MENU

  • Lavender Law

    Annual Conference


  • Membership

    Join Us!


  • DEI

    Consulting Practice


  • Education

    Series

Climate Survey 2022

Connect, Share Knowledge, and Succeed Within the LGBTQ+ and Ally Legal Community.

Fordham University School of Law

March 23, 2022

Question 1 provided each school with a field to confirm or update their nondiscrimination statement.
 
a. If you answered 'it is incorrect,' please provide the URL from your school's website with the corrected version

https://www.fordham.edu/info/21613/anti-discrimination_policy

b. Does your law school (or larger University, if those policies are binding upon the law school) have a "code of conduct" which prohibits same-sex relationships (including but not limited to physical/sexual activity, marriage or registered domestic partner status, etc.) for employees or students?
No
2. Does your law school intentionally seek out LGBTQ+ prospective students?
Yes
a. If ‘yes,’ how and where are your efforts directed?

We have participated in Lavender Law events in the past. We are part of the LGBTQ+ network through the Law School Admissions Council.

3. Does your law school's welcome packet for admitted students include mention of identity group support for LGBTQ+ students, as well as for students of color or other minorities?
Yes
4. Does your school offer students the option to self-identify (also known as "Self-ID") as LGBTQ+ in admissions applications or post-enrollment forms?
Yes
a. If 'yes,' please describe your student Self-ID process:

Questions from application:

– Do you wish to identify as a member of the LGBTQ+ community? (Yes/No)
– We are required by federal guidelines to report the sex for each applicant as female or male. For reporting purposes, how to you identify your sex? (Female/Male)
– Gender Identity can be expressed in a variety of ways. We invite you to answer the following option question regarding your gender identity. (Cisgender Man/Cisgender Woman/Non-binary/Prefer not to disclose/Transgender Man/Transgender Woman)

b. If 'yes,' how many students are currently enrolled at your law school in total?:
1538
c. If 'yes,' how many self-identified LGBTQ+ students are currently enrolled at your law school, in total?:
NOTE: We only started collecting this information two years ago, so its not complete data.
d. If 'yes,' how many of your currently enrolled LGBTQ+ students also self-identify as people of color?
NOTE: We only ask people if they identify as part of the LGBTQ+ community - we do not ask for breakdowns.
Lesbian?
NOTE: We only ask people if they identify as part of the LGBTQ+ community - we do not ask for breakdowns.
Gay?
NOTE: We only ask people if they identify as part of the LGBTQ+ community - we do not ask for breakdowns.
Bisexual/ Pansexual?
NOTE: We only ask people if they identify as part of the LGBTQ+ community - we do not ask for breakdowns.
Transgender / Nonbinary?
NOTE: We only ask people if they identify as part of the LGBTQ+ community - we do not ask for breakdowns.
Queer or member of gender/sexual orientation minority group?
NOTE: We only ask people if they identify as part of the LGBTQ+ community - we do not ask for breakdowns.
5. Does your law school offer transgender and nonbinary students who have not legally changed their names the ability to have their name-in-use reflected on their admission applications or post enrollment forms?:
Yes
6. Does your law school provide any annual scholarships specifically for LGBTQ+ students?
Only general diversity scholarships
7. Does your law school actively seek to employ diverse staff/faculty/administrators, including openly LGBTQ+ individuals?:
Yes
a. If 'yes,' please detail how and where diversity recruitment efforts are directed:

All our posted Admin, clerical and maintenance positions are posted on the following: diversejobs.net, HERC – Higher Education Recruitment Consortium, https://www.lgbtinacademia.com/, recruitmilitary.com, womenandhighered.com, https://www.disabledinhighered.com

 

