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  • Climate Survey 2021

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

    University of Miami School 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?
    Yes
    a. If ‘yes,’ how and where are your efforts directed?

    Students can self-identify through the LSAC portal, and we send these students emails through our LGBTQ+ student organization, OUTLaw. The intention of these emails is to let students know that OUTLaw exists as a student organization at Miami Law and is available to them as a resource. Our law school hosts online chats or phone conferences for admitted students through OUTLaw, when possible. In addition, we also connect new and prospective students to supportive LGBTQ+ administrators, faculty, and staff to answer questions and serve as a resource. During our scholarship weekend and other prospective or admitted student events, our Recruitment team will specifically seek out LGBTQ+ faculty and administrative staff to speak to LGBTQ+ admitted or prospective students to ensure that these students know as much information as possible about our very supportive and inclusive culture, and are able to create connections early on with supportive faculty and staff they can then easily reach out to once they come to the Law School.

    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

    Specific written materials are not sent to admitted students for any student affinity organization, including OUTLaw. However, information about our various student organizations is available to all admitted students on our website. Student organizations, including OUTLaw, do often send letters to admitted students to welcome them to the campus. In addition, we have a student organization fair for admitted students, and we make sure that affinity organizations, including OUTLaw, are always represented. If there are any student panels for admitted students, we make sure that students of differing backgrounds, including those who identify as LGBTQ+, are represented.

    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?
    No

    Whether to allow students the ability to self-identify as LGBTQ+ in the admissions process has been and is currently a topic of discussion within our law school. Our principal concern with creating a self-identifying process has been whether students will feel comfortable self-identifying. We would not want to create a situation where students are concerned about self-identifying for fear that they will be singled out or targeted for having done so. However, we also understand that there are legitimate reasons students may want to self-identify as LGBTQ+. This discussion is ongoing, and it is quite possible that we will implement a self-identification process in the future. Unfortunately, conversations on this topic have been stalled this year because we have had to shift much of our energy and focus to addressing COVID-19.

    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

    The University of Miami has a Preferred Name policy, which allows the use of a preferred first name instead of legal first name for certain purposes. Our law school has also recently adopted a new policy in the 2020-2021 Miami Law Student Handbook, which allows students to elect to be addressed by a name, gender marker, and set of gender pronouns that corresponds with the student’s gender identity.

    Here are the University of Miami’s Preferred Name policy and the 2020-2021 Miami Law Student Handbook, for reference.

    6. Does your law school provide any annual scholarships specifically for LGBTQ+ students?
    Yes

    The Marc A. Fajer Scholarship Fund at the University of Miami School of Law.

    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 are very committed to diversity and inclusion (as reflected by the diversity of our current administrators, faculty, and staff). The diversity of an applicant’s background (e.g., race, ethnicity, gender, LGBTQ+, etc.) is something that we take into account in hiring new administrators, faculty, and staff. For example, the first administrative hire of Dean Varona’s deanship, which began on August 1, 2019, was of a woman who identifies as a member of the LGBTQ+ community.

