Reporting Incidents

Sometimes students are unsure of what to call what they experienced, or are unsure if it "counts"; this can  lead to under-reporting of issues on campuses or a lack of support for students experiencing harm due to gender, sex, or related identities. Our office is available to listen, answer questions, and provide clarification on the policies.

If you or someone you know has experienced discrimination, harassment, or other inappropriate behavior due to your gender, sex, or related identities, you have options for support through the Title IX and DHR Prevention Office.

Upon receipt of a report, the Title IX Coordinator/DHR Prevention Administrator will conduct a preliminary meeting with the Complainant (person who experienced the discrimination, harassment, or other inappropriate behavior).

The purpose of the preliminary meeting is to allow the Title IX Coordinator/DHR Prevention Administrator to gain a basic understanding of the nature and circumstances of the report or formal complaint; it is not intended to be a full investigation interview. The Title IX Coordinator/DHR Prevention Administrator will seek to determine how the reporting party wishes to proceed. You have the option to have a support person present with you - this can be someone of your choosing, including a lawyer (at your own cost), someone from a collective bargaining unit if you are an employee, a friend, or someone from the Campus Advocate Team ((707) 445-2881, no cost to you).

You can file a report with our office in the following ways:

  • File a report online:
    • Reports can be submitted anonymously, however there are limited follow-up and options for support available if a report is anonymous
  • File a report over the phone: (707) 826-5177
    • This is the office phone for the Title IX Coordinator/DHR Prevention Administrator, David Hickcox
  • File a report through email:
  • Complete a Formal Complaint Form and email to the Title IX and DHR Prevention Office
    • If you have questions about how to complete either of the forms, please reach out to someone in our office (number listed above) or reach out to someone on the Campus Advocate Team at (707) 445-2881
    • Formal complaints cannot be submitted anonymously

Additionally, you can reach out to a confidential resource:

*some exceptions apply to confidentiality - call CAPS for full details

Updating Campus Systems

Name Changes on Student Center

Step-by-step guide hosted by Student Center Help, Office of the Registrar

Sample Email

Dear Professor __________,

I am a student in your (insert class name here). My name will probably show up on your roster as (insert dead name here), but I go by (insert name here) and use (masculine/feminine/neutral/etc.) pronouns. I will be putting (insert name here) on my assignments. Please call me by that name in class.

Thank you very much.

(Sign with name) 

Related Links:

Please note: our office uses the "preferred name" field in our communications with individuals. This is taken from the PeopleSoft system. If the name that shows up in our communication with you does not match the name you use, please let us know and we will adjust the information in our records; this will not update PeopleSoft or other campus systems, only our case management software.

Updating your Humboldt ID Card

Those who are looking to get either a photo or name updated on their Humboldt ID Card can go to the Library's Campus ID website. Please note the campus policy for a replacement Humboldt ID is a $5 charge added to your account, unless the ID office exempts someone from those charges.


Existing Gender Inclusive Restrooms (2023)*

*Please note: the Gender Diversity Task Force is working with Facilities, MarCom, and the ERC to provide an updated list and map.

Gender Inclusive Restroom Task Force

The GIRR Task Force is not currently active. The GIRR Task Force was established in Spring 2019 out of a student initiative to increase gender-inclusive restrooms on our campus. The recommendations include the construction of new restrooms and the conversion of select men's and women's restrooms to gender-inclusive. The University Space and Facilities Advisory Committee (USFAC), a subcommittee to the University Resources and Planning Committee (URPC), approved the GIRR Task Force recommendations on April 24, 2020 as a guiding document to inform the Campus Facilities Master Plan to be implemented through the campus Project Prioritization Process as funding and resources allow.

Additional information and downloads can be found at the GIRR website.


Rainbow/Gender Inclusive Living Community

A gender-inclusive living community that affirms the cultural experiences of lesbian, gay, bisexual, transgender, intersex, queer, non-identifying, and questioning residents, and their allies. Students wishing to live on campus have the option to apply for the Rainbow/Gender Inclusive living community can do so within the Housing application.

