALLY
WORKSHOP
FACILITATED BY:
Bill Neater, Director of Preforming Arts
Brandi Hoffman, Graduate Hall Director
Karl, Dean of Student Affairs & Sr. Title IX Coordinator
Tera Johnson,
Director of Residence Life & Student Conduct & Title IX Coordinator
Sue Lipiec, Director of the Counseling Center

2. LGBTQ @
NOTRE DAME COLLEGE
• Visit the Counseling Center’s Webpage
http://www.notredamecollege.edu/resources-and-
services/counseling-center/LGBT
Or
• Visit the NDC LGBTQ blog
http://ndclgbtq.wordpress.com/
3

3. WHAT IS SAFE ZONE
4
• The initial chapter was founded on the campus of Ball
State University in 1992.
• Since that time "safe programs" have been established
on college campuses throughout the country and are
known by a variety of names which include, but are not
limited to: Safe Space, Safe Harbor and Safe on
Campus.
• Safe Zone is generally it is an “ally” training program
intended to provide knowledge, reflection and skills to
those on campus who want to become a visible ally to
the LGBTQ community
http://academicdepartments.musc.edu/esl/studentprograms/studentdiversity/new_initiatives/safe_zone/historysf.html

4. WHY ARE WE DOING THIS?
• In alignment with the college diversity and inclusion
policies
• Safe Zone increasingly reflects the student populations
values and realities
• Increased rate of suicide for LGBT youth
• LGBTQ youth 23 and under are 4 times more likely to
attempt suicide
• More specific reasons why Safe Zone is being brought
to NDC
• Include the Mission Statement information here..
5

5. 6
NOTRE DAME POLICIES
NOTRE DAME COLLEGE EMPLOYEE HANDBOOK 2011
• 1.4 Values List
• The Values List of the Notre Dame College Community is a code of ethics
and values for each member of our community. The primary goal of every
person – student, faculty and staff – is the education of students.
• To achieve this goal, we commit ourselves to these principles:
• Each student, colleague and visitor is of equal worth;
• A learning community values truth in all its forms;
• The College community honors the dignity of each person;
• A community is enhanced by the power that comes from uniqueness;
• The interdependence of all positions in a small college makes teamwork
essential;
• Quality in the basics is the goal in every area;
• Imagination and versatility enrich every venture; and
• A sense of joy characterizes the Notre Dame College culture.

6. 6
NOTRE DAME POLICIES
• 2.2 Respectful Workplace
• Notre Dame College believes in a respectful
workplace. A respectful work place is one which
promotes acceptance, is committed to diversity and
requires respect for dignity and the interests of others.
While there are laws and regulations that provide
protection against discrimination, the College will go a
step farther in creating a respectful workplace. All
employees are entitled to work in an environment
which stresses acceptance, values diversity, and is free
from any form of harassment or bullying.

7. 7
NOTRE DAME POLICIES
2.1 Equal Employment Opportunity Statement
The policy of the College is to maintain a workplace free
of unlawful discriminatory practices. In accordance with
Federal and state law, Notre Dame College does not
discriminate in any term or condition of employment
including: hiring, training, compensation, benefits,
promotion, transfer, demotion, layoff, discipline, or
discharge because of an individual's race, color, creed,
age, gender, sexual orientation, religion, national origin,
veteran status, physical or mental disability, genetic
information or any other basis of prohibited discrimination
except when permitted by law to allow selection of
Roman Catholics for certain designated positions.

8. 8
TITLE IX STATEMENT ON
NON-DISCRIMINATION:
• 3.1. Notre Dame College does not discriminate on the
basis of race, color, creed, age, gender,
• sexual orientation, religion, national origin, veteran
status, physical or mental disability,
• genetic information or any other basis of prohibited
discrimination its programs and
• activities. This policy extends to employment with and
admission to the College. The
• following person has been designated to handle
inquiries regarding the nondiscrimination
• policies:

9. WHAT IS AN ALLY
An ally is anyone, regardless of sexual orientation, whose
attitude and behavior is anti-heterosexist and who works
toward combating homophobia, heterosexism, and
transphobia both on a personal and institutional level.
9

