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  • Climate Survey 2021

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

    University of Mississippi School of Law

    March 18, 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

    We participate in many national diversity recruitment efforts, but we do not intentionally seek out LGBTQ+ students.

    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
    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

    Next year we plan to add a LGBTQ+ Self Identify section to the application. The section will include the following questions:

    1. Do you self-identify as Lesbian, Gay, or Bisexual?
    2. Do you self-identify as transgender or any other gender identity?

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

    During full-time faculty and staff searches, the Law School works with the University EEO office to ensure proper recruitment efforts.  The Law School follows the Search Committee Guide issued by the University’s Department of Human Resources (HR) and the Equal Opportunity and Regulatory Compliance Office, which can be found here: https://eorc.olemiss.edu/wp-content/uploads/sites/99/2015/11/HR-and-EORC-Search-Committee-Guide.pdf.  Among other things, this policy requires that:

    • Committee members be diverse in both race and gender;

    • The position be advertised broadly, including in “minority-targeted publications;”

    • The Ad must state: “The University of Mississippi is an EOE/AA/Minorities/Females/Vet/Disability/Sexual Orientation/Gender Identity/Title VI/Title VII/Title IX/504/ADA/ADEA employer.”

    The appointment of new faculty and staff at the University cannot move forward until the Office of Equal Opportunity and Regulatory Compliance has verified that the recruitment and selection process is in compliance with all relevant policies.

    All University jobs are posted to (https://www.diversityjobs.com/) and its full network of niche diversity sites. Diversity Jobs (https://www.diversityjobs.com/) is an extensive network of job boards that gives job seekers free access to thousands of jobs. This network includes ALLLGBTJobs.com (https://alllgbtjobs.com/).

    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?:
    Yes
    a. If you answered 'yes' or 'unsure,' please describe your school's process for collecting this data

    We sent out an anonymous survey to all faculty and staff using SurveyMonkey. The survey explained that it was a Self-ID program and that it allows members of our community to self-identify as LGBTQ+ on a voluntary and confidential basis. Out of all of our faculty and staff, we received 15 responses.

    9. How many faculty (not staff/administrators) are employed by your law school in total?
    36
    10. How many self-identified LGBTQ+ faculty are employed by your law school in total?
    1
    a. With reference to #10, how many LGBTQ+ faculty self-identify as people of color?
    Zero
    Lesbian?
    Zero
    Gay?
    Zero
    Bisexual/Pansexual?
    Zero
    Transgender / Nonbinary?
    Zero
    Queer or member of gender/sexual orientation minority group?
    1
    11. How many staff/administrators (not faculty) are employed by your law school in total?
    49
    12. How many self-identified LGBTQ+ staff/administrators are employed by your law school in total?
    1
    a. With reference to #12, how many LGBTQ+ staff/administrators self-identify as people of color?
    Zero
    Lesbian?
    Zero
    Gay?
    1
    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:

    With respect to 13, 13a, 13b, and 13c: The University offers health insurance coverage to faculty/staff through the State and School Employees’ Health Insurance Plan.  A legally married spouse, same-sex or different-sex, is deemed a qualifying dependent and eligible for enrollment.  Information about the State Health Plan is available in the Summary Plan Description (SPD) which can be accessed at http://knowyourbenefits.dfa.ms.gov/publications/.

    A legally married spouse, same-sex or different-sex, is deemed a qualifying dependent and eligible for enrollment. Employees who are legally married, same-sex or different-sex, are also entitled to the same FMLA and paternal benefits. The State Health Plan Summary Plan Description provides information about benefits offered with the Plan, in addition to excluded services.  http://knowyourbenefits.dfa.ms.gov/publications/

    Employees who are legally married, same-sex or different-sex, are also entitled to the same FMLA and paternal benefits.  Policies can be accessed via the following links. 

