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Whether we’re taking an online class, catching up with friends, reading the news, checking our favorite Reddit thread, or watching videos of baby pandas sneezing, we all spend a lot of time online. Our online communities are full of opportunities for connection, sharing, and positivity, but sometimes we may encounter negativity and downright nastiness, to put it mildly.

We can all play a role in shaping online communities in which everyone can thrive. Disrespect and harassment are less likely when digital spaces reflect our values. For example, building supportive communities makes sexual harassment and violence less likely. Creating respectful spaces online is a critical part of these efforts. So how do we make the online communities we participate in feel more positive, especially in an era where we might feel particularly divided? And how do we respond when we see negative posts in a group page we’re in charge of? Or when we notice a hurtful comment in a community we participate in?

Whether you have a leadership role in an online space or you’re just a casual participant, there’s plenty you can do to help keep things positive.

[/vc_column_text][vc_custom_heading text=”Here’s how to use your role to create the online space you want” font_container=”tag:p|font_size:20|text_align:left|color:%23004666″ google_fonts=”font_family:Roboto%20Condensed%3A300%2C300italic%2Cregular%2Citalic%2C700%2C700italic|font_style:700%20bold%20regular%3A700%3Anormal” css=”.vc_custom_1507234442675{margin-bottom: 5px !important;}”][vc_column_text]If you create, manage, or moderate an online space, you have a key role to play in building a supportive community. But being a member matters just as much. You get to model and shape the online community you participate in. Here’s a four-step guide to making it work—no matter your role.

[/vc_column_text][vc_custom_heading text=”For leaders” font_container=”tag:p|font_size:20|text_align:left|color:%23004666″ google_fonts=”font_family:Roboto%20Condensed%3A300%2C300italic%2Cregular%2Citalic%2C700%2C700italic|font_style:700%20bold%20regular%3A700%3Anormal” css=”.vc_custom_1507234454477{margin-bottom: 5px !important;margin-left: 5px !important;}”][vc_column_text]

Whether you’re starting a new group or taking over an existing one, start by reflecting on your goals.

Consider the following questions:

• If this group is new, why are you starting it? If you’re taking over an existing page, what are the group’s shared goals?
• How do you want members to experience the group?
• What would be the best possible version of this group?

It’s essential to define your goals even if your group is small and informal. For example: Imagine that you create a GroupMe for the people living on your res hall floor. The following goals could take the group in three very different directions and would call for different leadership:

• Planning large parties for everyone in the hall
• Upholding community standards (e.g., reminding people to be quiet during finals)
• Meeting new people

[/vc_column_text][vc_custom_heading text=”For members” font_container=”tag:p|font_size:20|text_align:left|color:%23004666″ google_fonts=”font_family:Roboto%20Condensed%3A300%2C300italic%2Cregular%2Citalic%2C700%2C700italic|font_style:700%20bold%20regular%3A700%3Anormal” css=”.vc_custom_1507234464675{margin-bottom: 5px !important;}”][vc_column_text]Goals matter for members too. In fact, knowing what they are and communicating them effectively sets the tone for the rest of the group. This doesn’t have to be formal. It’s about having a shared purpose.

Think about this: If you share a group chat with your friends from high school, what’s your purpose for doing so? How can you make sure others are on board? Your personal goal might be to stay in touch while building stronger connections with everyone. What are some small steps you can take to reach this goal?

• Model what you’re looking for by offering it first: Share updates about your life and ask others to do the same.
• Open participation: Invite other people to participate and pull quiet, shy, or disengaged people into the conversation.
• Make concrete plans: Suggest group activities or meet-ups.

By actively engaging in the group in a positive way, you’re setting an example for other members. A significant body of research shows that when we believe our peers expect us to behave a certain way, we’re more likely to behave that way (this is called social norms theory). This means that when we’re positive and don’t tolerate harmful behavior in an online setting, it sets the tone for others to follow suit.

[/vc_column_text][vc_custom_heading text=”For leaders” font_container=”tag:p|font_size:20|text_align:left|color:%23004666″ google_fonts=”font_family:Roboto%20Condensed%3A300%2C300italic%2Cregular%2Citalic%2C700%2C700italic|font_style:700%20bold%20regular%3A700%3Anormal” css=”.vc_custom_1507234475379{margin-bottom: 5px !important;}”][vc_column_text]Explicitly communicate your expectations. People are surprisingly attentive to group guidelines. A 2016 analysis of the Reddit thread r/science (which has more than 13 million subscribers) found that posting page rules increased users’ compliance with the rules and even increased the number of comments made by newcomers on certain posts.

“It’s important that the standard be set right from the beginning that mistreatment of any kind will not be tolerated,” says Dr. Justin Patchin, professor of criminal science at the University of Wisconsin-Eau Claire and codirector of the Cyberbullying Research Center.[/vc_column_text][vc_custom_heading text=”How you can put this into practice” font_container=”tag:p|font_size:20|text_align:left|color:%23004666″ google_fonts=”font_family:Roboto%20Condensed%3A300%2C300italic%2Cregular%2Citalic%2C700%2C700italic|font_style:700%20bold%20regular%3A700%3Anormal” css=”.vc_custom_1507234484675{margin-bottom: 5px !important;}”][vc_column_text]Let’s say you take over the Facebook page of a campus multicultural center with several hundred members. How might you create guidelines for the group?

It’s also important to create guidelines for informal groups. If you created a small Facebook group for your friends in the multicultural center, you could casually communicate your expectations. Try statements like:

• “Let’s use this group to stay in touch over the summer!”
• “If anyone has questions about this group, I’m happy to help out.”

[/vc_column_text][vc_custom_heading text=”For members” font_container=”tag:p|font_size:20|text_align:left|color:%23004666″ google_fonts=”font_family:Roboto%20Condensed%3A300%2C300italic%2Cregular%2Citalic%2C700%2C700italic|font_style:700%20bold%20regular%3A700%3Anormal” css=”.vc_custom_1507234496144{margin-bottom: 5px !important;}”][vc_column_text]Point out behaviors that positively reinforce your group standards and support the community guidelines—you can keep it casual. This sets the expectation that people will interact in positive ways. Try out statements such as, “It’s awesome how we can disagree without things getting ugly.”

[/vc_column_text][vc_custom_heading text=”For leaders” font_container=”tag:p|font_size:20|text_align:left|color:%23004666″ google_fonts=”font_family:Roboto%20Condensed%3A300%2C300italic%2Cregular%2Citalic%2C700%2C700italic|font_style:700%20bold%20regular%3A700%3Anormal” css=”.vc_custom_1507234505058{margin-bottom: 5px !important;}”][vc_column_text]It’s easiest to take action at the first sign of disrespect or someone behaving outside of the group guidelines. Don’t wait for problems to escalate before you step in.

Just like in social situations or in the classroom, you can practice bystander intervention by stepping in to address disrespect and prevent harm. In a 2015 study of adolescents and young adults, bystanders stepped in at similar rates when someone was being harassed online as they did when an incident happened in person (Journal of Youth and Adolescence). In fact, bystanders were most likely to step in when someone was being harassed both in person and online.[/vc_column_text][vc_custom_heading text=”What this might look like” font_container=”tag:p|font_size:20|text_align:left|color:%23004666″ google_fonts=”font_family:Roboto%20Condensed%3A300%2C300italic%2Cregular%2Citalic%2C700%2C700italic|font_style:700%20bold%20regular%3A700%3Anormal” css=”.vc_custom_1507234515980{margin-bottom: 5px !important;}”][vc_column_text]Imagine that you’re the moderator of an online study group. You all use the group to share study tips, ask questions, and set up times to work together. One day, the posts start to stray from the class material to people complaining about the course and insulting the professor’s looks. How do you handle it?