    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?
    As of February 16, 2021, we have approximately 100 people on our full-time instructional faculty.
    10. How many self-identified LGBTQ+ faculty are employed by your law school in total?
    Regarding Questions 10 – 12a, we have many people in our law school community who serve in multiple roles (e.g., faculty members who also serve in administrative roles). To compute the data for this survey, these individuals were counted separately in each role in which they serve. In other words, there are some people who were counted twice because they fill multiple roles within our law school. While some individuals were counted twice, we remained internally consistent while calculating these numbers. Only full-time instructional faculty were added to this list; we did not include our full list of excellent adjunct professors because this list varies from semester to semester. Providing data on how many people self-identify as LGBTQ+ is very difficult because we do not ask for the information and the manner of self-identification varies greatly among individuals. To the best of our knowledge, 14 people self-identify as LGBTQ+ on our faculty.
    a. With reference to #10, how many LGBTQ+ faculty self-identify as people of color?
    Providing data on how many people self-identify as LGBTQ+ is very difficult because we do not ask for the information and the manner of self-identification varies greatly among individuals. To the best of our knowledge, 8 people self-identify as both LGBTQ+ and faculty of color.
    Lesbian?
    Providing data on how many people self-identify as LGBTQ+ is very difficult because we do not ask for the information and the manner of self-identification varies greatly among individuals. To the best of our knowledge, 4 people self-identify as lesbian on our faculty.
    Gay?
    Providing data on how many people self-identify as LGBTQ+ is very difficult because we do not ask for the information and the manner of self-identification varies greatly among individuals. To the best of our knowledge, 10 people self-identify as gay on our faculty.
    Bisexual/Pansexual?
    Providing data on how many people self-identify as LGBTQ+ is very difficult because we do not ask for the information and the manner of self-identification varies greatly among individuals. To the best of our knowledge, 0 people self-identify as bisexual/pansexual on our faculty.
    Transgender / Nonbinary?
    Providing data on how many people self-identify as LGBTQ+ is very difficult because we do not ask for the information and the manner of self-identification varies greatly among individuals. To the best of our knowledge, 0 people self-identify as transgender/nonbinary on our faculty.
    Queer or member of gender/sexual orientation minority group?
    Providing data on how many people self-identify as LGBTQ+ is very difficult because we do not ask for the information and the manner of self-identification varies greatly among individuals. To the best of our knowledge, 0 people self-identify as queer or otherwise as a member of a gender or sexual orientation minority group on our faculty.
    11. How many staff/administrators (not faculty) are employed by your law school in total?
    As of January 28, 2021, we have approximately 170 people on our staff and administration.
    12. How many self-identified LGBTQ+ staff/administrators are employed by your law school in total?
    Regarding Questions 10 – 12a, we have many people in our law school community who serve in multiple roles (e.g., faculty members who also serve in administrative roles). To compute the data for this survey, these individuals were counted separately in each role in which they serve. In other words, there are some people who were counted twice because they fill multiple roles within our law school. While some individuals were counted twice, we remained internally consistent while calculating these numbers. Only full-time instructional faculty were added to this list; we did not include our full list of excellent adjunct professors because this list varies from semester to semester. Providing data on how many people self-identify as LGBTQ+ is very difficult because we do not ask for the information and the manner of self-identification varies greatly among individuals. To the best of our knowledge, 8 people self-identify as LGBTQ+ on our staff or administration.
    a. With reference to #12, how many LGBTQ+ staff/administrators self-identify as people of color?
    Providing data on how many people self-identify as LGBTQ+ is very difficult because we do not ask for the information and the manner of self-identification varies greatly among individuals. To the best of our knowledge, 4 people self-identify as both LGBTQ+ and staff/administrators of color.
    Lesbian?
    Providing data on how many people self-identify as LGBTQ+ is very difficult because we do not ask for the information and the manner of self-identification varies greatly among individuals. To the best of our knowledge, 2 people self-identify as lesbian on our staff or administration.
    Gay?
    Providing data on how many people self-identify as LGBTQ+ is very difficult because we do not ask for the information and the manner of self-identification varies greatly among individuals. To the best of our knowledge, 5 people self-identify as gay on our staff or administration.
    Bisexual / Pansexual?
    Providing data on how many people self-identify as LGBTQ+ is very difficult because we do not ask for the information and the manner of self-identification varies greatly among individuals. To the best of our knowledge, 1 person self-identifies as bisexual or pansexual on our staff or administration.
    Transgender / Nonbinary?
    Providing data on how many people self-identify as LGBTQ+ is very difficult because we do not ask for the information and the manner of self-identification varies greatly among individuals. To the best of our knowledge, 0 people self-identify as transgender/nonbinary on our staff or administration.
    Queer or member of gender/sexual orientation minority group?
    Providing data on how many people self-identify as LGBTQ+ is very difficult because we do not ask for the information and the manner of self-identification varies greatly among individuals. To the best of our knowledge, 0 people self-identify as queer (or otherwise as a gender or sexual orientation minority) on our staff or administration.

