Florida A&M University College of Law

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?

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?

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?

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?

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:

Florida A&M University is committed to attracting, developing and retaining excellent and diverse talent in a compliant and inclusive environment. The University’s commitment is grounded in an unwavering adherence to its non-discrimination policy.

It is the policy of Florida A&M University that each member of the University community is permitted to work or attend class in an environment free from any form of discrimination including race, religion, color, age, disability, sex, sexual harassment, sexual orientation, gender identity, gender expression, marital status, national origin, and veteran status as prohibited by State and Federal Statues. This commitment applies to all areas affecting students, employees, applicants for admission and applicants for employment.

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?:

9. How many faculty (not staff/administrators) are employed by your law school in total?

38 Full-time Faculty (adjunct faculty not included)

10. How many self-identified LGBTQ+ faculty are employed by your law school in total?

In an effort to ensure the privacy of our faculty, FAMU College of Law does not gather or track this information.

11. How many staff/administrators (not faculty) are employed by your law school in total?

12. How many self-identified LGBTQ+ staff/administrators are employed by your law school in total?

In an effort to ensure the privacy of our staff/administrators, FAMU College of Law does not gather or track this information.

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:

Answer left blank

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:

Answer left blank

The question has to be answered by the individual insurance carrier because plans may differ. Dependent Eligibility Verification http://www.mybenefits.myflorida.com/health/dependent_eligibility_verification

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?

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?

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?

Unsure

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

The Office of Counseling Services (OCS) at the main campus and the law school are staffed with a group of licensed, professionally-trained counselors who are ready to assist all students with a variety of academic and personal concerns in an ethical and competent manner based on best practices.

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?

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?

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.)?

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

Yes

Stonewall LGBTQ Law Association

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:

• Panel discussion on the vacant Supreme Court seat and its effects on LGBTQ+, women, and other’s voting rights. – 2020

• Open Topic Discussion and Networking Social on current topics plaguing the legal field and the LGBTQ+ community. – 2020

• Panel discussion regarding the state legislatures recent bill proposals that could allow foster care and adoption agencies receiving government funding to discriminate against same sex couples. – 2020

• Professional Mixer for Stonewall members, faculty members, and other members of the legal community that identify as LGBTQ+ to build relationships and give advice to new members of the community. – 2019

• Pride Week Movie Night. Presented a legally inspired movie related to LGBTQ+ issues and then engaged in a productive discussion after the movie ended. – 2019

• Come Out with Pride Week Social – Networking event for College of Law students to network within the LGBTQ+ organizations within the Orlando Community. – 2019

• Pride Parade Booth and Walk – opportunity to join other LGBTQ+ community members in supporting the Come Out with Pride initiative. The College of Law and University were official sponsors of this parade. – 2018 and 2019

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, mandatory for all faculty/staff/administrators
Yes, optional for all students

a. If you selected other, please describe your diversity and inclusion training options:

Trainings

• Annual FAMU Management Seminar

• Diversity Training: Celebrating Diversity in the Workplace

• Fundamental Training: Sexual Harassment Prevention and Title IX

• Non-Harassment Issues and Consensual Relationships

• Conducting Professionalism in the Workplace

• Workplace Harassment: What Is it and What to do About It

• Kognito at-Risk for Faculty & Staff

• Mandatory Sexual Harassment Prevent Seminar

• Non-Discrimination, Consensual Relationships and Title IX

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:

Florida Agricultural and Mechanical University holds diversity as one of the essential values to the achievement of the University’s mission. The University is committed to ensuring that the entire campus community operates within a system of equity for all its constituents.

“Florida A&M University is committed to providing an educational and work environment free from discrimination and harassment on the basis of sex, race, color, religion, national origin, disability, age, marital status, sexual orientation, gender identity, gender expression, military veteran status, as provided by law. This commitment applies to all educational and work environments affecting students, faculty,” and employees.*

* Regulations of Florida A&M University. 10.103 Non-Discrimination Policy

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