Try privately messaging the people involved, or leave a comment of your own. Assuming good intent can make these conversations easier. For example:

Private messages

• “You probably don’t mean any harm, but your comments came off negatively.”
• “Please refer to the community guidelines.”

Comments to redirect the group

• “We have that big test coming up, so let’s focus and be prepared.”
• “Let’s stick to the focus of this group.”

[/vc_column_text][vc_custom_heading text=”For members” font_container=”tag:p|font_size:20|text_align:left|color:%23004666″ google_fonts=”font_family:Roboto%20Condensed%3A300%2C300italic%2Cregular%2Citalic%2C700%2C700italic|font_style:700%20bold%20regular%3A700%3Anormal” css=”.vc_custom_1507234527350{margin-bottom: 5px !important;}”][vc_column_text]It’s not just the leader’s responsibility to uphold community standards; it’s on you as a community member to redirect group members who fall short of your goals. It can be as easy as asking a different question.

Here’s how you might step in as a community member in the study group scenario:

• Distract the group with a question that relates to the original goal (e.g., post a question about the homework).
• Redirect the group: “We have to get through this critical analysis, so let’s focus and be prepared.”
• Find an ally: Talk to a friend in the group about the behavior and come up with a plan for approaching it as a team.
• Go undercover: Anonymously post a comment saying the behavior is unacceptable.
• Ask for help: Ask a moderator to reiterate the group values—or establish them if there aren’t any.

[/vc_column_text][vc_custom_heading text=”For leaders” font_container=”tag:p|font_size:20|text_align:left|color:%23004666″ google_fonts=”font_family:Roboto%20Condensed%3A300%2C300italic%2Cregular%2Citalic%2C700%2C700italic|font_style:700%20bold%20regular%3A700%3Anormal” css=”.vc_custom_1507234539080{margin-bottom: 5px !important;}”][vc_column_text]What can you do if serious disrespect, harassment, or hateful behavior emerges in an online space that you manage?

For example, imagine you’re managing a student publication’s website. Debate in the comments section is usually respectful. One day, a regular commenter calls another a slur. Here are four options for how to intervene:

1) Delete the harmful content, and consider banning the commenter.

“Delete the person whose posts are negative. By proactively doing this, [you show] that [you] have had enough and will not engage in their negative and hurtful behaviors.”
—Ross Ellis, founder and CEO of STOMP Out Bullying, a national bullying and harassment prevention organization

“If [people] see hurtful posts quickly removed and frequent violators banned, this will set the tone that online abuse is not allowed here.”
—Dr. Patchin

2) Reach out to the people who were targeted.

Write to the targeted commenter. Let them know that you have deleted the content, you support them, and offer to direct them to university resources.

3) Report the incident—if the targeted person wishes that you do so.

Consider reporting the behavior to a campus official, such as a dean. Check with the person who was targeted to ask for their permission first.

4) Reiterate your group expectations.

After you have dealt with the harm, work with other members of the publication team to refocus on your core goals.[/vc_column_text][vc_custom_heading text=”For members” font_container=”tag:p|font_size:20|text_align:left|color:%23004666″ google_fonts=”font_family:Roboto%20Condensed%3A300%2C300italic%2Cregular%2Citalic%2C700%2C700italic|font_style:700%20bold%20regular%3A700%3Anormal” css=”.vc_custom_1507234548276{margin-bottom: 5px !important;}”][vc_column_text]What if you see this happening in an online community you’re a part of? As an active member of the community, stepping in reinforces the standards of the whole group and sends the message that this behavior isn’t tolerated here. Here’s how to do it:

• If the behavior affects someone you know, privately reach out and express support. Try language such as, “That was messed up. Is there anything I can do?”
• Consider contributing some positive words. Offering encouragement and support is a simple way to mitigate the effect of online harassment. Manners (good and bad) are contagious. Modeling civility and constructive commentary online can potentially dissuade others from trolling, according to a 2017 study by researchers at Cornell University.
• Ask before you act on someone else’s behalf. If you want to confront the aggressor or request an apology on behalf of the person who has been wronged, this isn’t a decision to make alone. Work with the targeted person and respect their wishes about how to proceed. They might prefer to not confront the aggressor or to report the issue to the relevant site directly. Except for situations of acute danger, don’t take action on their behalf if you haven’t been asked to do so.

“At the beginning of the year, we have a discussion about what’s appropriate to post and what isn’t. If something negative is posted, it’s removed, and we have a discussion with the person who posted.”
—Jeanette A., fourth-year undergraduate, Kutztown University, Pennsylvania

“It’s not a controversial forum. We have rules, but we’re relaxed and work together in a group rather than talk about conflicting ideas.”
—Eliot A., recent graduate, Metropolitan State University of Denver

“I monitor the page though my manager app that I’ve installed on my phone. I posted guidelines and must approve all comments and posts before they’re allowed to be posted. If someone complains about harassment or being messaged, I’ll check out the situation, take proper steps to stop it, and prevent it in the future.”
—Angel P., fourth-year undergraduate, Governors State University, Illinois

“Anything that’s posted that’s disrespectful is deleted and that person is warned through a personal message. If they continue, they’re removed from the page.”
—Leah H., third-year undergraduate, Northern Illinois University[/vc_column_text][/vc_column][/vc_row][vc_row][vc_column][vc_column_text]

Strategies developed by the Communication and Consent Educator program at Yale University.

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[/vc_column_text][/vc_column][/vc_row][vc_row][vc_column][vc_column_text]Here’s something most of us know, and the research backs up: Small actions make a big difference, especially when it comes to preventing sexual harassment and assault. If we see something that doesn’t feel right, we can act. This is bystander intervention: stepping in to reinforce our community values and prevent harm when we see something that looks like disrespect or pressure. Many of us already do this, like when we disrupt a conversation that seems uncomfortable or speak up when people make hurtful comments.

Often, when we think about sexual misconduct and bystander intervention, we’re thinking about intervening in social situations, such as on the dance floor, at a party, or in a relationship. But what happens when you see this happening at your internship, on the job, or at your workplace?

While we might know that it’s equally important to take action in the workplace, we might not exactly know how to do it, especially if we’re dealing with uneven power dynamics—like a boss who’s making crude comments to an employee or an established colleague taking advantage of a new intern. The good news? The basics, which you already know, work here too.

“The skills and strategies that work in social contexts can often be applied to other settings, including professional contexts such as a summer internship or other job,” says Laura Santacrose, assistant director of the Skorton Center for Health Initiatives at Cornell University in New York, who developed Cornell’s “Intervene” project, a bystander intervention initiative for students. The knowledge and confidence that we’ve gained from intervening in other contexts make a difference. Knowing we have the skills to step in makes us more likely to do so, according to a 2014 study of college students in the Journal of Interpersonal Violence.

Besides reinforcing your own personal values, you’re also setting the bar high for the rest of the organization. And that’s important. “Employers hope to create an environment that is welcoming and inclusive for all employees. A safe and inclusive environment fosters teamwork among colleagues, greater workplace satisfaction, and higher levels of innovation and creativity on the job. Employees who are able to facilitate such an environment are highly valued by both their employers and by their clients,” says Jeanine Dames, director of the Office of Career Strategy at Yale University in Connecticut.

So how do you do it?

Before you start, consider risk

Whenever we intervene, it’s critical to consider the potential risks involved and to make a safe plan. The power dynamics between supervisors and employees may make it difficult to intervene directly, so consider subtle or indirect actions. “There may be additional supports in a professional setting that will make an intervention easier [than in a social situation], including support from a human resources department,” says Santacrose.