    We have many people in our law school community who serve in multiple roles (e.g., faculty members who also serve in administrative roles). To compute the data for this survey, these individuals were counted separately in each role in which they serve. In other words, there are some people who were counted twice because they fill multiple roles within our law school. While some individuals were counted twice, we remained internally consistent while calculating these numbers. Only full-time instructional faculty were added to this list; we did not include our full list of excellent adjunct professors because this list varies from semester to semester.

    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.)?
    Yes
    c. If you answered 'yes' to #13a AND/OR if you answered 'yes' or 'unsure' to #13b, please summarize or reproduce your policy here:

    Summary of Benefits and Coverage

    Regarding question 13, the University decides at a central level the types of employee benefits that will be provided to its employees. The Law School participates in these benefits as a unit of the University. The University offers all the benefits listed with the exception of adoptive benefits.

    Regarding question 13a, the University requirement is legal marriage. Prior to the Obergefell decision, the University provided benefits to domestic partners.

    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?
    Yes
    a. If 'yes' or ‘unsure,’ please summarize or reproduce your policy here:

    Summary of Benefits and Coverage

    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

    Regarding question 15, as with employee benefits the University decides centrally the types of benefits available to students.

    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:

    If students are covered under the student health plan. Only spouses qualify, not domestic partners. See here for Gender Identity Disorder/Gender Dysphoria Treatment under the University of Miami Student Health Plan.

    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.):

    We confirmed that the on-campus health care providers are trained to ensure they can provide culturally and clinically competent care to LGBTQ+ patients, including transgender and non-binary patients. We also have a specific unit that provides gender-affirming transitional surgery at the University of Miami Hospital, including the following:

    • Student Health Services provides Transgender Care
    • Gender-Affirming Treatment

    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 four single-stall restrooms with signage that says, “Gender neutral restroom.” Each restroom is accessible to people with disabilities. The signs are located in the following areas:

    • Law Library, 1st Floor – 2 restrooms (G Building rooms G172 and G173)
    • Law Library 3rd Floor – B311
    • Building A – 2nd Floor – A213

    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?
    Yes
    a. If "yes," please provide the language of your school's restroom use policy and details on where this policy may be found by the law school community:

    The University of Miami undergraduate campus has a gender neutral and gender inclusive restroom policy. The policy provides maps to the gender neutral and gender inclusive restrooms on the Coral Gables and Rosenstiel School of Marine and Atmospheric Science (RSMAS) campus and states, “The University of Miami is dedicated to providing people of all abilities, gender identities and expressions, a safe and comfortable environment.” Our law school, which is located at the Coral Gables campus, has adopted the undergraduate campus’s policy on gender neutral and gender inclusive restrooms and has created the four gender neutral bathrooms listed above. Each of these bathrooms is listed on the campus map for gender neutral and inclusive restrooms (see map here).

    Additionally, we had asked the University to convert a multi-stall bathroom in one of our academic buildings into a gender neutral/inclusive bathroom. Unfortunately, we have been stalled in this effort by an antiquated Florida Plumbing Code that requires very specific ratios of all male and all female bathrooms in public accommodations. We have identified a group of students in OUTlaw who are interested in working to change the code, and we have also identified an LGBTQ+ professor who will work with the students and supervise the work. Unfortunately, conversations on this topic have been stalled this year because we have had to shift much of our energy and focus to addressing COVID-19.

    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:

    We have offered LGBTQ+ specific courses in the past, including a semester-long series on marriage equality, available to students for credit or audit and open to the community in general, when that issue was hotly contested. Professor Joseph Tringali, has taught courses at Miami Law in Sexuality, Gender Identity and the Law, and Legal Advocacy and Same Sex Marriage.

