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  • Climate Survey 2021

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

    University of Kansas School of Law

    March 16, 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?

    We attend diversity law fairs and individually speak to prospective students about the welcoming environment at the University of Kansas School of Law. We collaborate with our OUTLaws student group to connect incoming LGBTQ+ students with our LGBTQ+ community. Our Deans Diversity Leadership Council also plays an active role at Admitted Students day.

    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?
    No

    Our Deans Diversity Leadership Council holds a presentation at 1L orientation, and our affinity group presidents, including OUTLaws & Allies, make introductions and table during 1L Orientation.

    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:

    On our application, we have the following question with a check box for “yes” or “no”:

    The following question is asked to help connect interested candidates with the KU Law LGBTQ student organization. By answering yes, you grant KU Law permission to share your name and e-mail address with the KU Law LGBTQ student organization. Do you self identify as lesbian, gay, bisexual, transgender or questioning?

    b. If 'yes,' how many students are currently enrolled at your law school in total?:
    289
    c. If 'yes,' how many self-identified LGBTQ+ students are currently enrolled at your law school, in total?:
    17
    d. If 'yes,' how many of your currently enrolled LGBTQ+ students also self-identify as people of color?
    2
    Lesbian?
    We do not differentiate past identifying as LGBTQ+ in general
    Gay?
    We do not differentiate past identifying as LGBTQ+ in general
    Bisexual/ Pansexual?
    We do not differentiate past identifying as LGBTQ+ in general
    Transgender / Nonbinary?
    4
    Queer or member of gender/sexual orientation minority group?
    We do not differentiate past identifying as LGBTQ+ in general

    My determination that 4 current students identify as trans or non-binary is based upon self-identifying pronouns openly used by these students or individual communications I’ve had with students.

    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 have a “preferred” name section

    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:

    At the University of Kansas, including at the law school, In our faculty recruitment specifically, we are guided by KU’s handbook, “Excellence in Diversity: The Handbook for Recruiting and Hiring for a More Socially Diverse KU Faculty,” which addresses inclusive recruitment of LGBTQ+ candidates. KU’s Faculty/Staff Identity Councils are available to support recruitment efforts of diverse candidates, one of which is the Sexuality and Gender Diversity Faculty and Staff Council, which “supports the LGBTQIA+ communities by supporting programs and initiatives focused on growing a culturally rich campus through community building, advocacy, social justice and diversity education, leadership, and the development of informed citizens.” Our recruitment efforts are also informed by KU’s Pronouns Guide. To use our most recent law faculty search process, as an example, the chair of the appointments committee arranged a diversity training session for committee members, facilitated by KU’s Office of Institutional Opportunity and Access, and one of the committee members assumed the formal role of Diversity Advocate on the committee and completed additional training assigned by the Handbook for that role.

    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?
    38
    10. How many self-identified LGBTQ+ faculty are employed by your law school in total?
    2
    a. With reference to #10, how many LGBTQ+ faculty self-identify as people of color?
    Zero
    Lesbian?
    1
    Gay?
    Zero
    Bisexual/Pansexual?
    1
    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?
    25
    12. How many self-identified LGBTQ+ staff/administrators are employed by your law school in total?
    3
    a. With reference to #12, how many LGBTQ+ staff/administrators self-identify as people of color?
    Zero
    Lesbian?
    Zero
    Gay?
    1
    Bisexual / Pansexual?
    1
    Transgender / Nonbinary?
    Zero
    Queer or member of gender/sexual orientation minority group?
    1
    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:

    Aetna

    BCBS of Kansas

    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:

    The health insurance policy excludes reproductive/infertility services. The policy will not consider benefits for medical leave, parental leave, family planning, in vitro fertilization or adoptive benefits. See the health insurance available to students here (search University of Kansas)

    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

    The health insurance policy excludes reproductive/infertility services. The policy will not consider benefits for medical leave, parental leave, family planning, in vitro fertilization or adoptive benefits. See the health insurance available to students here (search University of Kansas)

    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:

    Benefits are considered the same as any other sickness for transgender/transitioning care. Office visits and counseling will be considered under the physician’s visit benefit of the policy. Oral hormone replacement therapy will be considered under the prescription benefits of the policy. Injectable hormone replacement therapy will be considered under the injection benefits of the policy. Please note, injections must be administered in the physician’s office and billed on the physician’s statement to be payable. Medically necessary surgical treatment will be considered under the surgery benefit of the policy. Medical necessity is established based on the Gender Dysphoria Treatment Guidelines. You may review the guidelines here. The insured may request their provider submit a pre-determination of benefits review for surgical care.

    Please note, this does not guarantee payment. We are not able to determine if and what benefits are payable until an actual claim for services is received. Benefit payment shall be subject to all deductible, copayment, coinsurance, exclusions and limitations, or any other provisions of the policy effective at the time of service.

    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.):

    CAPS has an emphasis on diversity and inclusion. Watkins Student Health center provides gender affirming care and general trans support services are available on campus

    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

    We have one existing, single-stall, gender neutral bathroom located inside of our Legal Aid Clinic. Because the Clinic office this stall is located within is not always open (apart from normal business hours), we are in the process of renovating 2 existing, fully accessible single sex bathrooms into gender neutral single stall accessible bathrooms. The signage will read “Gender Neutral Bathroom” or “All Gender Bathroom”. Once the renovation is completed, these 2 single stall bathrooms will be shared with the university and listed on the university map of gender neutral, accessible restrooms (likely in March 2021)

    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:

    LAW 982 Lesbian, Gay, Bisexual, Transgender and Questioning (LGBTQ) Seminar
    LAW 994: Special Topics: Sexual Orientation and the Law

    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:

    Student organizations may apply for funds to attend conferences. In recent years, students have attended the Lavender Law conference using such funds

    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

    The University of Kansas prohibits discrimination on the basis of race, color, ethnicity, religion, sex, national origin, age, ancestry, disability, status as a veteran, sexual orientation, marital status, parental status, gender identity, gender expression, and genetic information in the university’s programs and activities. Retaliation is also prohibited by university policy. The following persons have been designated to handle inquiries regarding the nondiscrimination policies and are the Title IX coordinators for their respective campuses: Director of the Office of Institutional Opportunity & Access, IOA@ku.edu

    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

    We have annual University mandated sexual harassment trainings, which are inclusive of same sex harassment 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, mandatory for all faculty/staff/administrators
    Yes, mandatory for all students

    We provide mandatory diversity & professionalism training to 1Ls and Upper level students during orientation and 2L/3L orientation and then again during lawyering skills. All upper class clinical students receive cultural competency training as a mandatory part of their clinical experience. The annual faculty/staff retreat features a 90 minute diversity training. Dialogues and panels featuring topics around diversity are offered throughout the year.

    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:

    We have an active Faculty & Staff DEI committee, along with a student led Diversity Leadership Council, who work together to bring programming that addresses many issues surrounding diversity & inclusion, including LGBTQ concerns. We encourage faculty, administrators, staff and students to develop a practice of sharing and respecting individual’s pronouns. I serve as a board member on the local LGBTQ Bar organization and we work closely with the LGBTQ bar org to build mentorship programs for students.

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