Start here: Stepping in on the job

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• Overhear a sexist comment about the new hire’s cleavage? See a colleague’s uncomfortable face when he interacts with his overly handsy boss? Pay attention to the patterns.
• Ask yourself: How might this situation impact the individuals involved? The department or team? The broader community of the organization or company?

• Trust your instincts. It’s OK to decide to do something even if you aren’t sure there’s a problem.
• Remember that “doing something” might be shooting a quick email to human resources (HR) or chatting briefly with your coworkers to see if they’re noticing it too. Ask your fellow employees or supervisors what they’re seeing or how they might deal with the situation. HR representatives may be particularly helpful. It’s their job to make sure that the workplace is safe and respectful, so they want to know when something seems off.

• There are usually multiple ways to intervene. Play to your strengths. Not sure what those are? Take our bystander quiz here to learn more about your stepping-in style. Remember that interventions don’t have to be dramatic to be effective.
• Pay attention to power dynamics. If you are worried about the consequences of intervening, consider confidentially reporting the problem to HR.

• After you’ve intervened, follow up with the person being targeted or your colleagues.
• Think about what the organization could do to make positive outcomes more likely in the future. What structural changes would help? Can you review company policies and suggest updates? Are there employee training options that can help set community standards? Make suggestions and be willing to help put them into place if it’s an option.

[/vc_column_text][vc_column_text]

How would you respond?

Now that you know the basics, or at least can refer back to them, let’s get into some examples. Use the following scenarios to think about possible intervention strategies. What strategies would you choose?[/vc_column_text][vc_custom_heading text=”Scenario 1: Inappropriate jokes
” font_container=”tag:p|font_size:20|text_align:left” google_fonts=”font_family:Roboto%20Condensed%3A300%2C300italic%2Cregular%2Citalic%2C700%2C700italic|font_style:700%20bold%20regular%3A700%3Anormal”][vc_column_text]Imagine that you share an office space with several other summer interns. One of the interns, Taylor, often makes sexual jokes and suggestive comments. You and the other interns find the jokes annoying, but one of the interns, Sam, looks upset and starts to avoid the space.[/vc_column_text][vc_tta_accordion shape=”square” color=”blue” c_icon=”chevron” active_section=”0″ collapsible_all=”true” css=”.vc_custom_1505257761599{border-bottom-width: 20px !important;padding-bottom: 20px !important;}”][vc_tta_section title=”Potential impacts of this behavior ” tab_id=”1504052666707-487f2eae-0de4″][vc_column_text]

• Taylor is distracting everyone from work.
• Sam might worry that others think Taylor’s jokes are OK.
• Sam’s job performance could suffer.
• Other interns’ job performance could suffer.
• Taylor might continue this behavior in other workplaces, which could continue to hurt people—and damage Taylor’s job prospects.

[/vc_column_text][/vc_tta_section][vc_tta_section title=”Possible interventions ” tab_id=”1504052666804-66add783-ae2c”][vc_column_text]

• Don’t laugh at the jokes. An awkward silence can speak volumes.
• Privately check in with Taylor. “You probably mean well, but those jokes make you seem unprofessional.”
• Privately check in with Sam. “You seemed a little bit uncomfortable with Taylor’s jokes. Are you OK?”
• Talk to a supervisor. Suggest that supervisors discuss appropriate workplace conduct with new interns now and in the future.
• Consider structural changes that can prevent this problem from happening again. Proactively start positive, professional conversations in the shared workspace. This sets a good example and minimizes chances for inappropriate conversations to begin.
• Student story: “I politely interrupted the situation by asking a work-related question to cause a distraction and interruption. Then I privately talked to my co-worker at a later time.”
  —Rebecca B., fourth-year undergraduate, Rochester Community and Technical College, Minnesota

[/vc_column_text][/vc_tta_section][/vc_tta_accordion][vc_custom_heading text=”Scenario 2: Unfair treatment
” font_container=”tag:p|font_size:20|text_align:left” google_fonts=”font_family:Roboto%20Condensed%3A300%2C300italic%2Cregular%2Citalic%2C700%2C700italic|font_style:700%20bold%20regular%3A700%3Anormal”][vc_column_text]Imagine that you have a part-time campus job in a lab. The professor in charge of the lab chooses a graduate student, Riley, to lead a project. A few weeks ago, Riley asked one of your coworkers, Casey, out on a date. Casey said no. Since then, Riley seems to be treating Casey differently from the other lab members. Riley often dismisses Casey’s comments in meetings and assigns all the menial jobs to Casey.[/vc_column_text][vc_tta_accordion shape=”square” color=”blue” c_icon=”chevron” active_section=”0″ collapsible_all=”true” css=”.vc_custom_1505257813391{border-bottom-width: 20px !important;padding-bottom: 20px !important;}”][vc_tta_section title=”Potential impacts of this behavior” tab_id=”1504052753249-e585b76c-21e9″]

[vc_column_text]

• The professor might think that Casey is not a good employee.
• The rest of the lab members are missing out on Casey’s contributions.
• Other lab members might feel like they must always agree with Riley or face retaliation.
• Riley is behaving unprofessionally, which could hurt Riley’s future job prospects.

[/vc_column_text][/vc_tta_section][vc_tta_section title=”Possible interventions ” tab_id=”1504052753334-d21292d9-c739″][vc_column_text]

• Validate Casey’s contributions. If Riley dismisses one of Casey’s comments, say, “I actually thought that was a really good point.” Similarly, volunteer to do the menial jobs yourself.
• Check in with Casey. Tell Casey that you’ve noticed the problem and are available to help. Providing emotional support after an incident of harassment is the most common kind of workplace bystander intervention, according to a 2016 study in the International Journal of Human Resources Management.
• Express your concerns with the professor supervising the lab.
• Consider reaching out to an official such as a Title IX coordinator or HR representative.
• Propose structural changes to ensure everyone’s voices are heard and menial jobs are fairly distributed. For example, you could suggest that everyone takes turns performing the less-desirable tasks using a chart that’s visible in the lab.
• Student story: “I told my manager right away. The manager handled it from there.”
  —Kassandra J., first-year graduate student, Texas Woman’s University

[/vc_column_text][/vc_tta_section][/vc_tta_accordion][vc_custom_heading text=”Scenario 3: Callouts on appearance
” font_container=”tag:p|font_size:20|text_align:left” google_fonts=”font_family:Roboto%20Condensed%3A300%2C300italic%2Cregular%2Citalic%2C700%2C700italic|font_style:700%20bold%20regular%3A700%3Anormal”][vc_column_text]Imagine that you have a part-time job. Your supervisor makes small talk with employees as you arrive in the morning. Topics range from sports to the weather, but on several occasions, your supervisor has made comments about the appearance of one employee, Kai, such as, “You look gorgeous today!” and “That shirt looks great on you!” Your supervisor does not comment on other employees’ appearances.[/vc_column_text][vc_tta_accordion shape=”square” color=”blue” c_icon=”chevron” active_section=”0″ collapsible_all=”true” css=”.vc_custom_1505257821057{border-bottom-width: 20px !important;padding-bottom: 20px !important;}”][vc_tta_section title=”Potential impacts of this behavior” tab_id=”1504052838430-8b2d08cc-2ef1″][vc_column_text]

• This behavior creates a workplace that emphasizes people’s appearance, perhaps implying that their looks matter more than their ideas.
• Kai may feel uncomfortable at work and worry about what the manager expects.
• Other employees might worry that they will be treated differently based on appearance too.