    • Leave Guidelines (HRO.BE.600.010)  –  https://policies.olemiss.edu/ShowDetails.jsp?istatPara=1&policyObjidPara=10659144

    • Personal Leave for Twelve-Month Employee (HRO.BE.600.020)  –  https://policies.olemiss.edu/ShowDetails.jsp?istatPara=1&policyObjidPara=10659146

    • Major Medical Leave-12-Month Employees (HRO.BE.600.030)  –  https://policies.olemiss.edu/ShowDetails.jsp?istatPara=1&policyObjidPara=10659147

    • Major Medical Leave-9-Month Employees (HRO.BE.600.040)  –  https://policies.olemiss.edu/ShowDetails.jsp?istatPara=1&policyObjidPara=10659157

    • Family and Medical Leave Guidelines (HRO.BE.600.050)  –  https://policies.olemiss.edu/ShowDetails.jsp?istatPara=1&policyObjidPara=10659158

    Information is also available on the Types of Leave website.  http://hr.olemiss.edu/benefits/leave/

    The State Health Plan Summary Plan Description provides information about benefits offered with the Plan, in addition to excluded services.  http://knowyourbenefits.dfa.ms.gov/publications/

    The Office of Insurance has asked employer units to not address questions about how benefits are paid, if a specific service may be covered, etc. since we are not involved in the claims process. If you have specific questions about transition-related benefits, please direct them to the Office of Insurance at 866-586-2781.

    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 State Health Plan Summary Plan Description provides information about benefits offered with the Plan, in addition to excluded services. http://knowyourbenefits.dfa.ms.gov/publications/ The Office of Insurance has asked employer units to not address questions about how benefits are paid, if a specific service may be covered, etc. since we are not involved in the claims process. If you have specific questions about transition-related benefits, please direct them to the Office of Insurance at 866-586-2781.

    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
    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?
    No

    Law students are not covered by health insurance 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.):

    Our counseling center espouses a philosophy of acceptance and respect, compassion and support for students. Also, there is a UNITAS (LGBT) Counseling Group.

    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 Chancellor’s Advisory Committee on LGBTQ Affairs identified restroom 1118 as the most private restroom, and it is considered to be a all-gender restroom. The identified procedure is for a person to check out a key for the room from office 2065. The signage includes a “male” body, a “female” body, and a wheelchair. It is accessible for people with disabilities.

    In addition, we have identified two other restrooms in the law school building that could be classified as all-gender. We are in the process of seeking approval for such through the necessary university channels. Link to All Gender Restrooms: https://lgbtq.olemiss.edu/all-gender-restrooms-at-um/ Go to the Campus Map and select Services. Then, select Health & Safety. Finally, select Restrooms. At this point, you will be able to see private restrooms in any building on campus that has one.

    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:

    Gender and the Law is currently being offered for the 2020-2021 school year.

    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:

    We provided funding for 2 students to attend Lavender Law the past few years. Also, OUTLaw is funded by our Student Bar Association for events and programs.

    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
    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
    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

    Regarding Questions 23 – 25, our university has implemented a Bias Education and Response Team (BERT) that is an educational, non-judicial team that provides members of the University of Mississippi community an opportunity to receive education, support, and appropriate resolution in response to bias-related incidents.

    Bias-related incidents are defined as threats or acts of harassment or intimidation, whether verbal, written or physical, which are directed against a person because of that person’s age, color, ability, marital status, national or ethnic origin, political affiliation, race, religion, sex (including pregnancy), socioeconomic status, gender identity, gender expression, sexual orientation, veteran status, family medical or genetic makeup or information, intellectual perspective, criminal background, and potentially other identities or identifiers.

    Participation by all parties in the BERT process is voluntary. If a member of BERT identifies a situation in which there is a possible violation of the University of Mississippi’s policies or the law, the information will be transferred to the Office of Student Conduct and Conflict Resolution, University Police Department, and/or Equal Opportunity and Regulatory Compliance (EORC) for investigation and possible adjudication. BERT is not a disciplinary process and does not function in lieu of any disciplinary or complaint processes within or outside of the University.

