• Skip to main content
  • Skip to primary sidebar
DONATE
DONATE
MENU
The L.G.B.T.Q. + Bar

  • Lavender Law

    Annual Conference


  • Membership

    Join Us!


  • DEI

    Consulting Practice


  • Education

    Series

    • About
    • About Us
    • Need a Lawyer?
    • Leadership
    • Volunteer
    • Careers & Internships
    • Organization Financials
    • Contact Us
    • Programs
    • Advocacy
    • Allies
    • Awards
    • Bar Affiliates
    • Get Out the Vote
    • Job Board
    • Judicial Nuts & Bolts Academy
    • DEI Consulting Practice
    • Law Schools
    • Law Students
    • Educational Series
    • Member Practice Area Groups
    • Mental Health Resources
    • Racial Justice Resource Library
    • Events & Sponsorship
    • Annual
    • Upcoming Events
    • Out & Proud Corporate Counsel Receptions
    • Event Photos
    • Virtual Career Fair and Diversity Program for Small & Mid-Size Firms
    • Donate
    • Donate Now
    • Justice Council
    • Ways to Give
    • Lavender Law
    • Success Story Blog
    • Become a Sponsor
    • Membership
    • Become a Member
    • Renew Membership
    • Member Log In
    • Member Spotlight Blog
  • Climate Survey 2021

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

    University of New Mexico 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?

    Yes, our law school routinely uses the Law School Admission Counsel’s (LSAC) Credential Referral Service) (CRS) to send out targeted emails to individuals and focus on creating outreach opportunities with LGBT faculty members and law students affiliated with UNMSOL’s Lambda Law Student Association for those applicants who self-identify as LGBT in their personal statements.

    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 admitted applicants are referred to our website that has information for all of the Law School’s affinity groups: https://lawschool.unm.edu/students/organizations/index.html

    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

    Our applicants self-identify in their personal statements, but the numbers or actual matriculation for these students are not tracked.

    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

    Applicants may list their preferred name on the application that will be used on correspondence from the Law School’s Admissions office. However, the University of New Mexico’s Banner System does not currently allow for use of preferred names.

    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:

    All faculty postings and hiring processes are monitored by the UNM Office of Equal Opportunity. This office has the mission “to promote equal access and treatment for all and to promote a safe environment free of discrimination and inequity in accordance with University values and policies and with federal and state equal opportunity and affirmative action statutes and regulations.” In addition, we promote any openings on a variety of listservs, including the New Mexico Lesbian and Gay Lawyers Association and its membership.

    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?
    33
    10. How many self-identified LGBTQ+ faculty are employed by your law school in total?
    5
    a. With reference to #10, how many LGBTQ+ faculty self-identify as people of color?
    1
    Lesbian?
    2
    Gay?
    3
    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?
    38
    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?
    1
    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.)?
    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:

    https://hr.unm.edu/benefits/eligibility 

    Benefits-Eligible Employees

    • Regular staff employees who are full-time or part-time and have an appointment percent of 50% or greater

    • Term or contract staff employees who are full-time or part-time, have an appointment percent of 50% or greater, and have a minimum three-month term appointment or contract

    • Temporary staff employees who have an appointment percent of 75% or greater and have a minimum three-month appointment are eligible for certain Benefits Plans

    • Faculty members who have a minimum three-month contract and an appointment percent of 50% or greater

    • Adjunct faculty who have a minimum three-month contract and an appointment percent of 75% or greater are eligible for certain Benefits Plans

    • Post-doctoral fellows who have a minimum three-month contract and an appointment percent of 50% or greater are eligible for certain Benefits Plans

    Eligible Dependents

    • Your legal spouse

    • Your domestic partner as defined and outlined in the UAPPM #3790 – Domestic Partners

    • Surviving Spouses: Your surviving spouse requires new enrollment forms within 60 calendar days to continue current health benefits: 

    o Maximum coverage period is 12 months

    o See Surviving Dependent Eligibility Criteria

    • Your children up to age 26 (coverage ends at the end of the month of your child’s 26th birthday)

    • Your children (mentally/physically disabled) over 26, may extend coverage with application/certification within 60 calendar days of turning age 26

     

    If your spouse and/or child has coverage as a UNM employee, he/she may not enroll as your dependent while he/she remains an employee. Likewise, if both you and your spouse/domestic partner work for UNM and are covered as employees, your child(ren) may only be enrolled as dependents under one employee.

    If a dependent no longer meets the listed eligibility requirements, you must dis-enroll your ineligible dependent within 60 calendar days from the date your dependent loses eligibility.

    http://policy.unm.edu/university-policies/3000/3790.html 

    Administrative Policies and Procedures Manual – Policy 3790: Domestic Partners

    Date Originally Issued: 10-01-1994

    Revised: 01-01-2009, 03-11-2014, 08-20-2015

    Authorized by RPM 6.3 (“Privileges and Benefits”)

    Process Owner: Vice President for Human Resources

    1. General

    The University of New Mexico is committed to providing equal employment and educational opportunities to all individuals.  UAP 2720 (“Prohibited Discrimination and Equal Opportunity”) forbids unlawful discrimination based on sexual preference and other protected status. Therefore, the University must provide equal employment benefits to employees with a domestic partner of the same gender.  The University has determined that in the interests of fundamental fairness, the definition of domestic partners will apply to all relationships akin to marriage, whether of the same gender or not. All University employees that have a domestic partner as defined in Section 2., herein shall be provided services and benefits on the same basis provided to legal spouses.

