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  • Climate Survey 2021

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

    Brooklyn Law School

    March 18, 2021

    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?
    No
    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

    We don’t provide a “welcome packet” for admitted students but we do organize programs that provide information about identity group support for LGBTQ+ and other students.

    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:

    We offer two questions on our application. 

    1. Would you like to identify as lesbian, gay, bisexual, or queer? Please note that if you select “Yes,” you may be contacted by OUTLaws our LGBTQ+ student organization.

    ( ) Yes

    ( ) No

    2. Would you like to identify as transgender? Please note that if you select “Yes,” you may be contacted by OUTLaws our LGBTQ+ student organization.

    ( ) Yes

    ( ) No

    b. If 'yes,' how many students are currently enrolled at your law school in total?:
    1119
    c. If 'yes,' how many self-identified LGBTQ+ students are currently enrolled at your law school, in total?:
    145 (total amount of students that self-identified as LBGTQ+ in the classes that started in fall 2018, fall 2019, and fall 2020).
    d. If 'yes,' how many of your currently enrolled LGBTQ+ students also self-identify as people of color?
    N/A
    Lesbian?
    N/A
    Gay?
    N/A
    Bisexual/ Pansexual?
    N/A
    Transgender / Nonbinary?
    6 (total amount of students that self-identified as transgender in the classes that started in fall 2018, fall 2019, and fall 2020).
    Queer or member of gender/sexual orientation minority group?
    N/A
    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 job opportunities are posted to sites that are specifically relevant to the position sought and to diversity sites. We also encourage applications from diverse candidates in our recruiting statement. The diversity sites we post to include: 

    Diversity.com

    HLPA.com

    diversejobs.net 

    diversityjobs.com

    pink-jobs.com

    abilitylinks.com

    Veteranjobs.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?:
    Yes
    a. If you answered 'yes' or 'unsure,' please describe your school's process for collecting this data

    All applicants may self-identify when they apply through our portal (ADP) and if hired, they may once again select how they wish to be identified with regard to gender, gender identity, and sexual orientation. People can also specify their pronouns.

    9. How many faculty (not staff/administrators) are employed by your law school in total?
    65
    10. How many self-identified LGBTQ+ faculty are employed by your law school in total?
    We have many self-identified LGBTQ+ faculty but do not have a formal process for identifying faculty LGBTQ+ status. No faculty official list their sexual identity in the law school employment data system.
    Queer or member of gender/sexual orientation minority group?
    This information is not collected or readily available.
    11. How many staff/administrators (not faculty) are employed by your law school in total?
    134
    12. How many self-identified LGBTQ+ staff/administrators are employed by your law school in total?
    This information is not collected by the law school. We have many staff/administrators who are open about their sexual identity and sexual orientation but no staff/administrators elect to list this information in the law school employment data system.
    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:

    Below is the definition of a spouse and an eligible domestic partner as reflected in the medical plan Summary Plan Description (SPD) 

    Spouse – an individual to whom you are legally married or a Domestic Partner as defined in this section. 

    Domestic Partner – an individual of the same or opposite sex with whom you have established a domestic partnership as described below.

    A domestic partnership is a relationship between a Participant and one other person of the same or opposite sex. Both persons must:

    •         not be so closely related that marriage would otherwise be prohibited;

    •         not be legally married to, or the Domestic Partner of, another person under either statutory or common law;

    •         be at least 18 years old;

    •         live together and share the common necessities of life;

    •         be mentally competent to enter into a contract; and

    •         be financially interdependent and have furnished documents to support at least two of the following conditions of such financial interdependence:

    –          they have a single dedicated relationship of at least 12 months duration;

    –          they have joint ownership of a residence; or

    –          they have at least two of the following:

    ♦       a joint ownership of an automobile;

    ♦       a joint checking, bank or investment account;

    ♦       a joint credit account;

    ♦       a lease for a residence identifying both partners as tenants; or

    ♦       a will and/or life insurance policies which designate the other as primary beneficiary.

    The Participant and Domestic Partner must jointly sign an affidavit of domestic partnership provided by Human Resources upon your request.

    The Plan pays benefits for the treatment of infertility for the following.

    ●   ovulation induction;

    ●   insemination procedures (Artificial Insemination (AI) and Intra Uterine Insemination (IUI);

    ●   Assisted Reproductive Technologies (ART), including but not limited to, in vitro fertilization (IVF), gamete intrafallopian transfer (GIFT) zygote intrafallopian transfer (ZIFT);

    ●  Pharmaceutical Products for the treatment of infertility that are administered on an outpatient basis in a Hospital, Alternate Facility, Physician’s office or in a Covered Person’s home.

    To be eligible for Benefits, the Covered Person must:

    ●   have failed to achieve a Pregnancy after a year of regular, unprotected intercourse if the woman is under age 35, or after 6 months, if the woman is over age 35;

    ●  be under age 44, if  female; and have infertility that is not related to voluntary sterilization or failed reversal of voluntary sterilization.

