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  • Climate Survey 2021

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

    University of Arizona, James E. Rogers College of Law

    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?
    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?
    Yes

    All student organizations are invited to submit a flyer for the orientation packet and encouraged to plan informal activities during or shortly after the orientation period. Our Pride Law group consistently does so. We also typically include a live orientation component about student organizations in which Pride Law is represented. There is a continually updated roster of student organizations available to all students, which includes information on organizational mission and becoming involved. We also distribute a daily announcement email (Day-At-A-Glance) and a weekly events/announcements email (The Weekly Bulletin) noting all activities for student groups.

    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:

    When applicants sign up for the Credential Assembly Service, they have the option of identifying as LGBTQ+. We don’t ask a specific question on our application.

    b. If 'yes,' how many students are currently enrolled at your law school in total?:
    2,057 (including JD, LLM, SJD and non JD programs, as well as our MLS and undergraduate BA in Law students)
    c. If 'yes,' how many self-identified LGBTQ+ students are currently enrolled at your law school, in total?:
    UArizona does not track this information.
    d. If 'yes,' how many of your currently enrolled LGBTQ+ students also self-identify as people of color?
    UArizona does not track this information.
    Lesbian?
    UArizona does not track this information.
    Gay?
    UArizona does not track this information.
    Bisexual/ Pansexual?
    UArizona does not track this information.
    Transgender / Nonbinary?
    UArizona does not track this information.
    Queer or member of gender/sexual orientation minority group?
    UArizona does not track this information.
    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

    We allow applicants to change their names on their application if they would like to. Using a name that is not tied to their social security number can affect ability to receive financial aid. However, we allow students during the application process to change their name.

    Additionally, in the University’s campus management system, students are permitted to submit a preferred name that will appear instead of their legal name within University-related systems and documents. Students may also designate their preferred pronouns within University systems.

    6. Does your law school provide any annual scholarships specifically for LGBTQ+ students?
    No
    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:

    We do actively seek to build the most diverse pool of applicants we can for every faculty position, including LGBTQIA+ individuals.  We have an Inclusion Advisor at the Law College who provides advice and input on our hiring and recruitment processes.  All of our positions are posted on the University’s Human Resources web site which automatically cross posts on many affinity group job sites.

    Additionally, the University’s Strategic Priorities Faculty Initiative (SPFI) provides temporary University financial support to academic departments enabling them to hire additional full-time, tenure- track faculty or continuing-eligible academic professionals who will enhance UA’s distinctive strengths in advancing Inclusive Excellence via equal opportunity, diversity, and inclusion as outlined in the University of Arizona’s Purpose and Values. The SPFI program provides funding to hire faculty who were not recruited through a search with designated funding. Candidates will be considered whose work will

    1. foster new and creative ways of involving our diverse student body in an accessible and engaging educational experience that is aimed at producing highly capable graduates who will meet our state’s critical workforce needs,

    2. develop new approaches to discoveries and cutting-edge interdisciplinary research, scholarship or creative work that benefits our diverse communities and addresses complex global problems, and

    3. expand collaborations with community and business partnerships, including those involving traditionally underserved groups.

    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?
    48
    10. How many self-identified LGBTQ+ faculty are employed by your law school in total?
    3
    a. With reference to #10, how many LGBTQ+ faculty self-identify as people of color?
    2
    Lesbian?
    2
    Gay?
    1
    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?
    28
    12. How many self-identified LGBTQ+ staff/administrators are employed by your law school in total?
    2
    a. With reference to #12, how many LGBTQ+ staff/administrators self-identify as people of color?
    Zero
    Lesbian?
    Zero
    Gay?
    2
    Bisexual / Pansexual?
    Zero
    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:

    The University of Arizona has worked to achieve parity between benefits for married couples and for domestic partners. There is no distinction between same-sex or opposite-sex relationships in any of our policies.

    • The State of Arizona administers health benefits for University of Arizona employees.  Same-sex and opposite-sex spouses and their children are eligible dependents under these plans.  Domestic partners are not eligible dependents under these plans. 

    • To ensure health coverage for domestic partners, the University of Arizona administers medical, dental and vision plans separate from the State of Arizona for employees with same-sex and opposite-sex domestic partners and their children.  Coverage is designed to mirror what is available under the State of Arizona plans.