[/vc_column_text][/vc_tta_section][vc_tta_section title=”Possible interventions ” tab_id=”1504052838526-d3cdd71b-5a02″][vc_column_text]

• Check in with Kai and express concern about the comments.
• Subtly steer conversations back to appropriate topics.
• Speak to another employee and ask for advice.
• Talk to an HR representative. They may be able to take action without revealing your identity.

[/vc_column_text][/vc_tta_section][/vc_tta_accordion][vc_column_text]See? Your bystander skills just went pro. When you break it down like this, intervening becomes a little easier, which means your workplace can be just as supportive of a community as your campus is. So remember: Your bystander skills can work in any context, at any time.

Want more bystander info? Check out Cornell University’s bystander initiative, “Intervene.” This interactive training, useful for students of all kinds, offers concrete strategies for intervening in a wide range of social, academic, and professional settings.

Strategies developed by the Communication and Consent Educator program at Yale University. [/vc_column_text][/vc_column][/vc_row][vc_row][vc_column][vc_column_text]

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—Gala C., Dordt College, Iowa

It’s not easy being in a community that you feel has hatred toward others because of their race. It’s stressful to hear negative comments or see discrimination and feel like there isn’t much you can do to stop it. Racism is also bad for your health. Research has shown that the everyday stress of racism can harm your mental and physical health, according to a study published in the American Journal of Public Health.

You might find you become filled with hate toward those who are racist. But don’t match hate with hate; meet it with heart.

Heart is reminding yourself that those people’s beliefs and actions aren’t based in reality. Racism and other forms of hatred often come from lack of information and understanding about others. They’ve been taught something that’s untrue. Over time, with exposure to new ideas or to people from other groups, it’s possible that they can gain more acceptance. Heart is understanding that there’s a better way to live, and even things as horrible as racism can be overcome.

If you do plan to talk to people about their actions or beliefs surrounding racism, here are some tips:

• Take time to discuss with them your positive experiences with people of other races.
• Remind them of the great contributions different races have made.
• Appeal to the good parts of their personality when they want to instinctively react with hate. For example, remind someone of their religious values (e.g., being a person of peace) or recall how much they suffered through a bullying experience as a way to create empathy toward the individuals who are being attacked.
• Pick times for these discussions when things are neutral and everyone is calm.

Don’t try to argue and lash out; that probably won’t end well. Remember: Hate will lead to hate. Help them relearn a better way.

Becoming an agent for change

As for yourself, another way to deal with racism is to become a person of positive change. For example, join an organization in your community or an online organization that works toward unity, or start your own. This way, you’re around like-minded people of other races who can support you.

You can also educate yourself about what racism is, learn the history of efforts to overcome racism, and look up resources to help address racial equity. A great place to start is the Racial Equality Resource Guide, which offers tool kits, a list of organizations across the country, and other resources to help you in your effort to effect change.

Stay calm

When you’ve confronted something that has you seething and you need to calm down now, practice relaxation techniques such as deep breathing, exercise, and engaging in activities that bring you joy.

When is it time to go?

If you feel physically in danger, consider leaving the community. Sometimes the best efforts to make a change take time and distance. If you’re still living at home or aren’t financially able to leave just yet, you can still make a plan. Start to identify the places that you can live or spend time in where diversity is valued.[/vc_column_text][/vc_column][/vc_row]

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We all want campuses without sexual violence, but it can be hard to know where to start. In-the-moment strategies like bystander intervention are powerful tools to make our communities safer, but how can we proactively build cultures in which everyone feels safe and respected?

Sexual violence doesn’t come out of nowhere: It emerges from everyday patterns of disrespect and pressure. In any culture that normalizes low-level disrespect, it’s harder to spot coercion and force. What’s low-level disrespect? It’s when your female classmate is objectified because of the length of her skirt. Or that time your roommate hooked up with someone he wasn’t really into because “that’s what guys are supposed to do.” It’s every time someone makes a rape joke—and every time someone laughs. It contributes to a culture of disrespect, and a culture of disrespect provides camouflage for violence. It functions as “the cultural scaffolding” of sexual assault, wrote Dr. Nicola Gavey, professor of psychology at the University of Auckland, in New Zealand, in her book Just Sex? The Cultural Scaffolding of Rape (Routledge, 2005).

In contrast, when we expect respect and mutuality, it’s much easier to spot behaviors that don’t fit that norm. By challenging casual disrespect when we see it—and setting up conversations so that disrespect doesn’t happen in the first place—we can build communities where everyone expects to be treated well.

This means that even small actions can have a big impact in building a safe, supportive campus culture. By ensuring that all of our conversations about romance, sex, and social life are respectful, we can help to dismantle “the cultural scaffolding” of assault. And that starts with you—your friends and your conversations. Here’s how to make sure those convos are building the community you want.

Ask better questions

Too often, our casual conversations set the expectation that everyone is doing the same things when it comes to romance and sex. If your crew gets together for brunch on Sunday, is everyone expected to share stories about hookups the night before? Conversations like this create “ambient pressure”: a feeling that you must act a certain way in order to fit in. Ambient pressure is a problem in its own right, and also makes interpersonal pressure easier by suggesting that people’s desires aren’t important.

If your friends regularly have conversations like this, you can help shift them in a more positive direction. Start by asking better questions.

These questions reduce ambient pressure by removing some of the assumptions about what people are doing and how they’re talking about it. Bonus points for making your conversations more interesting and less rom com.   

Tell different stories

Try sharing stories of times when things went well in unexpected or nontraditional ways, like when you met someone at a party and ended the night talking Shakespeare sonnets and downing pizza instead of hooking up. There are a number of dangerous myths about campus sexual culture, such as the false belief that everyone wants to be having more sex than they’re currently having, that no one wants to get into anything serious because everyone is looking for hookups, that “casual” sexual encounters can’t be intimate, and so on.

Sharing diverse experiences and stories is a powerful way of disrupting these myths and offering more positive alternatives. If you had a great Saturday night binge-watching House of Cards with your roommate, then say so!

Positive change involves people inspiring each other—and that starts with telling different stories. In a study, college students who reported drinking heavily received info on how much their peers were actually drinking, and spoiler alert, it was less than they thought. Six weeks later, the heavy drinkers were consuming less alcohol and drinking less often, according to The Journal of Consulting and Clinical Psychology (2000). This is an example of how social norms work: Expectations about how we should act actually affect how we do act. Once we realize that others are doing things differently, we adjust ourselves accordingly. This can work in your favor when it comes to convos about hookups: By demonstrating that there are many positive, respectful ways to be social, you can challenge social norms that give rise to pressure.

Figure out what matters to you—and live it

In order to build a culture that reflects your values, you first need to figure out what those are. “Communities feel more connected and supportive when the people in them have a clear idea of what they want their culture to be like and are actively working toward that ideal,” wrote Chip Heath of Stanford University and Dan Heath of Duke University in Switch: How to Change Things When Change Is Hard (Broadway Business, 2010), which examines individual, organizational, and social transformations.

Ask your communities (i.e., the clubs you’re in, the groups you belong to, and the friends you spend your time with) what they see as their shared goals. This doesn’t have to be scary or even formal; having an awesome group of people to lean on is a legit goal. When we’re all focused on a positive value—like genuine friendship, interdependence, or mutual trust—it’s easier to ensure that everyone is treated well. “Identifying shared community values is a critical step in building safe, supportive communities in which everyone can thrive,” says Dr. Melanie Boyd, assistant dean of student affairs and lecturer in women’s, gender, and sexuality studies at Yale University in Connecticut.

Think about what you want from your interactions

It also helps to think about what you want from any given interaction, whether it’s meeting up with a couple of friends at your place or hosting a party. When we’re actively thinking about what we want out of our social events, we can ensure that they reflect and support what matters to us.

