Chosen Names, Pronouns, and Harassment

Updated 07/27/2023

At St. Lawrence University, creating an inclusive environment for our diverse student body is a priority. We recognize that some students prefer to be identified by a first name other than their legal name. All SLU students therefore have the option to use a first name different than their legal name on certain University records. Any student may choose to identify a chosen first name in addition to their legal name (as listed on the driver’s license, Social Security card, passport, etc.) The University will display the chosen first name to the University community where feasible and appropriate and make a good faith effort to update records, documents and systems accordingly. This procedure applies to those students who wish to use a chosen name on campus.

A student who indicates a chosen name will see it used whenever possible in campus systems and documents, with the exception of cases where the student’s legal name is required by law. Please note that last names can only be changed with documentation of a legal name change.

Details of the Chosen Name Process

Employee behavior while at work at or for the university affects colleagues, students, visitors, community members, and colleagues and supporters in many locations. It can impact the morale, effectiveness, and reputation of the individual, the department, and the university.

Fundamental to our interactions is respect for each other. Behavior that is respectful of another is mindful of the receiver’s needs and expectations and seeks to uphold each person’s dignity. Disrespectful behavior may be experienced as crude, hurtful, slanderous or in some manner unpleasant and unwelcome.

Interpersonal behavior can include both verbal and non-verbal communication and interactions. Disrespectful, hence unacceptable and/or unprofessional communication can include words, gestures, expressions or other actions, such as throwing a paper back at someone to show disapproval or anger. Unacceptable and/or unprofessional behavior will be addressed when it is reported, including discipline as appropriate.

A bias incident is behavior that constitutes an expression of hostility against the person or property of another because of the targeted person’s race, color, predisposing genetic characteristics, gender, gender identity or expression, religion, age, disability, marital status, veteran’s status, sexual orientation, or national or ethnic origin, or any other category protected by law or regulation. Examples of bias-related incidents include, but are not limited to: verbal or written use of degrading language or insults motivated from a belief or perception about a person’s characteristics, regardless of whether the belief or perception is correct.

BIRT is not an investigative body and refers incidents that reflect bias to the appropriate body.

Report a bias incident here

... [T]he University generally defines discriminatory harassment as verbal or physical conduct that denigrates or shows hostility toward an individual on the basis of race, color, religion, ethnic or national origin, gender, age, disability, predisposing genetic characteristics, sexual orientation, gender identity, gender expression, military or veteran’s status, marital status or any other characteristic protected by applicable law.

Harassment may be verbal, visual or physical. Merely by way of illustration, harassing acts may include racial, ethnic or religious slurs; name-calling that demeans on the basis of age, disability, physically harming or threatening another due to racial or religious animosity; vulgar pictures or ethnically offensive symbols or writings, or gestures that mimic or mock a person’s race, disability, race or age.

The fact that a person was personally offended by a statement or incident does not alone constitute a violation of this Policy. The determination is based on a “reasonable person” standard and takes into account the totality of the circumstances. The University considers the content of a communication or incident, the relationship of the individuals involved in the communication or incident, whether an incident was an isolated incident or part of a broader pattern or course of offensive conduct, the seriousness of the incident, the intent of the individual who engaged in the allegedly offensive conduct, and its effect or impact on the individual and the learning community. In all instances, a key factor is whether the complained-of behavior occurred because of a particular characteristic. If it did not, the behavior is not regulated by this Policy.

You can find more information here.

Discriminatory Harassment: any demeaning, intimidating or hostile verbal, physical or symbolic behavior expressed person-to-person or by communications methods, including telephonic and electronic means, that is directed at an identifiable individual or group and is based on that individual’s or group’s race, religion, ethnicity, age, gender, national origin, disability or sexual orientation, and that has the effect of interfering with a reasonable person’s academic or work performance or of creating an intimidating, hostile or offensive situation or environment. Such behaviors include, but are not limited to, the use of slurs, epithets, gestures, demeaning jokes or derogatory stereotypes.