10. THINGS YOU SHOULD KNOW AS
AN ALLY
Four Basic Levels of Becoming an Ally:
1. Awareness: Explore how you are different from and similar to gay,
lesbian, bisexual and transgender people. Gain this awareness through
talking with gay, lesbian, bisexual and transgender people, attending
workshops, and self-examination.
2. Knowledge/Education: Begin to understand policies, laws,
and practices and how they affect gay, lesbian, bisexual and
transgender people. Educate yourself on the many communities and
cultures of LGBT people.
3. Skills: This is an area, which is difficult for many people. You must
learn to communicate your awareness and knowledge to others. You
can acquire these skills by attending workshops, role playing with friends
or peers, and developing support connections.
4. Action: This is the most important and frightening step. Despite the
fears, action is the only way to affect the society as a whole.
10

11. BY DISPLAYING A SAFE ZONE
EMBLEM YOU AGREE TO:
1. Provide a safe place for LGBTQ individuals to feel
free to be themselves.
2. Be understanding and supportive of LGBTQ
individuals and anyone else who is seeking
information and assistance regarding sexual
orientation and/or gender identity/expression.
11

12. 1.) PROVIDE A SAFE PLACE FOR
LGBTQ INDIVIDUALS TO FEEL
FREE TO BE THEMSELVES.
• Create an environment of inclusion by:
a) Addressing homophobic/heterosexist remarks
b) Including LGBTQ concerns, topics, whenever
appropriate
c) Avoid assumption about sexual orientation and
gender.
d) Using inclusive language (partner, significant other,
etc.)
e) Articulating that campus communities are enriched
by LGBTQ individuals
12

13. 2.) BE UNDERSTANDING AND SUPPORTIVE OF
LGBTQ AND OTHERS SEEKING INFORMATION
AND ASSISTANCE REGARDING SEXUAL
ORIENTATION OR GENDER EXPRESSION
• This means:
a) Being available to provide resources, referrals and
information
b) Having a working knowledge, and be committed to
staying informed about LGBTQ concerns, history and
appropriate terms
13

14. A SAFE ZONE MEMBER IS
NOT:
• A counselor/therapist or someone necessarily trained to
deal with crisis situations
• An expert on all things “LGBTQ”
• Someone with ready-made answers
• Expected to proceed with an interaction if you feel it
compromises or violates your personal safety
14

15. LEARNING OBJECTIVES
•Awareness/Knowledge
•Self- Reflection and Assessment
•Ally Strategies
(both personal and institutional)
15

16. GUIDELINES FOR
PARTICIPATION
• Confidentiality
• Honesty/Candor
• Lean into the discomfort
• Listening
• Active Participation
• Speak from the “I” perspective
• Others?
16

17. MISSION STATEMENT
• Refer to handbook
• Mission statement
• Abrahamic Center
17

18. INTRODUCTIONS
Partner up with another participant in the
room to discuss:
• The person’s name and affiliation with
Notre Dame
One or two of the following:
• Most memorable holiday or birthday and
why
• What you did last weekend
• Favorite vacation or getaway spot
18

19. INTRODUCTIONS CONTINUED
Introduce your partner to the group However….
The following words are not allowed to be used in your
introduction:
• He /His
• She /Her
• Boy/ Man
• Girl /Woman
• Husband/Wife
• Girlfriend/Boyfriend
19

20. AWARENESS/KNOWLEDGE
• VOCABULARY
• COMMON TERMS
20

21. 21
b.
a. c.
d.
e.
f. g.
h.
i.
j.
K.
L .
m.
n.

22. WHAT’S WITH ALL OF THE
LETTERS?
LGBTQ: Stands for Lesbian, Gay, Bisexual,
Transgender, Queer/Questioning.
• You may also see the same acronym with the
letters added such as:
a.) I: Intersex
b.) A: Allies/Androgynous/Asexual
Sexual Orientation:
• Attraction, attachments, fantasies, and longings
Sexual Identity:
• The individuals conception of one’s sexual
orientation
Sexual Behavior:
• Acts performed by individual
*American Psychological Association
22

23. BASIC DEFINITIONS
Sexual Orientation: “Enduring emotional, romantic,
sexual, or affectional attraction toward others.”
(American Psychological Association)
Biological Sex: the physical anatomy and gendered
hormones one is born with, generally described as
male, female, or intersex, and often confused with
gender*
Gender Identity: One’s personal, and core sense of
self as a gendered person.
Gender Expression: How a person expresses their
gender identity (masculine, feminine, both, neither).