    Legally married same-sex couples are not subject to this policy and have the same rights and benefits as legally married opposite-sex couples.

    2. Domestic Partners

    The University defines domestic partners as two (2) individuals who live together in a long-term relationship of indefinite duration. There must be an exclusive mutual commitment similar to that of marriage, in which the partners agree to be financially responsible for each other’s welfare and share financial obligations.

    2.1. Qualifying Criteria

    Individuals may qualify for and be recognized as domestic partners by the University, if both individuals meet all of the following criteria, sign an Affidavit of Domestic Partnership form (found on HR’s website forms page), and submit any necessary documentation to the Human Resources Service Center.

    2.1.1. Both domestic partners must be unmarried.

    2.1.2. Domestic partners must have been in a mutually exclusive relationship for the last twelve (12) months, intending to do so indefinitely, and must share the same primary residence.

    2.1.3. Domestic partners must meet the age requirements for marriage in New Mexico and be mentally competent to consent to contract.

    2.1.4. Domestic partners must not be related by blood to the degree prohibited in a legal marriage in the State of New Mexico.

    2.1.5. Domestic partners must be jointly responsible for the common welfare of each other and share financial obligations. An Affidavit of Domestic Partnership form (found on HR’s website forms page) signed to that effect and proof of one (1) of the following must be submitted to the Employee Services Office:

    • A joint mortgage or lease.

    • Joint ownership of a motor vehicle, joint bank account, or joint credit account.

    • Domestic partner named as beneficiary of life insurance.

    • Domestic partner named as beneficiary of retirement benefits.

    • Domestic partner named as primary beneficiary in the employee’s or student’s will.

    • Domestic partner assigned durable property or health care power of attorney.

    • Household expenses are shared by both partners.

    The University may require proof that those applying for status of domestic partnership meet the above requirements. Providing false information may result in disciplinary action, dismissal, and reimbursement of costs involved in providing benefit coverage.

    2.2. Termination of Domestic Partnership

    Individuals granted domestic partnership status must report any change in status that terminates the relationship to the Human Resources Service Center, within thirty (30) calendar days, by completing a Termination of Domestic Partnership form (found on HR’s website forms page).

    3. Qualifying as a Dependent of Domestic Partners

    The child of a domestic partnership qualifies as an eligible dependent if:

    • either of the domestic partners is the biological parent of the child,

    • either or both partners are adoptive parents of the child, or

    • the child has been placed in the domestic partner’s household as part of an adoptive placement.

    4. Services and Benefits

    Domestic partners and their dependents, as defined in Section 3. herein, shall be granted all and the same services and benefits as those provided to married spouses and their dependents, except where expressly prohibited by law. All University policies that affect employees, spouses and their families also apply to employees, domestic partners, and their families.

    5. Taxability

    The value of tuition and insurance benefits provided to the domestic partner is considered taxable income to the employee by the Internal Revenue Service and is subject to social security and federal and state income tax withholding.

    6. Forms

    Affidavit of Domestic Partnership can be found on the HR website forms page. 

    Termination of Domestic Partnership can be found on the HR website forms page.

    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:

    Yes, from LoboHealth Medical Plan according to page 20 of the current Benefits Booklet: https://hr.unm.edu/docs/benefits/lobohealth-participant-benefit-booklet-fy21.pdf and from Presbyterian Medical Plan according to page 21 of the current Benefits Booklet: http://hr.unm.edu/docs/benefits/presbyterian-participant-benefit-booklet-fy21.pdf

    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.)?
    No
    c. If you answered yes to #15a AND/OR if you answered yes or unsure to #15b, please summarize or reproduce your policy here

    Answer left blank

    No, unless they are holding a Teaching Assistantship, Graduate Assistantship, Research Assistantship or a Project Assistantship. All other students receive care through Student Health and Counseling: http://shac.unm.edu/, that offers some counseling services. However, if they qualify under one of the above special categories of student employment, they qualify for the same coverage as a member of the staff or faculty of UNM.

    http://hr.unm.edu/docs/benefits/student-health-plan-brochure-2020-2021.pdf

    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
    a. If 'yes,' please summarize or reproduce your policy here:

    Not generally, only if the Student holding a Teaching Assistantship, Graduate Assistantship, Research Assistantship or a Project Assistantship with the university as defined within University Policy. The overall policy is the same as for the faculty and staff, previously listed. All other students receive care through Student Health and Counseling: http://shac.unm.edu/ , but it is only available to the enrolled student. https://hr.unm.edu/benefits/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.):

    Yes, students can receive counseling through LGBTQ Resource Center . The Mission of the LGBTQ Resource Center is: To provide service to UNM students, faculty, and staff of all gender identities and sexual orientations through support, advocacy, education, and safety.

