Question 1 provided each school with a field to confirm or update their nondiscrimination statement.
2. Does your law school intentionally seek out LGBTQ+ prospective students?
Yes
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:
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b. If 'yes,' how many students are currently enrolled at your law school in total?:
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c. If 'yes,' how many self-identified LGBTQ+ students are currently enrolled at your law school, in total?:
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Lesbian
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Gay
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Bisexual/ pansexual
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Transgender / nonbinary
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Queer or gender/sexual orientation minority
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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?
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:
Open positions are broadly advertised and include minority bar associations such as the Lavender Bar Association and Diversity in Practice. Human Resources also collaborates with the office of Diversity and Inclusion to recruit and retain diverse faculty and staff, including LGBTQ+ individuals.
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?
39
10. How many self-identified LGBTQ+ faculty are employed by your law school in total?
Unknown
Lesbian
Unknown
Gay
Unknown
Bisexual/Pansexual
Unknown
Transgender /Nonbinary
Unknown
Queer or gender/sexual orientation minority
Unknown
11. How many self-identified LGBTQ+ faculty of color does your law school currently employ in total?
Unknown
12. How many staff/administrators (not faculty) are employed by your law school?
150
13. How many self-identified LGBTQ+ staff/administrators are employed by your law school in total?
Unknown
Lesbian
Unknown
Gay
Unknown
Bisexual/Pansexual
Unknown
Transgender/Nonbinary
Unknown
Queer or gender / sexual orientation minority
Unknown
14. How many self-identified LGBTQ+ staff/administrators of color does your law school currently employ in total?
Unknown
15. 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 #15, 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 #15a AND/OR if you answered 'yes' or 'unsure' to #15b, please summarize or reproduce your policy here:
Benefit Eligibility: Our comprehensive benefits package is available to employees working 20 hours or more per week. Generally, eligible dependents include spouse, children up to age 26 or disabled dependents. Family Medical Leave (FLMA): A Family Medical Leave of Absence is taken to care for an employee’s spouse, to care for a child or parent with a serious health condition or for the birth of a child and to care for the child, placement of a child for adoption or foster care. Personal Leave of Absence: The school offers a personal leave of absence for reasons not covered by an Employee Medical or Family Medical leave and may provide unpaid time off in these situations generally, up to a maximum of two (2) months.
16. Does your law school offer transition-related health benefits including hormone therapy, gender counseling, gender-affirming surgeries, etc. to transgender employees and/or employees who are undergoing gender transition?
Yes
a. If 'yes' or ‘unsure,’ please summarize or reproduce your policy here:
Benefits are provided for Services for or related to Treatment leading to or in connection with sex reassignment surgery, hormone therapy, related preparation and follow-up Treatment, care, and counseling. Benefits are provided for Medically Necessary and Appropriate Services as determined by the Claims Administrator. Coverage decisions are based on published evidence including medical standards set forth by nationally recognized medical experts in the transgender health field.
17. 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
18. Does your school offer the same transition-related healthcare benefits to students and their partners/spouses who are transgender or undergoing gender transition?
No
19. 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 non-binary patients?
Unsure
b. If you answered 'yes' or 'unsure' to #19a, please provide the basis for your answer (i.e., counseling center language, etc.):
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20. Does your law school provide single-stall restrooms available to people of all genders in each law school building?
Yes
a. If 'yes,' please describe how the single-stall restroom(s) is/are identified (i.e., what does the signage say, is it identified on building maps and online resources), the number of single-stall restrooms available in each law school building, and whether these are accessible for people with disabilities in each building or floor
The restrooms are identified as ‘all gender’.
21. Does your law school have a restroom policy applicable to gender-segregated (i.e., "Women's Restroom" and "Men's Restroom") facilities which ensures that transgender students/staff/administrators/faculty have access to facilities that match their gender identity?
No
22. Does your law school have one or more annual LGBTQ+ specific course offerings (e.g., LGBTQ+ Law and Policy, Sexual Orientation and the Law, Gender and the Law (focused on trans-inclusive materials), etc.)?
Yes
a. If 'yes,' please list course names:
Sexual Orientation and the Law
23. Does your law school have an active LGBTQ+ law student group that is supported by the administration?
Yes
24. 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:
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25. 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 #25, does that process specifically identify sexual orientation AND/OR gender identity/expression as protected categories?
Yes, both
b. If 'yes' to #25, does the policy set out a clear hate bias/incident reporting process for faculty, staff/administrators, and students to utilize if necessary?
Yes
26. 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
27. 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, optional for all faculty/staff/administrators
Yes, mandatory for all students
Yes, mandatory for all students
28. 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:
Our school is currently engaged in a rigorous training regarding diversity an inclusion, which includes education and outreach related to LGBTQ+ issues.
We participate in community outreach with our Out!Law student organization and the Lavender Bar Association, participating in events such as Pride Festival, Coming Out in the Law panel discussions, National Night Out, and we host the regional Lavender Law Conference.