The University of Cincinnati College of Law intentionally seeks out LGBTQ+ prospective students through direct recruitment at the annual Lavender Law Conference and Career Fair. Additionally, Cincinnati Law seeks prospective LGBTQ+ students through targeted digital recruitment campaigns utilizing the Law School Admission Council’s (LSAC) Candidate Referral Service and varying sources of lead generation ( i.e., social media, information and visit request forms, etc.).
We ask students to select their pronouns on a student services post-enrollment survey. With students’ permission, we make this information available to all faculty at the beginning of the academic year. In addition, a student may submit a sex marker update request form to request a change of the gender marker associated with their academic records at anytime via our website: https://law.uc.edu/student-life/equity-and-inclusion/lgbtq-resources.html.
On our admission application, we ask students their preferred names. Upon enrollment, we have students complete a student services survey, and we ask for their pronouns and their preferred name.
Cincinnati Law is committed to attracting and retaining a diverse faculty and staff through its hiring strategies, its training practices, and its policies and procedures. The College participates in formal diversity efforts, such as Title IX training, using best practices in hiring, and training our faculty on equal employment opportunity goals and best practices. In years when the College of Law anticipates hiring, the Dean selects members for the hiring committee who are diverse with respect to gender, race, and ethnicity. The committee receives training from the university regarding diversity in hiring and best hiring practices. For each search, the committee develops and executes a recruitment plan approved by the university’s Office of Equal Opportunity and Access, including the preparation of a position announcement, encouraging diverse candidates to apply, and conducting a nationwide search with the position widely announced in multiple venues to increase its visibility and to attract diverse applicants. Special care is taken to widely announce the search through formal mechanisms, but also through blogs, listservs and social media.
As part of the application process, prospective staff/ faculty/administrators may voluntarily identify their gender identity and sexual orientation.
An employee may cover his/her domestic partner, opposite or same sex, under UC’s benefits including Medical, Dental, Life, Personal Accident Insurance, and Tuition Remission.
The University of Cincinnati offers Anthem as the university-sponsored medical plan for employees and their eligible dependents. The medical plan pays 90% of the costs for gender-affirming surgeries for network providers and 70% for out-of-network providers once the calendar year deductible has been met.
Many students use individual therapy through the counseling center to address personal concerns. Students typically seek services for help with adjusting to new situations, managing stress, difficulties in relationships, anxiety, depression, anger, grief, family problems and personal identity. https://www.uc.edu/campus-life/caps/student-services/treatment-services-options.html
There are many single-user restrooms throughout campus. Some are gendered and some are non-gendered or gender neutral. UC’s Department of Planning, Designing, and Construction is committed to meeting the diverse needs of UC students and has created a policy that requires any new building at UC to have at least one gender neutral restroom. There are two gender neutral restrooms located on the first floor of the Cincinnati Law library and students can review a list of other gender neutral bathrooms on campus on our website.
In 2018, we awarded grants for two students to attend the Lavender Law Conference in New York. We look forward to continuing to provide financial support for students to attend LGBTQ+-focused learning and/or career services opportunities once travel restrictions are lifted due to COVID-19.
Yes, optional for all students
The College offers trainings with internal and external facilitators that incorporate robust LGBTQ+ curriculum and anti-racism curriculum at least every three years. Participation in these trainings is voluntary for faculty, staff and students.