    More general counseling is available through the Student Health and Counseling: http://shac.unm.edu/ , but it is only available to the enrolled student. https://hr.unm.edu/benefits/student-health-plan. In addition, the Law school has a full-time onsite counselor for law students.

    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

    There are two gender-inclusive restrooms. The one accessible to students is labeled “All Gender” and there is one in the Law School Administrative Suite that is labeled “Unisex.” There are no building maps or policies regarding these restrooms published.

    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

    Courses focused on on these subjects are offered on an annual basis, but Sexuality and the Law and credit for the Williams Institute Moot Court Competition are offered when student interest and faculty availability allow. In addition, some coverage of LGBTQ issues are covered nominally in the Constitutional Rights courses.

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

    Lambda Law Student Association. http://lawschool.unm.edu/students/organizations/lambda/index.html The University also has the LGBTQ Resource Center: http://lgbtqrc.unm.edu/

    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:

    Whenever there is interest, students involved in the Williams Institute Moot Court Competition are funded.

    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, optional for all faculty/staff/administrators
    Yes, optional for all students

    Training can be requested at any time from UNM’s Division of Equity and Inclusion or the UNM LGBTQ Resource Center. Trainings being held are sent to all enrolled 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 University of New Mexico School of Law created the position of Associate Dean of Institutional Climate and Equity. This position is tasked with creating and maintaining a diverse and inclusive community based on respectful communication among students, staff, and faculty. Currently, the Dean is working with the UNM Division of Diversity and Inclusion, attempting to find ways to implement mandatory trainings regarding diversity, inclusion, and implicit bias for all students, staff, and faculty. As an example of efforts outside of the Associate Dean, our Career Services unit has been tracking the U.S. Military Policy on Transgender individuals to make sure that recruiters that come to the Law School for the Judge Advocate General’s Office are in compliance with the Law School’s and University’s non-discrimination policies.

    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)
    • 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
    • University of Colorado Law School
    • University of Connecticut School of Law
    • 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
    • Vermont Law School
    • Washburn University School of Law
    • Washington and Lee University School of Law
    • West Virginia University College of Law
    • Western New England University School of Law
    • Widener University Commonwealth Law School
    • Widener University Delaware Law School
    • William & Mary Law School
    • Yeshiva University, Benjamin N. Cardozo School of Law
  • THE LGBTQ+ BAR

    1701 Rhode Island Ave NW, Washington, DC 20036 | Phone: (202) 637-7661 | E-mail: info@lgbtqbar.org

    • About
    • About Us
    • Need a Lawyer?
    • Leadership
    • Volunteer
    • Careers & Internships
    • Organization Financials
    • Contact Us
    • Programs
    • Advocacy
    • Allies
    • Awards
    • Bar Affiliates
    • Get Out the Vote
    • Job Board
    • Judicial Nuts & Bolts Academy
    • DEI Consulting Practice
    • Law Schools
    • Law Students
    • Educational Series
    • Member Practice Area Groups
    • Mental Health Resources
    • Racial Justice Resource Library
    • Events & Sponsorship
    • Annual
    • Upcoming Events
    • Out & Proud Corporate Counsel Receptions
    • Event Photos
    • Virtual Career Fair and Diversity Program for Small & Mid-Size Firms
    • Donate
    • Donate Now
    • Justice Council
    • Ways to Give
    • Lavender Law
    • Success Story Blog
    • Become a Sponsor
    • Membership
    • Become a Member
    • Renew Membership
    • Member Log In
    • Member Spotlight Blog
    Privacy Policy
    © Copyright 2022 The National LGBTQ+ Bar Association. All rights reserved.
  • This website stores data such as cookies to enable essential site functionality, as well as marketing, personalization, and analytics.
    By continuing to browse this website you indicate your consent to our Privacy Policy.
    To change your settings, click here.

    The National LGBTQ+ Bar Association and Foundation
    Powered by  GDPR Cookie Compliance
    Privacy Overview

    This website uses cookies so that we can provide you with the best user experience possible. Cookie information is stored in your browser and performs functions such as recognising you when you return to our website and helping our team to understand which sections of the website you find most interesting and useful.

    Strictly Necessary Cookies

    Strictly Necessary Cookie should be enabled at all times so that we can save your preferences for cookie settings.

    If you disable this cookie, we will not be able to save your preferences. This means that every time you visit this website you will need to enable or disable cookies again.

    3rd Party Cookies

    This website uses Google Analytics, WebLeads, Facebook Pixel, LinkedIn, and AdRoll to collect anonymous information such as the number of visitors to the site, and the most popular pages.

    Keeping this cookie enabled helps us to improve our website.

    Please enable Strictly Necessary Cookies first so that we can save your preferences!