EA R2 (2015-2016): LGBTQ+ Inclusion for Workday & Campus Records

Acknowledged by the President

• Resolution:
  EA R2 (2015-2016): LGBTQ+ Inclusion for Workday & Campus Records
• Day:
  September 22, 2015
• Action:
  Acknowledged by the President
• Summary / Notes:
  Responses on a per-request basis from President Garrett
• File Attachments:
• Text Attachment:
  Dear BJ,
  
  Thank you for submitting EA Resolution #2 for my consideration. After consultation with Vice President Opperman, I am sharing with you the following responses:
  
  1. The University allow staff to change the gender marker and to select a preferred gender identity on their campus records and in Workday as a self-service option, without a letter or other burdensome items from a therapist or doctor;
  
  Response: The Division of HR will change Workday so that the gender marker can be set through self-service. This change is scheduled to be completed by December 2015.
  
  2. Where not prevented by state law, the University allow staff to use a name other than their legal name on internal records, including directory listings and Cornell ID cards;
  
  Response: Preferred name will display in Workday after WD25 goes live on September 12, 2015. Workday currently feeds both legal and preferred name into the central IT data repository which other systems such as directory and Cornell ID cards pulls data from. HR is working with CIT and other system owners to change their systems, including the one that feeds the directory, so that they will display preferred name.
  
  3. The software changes to Workday and other campus records include additional pronouns such as she, he, ze, and they;
  
  Response: Workday does not use pronouns in the text. HR has added Mx as a drop down option for prefix
  
  4. The University create an easily accessible webpage that details the policies and procedures related to changing names, gender markers, and gender identity on campus records;
  
  Response: The university webpage Diversity.cornell.edu is the appropriate site for this information. The Office of Inclusion and Workforce Diversity will work with the EA to make this information available on the site.
  
  5. The University, led by the Division of Human Resources and Safety Services, devise mechanisms to provide institutional support of individuals who wish to seek transition-related services, including initiating legal processes for name or gender identity changes.
  
  Response: In light of ongoing financial constraints and staffing realities, I encourage the EA to explore the support services already available through Faculty and Staff Assistance Program. In addition I encourage you to reach out to the Advocacy for Lesbian Gay Bisexual and Transgender Communities Clinic operating through Cornell Law School to discuss their support programs (http://www.lawschool.cornell.edu/Clinical-Programs/lgbtclinic/).
  
  Sincerely,
  
  Elizabeth Garrett