8. Does your law school conduct a "Self-ID" program which allows staff/faculty/administrators to voluntarily and (if they desire) confidentially identify their gender identity and sexual orientation?:
No
9. How many faculty (not staff/administrators) are employed by your law school in total?
70 full-time faculty
10. How many self-identified LGBTQ+ faculty are employed by your law school in total?
6
a. With reference to #10, how many LGBTQ+ faculty self-identify as people of color?
1
Lesbian?
2
Gay?
4
Bisexual/Pansexual?
Unknown
Transgender / Nonbinary?
Unknown
Queer or member of gender/sexual orientation minority group?
Unknown
11. How many staff/administrators (not faculty) are employed by your law school in total?
124
12. How many self-identified LGBTQ+ staff/administrators are employed by your law school in total?
This information is not collected.
a. With reference to #12, how many LGBTQ+ staff/administrators self-identify as people of color?
This information is not collected.
Lesbian?
This information is not collected.
Gay?
This information is not collected.
Bisexual / Pansexual?
This information is not collected.
Transgender / Nonbinary?
This information is not collected.
Queer or member of gender/sexual orientation minority group?
This information is not collected.
13. Does your law school provide employee benefits such as health insurance, family medical leave, parental leave, and nontraditional family planning like assisted reproduction and/or adoptive benefits?
Yes
a. If 'yes,' are those employee benefits available on equal terms to employees in same-sex marital/domestic partnership relationships as they are to employees in different-sex marital/domestic partnership relationships?
Yes
b. If you answered 'yes' to #13, are those employee benefit plans inclusive of the specific needs of LGBTQ+ employees (i.e., are assisted reproductive benefits offered without the need for extended traditional attempts at pregnancy, are care techniques such as mammograms, prostate exams, hysterectomies, etc. available to employees of all genders, are parental leave policies equal for people of all genders, etc.)?
Yes
c. If you answered 'yes' to #13a AND/OR if you answered 'yes' or 'unsure' to #13b, please summarize or reproduce your policy here:

Subject to the NY State Mandate effective 1/1/20, the plan covers Infertility & Reproductive Services, such as Basic Infertility Services, Comprehensive Infertility Services, In Vitro Fertilization (IVF), Sperm Storage for IVF, Cryopreservation and storage of embryos for IVF and Fertility Preservation Services.

Infertility is defined as:

  •           The inability to achieve a successful pregnancy following 1 year of unprotected intercourse or therapeutic donor insemination in cases where the female is <35 years of age; or following 6 months of unprotected intercourse or therapeutic donor insemination for females ≥35 years of age. (American Society for Reproductive Medicine)
  •           The presence of an identified infertility factor should allow for immediate treatment, obviating the need for the waiting period to meet the definition of infertility.

Please refer to the Infertility Diagnosis and Treatment Medical Policy and the Infertility Services Coverage Determination Guideline.

https://www.uhcprovider.com/content/dam/provider/docs/public/policies/comm-medical-drug/infertility-diagnosis-treatment.pdf

https://www.uhcprovider.com/content/dam/provider/docs/public/policies/comm-medical-drug/infertility-services.pdf

A female couple (or a single female) who is unable to become pregnant via therapeutic donor insemination for a period of 12 months for <35 or for 6 months for 35+ may be eligible for coverage. The time requirement to achieve a pregnancy is the same for same sex female couples and different sex couples.

2021 Benefits Guide for Faculty and Administrators
https://www.fordham.edu/download/downloads/id/15053/2021_benefits_guide_for_faculty_and_administrators.pdf

2021 Benefits Guide for Clerical Employees of Local 153
https://www.fordham.edu/download/downloads/id/15054/2021_benefits_guide_for_local_153.pdf

14. Does your law school offer transition-related health benefits including hormone therapy, gender counseling, gender-affirming surgeries, etc. to transgender/nonbinary employees and employees who are undergoing gender transition?
Yes
a. If 'yes' or ‘unsure,’ please summarize or reproduce your policy here:

Please refer to the Gender Dysphoria Treatment Medical Policy. https://www.uhcprovider.com/content/dam/provider/docs/public/policies/comm-medical-drug/gender-dysphoria-treatment.pdf