    The cost of any prescription medication treatment for in vitro fertilization, gamete intrafallopian transfer (GIFT) procedures and zygote intrafallopian transfer (ZIFT) procedures does not count toward the infertility lifetime maximum.

    Infertility Services are Covered In-Network only and are limited to a maximum of $10,000 per Member, per lifetime.  Office visits will have copay apply 

    The following services are not covered

    ●   in vitro fertilization which is not provided as an Assisted Reproductive Technology for the treatment of infertility;

    ●   surrogate parenting, donor eggs, donor sperm and host uterus; the reversal of voluntary sterilization

    ●   artificial reproductive treatments done for genetic or eugenic (selective breeding) purposes;

    ●   services provided by a doula (labor aide); and parenting, pre-natal or birthing classes

    Brooklyn Law School offers an adoption assistance spending account, which provides reimbursement for the reasonable and necessary expenses that incur in the process of legally adopting a child.

    There is coverage for mammograms, prostate exams and hysterectomies. Please keep in mind services may be subject to prior authorization and covered based on medical necessity.

    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:

    Below are details of this benefit as reflected in the medical plan SPD.

     

    Gender Dysphoria

    Benefits for the treatment of Gender Dysphoria limited to the following services:

    ■       Psychotherapy for Gender Dysphoria and associated co-morbid psychiatric diagnoses as described under Mental Health Services in this section.

    ■       Cross-sex hormone therapy:

    –          Cross-sex hormone therapy administered by a medical provider (for example during an office visit) is provided under Pharmaceutical Products – Outpatient in the section.

    –          Cross-sex hormone therapy dispensed from a pharmacy is provided under Section 15, Outpatient Prescription Drugs.

    ■       Puberty suppressing medication injected or implanted by a medical provider in a clinical setting.

    ■       Laboratory testing to monitor the safety of continuous cross-sex hormone therapy.

    ■       Surgery for the treatment for Gender Dysphoria, including the surgeries listed below:

    Male to Female:

    –          Clitoroplasty (creation of clitoris)

    –          Labiaplasty (creation of labia)

    –          Orchiectomy (removal of testicles)

    –          Penectomy (removal of penis)

    –          Urethroplasty (reconstruction of female urethra)

    –          Vaginoplasty (creation of vagina)

    Female to Male:

    –          Bilateral mastectomy or breast reduction

    –          Hysterectomy (removal of uterus)

    –          Metoidioplasty (creation of penis, using clitoris)

    –          Penile prosthesis

    –          Phalloplasty (creation of penis)

    –          Salpingo-oophorectomy (removal of fallopian tubes and ovaries)

    –          Scrotoplasty (creation of scrotum)

    –          Testicular prosthesis

    –          Urethroplasty (reconstruction of male urethra)

    –          Vaginectomy (removal of vagina)

    –          Vulvectomy (removal of vulva)

    Genital Surgery and Bilateral Mastectomy or Breast Reduction Surgery Documentation Requirements:

    The Covered Person must provide documentation of the following for breast surgery:

    ■       A written psychological assessment from at least one qualified behavioral health provider experienced in treating Gender Dysphoria. The assessment must document that the Covered Person meets all of the following criteria:

    –          Persistent, well-documented Gender Dysphoria.

    –          Capacity to make a fully informed decision and to consent for treatment.

    –          Must be 18 years or older.

    –          If significant medical or mental health concerns are present, they must be reasonably well controlled.

    The Covered Person must provide documentation of the following for genital surgery:

    ■       A written psychological assessment from at least two qualified behavioral health providers experienced in treating Gender Dysphoria, who have independently assessed the Covered Person. The assessment must document that the Covered Person meets all of the following criteria:

    –          Persistent, well-documented Gender Dysphoria.

    –          Capacity to make a fully informed decision and to consent for treatment.

    –          Must 18 years or older.

    –          If significant medical or mental health concerns are present, they must be reasonably well controlled.

    –          Complete at least 12 months of successful continuous full-time real-life experience in the desired gender.

    –          Complete 12 months of continuous cross-sex hormone therapy appropriate for the desired gender (unless medically contraindicated).

    ■       The treatment plan is based on identifiable external sources including the World Professional Association for Transgender Health (WPATH) standards, and/or evidence-based professional society guidance.

    Prior Authorization Requirement

    For Non-Network Benefits you must obtain prior authorization as soon as the possibility for any of the services listed above for Gender Dysphoria treatment arises.

     

    If you fail to obtain prior authorization as required, Benefits will be reduced to 50% of Eligible Expenses.

    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.)?
    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

    Insurance Circular Letter No. 7 (2017)/Ins. Law §§ 3221(k)(6) and 4303(s), 11 NYCRR §§ 52.17(a)(35) and 52.18(a)(10)

    New York Insurance Circular Letter No. 7 (2017), effect 04/19/17, says insurers must cover infertility treatment regardless of sexual orientation, marital status or gender identity.