24. ASSUMPTIONS OF
ALIGNMENT
24

25. 25

26. SEXUAL ORIENTATION
American Psychological Association defines
sexual orientation as the:
“Enduring emotional, romantic, sexual, or
affectional attraction toward others.”
26

27. SEXUAL ORIENTATIONS
Homosexual: Romantic, physical, emotional,
psychological attraction to the same sex.
• Gay
• Lesbian
Heterosexual
Bisexual
Pansexual/Polysexual
Asexual
27

28. SEXUAL ORIENTATION FAQ
1.) What Causes a Person To Have a Particular Sexual
Orientation?
Numerous factors may determine sexual orientation
and those factors may also differ from person to
person. Cognitive, biological and environmental
factors may all play a role.
2.) Is Sexual Orientation a Choice?
Most people - LGBT or straight - do not experience
their sexual orientation as a choice.
Adapted from “Answers to Your Questions About Sexual Orientation and Homosexuality”,
American Psychological Association
28

29. SEXUAL ORIENTATION
& HOMOSEXUALITY FAQ
3) Can Therapy Change Sexual Orientation?
No. Careful research has found that efforts to
change sexual orientation are not successful and
may be very harmful.
4) Is Homosexuality a Mental Illness or Emotional
Problem?
No. Over 50 years of scientific research has shown
that homosexuality, itself, is not associated with
mental disorders or emotional or social problems.
• For more than 30 years, the American Psychiatric
Association, the American Psychological Association , and
other professional mental health organizations have urged
professionals to help dispel the stigma of mental illness that
some people still associate with homosexual orientation.
Adapted from “Answers to Your Questions About Sexual Orientation and Homosexuality”, American
Psychological Association
29

30. WHAT DOES IT MEAN
TO BE BISEXUAL?
1.) A person who identifies as bisexual is
someone who is romantically, and/or
sexually attracted to persons of both
genders.
2.) Bisexual people are not necessarily
equally interested in men and women.
3.) Bisexuality is no more of a phase than
being heterosexual or homosexual is a
phase.
Adapted from Joe Woodhouse and Karina Roberts from the Bisexual
Resource Center
30

31. “ANNA PAQUIN:
I’M BISEXUAL”
• “Actress Anna Paquin says she's
bisexual - despite being engaged
to her "True Blood" co-star
Stephen Moyer, The Sun reported
Thursday. “
• New York Post, Page 6, 4/1/2010
Read more:
http://www.nypost.com/p/pagesi
x/anna_paquin_bisexual_MSnBvv
eITzJqpFr8W5qXdI#ixzz0js0jSITx
31

32. QUEER
Originally used as a pejorative term to refer
to gay men, lesbians, and bisexuals. The term
implied that these individuals were:
• unnatural
• unusual
• freakish
32

33. QUEER

34. 34

35. SENTENCE COMPLETION CARDS
35

36. WHAT IS THE DIFFERENCE BETWEEN
GENDER AND BIOLOGICAL SEX?
36

37. THE CONFLATION OF
SEX & GENDER
37

38. COMMON BELIEFS
ABOUT GENDER
• Gender exists as a binary: everyone is either
male/female
• Gender is determined by one’s anatomy
• Males should have a masculine style of behavior
and females should have a feminine style of
behavior
• Feminine males and masculine females are
abnormal or disordered
38

39. BEYOND THE LABELS OF
LGBTQ
Labels are culturally and historically specific.
• They have class, age, gender connotations and as
such, may not resonate with all people in the same
way.
Gender identity/expression:
• TS: Two Spirited (Americas)
• Mahu (Polynesia)
We'wha, a Zuni Two-Spirit, circa 1886
39

