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  • Climate Survey 2021

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

    Capital University Law School

    March 23, 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?
    Yes
    a. If ‘yes,’ how and where are your efforts directed?

    Capital University Law School proudly and intentionally seeks out LGBTQ+ prospective students through a variety of methods including: targeted emails to those who self-identify through the Law School Admission Council’s (LSAC) Candidate Referral Service; our annual sponsorship and presence at the Stonewall Columbus Pride Parade and Festival, which boasts attendance of over 800,000 people each year, and includes invitations to all prospective and admitted students; display and distribution of Capital Law and LSAC branded LGBTQ+ promotional materials at all law student recruitment events and Capital Law future student events; and annual and consistent participation in the LSAC’s LGBTQ+ Guide to Law Schools available at: https://www.lsac.org/discover-law/diversity-law-school/lgbtq-and-law-school/law-school-lgbtq-survey-results/capital

    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:

    In 2020, Capital University Law School Office of Admission began offering students the opportunity to self-identify as LGBTQ+ in admission applications, in addition to opportunities to provide their chosen first name and gender identity. For the past several years we have accessed the information from the LSAC. Our Office of Professional Development allows students to utilize their chosen name and gender identity in Symplicity, the Law School’s career management system. Our Office of Records and Registration likewise allows students to utilize their chosen name and gender identity on class rosters. Beginning in 2021, we also offered students an anonymous, voluntary collection survey to indicate LGBTQ+ status.

    b. If 'yes,' how many students are currently enrolled at your law school in total?:
    As of the spring 2021 semester, Capital University Law School enrolled 425 JD and 30 graduate students.
    c. If 'yes,' how many self-identified LGBTQ+ students are currently enrolled at your law school, in total?:
    15
    d. If 'yes,' how many of your currently enrolled LGBTQ+ students also self-identify as people of color?
    1
    Lesbian?
    5
    Gay?
    5
    Bisexual/ Pansexual?
    5
    Transgender / Nonbinary?
    2
    Queer or member of gender/sexual orientation minority group?
    Zero
    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:

    Job postings are shared with local, regional, and national affinity groups/bar associations. 

    Beginning in 2021, the University implemented an HR policy to ensure diverse hiring that states: 

    ● The search chair/hiring manager meets with the diversity officer (currently the director of Human Resources) to discuss diversity initiatives, including the formation of a diverse search committee, posting the position on job sites that target diverse applicants, and legal considerations. 

    ● The search chair/hiring manager will review the Non-Discrimination Policy with the respective search committee. 

    ● When considering candidates for final interviews, the final pool must include a person of color who meets the qualifications of the position for the process to proceed. The Human Resources director is available to discuss and implement additional strategies to attract a diverse candidate pool.  

    ● After a decision has been made on a hire, a final report must be sent to the Human Resources director that summarizes the diversity of the candidates interviewed and the pool of final candidates. 

    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

    Beginning in 2020, we also offered staff/faculty/administrators an anonymous, voluntary collection survey to indicate LGBTQ+ status.

    9. How many faculty (not staff/administrators) are employed by your law school in total?
    22
    10. How many self-identified LGBTQ+ faculty are employed by your law school in total?
    4
    a. With reference to #10, how many LGBTQ+ faculty self-identify as people of color?
    Zero
    Lesbian?
    Zero
    Gay?
    4
    Bisexual/Pansexual?
    Zero
    Transgender / Nonbinary?
    Zero
    Queer or member of gender/sexual orientation minority group?
    Zero
    11. How many staff/administrators (not faculty) are employed by your law school in total?
    38
    12. How many self-identified LGBTQ+ staff/administrators are employed by your law school in total?
    6
    a. With reference to #12, how many LGBTQ+ staff/administrators self-identify as people of color?
    Zero
    Lesbian?
    2
    Gay?
    3
    Bisexual / Pansexual?
    1
    Transgender / Nonbinary?
    Zero
    Queer or member of gender/sexual orientation minority group?
    Zero
    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:

    Capital University’s employee medical benefits policy does include a specific section on Gender Dysphoria, which includes hysterectomies for Female to Male, as well as many other surgery treatments (outlined for both Male to Female and Female to Male). There is not anything in the policy that limits genders for the services mentioned. However, the assisted reproduction services are an exclusion for all – therefore equal, but can be considered not fully inclusive given the benefits offered under “Pregnancy – Maternity Services.”

    Capital University’s parental leave policy (“Paid Parental Leave”) provides, as an employee benefit, for eight weeks of job-protected parental leave at full regular pay for parents, mother and/or father, to use within 12 months of the birth of a child or placement of a child through surrogacy, adoption or foster placements. A “parent” includes a biological, adoptive, step, or foster parent, or an individual who stands in loco parentis (or in the place of a parent).