    • Fertility treatment is not a covered benefit under the medical plans available to employees.

    • Family and Medical Leave is granted to any qualifying employee who needs time off for themselves or to care for a member of his/her established household in compliance with federal law.  Leaves of absence may also be available.

    • Six weeks of paid leave is provided to new biological or adoptive mothers and fathers. The benefit is not based on sexual orientation or the relationship status of the mother/father.  

    • Under the medical plans administered by the State of Arizona (available to employees, spouses and dependent children), counseling and hormone therapy are covered transition-related benefits, but gender reassignment surgery is not covered.  Under the medical plan administered by the University of Arizona (available to employees and their domestic partners and children), all transition-related care is covered, including gender reassignment surgery.

    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:

    Under the medical plans administered by the State of Arizona (available to employees, spouses and dependent children), counseling and hormone therapy are covered transition-related benefits, but gender reassignment surgery is not covered. Under the medical plan administered by the University of Arizona (available to employees and their domestic partners and children), all transition-related care is covered, including gender reassignment 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?
    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.)?
    Unsure
    c. If you answered yes to #15a AND/OR if you answered yes or unsure to #15b, please summarize or reproduce your policy here

    Students may enroll in student health insurance provided by the Arizona Board of Regents (ABOR) Student Health Insurance Plan (SHIP). Coverage for dependents is not available. Comprehensive fertility treatment is not a covered benefit.

    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:

    Students may enroll in student health insurance provided by the Arizona Board of Regents (ABOR) Student Health Insurance Plan (SHIP). Coverage for dependents is not available. Since 2012, SHIP has offered a “Transgender Benefit” to SHIP plan enrollees. The ABOR SHIP’s “Transgender Benefit” affords students critical access to medically necessary, gender-confirming health care. This access to care is a crucial element to the health, academic success and retention of transgender-identified students.

    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.):

    The University provides numerous health related resources for LGBTQ+ patients.  See  https://health.arizona.edu/lgbtq-health  Campus Health personnel have been Safe Zone trained.  All patients at Campus Health have the option to include their chosen or preferred name on their medical record and the option to designate their gender identity and pronouns on both health history and registration forms.  Campus Health encourages all patients to share their pronouns with their staff during the patient’s visit.  Campus Health has all gender restroom facilities located inside the clinics on the 1st and 2nd floors.

    Mental Health services through Counseling and Psych Services (“CAPS”), include individual, couples and group counseling, referrals to LGBTQ+ community providers, LGBTQ+ and Trans support groups, letters supporting surgical transition, psychiatric treatment, outreach and consultation to the university community, and to parents of UA students.  The University recently added an additional location for CAPS, which is less than half a mile from the College of Law.

    In addition, for the past three semesters the College of Law has supplemented existing counseling services provided by the University by providing no-cost, short term counseling for our students.  

    Students may enroll in student health insurance provided by the Arizona Board of Regents (ABOR) Student Health Insurance Plan (SHIP). Coverage for dependents is not available.  Since 2012, SHIP has offered a “Transgender Benefit” to SHIP plan enrollees.  The ABOR SHIP’s “Transgender Benefit” affords students critical access to medically necessary, gender-confirming health care. This access to care is a crucial element to the health, academic success and retention of transgender-identified students.

    Medical services at Campus Health include consultation, initiation and continuation of hormonal treatment, letters of support for name and gender marker change, referral for surgical transition, and general wellness visits including at-birth bodies, and bodies in any stage of transition.  There are medical providers at Campus Health that specialize in trans services.

    Speech-feminization treatment is offered through the UA Speech and Hearing Clinic Services include extensive pre- and post-treatment evaluation (including body language, gestures, intonation patterns, posture, proxemics, as well as vocal pitch and tone. Eval – $200, Group sessions – $35 (when there are at least three participants), Individual – $80.

    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

    The law college operates out of five buildings, and of those five, four provide gender-neutral restrooms. The all-gender restrooms in the four law buildings (176, 428, 471A, 571) are identified with signage displaying both male and female pictograms.  

