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Climate Survey 2020

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

University of Oklahoma College of Law

April 22, 2020

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
a. If ‘yes,’ how and where are your efforts directed?

The University of Oklahoma College of Law’s Admissions Director is a trained and certified LGBTQ+ Ally. The College extends invitations to students associated with the College’s LGBTQ+ student group, OUTLaw, to discuss its membership and events at Admitted Students Day. OUTLaw also operates an information table during Orientation Day, and is engaged in the community through various civic events.

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:

Answer left blank

b. If 'yes,' how many students are currently enrolled at your law school in total?:
Answer left blank
c. If 'yes,' how many self-identified LGBTQ+ students are currently enrolled at your law school, in total?:
Answer left blank
Lesbian
Answer left blank
Gay
Answer left blank
Bisexual/ pansexual
Answer left blank
Transgender / nonbinary
Answer left blank
Queer or gender/sexual orientation minority
Answer left blank
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:

Our latest recruitment advertisements specifically call for diverse applicants.

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?
71
10. How many self-identified LGBTQ+ faculty are employed by your law school in total?
While we have faculty who identify as LGBTQ+, the precise number of faculty who are “out” is not formally solicited or tracked. The law school understands the intentionality behind decisions about when, where, and how to make this aspect of their identity known to others. That said, we have LGBTQ faculty that have served as both informal and formal sources of support for students within the law school community.
Lesbian
See above.
Gay
See above.
Bisexual/Pansexual
See above.
Transgender /Nonbinary
See above.
Queer or gender/sexual orientation minority
See above.
11. How many self-identified LGBTQ+ faculty of color does your law school currently employ in total?
While we have faculty who identify as LGBTQ+, the precise number of faculty who are “out” is not formally solicited or tracked. The law school understands the intentionality behind decisions about when, where, and how to make this aspect of their identity known to others. That said, we have LGBTQ faculty that have served as both informal and formal sources of support for students within the law school community.
12. How many staff/administrators (not faculty) are employed by your law school?
30
13. How many self-identified LGBTQ+ staff/administrators are employed by your law school in total?
While we have staff who identify as LGBTQ+, the precise number of faculty who are “out” is not formally solicited or tracked. The law school understands the intentionality behind decisions about when, where, and how to make this aspect of their identity known to others. That said, we have LGBTQ staff that have served as both informal and formal sources of support for students within the law school community.
Lesbian
See above.
Gay
See above.
Bisexual/Pansexual
See above.
Transgender/Nonbinary
See above.
Queer or gender / sexual orientation minority
See above.
14. How many self-identified LGBTQ+ staff/administrators of color does your law school currently employ in total?
While we have staff who identify as LGBTQ+, the precise number of faculty who are “out” is not formally solicited or tracked. The law school understands the intentionality behind decisions about when, where, and how to make this aspect of their identity known to others. That said, we have LGBTQ staff that have served as both informal and formal sources of support for students within the law school community.
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:

Answer left blank

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:

Employee Insurance Coverage (Must be 18 years of age or older)
Medically necessary treatment for an individual with gender dysphoria may include ANY of the following services:

• Behavioral health services, including but not limited to, counseling for gender dysphoria and related psychiatric conditions (e.g., anxiety, depression)
• Hormonal therapy, including but not limited to androgens, anti-androgens, GnRH analogues, estrogens, and progestins.
• Laboratory testing to monitor prescribed hormonal therapy
• Age-related, gender-specific services, including but not limited to preventive health, as appropriate to the individuals biological anatomy (e.g., cancer screening [e.g., cervical, breast, prostate]; treatment of a prostate medical condition)
• Gender reassignment and related surgery

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?
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 #17, 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.)?
Yes
c. If you answered 'yes' to #17a AND/OR if you answered 'yes' or 'unsure' to #17b, please summarize or reproduce your policy here

Answer left blank

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

Medically necessary treatment for an individual with gender dysphoria may include ANY of the following services:

• Behavioral health services, including but not limited to, counseling for gender dysphoria and related psychiatric conditions (e.g., anxiety, depression)
• Hormonal therapy, including but not limited to androgens, anti-androgens, GnRH analogues, estrogens, and progestins.
• Laboratory testing to monitor prescribed hormonal therapy
• Age-related, gender-specific services, including but not limited to preventive health, as appropriate to the individuals biological anatomy (e.g., cancer screening [e.g., cervical, breast, prostate]; treatment of a prostate medical condition)
• Gender reassignment and related surgery

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?
Yes
b. If you answered 'yes' or 'unsure' to #19a, please provide the basis for your answer (i.e., counseling center language, etc.):

Answer left blank

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

Single-stall, gender-inclusive restrooms are located within the College of Law and are so noted by door signage. These restrooms are ADA compliant and accessible for people with disabilities.

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.)?
Included in other courses
b. If you answered 'no, but LGBTQ+ content is included in other courses' to #22, please list course names AND approximately how many hours of course time is dedicated to LGBTQ+ content for each course:

Employment Law, Professional Responsibility. Amount of coverage of these topics depend on current events, student interest and the syllabi of individual professors.

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:

All student organizations receive funding for club activities, events and student travel. The OU College of Law has a very active LGBTQ+ student organization named OUTLaw. They are well-funded and an integral part of the College of Law family. OUTLaw hosts numerous events throughout the academic year to raise awareness of LGBTQ+ issues, and to build community with classmates, staff and faculty.

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, optional 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:

At the University of Oklahoma College of Law, faculty, staff and student leadership pride ourselves in being inclusive. The College of Law has a robust diversity/inclusion program that is mandatory for all students. Faculty and staff regularly lead and/or attend these sessions. In addition, we have a growing networks of LGBTQ+ alumni who are involved in the College of Law and are actively mentoring current students (some LGBTQ+, some not).