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• Why are you hosting this event or going to this hangout? What do you want from it?
• What are you hoping to get out of it? What are you hoping others will get out of it? Do you want to meet new friends, to relax with a small group, or to try something new?
• What vibe do you want? Intimate, classy, chill, or something else?
• Now that the big stuff is sorted, how will you make sure your goals are met? Think about everything from the theme to the space, music, food and drinks, invites, etc.
• What options are there? What choices do you or others have about what to wear, drink, and do?

By mindfully planning and attending events that reflect our values, we can create and support spaces without ambient pressure, and where interpersonal pressure stands out. Well-planned events with lots of options also mean more fun for the people coming and less stress for the people planning. That’s a win.

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The power of small change

It all comes down to this—a culture in which respect is the norm is our most effective protection against sexual assault. And respect starts small. By making subtle changes to our everyday conversations and in our everyday interactions, we can work together to build a community where everyone can thrive. So let’s do that.

[/vc_column_text][/vc_column][/vc_row] [school_resource sh101resources=’no’ category=’mobileapp,counselingservices, healthservices, wellnesspromotion, titleix, suicideprevention, residentlife, campusministry, studentservices, studentlife, studentlife, titleix’] Get help or find out more [survey_plugin] Article sources

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Most of us have witnessed online harassment. For that matter, most of us report that we’ve experienced it, according to surveys. Young adults are the most likely to be abused online. That experience can make it harder for students to attend class or concentrate on learning, according to a survey by Hollaback!, a coalition to prevent harassment. Online harassment can raise the risk of suicide in adults who are already experiencing emotional or situational stress, according to a 2011 study in Educational Leadership.

How can you respond if you or a friend is harassed online? How can you make sure your own online presence is positive? The prevalence of trolling, roasting, stalking, and other forms of harassment gives us all opportunities to intervene. Online behavior is contagious, studies show. We are all well positioned to model respectful behavior on social networks, influence a comment thread that’s veering toward abuse, and help build more positive online spaces in which everyone can participate freely. Leaders in the tech industry have our backs on this as they work to make online spaces more accommodating for all. For six steps to keeping the cyber-peace, see below. For resources and tools, see Get help or find out more. For guidance on how to argue constructively online and off, see Tame the tension: Science-backed ways to talk it out in this issue.[/vc_column_text][vc_tta_accordion shape=”square” c_icon=”chevron” active_section=”” collapsible_all=”true”][vc_tta_section title=”Is this harassment? What it looks like and how to know” tab_id=”1501702782877-15431f5c-f54f”][vc_column_text]Online harassment includes one-time incidents as well as cases of cyberbullying that unfold over months or years. It includes attacks based on race, ethnicity, gender, sexuality, religion, appearance, and more. Severe harassment online has been linked to notorious controversies, such as “GamerGate,” when harassers targeted women in the video game industry. In a polarized political environment that has seen documented increases in hate crimes, online harassment has made for alarming headlines, as when the writer Milo Yiannopoulos was banned from Twitter for inciting racist abuse.[/vc_column_text][vc_custom_heading text=”Online harassment takes various forms:” font_container=”tag:p|font_size:20|text_align:left|color:%23000000″ google_fonts=”font_family:Roboto%20Condensed%3A300%2C300italic%2Cregular%2Citalic%2C700%2C700italic|font_style:700%20bold%20regular%3A700%3Anormal”][vc_column_text]

• Trolling (sometimes called flaming) means posting comments with the intention of triggering distress in others.
• Roasting is a direct attack on another person’s view or position.
• Exclusion involves singling out someone and not letting them participate in group chats or threads, and/or making negative comments toward them.
• Harassment means repeatedly attacking a person, often by insulting their racial, ethnic, gender, sexual, or religious identity.
• Cyberstalking involves repeated, unwanted online contact with the purpose of tracking, threatening, or harassing someone.
• Doxing means using online sources to trace someone’s identity and gather information about them, then using that information to harm or harass the person.
• Outing involves the malicious release of personal and private information about a person.
• Masquerading means creating a fake identity in order to harass someone anonymously or impersonate someone else.

Quiz: Is it cyberbullying? (Affordable Colleges Online)[/vc_column_text][/vc_tta_section][vc_tta_section title=”Who is commonly harassed online?” tab_id=”1501702783048-d6ece98f-4712″][vc_column_text]Some communities are targeted by cyberbullying more frequently than others. Young people, women, and LGBT youth report especially high rates of harassment online. Here’s what that looks like:

• Two in three (65 percent) of young adult internet users (aged 18–29) have been the target of at least one of six identified types of online harassment, according to a 2014 study by the Pew Research Center.
• 10–28 percent of college students experience cyberbullying, according to an analysis of seven recent studies (Sage Open, 2014).
• Men seem more likely than women to report online harassment overall (44 percent versus 37 percent), especially name-calling, being purposefully embarrassed, and physical threats, according to the Pew study.
• Young women aged 18–24 seem more likely than other demographics to experience certain severe types of harassment. In the Pew survey, one in four young women had been stalked online, and the same proportion had been sexually harassed online.
• Sexual harassment in general is often targeted at women who are perceived to violate stereotypical gender norms, according to “The Sexual Harassment of Uppity Women,” a study in the Journal of Applied Psychology (2007). This finding helps explain the later “GamerGate” online abuse directed at women in the video game industry.
• LGBT youth are cyberbullied at significantly higher rates than their heterosexual peers, with 54 percent experiencing it within the past three months, according to a national study in the International Journal of Critical Pedagogy (2010).
• Disabled people are targeted for online abuse, though the current research is slight. A 2016 study involving 19 disabled people concluded that harassers targeted people with disabilities and the impact was more severe for reasons relating to the disabilities (Disability and Society). Grade-school students receiving special education services are more likely than their peers to report being victimized online, according to the Journal of Special Education (2013).

[/vc_column_text][/vc_tta_section][vc_tta_section title=”What’s at state with online harassment?” tab_id=”1501703308443-4a96dd7d-a6e8″][vc_column_text]Online harassment and cyberbullying have widespread and well-documented consequences. For example:

• Distress More than one in four people who’d experienced online harassment found it “extremely upsetting” or “very upsetting,” in the 2014 Pew survey.
• Isolation Students who experience online abuse report higher rates of isolation. One in four people harassed online withdrew from social media, the internet, or their phones as a result, according to a 2016 report by the Data & Society Research Institute.
• Emotional and behavioral health risks Children and teenagers who are cyberbullied or harassed online are nearly twice as likely as their peers to experience depression and substance abuse, a 2007 study in Child Maltreatment found. Cyberbullying negatively affects grade-school students’ school attendance and academic achievement, according to a 2012 study in the Journal of School Violence.
• Suicide risk Online harassment can raise adults’ suicide risk by exacerbating loneliness and hopelessness among those with preexisting stressors, according to Educational Leadership (2011). Among young teens, both the perpetrators and targets of cyberbullying are more likely than their peers to attempt suicide, the same study found.
• Censorship Online harassment appears to curtail free speech. One in four Americans censor themselves online out of fear of online harassment, Hack Harassment reports.

[/vc_column_text][/vc_tta_section][vc_tta_section title=”Why do some people harass others online?” tab_id=”1501703355886-30534274-5d75″][vc_column_text]Not all online harassers have antisocial traits such as lacking empathy. Even ordinary people (who don’t have personality issues) can be induced to troll in certain circumstances, researchers from Cornell University, New York, found. Here’s what can drive us to trolling:

• We’re in a bad mood (this helps explain why trolling intensifies late at night and on Mondays).
• We’re participating in a thread or conversation that started with a “troll comment” or in which trolling is already underway (the more trolling is happening already, the more likely we will troll too).