    In addition to these specific courses, many professors include LGBTQ+ content in their course materials. Here are a few examples: 

    – Trusts and Estates 

    – Constitutional Law II

    – Employment Law (15%)

    – Employment Discrimination (5%)

    – Housing Discrimination (5%)

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

    OUTLaw is the Miami Law student organization for the LGBTQ+ community. It has existed for at least three decades, and its formation was spearheaded by Professor Marc Fajer, one of the first out law professors to teach at Miami Law.

    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:

    Each year, we encourage students from OUTLaw to attend the annual Lavender Law conference. This year, given that the conference was virtual, we had ten students who participated virtually in the conference and job fair, funded by the Law School. Historically, when the conference involved travel, our Law Activity Fee Allocation Committee (LAFAC) would fully fund three leaders from the organization to participate. We have also raised over $6,000 from UM Law Alumni in supplemental travel funds to support other students who wish to attend. Finally, given that our Miami community is filled with many local LGBTQ+ activities and events, and many active LGBTQ+ alumni, we regularly promote these to our interested law students to promote networking and mentoring opportunities.

    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

    Regarding question 23, please see the Bias Incident Reporting Form for the University of Miami, which is inclusive of sexual orientation and both gender identity and expression.

    You can alternatively view it online at this link: https://cm.maxient.com/reportingform.php?UnivofMiami&layout_id=1

    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 do offer a mandatory EverFi Anti-Sexual Harassment course, which is now required for all new faculty/staff and all existing faculty/staff. It is not currently required to be repeated every three years.

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

    In 2020, the University of Miami implemented two diversity and inclusion trainings that were available to faculty and staff at our law school entitled “Managing Bias” and “Diversity: Inclusion in the Modern Workplace.” These trainings were designed to help faculty and staff gain a deeper understanding of the various issues that impact diversity and inclusion in a work environment. The course is required for all UM staff and strongly encouraged for all UM Faculty.

    In addition, most years OUTLaw has invited The YES Institute, a non-profit organization that provides education on gender identity and sexual orientation locally, nationally, and internationally, to present at our law school. This training is not mandatory, but any member of the student body, faculty, administration, or staff has the option to attend. In the past, OUTLaw has had students, faculty, administrators, and staff attend this training.

    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:

    Our law school is and historically has been deeply committed to creating a safe and supportive environment for LGBTQ+ students, faculty, and administrators. The law school’s efforts to create a friendly and open environment for the LGBTQ+ community became more focused in the 1980s with the arrival of Professor Marc A. Fajer. Professor Fajer joined our faculty in 1988 and served as the faculty advisor to the Gay People’s Alliance. The Gay People’s Alliance was the predecessor to our current OUTLaw, the LGBTQ+ student organization at the University of Miami School of Law. Professor Fajer served as the advisor to OUTLaw for many years before recently handing the mantle to other members of the faculty. When he joined the faculty in 1988, Professor Fajer wrote an article in the law school’s student newspaper coming out openly as gay. He gave the article out to his students on the first day of classes to create a safe environment for students who identified as LGBTQ+. In the article, he states that, “I hope those of you who are not out will not be afraid to come and talk to me.”

    At Miami Law, we are blessed to have many LGBTQ+ senior administrators and allies throughout all units and departments. Because the support for the LGBTQ+ community comes from the top, it is easier to have the warm and supportive environment for the LGBTQ+ community filter through to all parts of our campus. Prominent members of our Miami Law family identify as members of the LGBTQ+ community and have played key roles as advocates for the LGBTQ+ community at the national level. For example, Dean Anthony E. Varona is the first openly gay, Hispanic man to serve as the dean of Miami Law. Before entering full-time teaching, Dean Varona served as General Counsel and Legal Director for the Human Rights Campaign (HRC), the nation’s largest LGBTQ civil rights organization. He has served on the board of directors for GLAAD, HRC, the Alliance for Justice, the New York Advisory Board for the American Constitution Society, and he was founding chairperson of the AIDS Action Legal Advisory Council. He has served as a member of the Stonewall Museum board of directors and was a founding co-chair of the Stonewall National Museum and Archives National Advisory Council. Within a short time after coming to Miami Law, Dean Varona attended the University of Miami School of Law’s Barrister’s Ball and danced with his husband, John, along with students on the dance floor.

