Yes, but in a limited fashion. Recently hired admissions professionals are currently working to develop a plan to target prospective students and add content to the welcome packet. The welcome package directs students to access online resources, which include information about LGBTQ events.
Yes, on the admissions application.
Yes, there is the option for a preferred name.
The Law School offers a range of scholarships aimed at members of the diverse community. A local bar association makes available a scholarship for LGBTQ students at the three area law schools.
Travel funds are available to representatives from student organizations to attend events that advance the interests of the law school. The Law School recently provided travel funds for a student to attend the Lavender Law conference.
While faculty hiring has been limited in recent years due to budget concerns, the last three full-time faculty hired by the Law School include a Black male, Black female, and LGBT female. Our most recent clinical hire was a Native American male.
Budget concerns have also impacted staff hiring. However, the most recent hire, in the Admissions Office, is an LGBT male. He replaced a Black female.
Health Insurance – any married spouse (legally married or common-law married), whether same-sex or different-sex, is eligible to be covered under the employee’s health plan through the State Employee Health Plan (SEHP). If in vitro fertilization is a covered benefit, then it would be available to those in the SEHP. The Kansas Board of Regents (KBOR) does not currently have a “parental leave” policy.
Eligible employees may receive protection under the Family Medical Leave Act (FMLA) due to the birth of a child or placement of a child through adoption or foster care. The FMLA provides job protection to eligible employees who are a parent of a the newly placed child/new born child, to include same sex parents and/or regardless of the relationship between the parents so long as the individual is a “parent” to the new born child/placed child.
This is a link to our Family Medical Leave Act policy http://policy.ku.edu/human-resources/family-medical-leave.
Additionally, the Parental Shared Leave program at KU provides up to 12 weeks of paid leave to eligible employees who are a parent to a new born child/child placed through adoption or foster care. Same as with the FMLA, parental shared leave can be approved for eligible employees who are a parent of a the newly placed child/new born child, to include same sex parents and/or regardless of the relationship between the parents so long as the individual is a “parent” to the new born child/placed child.
Here’s our Shared Leave Policy: http://policy.ku.edu/human-resources/shared-leave
Absence from work due to in vitro fertilization may qualify for coverage under the Family Medical Leave Act. As the FMLA does not identify specific conditions that do/don’t meet the criterial of a serious health condition under the FMLA, we would have to review such a request for FMLA on a case by case basis and review the completed certification form to make an official determination.
The Kansas Board of Regents offers health insurance to students who can cover a legal spouse. https://www.uhcsr.com/
We cannot confirm whether the State Employee Health Plan offers this benefit. We reached out to University administrators to find this information. They reached out to the State of Kansas but have not received a reply.
We cannot confirm whether the State Employee Health Plan offers this benefit. We reached out to University administrators to find this information. They reached out to the State of Kansas but have not received a reply.
The restroom is identified as All Gender. We are uncertain whether the restroom is on campus building maps. We have notified the Office of Inclusion and asked that it be identified.
Lesbian, Gay, Bisexual, Transgender & Questioning Seminar. Another course, Advanced Topics in Family Law, regularly covers issues pertaining to LGBTQ-inclusive topics.
Yes
In addition to our commitment to supporting faculty and staff, the Law School has made extensive efforts to incorporate LGBTQ issues into our curriculum and expose the entire student to these issues. In the first year, first-year student attend a mandatory orientation session at which diversity and inclusion issues are discussed. Starting this semester, 1L law students must attend another series of “orientation” sessions at which inclusion issues will be discussed within the context of law firm hiring and professionalism. During the second year, students are further exposed to inclusion issues in their required Professional Responsibility course. And during the third year, all students participating in a clinic must complete a mandatory cultural competency training session. In addition, many faculty, staff, and administrators have completed Safe Zone training, which exposes them to a wide range of inclusion issues.
Yes. The Law School seeks to recruit LGBTQ students in a number of ways. During our admitted students weekend, representatives from our LGBTQ student group (Outlaws & Allies) are invited to speak to the entire cohort of admitted students. Select admitted students are also invited to attend the Law School’s annual Diversity Banquet in order to introduce them to the law school faculty and alumni base. Admitted LGBTQ students receive a call from a member of Outlaw & Allies to congratulate them on their admission and answer any questions the prospective student might have about the climate at the Law School. In addition, Law School alumni who are members of the LGBTQ community will reach out to students. Outlaws & Allies, in collaboration, in conjunction with the KU undergraduate LGBTQ group also hosts community events that are open to high school students and the general public at which these individuals interact with law students.