In the online environment, we can choose to be anonymous, a factor that lowers the behavioral bar. That can make it easier for even those of us who are generally well- intentioned to dish out sarcasm or insults, and disconnect from others’ feelings. In our survey, many students acknowledged that they’d done this and regretted it.

The research paints a predictably unflattering picture of some habitual online harassers. Perpetrators may be motivated by the following:

• A perceived way to stay popular Harassing others online may make the perpetrator feel powerful, and may be their response to low self-esteem, according to Delete Cyberbullying, a project aimed at parents and grade-school students.

• A sense of failure or threat In a 2010 study, men who harassed women players during a video game appeared to be less skilled at the game than their peers, according to a 2010 study in PLOS One.

• Low empathy In a 2014 study of college students, lower empathy toward others was associated with a higher likelihood of cyberbullying, according to Computers in Human Behavior.

• Other personality disorder traits Persistent trolling is associated with narcissism, a willingness to inflict harm, and a willingness to manipulate and deceive others, according to a 2014 study in Personality and Individual Differences.

• Anger toward victims Online stalking tends to be associated with the perpetrators’ distress and anger toward their targets (though personality issues can be a factor), a 2000 study in Aggression and Violent Behavior suggests.

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1. Set a respectful and considerate tone and standard

The majority of our online presence is communal. Every contribution we make adds to the overall tone of the online space. Kindness is contagious. By engaging respectfully with others, you reinforce the expectation that others do the same.

2. Practice engaging constructively on difficult or contentious topics

Disagreeing with a friend’s opinion or disputing someone’s argument is all well and good—depending on how we go about it. For a guide to constructive arguing and how to influence someone’s opinion, see Tame the tension: Science-backed ways to talk it out in this issue of SH101.

3. Apologize when it’s merited, even if your slight was unintentional

If you hear that you have hurt someone, apologize. Communicating digitally can sometimes obscure the very real three-dimensional people who are reading and hearing our words. It’s important to remember that, even in the midst of heated or highly charged conversations. If the platform allows you to delete, retract, or qualify a contentious comment, do so.

4. Ask for clarification if you need it

If you don’t know why what you said was hurtful, you can ask for clarification. To the best of your ability, do so with respect and compassion. You could say something like, “I’m sorry that I upset you with my comment. Could you tell me why that word is hurtful? I want to be sure I don’t make the same mistake again.”

5. Stay chill when you feel misunderstood

Resist calling people out personally with inflammatory and divisive terms. If you think a comment has racist or sexist implications, try assuming those were unintentional and pointing them out gently. By the same token, if you see yourself as a fair person and someone says that your comment was discriminatory, try to resist getting defensive. We are all coming from our own complex places. If you’ve asked for clarification and didn’t get it, reiterate that your intention was positive, and let it go.

6. Use the reporting tools

Platforms and sites rely on their users to report abusive or disrespectful behavior that violates community standards. You can help create a safer environment by reporting harassment and abuse when you see or experience it.

7. Use your moderator powers for good

If you’re the administrator or moderator of an online group, forum, or list, take initiative to set the tone for positive, respectful interactions. You can do so by:

• Establishing community standards or guidelines (pinning a post about rules to the top of a page helps reduce trolling, according to a 2016 experiment by r/science, a Reddit community)
• Creating a clear reporting structure for harassment or abuse
• Reaching out for help and support if you run into trouble
• Being open to feedback from your community and others

8. Support people and platforms doing good work

In recent years, the tech industry has been taking a more active approach to preventing and addressing cyberbullying and harassment. There are several great initiatives you can learn from and support, including:

Facebook’s Bullying Prevention Hub
This online resource, developed in partnership with the Yale Center for Emotional Intelligence, offers information on and strategies for addressing cyberbullying. It includes detailed and practical conversation starters and step-by-step plans for students, parents, and educators looking to address a bullying incident, whether they are speaking with the person being bullied or the person inflicting the bullying. This resource also offers concrete strategies for proactively preventing online harassment and cyberbullying.

Hack Harassment
This coalition, led by Intel, Vox Media, and Lady Gaga’s Born This Way Foundation, aims to build a more inclusive and supportive online community. You can get involved and commit to building that more inclusive and supportive online community through the Hack Harassment website. There, you can sign up to be a Campus Ambassador, host a #HackHarassment hackathon, or apply for a grant to fund your own harassment-hacking project.

People who are harassed online tend to turn to trusted friends, teachers, and family members for help, according to a 2012 study in the Journal of School Violence. Receiving support, both online and off, can have a tremendously positive impact on how someone copes with and responds to online harassment. Here’s how to go about it:

1. Think about what you can potentially accomplish

“Your goal might be to approach a friend involved in a bullying incident, but you don’t know how to approach them or what to say. Or you might choose to report something that you see online that seems unsafe for one of the people involved,” says Dr. Robin Stern, associate director of the Yale Center for Emotional Intelligence at Yale University, Connecticut.

2. Reach out and offer support

You can reach out directly to the person experiencing harassment. Express your alarm at what’s happened and ask what you can do to help. Bear in mind that responding with emojis or “likes” can sometimes be misleading.

3.Add positive comments to a negative thread

If you see insults or attacks online—for example, against a writer discussing sexual violence—consider contributing some positive words. Offering encouragement and support is a simple way to mitigate the effect of online harassment. Manners (good and bad) are contagious. Modeling civility and constructive commentary online can potentially dissuade others from trolling, according to a 2017 study by researchers at Cornell University. That said…

4. Ask before you act on someone else’s behalf

If you want to confront the aggressor or request an apology on behalf of the person who’s been wronged, this is not a decision to make alone. Work with the targeted person and respect their wishes about how to proceed. They might prefer to not confront the aggressor, or to report the issue to the relevant site directly. Except for situations of acute danger, do not take action on their behalf if you have not been asked to do so.

5. Check in with your own feelings

“It is important to reflect on your own feelings before talking with someone affected by a bullying incident because you want to make sure that you are in a place where you can have that conversation,” says Dr. Stern. “If you yourself are emotionally activated, which is understandable and may well be the case, then you won’t be able to have that conversation from a place of calm. If you lower your own emotional activation, you are going to be able to more effectively help the person in the interaction regulate their own emotions.”

