Yesterday, the Daily Pennsylvanian, UPenn’s student newspaper, ran a piece about Stuart Weitzman, the shoe guru who turned a family shoe company into a $300 million business. The story mentioned things many fashion-savvy people know—Beyoncé wears his shoes on stage, Kate Middleton wears his wedges every other day. But there was one fact that stood out: Stuart Weitzman went to Penn?!
There’s been a lot of talk around these parts — and nationally — about how colleges handle reports of sexual assault, so it’s no surprise Penn has unveiled revisions to its own policies regarding sexual violence. The Daily Pennsylvanian reports:
The proposed additions, released in the Almanac on Tuesday, would add specific definitions for relationship violence, domestic violence and stalking to the policy banning sexual violence amongst faculty, staff, students and visitors to campus. The previous policy only defined rape, non-forcible sex acts and consent. The policy was last updated in 2012.
If the proposal is approved, Penn will define relationship violence as “a pattern of abuse committed by a person, past or present, involved in a sexual or romantic relationship with the victim.” It will encompass physical, sexual, emotional or economic violence. Domestic violence will be defined as “abuse committed against an adult who is a spouse or former spouse, cohabitant or someone with whom the abuser has a child, has an existing dating or engagement relationship, or has had a former dating or engagement relationship.”
Further suggested revisions to the policy should be sent to Vice President for Institutional Affairs Joann Mitchell by May 20.
Transgender students at Penn now have the option to use a name other than the one on their birth certificate thanks to the university’s newly launched Preferred-Name Initiative. The new plan streamlines a process that was already in place on campus. Previously, students could set up a meeting with Senior Associate Director of the LGBT Center Erin Cross to institute a name change, but the process wasn’t publicized. Therefore, most students would only hear about it through word of mouth. More from The Daily Pennsylvanian:
Once again, the University of Pennsylvania has been named one of the nation’s best universities for LGBT students. The accolade comes from Campus Pride, an organization dedicated to making campuses more gay-friendly. Every year, the group compiles a “Campus Pride Index” based on a series of 50 questions they send to students across the country.
UPenn gets five out of five stars in seven of the eight categories on the questionnaire, including LGBT Policy Inclusion, LGBT Housing and Residence Life, and LGBT Counseling and Health. It gets a 4.5 out of five stars in LGBT Academic Life. Read our profile on the history of Penn as a gay-friendly school here.
Check out the complete, most recent rundown of top universities for LGBT students, listed in alphabetical order, below:
THE STORY HAS become something of a legend, told around the table every year at an annual chili supper for Penn Law’s gay and lesbian population that’s hosted by Dean of Students Gary Clinton and his partner, attorney Don Millinger L’79. It begins like many a hand-me-down tale: On a sleety, snowy February night in 1994, Clinton says he, Millinger and guests were ladling chili and passing around drinks when they noticed a fellow student peering through the front window. Sensing his hesitation to come in, Clinton threw on a jacket so he could go out to ask the straggler why he was waiting out in the cold.
Beginning July 1, the University of Pennsylvania will provide a tax offset program for same-sex couples who work for the university. The program offers as much as $125 per month for employees who are covering same-sex domestic partners under their current Penn medical plans, with a maximum of $1,500 per year. This offset will appear in employees’ paychecks as additional taxable income — minus applicable state and federal taxes — starting in late July.
Many faculty and staff at the university already enjoy these pre-tax health-insurance premiums for themselves and their dependents. But up until now, employees covering same-sex domestic partners under Penn’s benefit plans have had to pay federal and state taxes on the value of their partner’s coverage. This is largely because federal and Pennsylvania tax codes do not recognize domestic partners as dependents.
“At Penn, this tax inequality is being addressed,” says Jack Heuer, vice president of the Division of Human Resources. “Penn has a long history of supporting our LGBT community. We were the first Ivy League institution and among the first local employers to include same-sex domestic partners in our benefits coverage, and now we’re among the first universities to provide this tax offset.”