Gender Inclusive Housing

All Housing & Residence Life halls, including Living Learning Communities and Theme & Cultural Communities, are open and inclusive to students of all races, ethnicities, genders, sexual orientations, and religious beliefs. When you are enroll with Cal Poly Humboldt, you will indicate your gender with your Admission paperwork. That gender indicator will carry over into your housing application. If you have concerns with your gender and your housing placement, please email

Information on bathroom facilities and room type are listed at the "Housing Options" link below. Students can also reach out to the Off-Campus Housing Liaison for additional resources and support: or (707) 826-5509.

Related links:

On-Campus Connections & Resources

Creating an Inclusive Classroom

This guide contains policy information as well as suggestions for how faculty can create an inclusive classroom.

Eric Rofes Multicultural Queer Resource Center (ERC)

The ERC aims to shift public opinion of the queer community on campus and in the local area from tolerance to acceptance. The ERC creates a hub for students to learn about events and organizations on campus. They are now offering a gender affirming clothing closet, which provides a private space for students to get free clothes to help affirm and/or experiment with gender expression. The resources and services tab on their website has more information on how to access the clothing closet as well as donate clothes.

Gender Diversity Task Force

The Gender Diversity Task Force aims to increase awareness about available resources at Cal Poly Humboldt and within the larger community. They also aim to create a more inclusive and safe campus environment for trans, nonbinary, and gender-diverse students, staff, and faculty. Furthermore, they aim to celebrate queer joy while prioritizing peoples’ lived experiences. Anyone (student, employee, community member) is welcome to join; email

Queer Mentoring and Advocacy Program (QMAP)

QMAP focuses on creating community among LGBTQIA youth and their allies by supporting groups in local schools and organizations, and empowering students to promote awareness, education, and acceptance of the queer community.  The program provides resources, a safe space and mentorships for local queer and allied middle and high school students.

Queer Student Union (QSU)

QSU aims to create a safe, open, and confidential atmosphere where persons of all sexual and gender identities can gather to discuss important issues and make new friends. Allies welcome!

Queer Workplace Exchange for Employee Retention & Student Success (QWEERS)

QWEERSS began in 2011. They are a loosely based group who welcome all queer identified staff, faculty, and administrators. We manage a Google group that notifies all its members of upcoming events that may be of interest. This Google group is private and not open to the public. Email to be added to the Google group.

Sexuality & Gender Identity (LGBTQI) Self-Help Resources - CAPS

CAPS has curated a list of websites and resources on the topic of sexuality and gender identity.

Student Legal Lounge

The Student Legal Lounge has curated a collection of resources that exist on and off campus for the LGBTQ+ Community.

Trans Support

A group inclusive of all gender identities where people can get support, explore gender, and advocate for change on campus.

  • Contact Aisha Candrian Morton, LMFT, if you have any questions:
Wellbeing Welcomes You

Health Services has created a list of resources for Transgender & GNC Students. These resources are intended to empower students and assist them by aiding in their safety and protection.

Legal Name Change Resources

Related Policies

CSU Nondiscrimination Policy

This policy is CSU-wide and provides direction on implementing Title IX of the Education Amendments of 1972 (20 U.S.C. § 1681 et seq.), among other applicable state and federal laws and related regulations.

What does this mean for campus?

This policy prohibits the following conduct:

  • Discrimination based on any Protected Status: i.e., Age, Disability (physical and mental), Gender (or sex, including sex stereotyping), Gender Identity (including transgender), Gender Expression, Genetic Information, Marital Status, Medical Condition, Nationality, Race or Ethnicity (including color, caste, or ancestry), Religion (or religious creed), Sexual Orientation, and Veteran or Military Status.
  • Harassment based on any Protected Status.
  • Sexual Harassment, including hostile environment and quid pro quo ("this for that").
  • Dating Violence, Domestic Violence, Sexual Exploitation and Stalking.
  • Sexual Misconduct.
  • Prohibited Consensual Relationships.
  • Retaliation for exercising rights under this policy, opposing conduct that a person believes in good faith is Discrimination or Harassment because of a Protected Status, or for participating, in any manner, in any related investigation or proceeding.

If you've experienced something that you think falls within what is listed, you can file a report with the Title IX & DHR Prevention Office.

