1. Please provide the URL from your law school's website where your Statement of Nondiscrimination can be found
a. 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?
No
We don’t intentionally seek out any particular demographic; all are welcome.
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?
No
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?
No
b. If 'yes,' how many students are currently enrolled at your law school in total?:
70
c. If 'yes,' how many self-identified LGBTQ+ students are currently enrolled at your law school, in total?:
Unknown.
d. If 'yes,' how many of your currently enrolled LGBTQ+ students also self-identify as people of color?
Unknown.
Lesbian?
Unknown.
Gay?
Unknown.
Bisexual/ Pansexual?
Unknown.
Transgender / Nonbinary?
Unknown.
Queer or member of gender/sexual orientation minority group?
Unknown.
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
We do for this for any student who desires a name change.
6. Does your law school provide any annual scholarships specifically for LGBTQ+ students?
No
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:
We look to our local Bar Association and Judiciary for our faculty, many of whom identify as such.
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?
25-35
10. How many self-identified LGBTQ+ faculty are employed by your law school in total?
Unknown
a. With reference to #10, how many LGBTQ+ faculty self-identify as people of color?
Unknown
Lesbian?
Unknown
Gay?
Unknown
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?
8
12. How many self-identified LGBTQ+ staff/administrators are employed by your law school in total?
None
a. With reference to #12, how many LGBTQ+ staff/administrators self-identify as people of color?
None
Lesbian?
None
Gay?
None
Bisexual / Pansexual?
None
Transgender / Nonbinary?
None
Queer or member of gender/sexual orientation minority group?
None
We simply don’t ask; all but one of our staff/administrators are in hetero-sexual marriages.
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.)?
Unsure
c. If you answered 'yes' to #13a AND/OR if you answered 'yes' or 'unsure' to #13b, please summarize or reproduce your policy here:
Not provided
We don’t have all of our benefit package information available at the moment.
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?
Unsure
a. If 'yes' or ‘unsure,’ please summarize or reproduce your policy here:
Not provided
We don’t have all of our benefit package information available at the moment.
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?
No
All of our students are adults, most with families of their own. We don’t offer benefits to our students.
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?
No
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?
No
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?
No
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?
No
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?
Yes
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 such a course, but only every other year (please specify in 20a below)
a. If 'yes,' please list course names:
We offer such a course as an elective but irregularly, depending upon availability of a professor and student interest.
21. Does your law school have an active LGBTQ+ law student group?
No
a. If you answered "yes," does that group receive annual funding from the law school administration?
No
22. Does your law school provide funding, including travel support, for LGBTQ+ students to participate in LGBTQ+-focused learning and/or career services opportunities?
No
We provide funding for our students who participate in school competitions, no matter their gender or sexual orientation.
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?
No, neither
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
We don’t call it a “hate bias” policy; we prohibit discrimination and harassment of all types and have a procedure in place for complaints of same.
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
We do, but for our staff and administrators regularly. Faculty are all independent contractors who also receive education in bias-related issues as part of their own licensing requirements.
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.
No
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.)?
No
a. Does your law school capture students' personal pronouns and honorifics as part of the registration process?
No
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?
No
We have not yet asked students or staff to list their preference for use of pronouns.
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:
We strive to provide this type of solace to all of our students; we do not have a specific program directed to any one demographic.