40. INTERSECTIONS
Diverse Identities within the LGBTQ community
40

41. EXPERIENCES OF LGBTQ PEOPLE ARE
INFLUENCED & INTERWOVEN WITH
MULTIPLE OTHER PARTS OF THEIR IDENTITY:
• Religion
• Age
• Socio-economic status
• Race
• Ethnicity
• Nation of origin
• Family structure
• Mental/Physical ability
• Immigrant Status
• Education
41

42. WHAT IS HOMOPHOBIA?
• Generally defined as
hostility towards or fear of
gay/lesbian persons
• Aversions to LGBTQ
persons or their lifestyle or
culture and behavior or
action based on this
aversion
42

43. • Avoiding any contact or
communication with
someone because they
are perceived to be
gay/lesbian
• Using “gay” or like-terms
as accusatory
• Avoiding gay/lesbian
people for fear they’ll
develop a crush on you
• Physically or emotionally
harming someone
because they are LGBT
43
HOMOPHOBIA CONTINUED

44. One of your peers notices your Safe Zone sticker
and does not approve. They challenge you
about why you are displaying a sticker that is
divisive and unnecessary. How do you respond?
44
SCENARIO

45. HETEROSEXISM
The system of oppression of persons who are lesbian, gay, or
bisexual.
3 components:
• The assumption that all people are heterosexual
• Prejudice and discrimination against persons who are LGB
based on the assumption that heterosexuality is the only
“normal sexual orientation and therefore preferable”
• Systematic display of homophobia in societal institutions,
laws, and policies by excluding the needs, concerns, and life
experiences of person who are LGB
45

46. • Assuming everyone you
meet is heterosexual
• Assuming everyone has or is
interested in having an
opposite-sex partner
• Assuming all mothers and
fathers are heterosexual
• Assuming all unmarried
people are “single”
• Assuming all children live in
families with a male-female
couple in parental roles
• Assuming there is an
assumed male/female role
in same-sex relationships
• Using language that
presumes heterosexuality in
others, such as husband or
wife
• Using official forms which
allow only for designation as
married or single
• Omitting any discussion of
persons who are LGBT as
part of educational
curricula
46
HETEROSEXISM CONTINUED

47. SCENARIO
• A student comes to you and asks for your advice
regarding one of his professors. When you meet he tells
you that one of his professors makes a lot of comments
in class about what he calls “normal married couples.”
• Most of the time it isn’t a big deal, but recently the
professor was lecturing on “new and emerging
marketing demographics.” The textbook for the course
covered Gay & Lesbian adults as one of the new
demographics. The student tells you that when the
professor brought up the subject he dismissed it saying
“like many unmarried people, those people spend most
of their income on personal entertainment, such as
alcohol, leisure activities, fashion and often on illegal
drugs.” The student would like your advice for
responding to the professor
47

48. HETEROSEXUAL PRIVILEGE
Heterosexual privilege is an advantage
given to heterosexual persons simply
because they are heterosexual.
48

49. 49

50. WHERE DO YOU SEE HETEROSEXUAL
PRIVILEGE IN THE WORK THAT YOU
DO?
50

51. TRANSGENDER
51

52. “GENDER IS THE SOCIAL
ORGANIZATION OF DIFFERENT
KINDS OF BODIES INTO DIFFERENT
CATEGORIES OF PEOPLE.”
--SUSAN STRYKER, TRANSGENDER HISTORY
52

53. TRANSGENDER: LITERALLY "ACROSS GENDER";
SOMETIMES INTERPRETED AS "BEYOND
GENDER"; A COMMUNITY-BASED TERM THAT
DESCRIBES A WIDE VARIETY OF CROSS-GENDER
BEHAVIORS AND IDENTITIES.
THIS IS NOT A DIAGNOSTIC TERM, AND DOES NOT
IMPLY A MEDICAL OR PSYCHOLOGICAL CONDITION.
AVOID USING THIS TERM AS A NOUN: A PERSON IS NOT
"A TRANSGENDER"; THEY MAY BE A TRANSGENDER
PERSON.
HTTP://TRANSHEALTH.UCSF.EDU/
TRANS?PAGE=PROTOCOL-TERMINOLOGY

