Report calls for progress on domestic-partner benefits

UW–Madison could improve campus climate and retention of gay and lesbian faculty and staff by continuing to encourage the state of Wisconsin to allow domestic-partner benefits, according to findings in a new report.

The report was issued May 5 by the Faculty Senate Committee on Gay, Lesbian, and Bisexual and Transgender Issues, led by sociology professor Joe Elder.

The main finding of the report deals with a 1997 Faculty Senate recommendation that the university work to obtain coverage for domestic partners in the health insurance plans it provides to every category of its employees. The report acknowledges that administrators have worked for change, but because benefits have not been enacted, calls for more progress.

“The state Legislature, by not providing funds for domestic-partner benefits for all UW employees, is in effect requiring the university to maintain a policy of workplace discrimination,” the report states.

Elder says the lack of benefits hurts retention, and also hinders the university’s efforts to recruit new employees, both gay and straight.

“We’re being outpaced by others, and we’re suffering as a result,” he says. “It’s important for the Legislature to realize that it is hurting the quality of education at its prime institution.”

Bernice Durand, associate vice chancellor for diversity and climate, says she agrees that the lack of benefits puts UW–Madison at a competitive disadvantage among its peer institutions. Among Big Ten universities, only UW–Madison, Ohio State University and Penn State University lack same-sex, domestic-partner heath care.

However, she adds that the university has taken numerous steps over the years, publicly and privately, to work with the state to enact change on the issue. For years, UW System has been in agreement with UW–Madison and has included domestic-partner health insurance coverage in their compensation plan recommendations to the state.

Ultimately, she says the Legislature must decide to open the state’s group-health insurance pool to include domestic partners.

“We’re doing everything the law allows us to do on these issues,” she says, noting that the university has compiled an extensive list of internal domestic benefits, encompassing University Housing, Recreational Sports and University Health Services, among others. “We’ve considered every possibility,” she says.

The Faculty Senate established the committee in May 1994 for the purpose of “fostering lesbian, gay and bisexual scholarship and considering concerns about services for and equity toward LGB students, faculty and staff.”

Among the report’s other findings:

• The university successfully launched a LGBT Studies certificate program in 2003. The report suggests that the program should be evaluated to become a full major in 2008.
• The Division of University Housing should be commended for its efforts to provide a housing environment that is safe and free of harassment for all students.
• The Equity and Diversity Resource Center and the Office of Human Resources should organize a focused, coherent strategy for effective orientation and continuing training of faculty and staff to reduce the frequency of harassment and discrimination against LGBT employees. The EDRC already includes some LGBT-issues training as part of sexual harassment seminars.
• The university should be recognized for establishing a LGBT Campus Center and a full-time LGBT issues coordinator, but funding for both should be institutionalized and moved out of segregated fees.

For more information on the university’s domestic-partner policies, visit http://www.provost.wisc.edu/dppolicy.html.