    None of these restrooms are identified as all-gender on building maps or College of Law online resources, however the two located in our main building (176) are identified in UA online resources. Both are accessible for people with disabilities.  

    Law Annex 1 (571) has two all-gender restrooms. One is accessible for people with disabilities.  

    Law Annex 2 (471A) has one all-gender restroom. It is not accessible for people with disabilities.  

    Law Annex 3 (428) has two all-gender restrooms. One is accessible for people with disabilities.  

    TOTAL: 7 all-gender restrooms, 5 of which are accessible for disabilities. 

    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.)?
    No, but LGBTQ+ content is included in other courses
    b. If you answered 'no, but LGBTQ+ content is included in other courses' to #20, please list course names AND approximately what percentage of course time is dedicated to LGBTQ+ content for each course:

    We have a class called Regulation of the Modern Family, of which LGBTQIA+ topics are discussed a part of many modules.  Approximately 10%.

    The traditional Family Law course includes LGBTQIA+ case law and a lot of intersectionality. Approximately 10-15%.

    Employment Law covers briefly LGBTQIA+ topics on gender discrimination and benefits issues.  Approximately 5%.

    Bioethics covers LGBTQIA+ issues in some ways, regarding discrimination in health care and various reproductive issues. Approximately 10%.

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

    PrideLaw is a longstanding, active student organization that provides social support to students, conducts programming for the student body, and engages the community at large. 

    In Fall 2020, PrideLaw welcomed students during new student orientation (flyer, presentation and breakout room) and co-sponsored a student diversity panel and held a celebratory end-of-semester “Queer Tea.”

    In a typical year, PrideLaw also: conducts one or more Gender Marker Name Change Clinics; coordinates Safe Zone training for the college community (financially supported by the administration); holds alumni/networking event(s); conducts club fundraising/club visibility activities such as bake sales and social hours.  

    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:

    Generally, student organizations may request law school funds, administered in a grants format by the Student Bar Association and/or directly through the Dean’s office. Individuals may also request funding as individuals through the Dean’s office. (Because of the pandemic, no groups requested funding during the fall or this spring 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, 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

    https://policy.arizona.edu/human-resources/nondiscrimination-and-anti-harassment-policy

    https://equity.arizona.edu/report-concern

    https://deanofstudents.arizona.edu/student-rights-responsibilities/first-amendment-report-concern

    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

    Required annually. https://compliance.arizona.edu/training

    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
    Yes, optional for all students
    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 dean sends out a weekly newsletter to thousands of alumni and friends of the college.  He has often featured participants in Pride Law’s reoccurring Name and Gender Marker Change Clinic, as well as a Transgender Clothing Swap hosted by Pride Law and the law school’s Justice Advocates Coalition.

    Our Pride Law group has over the last few years been very active within the law school, with frequent events and speakers, and by collaborating with other groups on programming activities. In most (though not all) the group also has a strong affiliation with main campus LGBTQ+ resources, including the Office of LGBTQ Affairs (https://lgbtq.arizona.edu/).  The Law College has also advertised Pride Law community events with the AZ LGBT Bar Association. In the Fall of 2020, Pride Law participated with other student affinity groups in a Student Diversity Panel via zoom.  Panelists spoke to what law school looks like for students from marginalized identities and issues surrounding diversity or lack of diversity at the College.  Attendees were able to submit anonymous questions/comments.

    Arizona Law’s Career Development Office (“CDO”) advises students to use their preferred name on their resume and cover letter materials regardless of the name on their birth certificate (although applicants should disclose all names by which they have been known on their background check forms). The CDO’s interviewing dress guide also advises students to dress in accordance with their gender identity for job interviews, including mixing traditionally masculine and feminine attire if appropriate. The CDO has also updated the choice of honorifics on its cover letter templates to include “Mx.”

    We have alumni who have been or are active in national LGBTQ+ efforts and who support, speak to and counsel students if we ask them to or if students ask. Alumni visiting the college to speak for other purposes frequently meet with Pride Law students as well. 

    We do annual Safe Zone training.  Safe Zone is a campus-wide training program committed to making the University a safer, more welcoming, and inclusive environment for the LGBTQ community. 

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    Survey 2021

    • Albany Law School
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