54. GENDER/
GENDER IDENTITY
Transvestite (sometimes considered the same as Cross-
Dresser) : person who enjoys wearing clothes identified
with the opposite gender.
Cross-dresser- Wears clothing of a gender different from
their birth sex for emotional or sexual purposes.
Drag Queen/King (female or male emulation,
performative in nature
Cisgender- having a biological sex that matches your
gender identity and expression, resulting in other people
accurately perceiving your gender.
54

55. TRANSSEXUAL
• Individuals whose designated sex at birth does not
match their personal sex/body identity and who,
through sex reassignment surgery and hormone
treatments, may seek to change their physical
body to match their gender identity.
• Transsexuals’ sexual identification can be
heterosexual, gay, lesbian, bisexual, etc.
• Jessica Pettitt :Facing Trans: Inclusion, Advocacy, and Empowerment
Workbook, Guide, and Resource Packet” 2011

56. 56
TRANSSEXUAL IDENTITIES CONTINUED
Click photo to play video

57. CREATING SAFE SPACES FOR
GENDER NON-CONFORMING
PEOPLE
• Always use an individuals Gender Pronoun (GP)
• Try not to assume what their GP is based on their
appearance
• If you are unsure, avoid using pronouns by using “they”
• It can be ok to ask what someone’s GP is
• Avoid “sir/miss”, “young man/young woman”
57

58. 58

59. WHAT IS TRANSPHOBIA?
• A reaction of fear, loathing, and discriminatory
treatment of people whose gender identity or gender
presentation (or perceived gender or gender identity)
does not match, in the socially accepted way, the sex
they were assigned at birth.
59

60. INTERSEX (FORMERLY HERMAPHRODITE)
• About 1.7% of the population can be defined as
intersexual
• Intersex is a general term used for a variety of
conditions in which a person is born with a
reproductive or sexual anatomy that doesn‘t seem
to fit the typical definitions of female or male.
• Source: The Intersex Society of North America
60

61. 61

62. COMING OUT
62

63. 63

64. COMING OUT ACTIVITY
• Write the names of the 3 people you talk to the most
• Write the names of 3 places that have the most
significance to you
• Write the top 3 most important aspects of your life
• Write your top 3 most favorite activities (other than
sleeping and eating)
64

65. GAY AND LESBIAN IDENTITY
DEVELOPMENT MODEL
(CASS IDENTITY MODEL)
• COMING OUT is a life long process of exploring one’s
sexual orientation and gender identity and sharing it
with family, friends, co-workers and the world.
• Coming out is about recognizing, accepting,
expressing and sharing ones’ sexual orientation with
oneself and others.
65

66. POTENTIAL IMPACT OF
COMING OUT:
• Grieving the loss of membership in the dominant culture
and entry into a permanent stigmatized group;
• The experience of being a minority, especially an
invisible minority and its impact on one's life;
• Lack of family support or strong role models to help
them deal with their found status and identity; and
• Potential lack of peer support and isolation
66

67. WE SHOULD NOT “PUSH”
SOMEONE TO COME OUT OF THE
CLOSET.
67

68. THE POWER OF LANGUAGE
68

69. PREFERRED TERMS
(SOMETIMES)
• Sexual Preference vs. Sexual Orientation
• Gay, Lesbian vs. Homosexual
• Gay Lifestyle, Lesbian Lifestyle, Alternative Lifestyle vs.
Gay, Lesbian

70. “IN GROUP”
Subversive and/or Reclaimed
• Dyke
• Queer
• Fag
• Tranny
• Butch/Femme
• Lipstick
• Camp/campy
• Fruit
• Stealth
• Queen
70

71. STRATEGIES: HOW TO BE AN
EFFECTIVE ALLY
71

72. OVERVIEW OF SAFE ZONE
RESPONIBILITES
A Safe Zone Ally
• Strives to be available, knowledgeable, helpful
and willing to support LGBT people
• Commits to confidentiality, except in specific
situations
• Responds to bias, prejudice and discriminatory
behavior, even when a LGBT person is not
directly impacted
72

73. WRAP-UP
• Final Questions or comments?
• Please fill out the evaluation provided
THANK YOU!
73