    To bring a bias-related incident to our attention, one must complete a reporting form. Reports may be submitted anonymously but may limit BERT’s ability to offer support. Anonymity cannot be guaranteed in circumstances that threaten safety and/or involve potentially criminal acts. Any questions may be emailed to diversity@olemiss.edu or you may call the Office of Diversity and Community Engagement at 662-915-2933. For immediate assistance or emergencies, we encourage individuals to contact the University of Mississippi’s Department of Police and Campus Safety at 662-915-7234.

    Training is required at the time of employment and required for Search Committee Members. We encourage Faculty, Staff and Students to participate in the Allies Training workshop facilitated by the Center for Inclusion and Cross-Cultural Engagement. Allies training is a 2.5 to 3-hour workshop that aims to: 

    1) encourage foundational understanding of LGBTQ+ definitions, concepts and terms relating to sexual orientation and gender identities, 

    2) introduce campus and state-level issues and concerns that impact individuals who identify as lesbian, gay, bi, trans, and/or questioning/queer, and     

    3) model how to be an effective and informed ally to those communities. 

    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:

    For Black History Month in February 20021, we implemented a 21-Day Racial Equity Habit-Building Challenge. Each day of the challenge, an email was distributed to our law school community with links to articles/videos on the topic as well as a personal message about the material from a student member of one of our affinity groups. Our chapter of OUTLaw co-sponsored the challenge and had some members share messages on material covering such topics as intersectionality, better language allies can use, and privilege.

    Our chapter of OUTLaw hosted Virtual Happy Hours every other Friday during the Fall semester, continuing through the Spring, in order to foster a safe, yet relatively unstructured environment for LGBTQ identified individuals as well as any allies to get together for community development. OUTLaw also held Virtual Brown Bag Events on opposite weeks as the Happy Hours These events are more structured times when guest speakers present their areas of interest. Fall speakers included attorneys Alysson Mills and Kristen Amond, Judge Arenda Allen, and ACLU Michigan Attorney Jay Kaplan.

    Beginning in the 2020-21 school year, we mandated the following annual trainings for our students: 1) During Orientation, all first-year law students are required to attend a session called Creating True Community and Equity at UM Law. Two of our professors lead this discussion which revolves around the importance of valuing diversity, equity, and inclusion both within the law school community and as a soon-to-be practicing attorney. Such topics include systemic racism, privilege, and implicit bias. 2) All members of student boards, law reviews, and organizations that require a selection process for membership must receive implicit bias and professionalism training. This training is conducted by the university’s Office for Diversity and Community Engagement and will be required annually.

    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
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    • 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
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    • 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)
    • University of California, Berkeley School of Law
    • University of California, Davis School of Law
    • University of California, Irvine School of Law
    • University of California, Los Angeles School of Law
    • University of Cincinnati College of Law
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    • University of Denver, Sturm College of Law
    • University of Detroit Mercy School of Law
    • University of Florida, Levin College of Law
    • University of Georgia School of Law
    • University of Houston Law Center
    • University of Illinois Chicago School of Law
    • University of Kansas School of Law
    • University of Kentucky, J. David Rosenberg College of Law
    • University of Louisville, Louis D. Brandeis School of Law
    • University of Maine School of Law
    • University of Miami School of Law
    • University of Michigan Law School
    • University of Minnesota Law School
    • University of Mississippi School of Law
    • University of Montana School of Law
    • University of Nevada, William S. Boyd School of Law
    • University of New Hampshire School of Law
    • University of New Mexico School of Law
    • University of Oklahoma College of Law
    • University of Oregon School of Law
    • University of Pennsylvania, Carey Law School
    • University of Pittsburgh School of Law
    • University of Richmond School of Law
    • University of San Francisco School of Law
    • University of South Carolina School of Law
    • University of South Dakota, Knudson School of Law
    • University of Southern California, Gould School of Law
    • University of Tennessee College of Law
    • University of Texas School of Law
    • University of the District of Columbia, David A. Clarke School of Law
    • University of the Pacific, McGeorge School of Law
    • University of Utah, S.J. Quinney College of Law
    • University of Virginia School of Law
    • University of Washington School of Law
    • University of Wyoming College of Law
    • Vanderbilt University School of Law
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