    Another example is Dean Raquel Matas, who is the Associate Dean for Administration, Counsel to the Dean, and Acting Director of the Robert Traurig-Greenberg Traurig LL.M. in Real Property Development. Dean Matas identifies as a member of the LGBTQ+ community, and she has also played a pivotal role as an activist in the struggle for equality. After moving to Miami in 1983, Dean Matas worked with local gay and lesbian groups to raise awareness about LGBT issues. She participated in one of the first Lavender Law conferences and became a board member of the National Center for Lesbian Rights (NCLR). Dean Matas was appointed to the Florida Supreme Court Gender Bias Study Commission in 1987, and she was the first Hispanic woman and first out lesbian elected to the Florida Bar Board of Governors. Dean Matas has been actively involved with the Hispanic National Bar Association (HNBA), served as National Chair of its LGBT Division for several years, and she has worked closely with the HNBA national leadership to raise awareness about LGBT issues that impact the Hispanic community. Dean Matas is actively involved with the Aqua Foundation for Women and has served on its Advisory Board. In 2018, Dean Matas was  invited to participate in the Stanford University Graduate School of Business’s LGBTQ Executive Leadership Program. In addition to all that she does, Dean Matas also serves as one of the faculty advisors to OUTLaw, and is a member of the ABA’s Sexual Orientation & Gender Identity (SOGI) Commission.

    Kimberly Hoover, CEO of RED Multifamily, is also a prominent member of the LGBTQ+ community, who serves on our Real Property Development LL.M. Advisory Board. She has served on the Gay and Lesbian Victory Fund Board of Directors for many years and was appointed to Mayor of Washington, D.C. Muriel Bowser’s Advisory Committee on LGBTQ Affairs. She and her wife also founded the Hackney-Hoover Grant for Lesbian Families at St. Patrick’s Episcopal Day School in Washington in 2015.

    Our OUTLaw group is one of the major affinity organizations on our campus and is extremely involved in campus life. OUTLaw hosts various events throughout the year to foster community for the LGBTQ+ community at Miami Law. Notable past events include the OUTLaw Welcome Reception (hosted at both the beginning of the fall and spring semesters); the OUTLaw Mentorship Event (a mentorship event hosted at a large law firm each year and attended by LGBTQ+ practicing legal professionals); the Diversity-in-Law Panel (a panel of diverse legal professionals who speak about their experiences as members of different minority groups such as race, ethnicity, gender, sexuality, or gender identity and expression); and The YES Institute Event (a presentation designed to provide resources on gender identity and sexual orientation to students, faculty, administrators, and staff). Between 2019 – 2020, our OUTLaw student group also hosted an event called Celebrating the Queer and Trans Black Community. COVID-19 has, of course, put a pause on in-person events this year, but many of the events above were held virtually during 2020 – 2021.

    We are also blessed with a vibrant and engaged LGBTQ+ alumni community whose members open their homes and offices to host events for our students and allies, serve as mentors, provide employment opportunities, serve as role models in many ways, and are local and national advocates and leaders. The list of prominent LGBTQ+ alumni is long, but two examples: Elizabeth Schwartz, who served as counsel on the victorious challenges to Florida’s marriage ban, and is the author of Before I Do: A Legal Guide to Marriage, Gay and Otherwise; Richard Milstein, a renowned probate lawyer who has championed many LGBTQ+ causes over the years, and was the 2019 recipient of the Florida Bar Foundation Medal of Honor, among many other honors.

