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  • Climate Survey 2021

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

    University of South Dakota, Knudson 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?
    No
    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

    The Law School’s application for admission contains its diversity and equality statement, but it is not in the admissions packet.

    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

    Students currently may select “male,” “female,” or “not disclosing.”

    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

    Students can list their name-in-use on their application and post-enrollment forms.

    6. Does your law school provide any annual scholarships specifically for LGBTQ+ students?
    No
    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:

    The Law School Recruitment Committee considers diversity in every hiring decision. The Chair of the Law School Faculty Recruitment Committee tracks applicant diversity including LGBTQ+ status. Job advertisements are sent to diversity-targeted listservs, job boards, websites, etc. when available and appropriate. The Law School Diversity and Inclusion Committee actively considers ways in which it can increase diverse hirings, including LGBTQ+ hires, and reports its recommendations to the Law School Faculty Recruitment Committee.

    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?
    18
    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?
    1
    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?
    10
    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?
    Zero
    Lesbian?
    Zero
    Gay?
    1
    Bisexual / Pansexual?
    1
    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:

    USD students receive quality health care from a local medical clinic at an affordable cost. All currently enrolled students who pay a general activity fee each semester are eligible to use Student Health. The following services are offered to students through the local medical clinic for free or at a reduced rate:

    • Office visits

    • Allergies/injections/immunizations

    • STD Testing

    • Labs

    • Physicals

    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:

    USD students receive quality health care from a local medical clinic at an affordable cost. All currently enrolled students who pay a general activity fee each semester are eligible to use Student Health. The following services are offered to students through the local medical clinic for free or at a reduced rate:

    • Office visits

    • Allergies/injections/immunizations

    • STD Testing

    • Labs

    • Physicals

    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
    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?
    Unsure
    b. If you answered 'yes' or 'unsure' to #17a, please provide the basis for your answer (i.e., counseling center language, etc.):

    The Law School knows that the health-care providers and counselors have this training, but it cannot say with 100% certainty that every provider or counselors does.

    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 Law School maintains two larger restrooms for its 200 students that are specifically designated as either male or female. The smaller, remaining 10 are available to all genders and are marked with signage indicating such. All restrooms are equipped for disabled users.

    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, Sexuality, and the Law

    • Employment Discrimination / 10%

    • Estate Planning / 5%

    • Family Law / 5%

    • Health Care Law & Policy / 5%

    • International Human Rights / 5%

    • Race and the Law / 5%

    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:

    • Law School has an active OUTlaws student organization that receives both University and Law School funding

    • The Law School has funded students’ participation, including all travel costs, to attend the Williams Institute Moot Court National Competition

    • The Law School has funded students’ attendance at LGBTQ+ conferences including Lavender Law

    • The Law Schools hosts a bi-annual Lavender Law Lecture  

    23. Does your law school have a hate/bias incident policy that faculty, staff/administrators, and students are required to follow?
    No
    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?
    No
    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
    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:

    Answer left blank

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