Suggestions for Creating a Safe Zone

• Don't be surprised when someone comes out to you.

• Respect confidentiality.

• Stay informed on LGBT issues and resources.

• Know your limitations. If you are uncomfortable dealing with an LGBT issue, refer the person to someone else.

• Be supportive.

• Avoid language that implies that all people are heterosexual and either "single, married, or divorced." Use "partner" instead of "girl/boyfriend" or "wife/husband".

• Challenge bigoted jokes and remarks.

• Counter statements about sexual orientation that are not relevant to decisions or evaluations being made about students, staff, or faculty.

• Invite "out" professionals to conduct seminars and provide guest lectures in your classes and offices. Invite them for LGBT topics and other topics in their domain of expertise.

• Do not force LGBT people out of the closet nor come out for them to others. The process of coming out is one of enlarging a series of concentric circles of those who know. The process should be in the control of the individual until (and if) they consider it public knowledge.

• Do not include sexual orientation information in letters of reference or answer specific or implied questions without first clarifying how "out" the person chooses to be in the specific process in question. Because your environment may be safe does not mean that all environments are safe.

• Recruit and hire "out" LGBT staff and faculty. View sexual orientation as a positive form of diversity that is desired in a multicultural setting. Always question job applicants about their ability to work with LGBT students, staff, and faculty.

• Do not refer all LGBT issues to LGBT students, staff, and faculty. Do not assume their only expertise is related to LGBT issues. Check with individuals about their willingness to consult on LGBT issues with other students, staff, and faculty.

• View the creation of this environment as your responsibility, not the responsibility of individual persons who happen to be LGBT people. Always waiting for them to speak, challenge, or act, adds an extra level of responsibility to someone who is already dealing with oppression on many levels.

Adapted from Buhrke & Douce, 1991 and PFLAG

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