6. Seek support, off-line and on

“It is important to talk it through with someone you trust and who you believe is wise about this sort of thing. You might turn to a trusted peer or RA or dean who can help you think about how to approach the incident, depending on your goal,” says Dr. Stern. Tell someone you trust and who is in a position to help. Alternatively, you might report the incident to the site or platform, group administrator, or moderator. If someone is being harmed, about to be harmed, or threatening harm, take that seriously and get help immediately.[/vc_column_text][vc_tta_accordion shape=”square” c_icon=”chevron” active_section=”” collapsible_all=”true”][vc_tta_section title=”Is this harassment? What it looks like and how to know” tab_id=”1501703774364-60ace7e4-0c2c”][vc_column_text]Most online platforms give you tools to curate what content you see and with whom you interact online. Explore the options available to you and decide what you share online and who can see it. These approaches can help:[/vc_column_text][vc_custom_heading text=”Take advantage of customization tools” font_container=”tag:p|font_size:20|text_align:left|color:%23000000″ google_fonts=”font_family:Roboto%20Condensed%3A300%2C300italic%2Cregular%2Citalic%2C700%2C700italic|font_style:700%20bold%20regular%3A700%3Anormal”][vc_column_text]Online platforms frequently give you control over the level of connection you want to have with someone. You can choose to block content or people whose content you don’t want to see. On some platforms, this decision can be separate from whether you remain friends with those users (e.g., on Facebook you can unfollow a person’s posts without unfriending the person).[/vc_column_text][vc_custom_heading text=”Pick your friends” font_container=”tag:p|font_size:20|text_align:left|color:%23000000″ google_fonts=”font_family:Roboto%20Condensed%3A300%2C300italic%2Cregular%2Citalic%2C700%2C700italic|font_style:700%20bold%20regular%3A700%3Anormal”][vc_column_text]There is a lot to be said for trying to work through differences with people who hold varying opinions and making sure we’re exposed to viewpoints that are not the same as ours. However, if you are experiencing harassment from a user online, especially someone you don’t know or don’t have a strong relationship with off-line, you can choose to prevent that user from contacting you.[/vc_column_text][vc_custom_heading text=”Protect your privacy” font_container=”tag:p|font_size:20|text_align:left|color:%23000000″ google_fonts=”font_family:Roboto%20Condensed%3A300%2C300italic%2Cregular%2Citalic%2C700%2C700italic|font_style:700%20bold%20regular%3A700%3Anormal”][vc_column_text]Review your privacy settings on all social media. You have control over who sees your posts and what online activity is viewable to others.[/vc_column_text][vc_custom_heading text=”Consider making online magic” font_container=”tag:p|font_size:20|text_align:left|color:%23000000″ google_fonts=”font_family:Roboto%20Condensed%3A300%2C300italic%2Cregular%2Citalic%2C700%2C700italic|font_style:700%20bold%20regular%3A700%3Anormal”][vc_column_text]Several free software options and plugins allow you to make more customized and creative choices about what you see online. For example, Sweary mary is a Chrome Extension that replaces swear words with witty alternatives.[/vc_column_text][vc_custom_heading text=”Be aware that not all sites are created equal” font_container=”tag:p|font_size:20|text_align:left|color:%23000000″ google_fonts=”font_family:Roboto%20Condensed%3A300%2C300italic%2Cregular%2Citalic%2C700%2C700italic|font_style:700%20bold%20regular%3A700%3Anormal”][vc_column_text]Some platforms do a better job than others of giving their users the tools and support they need to have a safe and fulfilling online experience. As an informed user, you can decide which sites you want to trust with your time and information, and which you’d rather pass on.[/vc_column_text][/vc_tta_section][/vc_tta_accordion][vc_column_text]

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Reading Time: 10 minutes[vc_row][vc_column][vc_column_text]Rate this article and enter to win
Gabe Murchison is senior research manager at Human Rights Campaign, the largest LGBTQ advocacy organization in the US. He focuses on research that “helps us understand the unique challenges that LGBTQ people deal with and the resources we have for tackling them.”

Murchison has a master’s in public health from Yale University. As an undergraduate, he spent three years with Yale’s sexual violence prevention program, Communication and Consent Educators. His master’s thesis examines sexual assault risk factors affecting LGBTQ people and how to make our communities safer.

Why did you do this research?

“To prevent sexual violence, we have to understand how it happens, and while we know a bit about how sexual violence against straight, cisgender women tends to look, there’s very little research on violence against LGBTQ students. As a result, most prevention efforts are designed for straight, cisgender women. There’s very little research telling us whether they serve LGBTQ students equally or at all.

“Overall, our data suggests that LGBTQ students’ unwanted sexual experiences (coercion or assault) are similar to what we know about heterosexual, cisgender women’s. For instance, in the research we conducted, many of the perpetrators were friends, romantic partners, exes, or hookups, and coercion and alcohol incapacitation were more common tactics than physical force.

“However, students with more internalized homophobia were more likely to have experienced sexual assault and coercion, while students with a stronger sense of LGBTQ community were less likely to have had those experiences. We found that 82 percent of perpetrators were male—surprisingly, that number was similar regardless of the survivor’s gender.”[/vc_column_text][vc_tta_accordion shape=”square” c_icon=”chevron” active_section=”” collapsible_all=”true”][vc_tta_section title=”Definitions: transgender, gender nonconforming, cisgender, & more” tab_id=”1501517848248-20319a59-2929″][vc_column_text]

This list is adapted from the Glossary of Terms published by the Human Rights Campaign. Terminology relating to gender and sexual identity is variable (e.g., a non-cisgender person may identify as transgender, gender non-conforming, non-binary, queer, or genderqueer). Always respect individuals’ preferences.

Asexual The person does not experience sexual attraction or desire for other people.

Bisexual The person is emotionally, romantically, or sexually attracted to more than one sex, gender, or gender identity.

Cisgender A person’s gender identity aligns with the sex assigned to them at birth.

Gay The person is emotionally, romantically, or sexually attracted to people of the same gender.

Gender identity A person’s innermost concept of self as male, female, a blend of both, or neither; how individuals perceive themselves, and what they call themselves.

Gender non-conforming The person does not behave in a way that conforms to the traditional expectations of their gender, or their gender expression does not fit neatly into a category; also termed “non-binary.”

Genderqueer The person rejects static categories of gender and embraces a fluidity of gender identity (and often, though not always, sexual orientation); may see themselves as being both male and female, neither male nor female, or outside these categories.

Homophobia The fear and hatred of, or discomfort with, people who are attracted to those of the same sex.

Lesbian The woman is emotionally, romantically, or sexually attracted to other women.

LGBT An acronym for “lesbian, gay, bisexual, and transgender.”

Queer Fluid gender identity and/or sexual orientation; often used interchangeably with “LGBT.”

Transgender The person’s gender identity and/or expression is different from cultural expectations based on the sex they were assigned at birth; transgender people may identify as straight, gay, lesbian, bisexual, etc.

Transphobia The fear and hatred of, or discomfort with, transgender people.

Full glossary HERE 

[/vc_column_text][/vc_tta_section][vc_tta_section title=”What’s the difference between transgender and gender non-conforming?” tab_id=”1501517848408-e2d2d6b7-881b”][vc_column_text]Gabe Murchison:

“I use transgender to refer to people who identify with a different gender than they were assigned at birth. I use gender non-conforming to refer to people who consistently and noticeably express themselves outside of the norms for their gender.

“Like anyone else, a transgender person could be gender-conforming or non-conforming after they transition. Some transgender men dress and act in stereotypically masculine ways, while others are more feminine than the average man, and the same is true of transgender women.

“There are also many transgender people who don’t identify exclusively as men or women, but as neither, or a combination of both. I use the umbrella term ‘non-binary’ for these identities, because they are outside of the male-female ‘gender binary.’

“Many health researchers use the umbrella term ‘gender minorities’ to describe transgender and gender non-conforming people. In the study we’re discussing, I didn’t ask participants about being gender non-conforming, so I can only talk about transgender students’ experiences.  Other research has found that LGBTQ youth who are gender non-conforming have different experiences than those who are gender-conforming—for instance, they are more likely to be bullied in school. Whether being gender non-conforming affects the likelihood of experiencing sexual violence is an important question for future research.”[/vc_column_text][/vc_tta_section][vc_tta_section title=”What are internalized homophobia?” tab_id=”1501518105713-d4da6764-dbbc”][vc_column_text]

Gabe Murchison:
“Living in a culture that stigmatizes one or more of your identities—your race, status, sexual orientation, or many others—can affect your health negatively. One way is through internalized stigma: when you come to consciously or unconsciously believe the negative cultural ideas about yourself. Internalized homophobia is internalized stigma about being lesbian, gay, bisexual, or queer.

“Absorbing negative beliefs about one’s LGBTQ identity can cause a range of problems, like making someone more prone to depression or anxiety, or affecting their sexuality and relationships.

