Task Force on the California Gender Recognition Act
Presidential Policy on Gender Recognition & Lived Names
President Drake released this policy in November 2020. An overview of the UC policy and action items is available here. UC Riverside Information Technology Solutions is currently working on an implementation strategy and timeline.
Based on the inventory, this living document outlines categories of perceived needs, along with recommendations and/or best practices already in effect.
One of the most common requests from departments is for training. An online training is now available and recommended for all. To access the training, entitled "Gender Recognition: A Focus on Transgender, Nonbinary, and Intersex Awareness," go to https://ucrlearning.ucr.edu/ and search for "Gender Recognition."
To schedule an in-person training to expand on the online module, please contact Nancy Tubbs, Director of the LGBT Resource Center at email@example.com or 951.827.2267.
The Gender Recognition Act (California Senate Bill 179) officially went into effect January 1, 2019. The bill streamlines the process for Californians to apply to change their gender markers, and creates a nonbinary gender category (the letter “x,” "n," or "nb") on California birth certificates, drivers’ licenses, identity cards, and gender-change court orders. This law provides an opportunity for our campus to update language and policies to be more inclusive of transgender, intersex, and nonbinary members of the UCR community.
To guide our campus through this transition, Chancellor Wilcox asked Associate Vice Chancellor for Diversity and Inclusion, Mariam Lam, to lead a task force to examine current use of gender in systems across the campus, and to advise senior leadership on steps to incorporate a nonbinary category into these systems. This process has included:
Reviewing campus data systems, report templates, surveys/assessments, physical spaces, and policy language
Implementing inclusive changes to systems, policies and customer service practices
Recommending training and resources to ensure appropriate implementation.
The task force is consistent with UCR’s Principles of Community, by which we affirm our commitment to equitable treatment of all students, staff, and faculty; as well as our commitment to creating an environment in which each person has the opportunity to grow and develop. Further, this task force has been working in concert with the UC Office of the President, as it develops the system-wide Gender Identity Toolkit and Guidelines for Employees. The UCR task force has essentially completed its work, and is now following up with specific departments as needed to provide consultation and training as they implement the recommendations.
The task force convened regularly during the 2018-2019 academic year. Initial recommendations were developed in December 2018, for review and implementation by senior leadership and other campus stakeholders in 2019.
October 2018: Inventory distribution to campus community
January 2019: Initial recommendations to campus leadership
June - September 2019: Follow up on implementation progress with units
Action Items for UCR Departments
1. As web sites are under revision campus-wide, revise language to be gender inclusive.
2. As people order new business cards with the new UCR logo, consider adding personal pronouns to the card.
3. Consider adding personal pronouns to email signatures.
4. As new hires are onboarded, request they take the online Gender Recognition Training.
5. Revise all policies and procedures for gender inclusive language.
Resources for Gender Inclusive Language
Examples of Inclusive Planning at UCR: Student Recreation Center
The UCR Student Recreation Center has been carefully planning to create an inclusive space for students, staff, and faculty at UCR. Several aspects of their process may be helpful for all departments as we seek to be more inclusive of transgender, intersex, and nonbinary members of our community.
1. In our SRC Expansion project, which opened in September 2014, we built two gender neutral locker rooms in the new SRC South Building.
2. In 2017-18, we renovated the locker rooms in the SRC North to include an additional gender-neutral locker so that we would have at least one in each building.
3. Beginning in 2018, we assigned a staff member to review our policy language and identify needed amendments to make the language inclusive. This is an ongoing project. We are also in the initial stages of developing an internal Standard Operating Procedures manual which will reflect the new language to ensure that it reflects the inclusive nature that we desire.
4. Our intramurals sports program has both men’s, women’s, and “co-rec” leagues. We amended our participation policies in this program to allow anyone to participate as the gender by which they identify.
5. While we still have some signage that reads “men’s” and “women’s” locker rooms, we have removed the female and male pictograms that designate the rooms.
6. This year we are also working with the LGBTQ Resource Center to have them give a presentation at our All Staff Orientation and Training to our entire staff (400-450 student employees and around 50 career staff) to provide insights, examples and guidance to our entire staff on how we can make our facilities and programs become more inclusive for our gender non-binary and transgender students.
7. We are reviewing our online and paper forms to add an additional category for “non-binary” gender.
Gender Recognition Act Task Force FAQ
Why is UCR conducting this inventory?
The inventory is a tool to help the UCR campus community implement the California Gender Recognition Act. This law provides an opportunity for our campus to update language and policies to be more inclusive of transgender, intersex, and nonbinary members of the UCR community. All departments are asked to review documents, processes, and/or facilities to ensure that there is a non-binary gender option, parallel to the provision of this option on California official documents.
Why does each unit need a point person?
We will be communicating with this point person throughout the year to see what the needs of the unit include, and how we can best accommodate and/or assist the unit in making needed improvements. For example, if the unit needs new signage for existing gender-inclusive restroom facilities, we need to know what existing facilities are already present and what is needed from Facilities to assist the unit in making appropriate updates.
How do I change the gender listed on my California ID?
Head to https://www.dmv.ca.gov/portal/dmv/detail/dl/gender_id to get started.
Are there templates and models of appropriate gender categories that we can see to apply to our existing documents and policies?
Yes, we will be providing models, templates, and other useful resources on this website. In general, the DMV and the UC system will be providing the options of M = male, F = female, X = nonbinary. Please check back occasionally for newly updated materials.
Are there any workshops or trainings we can attend to help us understand the changes and better inform ourselves toward creating a more gender inclusive campus?
Yes, the campus now offers and recommends a brief online training for anyone. To access the training, entitled "Gender Recognition: A Focus on Transgender, Nonbinary, and Intersex Awareness," go to https://ucrlearning.ucr.edu/ and search for "Gender Recognition."
For Academic Year 2019-20, the LGBT Resource Center is only conducting trainings by request of individual offices or departments, with a strong focus on the impact of the Gender Recognition Act. To schedule an in-person training to expand on the online module, please contact Nancy Tubbs, Director of the LGBT Resource Center at firstname.lastname@example.org or 951.827.2267.
What was supposed to be completed by January 1, 2019?
The Act became enforceable by law on January 1, 2019, so we can now expect official IDs and birth certificates to have the nonbinary option. We anticipate that it may take the campus the rest of the year and beyond to gradually update all units across campus, and that initially, we will learn on a case by case basis new areas that need improvement and updating. We recommend that as each unit proceeds with its daily activities, each document/policy/facility that is addressed be reviewed as it appears. Thus, by the end of one full annual cycle, a unit may be somewhat confident that it has addressed and reviewed the regular policies/documents/facilities most frequently used by that unit.
Are we responsible for updating data systems?
Central data systems, such as UC undergraduate admissions, Banner, and UC Path, will be administered and updated centrally as they come online. However, if your own department/unit maintains internal applications and databases, such as for graduate recruitment, etc., please do update those within your units directly. If you are an application/system owner and ITS provides technical support or maintenance, please work with ITS to determine the impact and changes that may be required for your applications/systems.
What can I do when I hear dismissive comments of this process from others?
Since most individuals who initially react dismissively do so because they do not thoroughly understand the underlying goals, issues and ramifications, they may benefit from additional education and resources, such as the training mentioned in these FAQs and the resources below.
Where are gender-inclusive restrooms located on campus?
To find gender-inclusive restrooms, visit the UCR campus map and zoom in until you see the circle-triangle symbol. Click on the symbol and room number details will become visible on the left-hand side of the window. ADA-compliant facilities information is also available on the UCR campus map. The Student Recreation Center also offers a gender-inclusive locker room.