15. Does your law school offer a student benefit plan including health insurance with nontraditional family planning like assisted reproduction and/or adoptive benefits, and/or any additional benefits such as access to campus facilities?
Yes
a. If yes, are those student benefits available on equal terms to students in same-sex marital/domestic partnership relationships as they are to students in different- sex marital/domestic partnership relationships?
Yes
b. If you answered yes to #15, are those student benefit plans inclusive of the specific needs of LGBTQ+ students (i.e., are assisted reproductive benefits offered without the need for extended traditional attempts at pregnancy, are care techniques such as mammograms, prostate exams, hysterectomies, etc. available to students of all genders, etc.)?
Unsure
c. If you answered yes to #15a AND/OR if you answered yes or unsure to #15b, please summarize or reproduce your policy here

https://www.aetnastudenthealth.com/schools/fordham/masterpolicy2122.pdf

16. Does your school offer the same transition-related healthcare benefits to students and their partners/spouses who are transgender/nonbinary or undergoing gender transition?
Yes
a. If 'yes,' please summarize or reproduce your policy here:

https://www.aetnastudenthealth.com/schools/fordham/masterpolicy2122.pdf

17. Do all students at your law school have access to on-campus health, counseling and therapy services either through the law school or the larger University?
Yes
a. If 'yes,' are your school's on-campus health care providers trained to ensure they can provide culturally and clinically competent care to LGBTQ+ patients, particularly transgender and nonbinary patients?
Yes
b. If you answered 'yes' or 'unsure' to #17a, please provide the basis for your answer (i.e., counseling center language, etc.):

The staff at the University Health Services are committed to caring for the health needs of our LGBT students. Our staff are members of the Ally Network of Support and treat all students with dignity and respect. We work closely with the Oval Center of Excellence at Montefiore in keeping up to date with the best practices in caring for lesbian, gay, bisexual and transgender students.

18. Does your law school provide single-stall and/or multi-stall restrooms available to people of all genders (i.e., gender-neutral restrooms) in each law school building so that transgender/nonbinary people have a safe restroom space?
Yes
a. If 'yes,' please describe how those all-gender restroom(s) is/are identified (i.e., what does the signage say, is it identified on building maps and online resources), the number of all-gender restroom stalls available in each law school building, and whether these are accessible for people with disabilities in each building or floor

On most floors of Fordham Law School there are specific single-stall facilities that are designated with signage as “all-gender” restrooms. Each of these restrooms are accessible for people with disabilities. Fordham Law School has 18 designated restrooms throughout the building, in addition all-gender restrooms located throughout the Lincoln Center campus.

 

Resources for LGBTQ Students: https://www.fordham.edu/info/30699/wellness_resources_for_lgbtq_students

19. If your law school is maintaining gender-segregated (i.e., "Women's Restroom" and "Men's Restroom") restroom stalls, does it have a policy applicable to those facilities which ensures that transgender/nonbinary students/staff/administrators/faculty, as well as anyone who does not meet gender stereotypes, have access to facilities that match their gender identity?
Yes
a. If "yes," please provide the language of your school's restroom use policy and details on where this policy may be found by the law school community:

Fordham University maintains All Gender restrooms identified on campus maps: https://www.fordham.edu/info/20422/living_on_campus_at_rose_hill/9784/all_gender_restrooms

Fordham University also maintains single occupancy restrooms at the Rose Hill and Lincoln Center campuses. Each of these restrooms may be used by any member of the Fordham community, and have locking doors: https://www.fordham.edu/info/20913/lgbtq_resources/1730/additional_resources

 

b. Do all of the gender-segregated restrooms in your law school buildings have signage specifically indicating that people may use the restroom which best reflects their gender?
No
20. Does your law school have one or more annual LGBTQ+ specific course offerings (e.g., LGBTQ+ Law and Policy, Sexual Orientation Law, Gender Identity Law, etc.)?
Yes, we offer both a Gender Identity Law course and a Sexual Orientation Law course, annually
a. If 'yes,' please list course names:

Gender, Violence and the Law
Race, Gender, and Crime
Gender Law and Policy
Gender, Sexuality, and the Law
Feminism, Race, & Law
Special Victims: Domestic Violence & Sex Crimes

b. If you answered 'no, but LGBTQ+ content is included in other courses' to #20, please list course names AND approximately what percentage of course time is dedicated to LGBTQ+ content for each course:

Family Law (percent difficult to determine but some)
Family Advocacy Clinic Seminar and fieldwork
International Human Rights

21. Does your law school have an active LGBTQ+ law student group?
Yes
a. If you answered "yes," does that group receive annual funding from the law school administration?
Yes
22. Does your law school provide funding, including travel support, for LGBTQ+ students to participate in LGBTQ+-focused learning and/or career services opportunities?
Yes
a. If yes please provide details and examples of when and how those opportunities have been utilized in the past three years:

Each year, the OUTLAWS Student Organization receives a budget through the SBA budget allocation process and the membership is able to use their funding for travel or events as they see fit. OUTLAWS is also able to seek supplemental funding to support special events and requests to attend regional or national events that may not be covered by their independent budget. Some events that have been sponsored in recent years are attendance at the national Lavender Law conferences and the OUTLAWS@Work Panel and Volunteer Project.

23. Does your law school have a hate/bias incident policy that faculty, staff/administrators, and students are required to follow?
Yes
a. If yes to #23, does that process specifically identify sexual orientation AND/OR gender identity/expression as protected categories?
Yes, both
b. If yes to #23, does the policy set out a clear hate bias/incident reporting process for faculty, staff/administrators, and students to utilize if necessary?
Yes
24. Does your law school provide mandatory anti-sexual harassment training that explicitly covers same-sex harassment and harassment of transgender/nonbinary people, for all staff/faculty/administrators, at least every three years?
Yes
25. Does your law school provide diversity and inclusion training that incorporates robust LGBTQ+ curriculum as well as anti-racism curriculum, at least every three years? NOTE: Please check all that apply.
Yes, mandatory for all faculty/staff/administrators
Yes, mandatory for all students
a. If you selected other, please describe your diversity and inclusion training options:

Our current program requires mandatory training for all first year students. All students will have received the mandatory training as of the Fall of 2022. For faculty, there was a mandatory diversity workshop offered within the last three years. Adjunct faculty members attend mandatory diversity and inclusion training annually. Staff and administrators have mandatory diversity training, and attended a required DEI training session with the LGBTQ+ Bar DEI Consulting Practice.

26. Does your school enable and encourage the sharing of personal pronouns (e.g., She/Her, He/Him, They/Them) and honorifics (e.g., Ms., Mx., Mr.) in public communications (email signature blocks, Zoom profiles, nametags, event registration forms, etc.)?
Yes
a. Does your law school capture students' personal pronouns and honorifics as part of the registration process?
Yes
b. If your law school captures students' personal pronouns and honorifics, is that information consistently shared with professors on class rosters with an expectation that it will be used in the classroom?
Yes
27. Please describe all additional ways, not identified through your earlier responses, in which your law school works to be safe, inclusive, and welcoming for its LGBTQ+ students, faculty, and administrators:

Fordham Law School cultivates a safe, inclusive, and welcoming environment for members of our community, including LGBTQ+ students, faculty, and administrators. From developing a DEI strategic plan to strengthening our DEI infrastructure, we prioritize the establishment of a safe, inclusive, and welcoming environment at the Law School. We promote diversity, equity, inclusion, and belonging within the Law School community through enhanced DEI programs and initiatives, including workshops and training opportunities that specifically address LGBTQ+ issues. Our vibrant OUTLaws chapter is supported at the Law School and is active in the New York City community. Fordham University also provides additional outreach and support to LGBTQ+ members of our community through the Office of Multicultural Affairs, Counseling and Psychological Services Center, and University Health Services.