“For instance, it appears that some abusers take advantage of internalized homophobia to control their partners. When we were planning our research, we thought that sexual aggressors could do something similar, and there was some qualitative research (interviews with LGBTQ people about their unwanted sexual experiences) backing that up.

“It’s important to note that internalized stigma is not something to be ashamed of. It’s an almost unavoidable consequence of having any stigmatized identity, but most people find positive ways to cope with it.”

For research references, see Sources.

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Internalized transphobia may occur at a higher rate than internalized homophobia, research suggests. In a 2016 study, transgender participants reported higher rates of discrimination, depression symptoms, and suicide attempts than cisgender LGB participants. Among transgender people, depression symptoms were associated with a lack of self-acceptance around identity, researchers wrote (Transgender Health).

Transgender, gender nonconforming, and genderqueer people experience pressure from multiple sources. “According to research, stressors include being bullied at school and work, reduced access to housing, loss of friends and family, physical violence, harassment and assault, and reduced medical access,” says Joleen Nevers, sexuality educator at the University of Connecticut.

Gabe Murchison:
“Trans students report facing more discrimination on campus than their cisgender LGBQ peers. Trans students deal with a number of challenges that don’t affect cisgender LGB students, like difficulty accessing housing and restrooms that match their gender. School policies may have a serious impact: Transgender people denied access to these facilities are more likely to have attempted suicide.

“On average, trans students also seem to have a weaker sense of community on campus, even though they’re equally involved in groups and leadership activities.”

For research references, see Sources.

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Gabe Murchison:
“We surveyed about 700 LGBQ college students at hundreds of colleges and universities, using questions that measured their levels of internalized homophobia and their sense of LGBTQ community on campus. We also asked them about some things that are related to sexual violence risk among heterosexual women, including how many romantic and sexual partners they’d had during college. Finally, we asked them about different types of unwanted sexual experiences they may have had, and about how and with whom those experiences happened. We used this data to look at three big questions:

1. “First, is sexual violence against LGBTQ undergraduates basically similar to what heterosexual, cisgender women tend to experience? While those women’s experiences vary, common themes include assault while incapacitated by alcohol or drugs; assault or coercion by a dating partner; and initially consensual hookups that end in assault. I guessed that LGBTQ students would report similar experiences, but many people assume that ‘hate crime’ attacks play a big role, so it was an open question.
2. “Second, do LGBTQ students have unique experiences that affect their risk of sexual violence?
3. “Third, we knew very little about gender: Do LBQ women tend to be assaulted by men, women, or both? What about GBQ men? And what about people with a non-binary gender? That would help us understand whether this violence tends to take place within LGBTQ relationships or communities, or whether it’s mostly perpetrated by heterosexuals.”

 

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How different is trans students’ experience?

“Technically, our study was about sexual orientation, not gender. However, many transgender students are also LGBQ. In my sample and another recent study by the Asssociation of American Universities, transgender students experienced the highest rates of sexual assault and coercion.

“Trans students report facing more discrimination on campus than non-trans LGBQ peers. Some students are even targeted for sexual assault because they are trans. On average, trans students also seem to have a weaker sense of community on campus. We don’t know how transgender stigma on campus relates to sexual assault and coercion, but given the high rates of both discrimination and sexual violence, the question deserves more attention.”

How can we support LGBTQ students?

 

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“Campus programming sets the tone for LGBTQ students and straight, cisgender students,” says Gabe Murchison. The following approaches can help build an inclusive community, he says:

• Health services should use inclusive language—like “students who need a Pap test” instead of “women who need a Pap test,” since some transgender students will need that service as well.
• All programming should include LGBTQ students among its examples.
• Health, sexuality, and sexual violence workshops should feature characters with gender-neutral names and point out that both consensual sex and sexual violence can occur in any gender combination.

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Gabe Murchison:
“It’s important to have friends who support your sexual orientation or the fact that you’re transgender—but that doesn’t mean they have to be LGBTQ. Many LGBTQ students make their closest friends through athletics, Greek life, arts, religious organizations, or housing assignments. For some, most or all of those friends are straight and cisgender.

“Since LGBTQ people are just as diverse as any other group, it’s very likely that you’ll meet like-minded LGBTQ friends throughout your life, even if you don’t fit in with the LGBTQ students you’ve met on campus.”

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Gabe Murchison:
“There are not a ton of data on LGBTQ undergraduates specifically. From what exists, it appears that:

• “Gay, bi, and queer men are at higher risk than other men (but still at lower risk than women).
• “Lesbian, bi, and queer women seem to be at similar or slightly higher risk compared to other women.
• “Transgender students, particularly those with non-binary gender identities (not exclusively male or female), seem to be at higher risk than cisgender students.”

For research references, see Sources.

“‘Queer’ is how respondents self-identified. Thirteen percent of my sample described their sexual orientation as queer. The term has been adopted by the major US advocacy organizations and is used in some (not all) research on this population.”

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What cultural problems did you identify in your peer work?

“Some students who wanted to make friends with other LGBTQ people felt like the only way to do that was to be part of a hookup scene. That led to them having consensual sex they didn’t really want and sometimes made them targets for coercion. Also, some people talked about experiencing sexual aggression when they were newly out and thinking maybe that was normal or acceptable among LGBTQ people—because they didn’t yet have many LGBTQ friends to discuss it with.”

How did you aim to build a safer culture?

Create nonsexual spaces and conversations
“We decided that building a stronger sense of community could help. First, we got LGBTQ student leaders on board to help change the way people in their circles talked about hooking up, and also to be intentionally welcoming to younger students. Second, we started hosting LGBTQ events that were not at all sexualized—like a fantastic pie-baking event that’s become an annual tradition. Third, we made sure that the more sexualized spaces were still low-pressure. For example, after an LGBTQ dance, we showed Mean Girls until 3 a.m. People loved it, and it showed that you can go out and dance without ending the night in someone’s bed.”

How can all students reach out to LGBTQ peers?

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Gabe Murchison:
“Do your best not to assume someone is heterosexual or cisgender. My college had a dance where first-year students set up dates for the people they live with. Some people made a point of asking each suitemate about their gender preferences for the date. For some LGBQ people, that was the first time they felt comfortable coming out to the people they lived with.

“Be an advocate. Student affairs staff often take students’ opinions seriously. These staff can affect the decision-making process on issues that affect LGBTQ students, like funding an LGBTQ center or creating mixed-gender housing options. If you know LGBTQ students on your campus are advocating for this type of goal, you can write or talk to student affairs staff and explain why you feel it’s important.

“Speak up. If an LGBTQ person (or anyone else) hears stigmatizing comments all the time, they may be too afraid or frustrated to address them. Try to respectfully but firmly shoot down any anti-LGBTQ remarks you hear.”

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April is National Minority Health Month, a time for publicly grappling with the health disparities that affect racial and ethnic minorities.

What is a health disparity?

A health disparity is “a type of health difference that is closely linked with social or economic disadvantage,” according to the US Department of Health and Human Services. It affects groups of people who have systemically experienced social and/or health obstacles related to factors like race, ethnicity, disability, religion, gender, age, ability, sexual orientation, or gender identity.

Health inequalities are caused mostly by the conditions in which people are born, grow, live, work, and age. As a result, some communities experience a greater burden of illness and a greater risk of early death than others.

Health disparities affect all of us

Health inequities cost a ton of money. On top of massive added health care costs, they also lower productivity and slow economic growth.

How can you help?

• Help increase awareness of health disparities through social media.
• Mentor young people in your community and encourage them to make healthy choices.
• Serve nutritious foods at events.
• Advocate for more sidewalks and outdoor gathering places in your community.

For more information, check out these resources 

• CDC
• Office of Minority Health