Because we are a majority-minority institution, so the majority of our applicants and employees come from groups deemed diverse in majority environments. Also, our position announcements always invite applications from members of underrepresented groups.
All married couples (straight or gay) have the same access to these benefits. Domestic partners (of any orientation) do not receive benefits. I very much appreciate the spirit of question 13b (as well as that of 15(b)), but I find it very hard to answer in a meaningful way. I’ve never heard any complaints, but I can’t really vouch for what our staff experience. I’m also not sure that the issues in the parenthetical would apply in a different way to LGBTQ+ folks, as I can imagine straight people encountering some of these problems too. That said, this year HIV Prep (Truvada) began to be covered by at least one of our health insurance plans, which suggests a degree of responsiveness to the concerns of sexual minorities.
We offer all of these except assisted reproduction. Some of this is subject to change, so these services may be added in the future.
At this point, only one of our health insurance carriers provides these services, so only employees who pick this particular carrier receive these benefits. The policy does cover gender-dysphoria treatment, if the individual is able to provide certain documentation. A copy of the policy can be found here. Information on our health plans is found here.
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All married couples (straight or gay) have the same access to these benefits. Domestic partners (of any orientation) do not receive benefits. I very much appreciate the spirit of question 13b (as well as that of 15(b)), but I find it very hard to answer in a meaningful way. I’ve never heard any complaints, but I can’t really vouch for what our staff experience. I’m also not sure that the issues in the parenthetical would apply in a different way to LGBTQ+ folks, as I can imagine straight people encountering some of these problems too. That said, this year HIV Prep (Truvada) began to be covered by at least one of our health insurance plans, which suggests a degree of responsiveness to the concerns of sexual minorities.
Our health insurance plan for students does not offer this service, though it did start covering HIV Prep (Truvada) this year.
Yes, all degree-seeking students at FIU pay the health fee and hence are eligible for services.
The University also offers a form of group support called the “Pride Tribe.” It functions as a safe space for LGBTQIA-identified students to process their struggles, support one another, and learn about themselves through interactions with peers.
Question 17a requires some value judgments that are hard to make. We do provide trainings on Affirming and Supporting Trans and Nonbinary people. However, I understand that our health centers have yet to request this training from the office of multicultural affairs.
Yes. We have two campuses: Modesto Madique Campus (MMC, the main one) and Biscayne Bay Campus (BBC). The law school is on the MMC campus. Overall, our campus has 36 gender-neutral single-occupancy bathrooms. We have three such bathrooms in the law school building. The BBC campus has one multi-stall gender-neutral restroom.
As of yet, we do not have such a policy. As noted in our answer to #18, the law school has a few gender neutral bathrooms, but I don’t think that they constitute meaningful access to a gender neutral space.
Law and Exclusion; Law, Social Movements, and Society; and Women and the Law.
The sexual and gender minority content ranges between 5%-20% of each of these courses.
Our faculty is extremely supportive of this group, as is our Dean, who attends almost all of the group’s programming.
In the past, we’ve sent people to Lavender Law, but not within the previous three years. Last year, the Student Bar Association paid for movie tickets so that students could watch a documentary at the Miami GLBTQ Film Festival.
The law school follows the university’s policies on these issues.
Probably not, but this really also depends on how the association is defining “trained.”
Our training is required every three years for department chairs and members of search committees. The programs are described here.
Also, the University operates an office that promotes LGBTQA+ initiatives.
This year, the University also established some other equity initiatives, but they do not yet cover sexual or gender minorities.
Miami can be a somewhat conservative environment, so our sexual and gender minority students have sometimes refrained from participating in relevant extracurricular activities. Indeed, for a time we had more sexual minority faculty than out students. Our sexual minority faculty takes pains to make themselves publicly available and to reach out as appropriate. Most years we do a National Coming Out Day panel featuring sexual minority faculty discussing coming out in the context of the legal profession.
As of yet, students do not have the option of indicating their chosen name on their application, but last year, the University adopted a chosen name policy. Here is the link to the procedure that students must follow.
Chosen Name Policy