    • Background: Existing law mandates coverage for infertility. The mandate is based in part on the definition of infertility by the American College of Obstetricians and Gynecologists and American Society for Reproductive Medicine (ASRM) which provides that infertility is a disease, defined by the failure to achieve a successful pregnancy after 12 months or more of appropriate, timed unprotected intercourse or therapeutic donor insemination. Earlier evaluation and treatment may be justified based on medical history and physical findings and is warranted after 6 months for women over age 35 years.

    • New Guidance: This letter provides that an issuer must provide coverage for infertility treatment using standards and guidelines no less favorable than those established and adopted by ASRM. ASRM’s definition of infertility does not distinguish between heterosexual individuals in a relationship or who are married, individuals in a same-sex relationship or who are married, single individuals, or based on gender identity. Therefore, every issuer must provide coverage for infertility treatment to any individual who meets ASRM’s definition of infertility when all of the other terms and conditions of the policy or contract are satisfied, regardless of the individual’s sexual orientation, marital status or gender identity. Issuers should also be mindful that, with respect to individuals in a same-sex relationship or single individuals, earlier treatment may be justified as permitted in the definition.

    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:

    Insurance Circular Letter No. 7 (2017)/Ins. Law §§ 3221(k)(6) and 4303(s), 11 NYCRR §§ 52.17(a)(35) and 52.18(a)(10)

    New York Insurance Circular Letter No. 7 (2017), effect 04/19/17, says insurers must cover infertility treatment regardless of sexual orientation, marital status or gender identity.

    • Background: Existing law mandates coverage for infertility. The mandate is based in part on the definition of infertility by the American College of Obstetricians and Gynecologists and American Society for Reproductive Medicine (ASRM) which provides that infertility is a disease, defined by the failure to achieve a successful pregnancy after 12 months or more of appropriate, timed unprotected intercourse or therapeutic donor insemination. Earlier evaluation and treatment may be justified based on medical history and physical findings and is warranted after 6 months for women over age 35 years.

    • New Guidance: This letter provides that an issuer must provide coverage for infertility treatment using standards and guidelines no less favorable than those established and adopted by ASRM. ASRM’s definition of infertility does not distinguish between heterosexual individuals in a relationship or who are married, individuals in a same-sex relationship or who are married, single individuals, or based on gender identity. Therefore, every issuer must provide coverage for infertility treatment to any individual who meets ASRM’s definition of infertility when all of the other terms and conditions of the policy or contract are satisfied, regardless of the individual’s sexual orientation, marital status or gender identity. Issuers should also be mindful that, with respect to individuals in a same-sex relationship or single individuals, earlier treatment may be justified as permitted in the definition.

    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?
    Answer left blank
    b. If you answered 'yes' or 'unsure' to #17a, please provide the basis for your answer (i.e., counseling center language, etc.):

    Answer left blank

    We are an independent law school. Our campus does not have a traditional on campus health center. In addition to health insurance, we provided all our students health services through a partnership with TimelyMD to provide telemedicine.

    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

    We are an independent free-standing law school. Ours is an urban campus with two academic buildings. We do not have online maps with our restrooms noted, in fact, we do not have online maps of any of our buildings. The restrooms are not noted on our directory signage.

    In the main academic building, there are three restrooms with five stalls each, located on the 3rd, 6th, and 7th floors, which are labeled as “Restrooms.” Both male and female icons appear on this signage. In addition, there are six private, ADA-accessible single-toilet restrooms on the Basement, 3rd, 4th, 5th, 6th and 7th floors. These are labelled as “All-Gender Restrooms.” Restrooms on the 8th and 9th floor are labeled with male and female icons and the words “Self-Identified.”

    In the second academic building, there are three restrooms available to people of all genders. All three are labelled “All-Gender Restroom.” One, located on the 20th floor, contains three stalls, one of which is ADA-accessible. In addition, on the 20th and 21st floors, there are two private, non-gendered ADA-accessible restrooms with a single toilet each.

    Please note that if the term “buildings” covers our non-academic buildings, our residence hall does not have any restrooms in the two public spaces that have single stalls. There are ADA accessible restrooms in each of the identified women/men restrooms.

    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
    20. 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:

    LGBTQ+ Advocacy Clinic

    Several courses that are not LGBTQ+ specific have inclusive LGBTQ+ content and content that addresses law and the transgender community. These course include Trust and Estates, Family Law and many of our clinical offerings.

    21. Does your law school have an active LGBTQ+ law student group that is supported by the 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:

    In the last three years, OUTLaws has not requested funding for off campus conferences or competitions. However, we have funding available for all organizations, which students are informed of during student leader training at the beginning of the semester.

    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, sexual orientation only
    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
    26. 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:

    The Associate Dean of Inclusion and Diversity serves as an active resource to LGBTQ+ students, faculty, staff and administrators to ensure a welcoming, equitable and inclusive law school community.

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    Survey 2021

    • Albany Law School
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