    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:

    Capital University’s employee medical benefits policy does include a specific section on Gender Dysphoria, which includes hysterectomies for Female to Male, as well as many other surgery treatments (outlined for both Male to Female and Female to Male). There is not anything in the policy that limits genders for the services mentioned. Services include:

    ■ Cross-sex hormone therapy:

    – Cross-sex hormone therapy administered by a medical provider

    – Cross-sex hormone therapy dispensed from a pharmacy

    ■ 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 Genital Surgery and Bilateral Mastectomy or Breast Reduction Surgery.

    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
    c. If you answered yes to #15a AND/OR if you answered yes or unsure to #15b, please summarize or reproduce your policy here

    Capital University Law School does not offer health benefits to any law student or to their spouse/registered domestic partner.

    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

    Capital University Law School does not offer health benefits to any law student or to their spouse/registered domestic partner.

    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.):

    Doug Buzenski, Counselor for the Center for Health and Wellness has also completed numerous trainings and has clinical experience working with LGBTQ+ clients in various settings.

    In 2020, the University expanded its partnership with The Ohio State University Wexner Medical Center to include counseling services for all Capital students. OSU Wexner is committed to developing and training medical professionals to embrace DEI for all persons and to ensuring patients are treated with dignity and respect. https://wexnermedical.osu.edu/about-us/diversity.

    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

    Capital University Law School provides gender-neutral restrooms. Signage identifies the facilities as “All Gender Restroom” in compliance with campus signage rules.

    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:

    Capital University Law School offers the course 846 – Sexual Minorities and the Law. Critical Race Theory also focuses on issues of identity and power.

    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:

    Capital University Law School has an active, visible, and supported LGBTQ+ and ally student affinity organization called the Capital Equality Alliance. Student Affairs provides annual funding to Capital Equality Alliance. Provided in part by the generosity of donors and alumni, the Office of Professional Development will reimburse up to $50 of a student’s registration fee for job fairs and similar opportunities. Students have utilized these opportunities to attend events like Lavender Law, and other LGBTQ+ related professional fairs.

    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, optional for all faculty/staff/administrators

    Capital University Law School offers optional programs and training to faculty, staff, administrators, or students that focuses on increasing cultural competence and equity.

    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:

    Capital University Law School promotes a safe, inclusive, and welcoming learning atmosphere for LGBTQ+ students, faculty, staff, and administrators, and has been such an environment for many years. The Law School faculty and administration were instrumental in moving the University to recognize and to offer same-sex couples in domestic partnerships health and other benefits many years before marriage equality became a reality. Capital University Law School also encourages student, faculty, and staff participation in LGBTQ+ affinity groups and diversity-related programming through the Columbus Bar Association and Ohio State Bar Association. In addition, the Law School is a proud LGBTQ+ community partner. In 2001, the Law School and the Capital University Law Review hosted a national symposium that addressed, analyzed, and debated marriage equality. Today, under the Law School’s leadership the University is a continued sponsor of the Stonewall Columbus Pride Parade and Festival. Diversity-related programming and intersectional partnerships throughout the Columbus community are also provided. Additionally, Capital University Law School routinely partners with Equitas Health and the Legal Aid Society of Columbus to host a name change clinic focused on serving the local transgender population. Capital University Law School LGBTQ+ faculty and staff have been and continue to be active in advancing the recognition of the LGBTQ+ community within the legal profession.

    Currently, Jason Owen, the Assistant Dean of Admission, actively serves on the LSAC Sexual Orientation and Gender Identity Subcommittee and was instrumental in the planning of the inaugural LSAC Equality Conference. He has also participated in two of the last four National LGBT Bar Association’s Lavender Law Conferences on behalf of the LSAC and Capital University Law School. Shawn Beem, the current Assistant Dean for Professional Development, served as the Chair of the former LGBT Section of NALP. He also co-authored NALP’s informative brochure, “To Be Out or Not to Be Out? Information for Gay, Lesbian, Bisexual, and Transgender Job Applicants.” Professor Mark Strasser has published extensively in the area of LGBTQ+ and family law and is the author of such books as, Separate But Equal” No More: A Guide to the Legal Status of Same-Sex Marriage, Civil Unions, and Other Partnerships and Legally Wed: Same-Sex Marriage and the Constitution. Professor Strasser has published nearly a dozen articles on the broader topic of the LGBTQ+ community’s relationship with the law, with topics ranging from DOMA to parental rights. Professor Rick Wood has also worked extensively in the area of LGBTQ+ law, as he spent time working to defeat the Briggs Initiative in California, and has chaired the AALS Section of Gay and Lesbian Legal Issues.

    Primary Sidebar

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    • Albany Law School
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