Assembly Bill No. 1266: School Success and Opportunity Act

AB 1266 is the School Success and Opportunity Act. Existing law prohibits public schools from discriminating on the basis of specified characteristics, including gender, gender identity, and gender expression, and specifies various statements of legislative intent and the policies of the state in that regard. Existing law requires that participation in a particular physical education activity or sport, if required of pupils of one sex, be available to pupils of each sex. This bill would require that a pupil be permitted to participate in sex-segregated school programs and activities, including athletic teams and competitions, and use facilities consistent with their gender identity, irrespective of the gender listed on the pupil’s records.

What does this mean for Humboldt?

AB 1266 allows students to compete on sports teams and use facilities like showers and bathrooms based on their gender identity, regardless of what is listed on the student's records.

AB1266 Full Text

Senate Bill No. 179: Gender Recognition Act

The Gender Recognition Act streamlines the process for Californians to apply to change their gender markers, and creates a nonbinary gender category on California birth certificates, drivers' licenses, identity cards, and gender-change court orders (the letter "x"). This enables many in our community, including transgender, intersex and nonbinary people, to have full recognition in the State of California. The law was authored by Sens. Toni Atkins (D-San Diego) and Scott Wiener (D-San Francisco) and sponsored by Equality California and the Transgender Law Center.

What does this mean for campus?

The Gender Recognition Act has implications throughout the campus, and in particular in areas where we organize by gender in binary ways. For example, many parts of employment processes, housing, sports facilities, payroll systems and recreational areas are designated by gender in a binary way (men and women) need to be updated in order to be in compliance with the Gender Recognition Act.

SB 179 Full Policy Text

Related Definitions

Adverse Action

Adverse Action means an action engaged in by the Respondent that has a substantial and material adverse effect on the Complainant's ability to participate in a university program, activity, or employment. An adverse employment action is any conduct or employment action that is reasonably likely to impair an employee's job performance or prospects for advancement or promotion.

Minor or trivial actions or conduct not reasonably likely to do more than anger or upset a Complainant does not constitute an Adverse Action.


Discrimination is (an) Adverse Action(s) against a Complainant because of their Protected Status.

  • An adverse employment action is any conduct or employment action that is reasonably likely to impair an employee's job performance or prospects for advancement or promotion.
  • If Adverse Action is taken because of a Complainant's Protected Status, that means that the Complainant's Protected Status is a substantial motivating reason (but not necessarily the only reason) for the Adverse Action.
  • An allegation that an Employee is receiving unequal pay because of their Protected Status (for example, under the California Equal Pay Act) constitutes a Discrimination Complaint under this Nondiscrimination Policy.


Gender means sex, and includes Gender Identity, Gender Expression, and Sex Stereotyping.

  • Sex includes, but is not limited to pregnancy, childbirth, breastfeeding or any related medical conditions.
  • Gender Identity means a person's identification as female, male, nonbinary, or another gender different from the person's sex assigned at birth.
  • Nonbinary is a general term for people whose gender identities fall outside of the binary conception of male or female. Nonbinary people may or may not identify as transgender.
  • Transgender is a general term that refers to a person whose gender identity differs from their sex assigned at birth. A transgender person may or may not medically transition and may identify as male, female, or nonbinary.
  • Gender Expression means a person's gender-related appearance or behavior whether or not stereotypically associated with the person's assigned sex at birth.
  • Sex Stereotype means an assumption about a person's appearance or behavior or about an individual's ability or inability to perform certain kinds of work based on a myth, social expectation, or generalization about the individual's sex.

Gender is a Protected Status.


Harassment means unwelcome conduct engaged in because of a Complainant's Protected Status and:

  • Submission to, or rejection of, the conduct is made a term or condition of the Complainant's employment; or
  • Submission to or rejection of such conduct by the Complainant is used as the basis or threatened to be used as the basis for employment actions or decision affecting the Complainant; or
  • The conduct is sufficiently severe or pervasive that its effect, whether or not intended, could be considered by a reasonable person in the shoes of the Complainant, and is in fact considered by the Complainant, as intimidating, hostile or offensive.

Harassment includes, but is not limited to, verbal harassment (e.g., epithets, derogatory comments, or slurs), physical harassment (e.g., assault, impeding or blocking movement, or any physical interference with normal work or movement), and visual forms of harassment (e.g., derogatory posters, cartoons, drawings, symbols, or gestures.)