University of Washington School of Law

Question 1 provided each school with a field to confirm or update their nondiscrimination statement.

2. Does your law school intentionally seek out LGBTQ+ prospective students?

Yes

a. If ‘yes,’ how and where are your efforts directed?

We are included in LSAC’s LGBTQ+ Guide to Law Schools, have attended the Lavender Law Conference, and partner with our OutLaws group to reach out to prospective 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

Our admitted student packet includes a section on student organizations that lists OutLaws and other affinity groups.

4. Does your school offer students the option to self-identify (also known as "Self-ID") as LGBTQ+ in admissions applications or post-enrollment forms?

Yes

a. If 'yes,' please describe your student Self-ID process:

Yes, we do provide the option for students to identify as LGBTQ on the application, but we don’t collect as detailed information as asked in 4d-4h.

b. If 'yes,' how many students are currently enrolled at your law school in total?:

493

c. If 'yes,' how many self-identified LGBTQ+ students are currently enrolled at your law school, in total?:

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?

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:

Listservs, Newspapers (e.g., Chronicle of Higher Education), Law societies and organizations

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?:

Per our HR office, we do not as for or request information on sexual orientation during the application or onboarding process.

9. How many faculty (not staff/administrators) are employed by your law school in total?

Around 50

10. How many self-identified LGBTQ+ faculty are employed by your law school in total?

Not sure--we do not ask for this information.

11. How many staff/administrators (not faculty) are employed by your law school in total?

66 staff members and 7 law librarians for a total of 83

12. How many self-identified LGBTQ+ staff/administrators are employed by your law school in total?

Not sure--we do not ask for this information.

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:

UW employees have a choice between many health insurance plans which are all prescribed by the Washington State Health Care Authority and Public Employees Benefits Board. The specific coverages of each plan are set by their respective providers and you can find a list of each plan’s coverages in their Certificate of Coverages which can be found on the HR Benefits webpage

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:

All of the health insurance plans offered by the UW provide medical coverage for gender transition services and procedures. Many resources are available to a transitioning employee and can be found here

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?

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?

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.):

Counseling Center language

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 is a multi-stall facility signed as “Multi-Stall All Gender Restroom,” and another single-stall lockable facility signed as “Restroom.” Both of these are on the first floor, which offers full access for anyone with or without Husky Card access credentials inside William H. Gates Hall. This area is fully accessible from any floor of the building via multiple elevator and stairwell routes.

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:

Restrooms signed as “Women” or “Men” also include the full language of the school’s restroom use policy on the door sign. This language is as follows: “All individuals are welcome to use the restroom that is consistent with their gender identity.”

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, but LGBTQ+ content is included in other courses

b. If you answered 'no, but LGBTQ+ content is included in other courses' to #20, please list course names AND approximately what percentage of course time is dedicated to LGBTQ+ content for each course:

LAW A 500 Introduction to Perspectives on the Law 20%

LAW A 507 Constitutional Law I 5%

LAW A 553 Feminist Jurisprudence 100%

LAW A 556 Employment Discrimination 5%

LAW A 562 Employment 10%

LAW A 577 Immigration Law 15%

LAW A 580 Family Law 20%

LAW A 592 Constitutional Law II 20%

LAW B 510 Professional Responsibility 5%

LAW E 522 Advanced Constitutional Law: Sexual Orientation and Gender Identity 100%

LAW E 561 Critical Race Theory 20%

LAW H 508 Beginning of Life 10%

LAW B 599 Special Topics: Abolition and the Law 15%

LAW B 599 Special Topics: The Ninth Circuit Appellate Advocacy Clinic 100%

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:

Opportunities are the same for all student organizations

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

See here

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?

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.

We are working on such a training plan.

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 Dean for Students consults regularly with campus resources like the Q Center to be sure we are aware of and collaborating with all resources to support LGQTQ students.

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