    Our central University of Miami campus is also extremely supportive of the LGBTQ+ community. We have an LGBTQ+ Student Center on our main campus, which is open to all students including students from the School of Law. The LGBTQ+ Student Center hosts Miami Pride, and for the last several years our OUTLaw group has participated in Miami Pride and walked with the general University of Miami community in the Miami Pride Parade. The University of Miami undergraduate LGBTQ+ student group, SpectrUM, hosts a drag show, DragOUT, which is one of the biggest events on campus. Students from the School of Law have been invited and have attended this event in the past. Each year, the LGBTQ+ Student Center also hosts a Lavender Celebration to celebrate the accomplishments of graduating LGBTQ+ students. OUTLaw members have been invited to this event and have participated for the past several years. Two previous OUTLaw Presidents, Christina Robinson and Candelario Saldana, have won an award at this event honoring a graduate student who has made a substantial impact on the LGBTQ+ community at the University of Miami. COVID-19 has, of course, put a pause on in-person events this year, but some of the events above were held virtually during 2020 – 2021 including Lavender Celebration.

    Many members of the School of Law are also members of the IBIS Ally Network, including our Dean of Students, Janet Stearns. IBIS Allies are faculty and staff who are trained to be an integral part of the network dedicated to supporting our LGBTQIA+ community, regardless of their own sexual orientation or gender identity. The LGBTQ+ Student Center also has a network of faculty and staff who serve as mentors through the IBIS Mentorship Program, and as of this writing a member of our administration currently serves as a mentor to an undergraduate student through this program.

    As discussed throughout the survey, the University of Miami’s undergraduate campus has adopted a Preferred Name policy, a Non-Discrimination policy that includes sexual orientation, gender identity, gender expression, and a policy that allows for Gender Neutral and Gender Inclusive restrooms across campus. In Summer 2020, the law school also worked to update the 2020-2021 Miami Law Student Handbook to become a model Preferred Name policy following this survey last year.

    These are only a few of the examples of how the University of Miami and the University of Miami School of Law have shown its deep commitment, over several decades, to creating a safe, supportive, and welcoming environment for the LGBTQ+ community.

    Primary Sidebar

    Survey 2021

    • Albany Law School
    • Appalachian School of Law
    • Boston University School of Law
    • Brigham Young University, J. Reuben Clark Law School
    • Brooklyn Law School
    • California Western School of Law
    • Campbell University, Norman Adrian Wiggins School of Law
    • Capital University Law School
    • Case Western Reserve University School of Law
    • Charleston School of Law
    • City University of New York School of Law
    • Cleveland State University, Cleveland-Marshall College of Law
    • Cornell Law School
    • Creighton University School of Law
    • Drake University Law School
    • Drexel University, Thomas R. Kline School of Law
    • Duquesne University School of Law
    • Elon University School of Law
    • Emory University School of Law
    • Florida A&M University College of Law
    • Florida International University College of Law
    • Fordham University School of Law
    • George Mason University, Antonin Scalia Law School
    • George Washington University Law School
    • Golden Gate University School of Law
    • Gonzaga University School of Law
    • Hofstra University, Maurice A. Deane School of Law
    • Indiana University, Maurer School of Law
    • Indiana University, Robert H. McKinney School of Law
    • Lincoln Memorial University, Duncan School of Law
    • Louisiana State University, Paul M. Hebert Law Center
    • Michigan State University College of Law
    • Mitchell Hamline School of Law
    • New York University School of Law
    • North Carolina Central University School of Law
    • Northeastern University School of Law
    • Nova Southeastern University, Shepard Broad College of Law
    • Ohio State University, Moritz College of Law
    • Penn State University, Penn State Law
    • Roger Williams University School of Law
    • Rutgers Law School
    • Saint Louis University School of Law
    • Santa Clara University School of Law
    • Seattle University School of Law
    • South Texas College of Law Houston
    • Southern Illinois University School of Law
    • Southern Methodist University, Dedman School of Law
    • Southern University Law Center
    • Southwestern Law School
    • St. John’s University School of Law
    • St. Mary’s University School of Law
    • Stetson University College of Law
    • Temple University, James E. Beasley School of Law
    • Texas A&M University School of Law
    • University of Akron School of Law
    • University of Alabama School of Law
    • University of Arizona, James E. Rogers College of Law
    • University of Arkansas at Little Rock, William H. Bowen School of Law
    • University of Arkansas School of Law (Fayetteville)
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