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  • Climate Survey 2021

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

    Washington and Lee University 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?
    Yes
    a. If ‘yes,’ how and where are your efforts directed?

    W&L Law seeks to admit a qualified and diverse student body. In addition to actively soliciting applications from LGBTQ+ candidates through marketing materials (web, mail, etc.) highlighting the breadth of diversity at the law school, the law school participates in various national and statewide recruitment events geared towards diverse populations.

    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

    We minimize mailed materials to admitted students. All materials detailing affinity groups are accessible online for prospective and admitted students.

    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:

    The law school application includes an optional identification question.

    b. If 'yes,' how many students are currently enrolled at your law school in total?:
    361
    c. If 'yes,' how many self-identified LGBTQ+ students are currently enrolled at your law school, in total?:
    33
    d. If 'yes,' how many of your currently enrolled LGBTQ+ students also self-identify as people of color?
    9
    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 may indicate their chosen names on a variety of university materials, including the application.

    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:

    We actively recruit in online publications that are targeted to underrepresented groups.

    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

    We do not conduct a self-identification program because we believe this would constitute an invasion of privacy.

    9. How many faculty (not staff/administrators) are employed by your law school in total?
    93 (including adjuncts)
    10. How many self-identified LGBTQ+ faculty are employed by your law school in total?
    Unknown
    11. How many staff/administrators (not faculty) are employed by your law school in total?
    35
    12. How many self-identified LGBTQ+ staff/administrators are employed by your law school in total?
    Unknown
    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:

    Benefits are administered equitably without regard to gender or sexual identity. All employees are eligible for reproductive benefits, annual wellness checks, and leaves of absence.

    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 above are part of our health insurance plan.

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

    We do not provide direct services to partners/spouses through our campus Student Health & Counseling services, but if partners/family members are enrolled in the student health insurance plan, the benefits are the same as for students. Plan summary is available here and more detailed plan documents are available at http://www.firststudent.com.

    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.):

    One of our clinical counselors is also the LGBTQ Coordinator, and two of the clinicians are Safe Space and Diversity training providers for the campus community. See https://my.wlu.edu/lgbtq-resource-center for additional information on LGBTQ Resources.

    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

    Every single-stall restroom in the building has been converted to all-gender restrooms and are are identified with appropriate signage.

    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; Employment Discrimination

    The percentage of course time for Employment Discrimination focused on LGBTQ+ topics is unknown.

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

    W&L Law’s LGBTQ+ student organization is called OutLaw. OutLaw’s mission is to unite LGBTQ+ law students, faculty, community members, and allies to promote diversity, inclusion, intersectionality, and support for queer issues. The organization welcomes participation and support from people of all different identities, viewpoints, and backgrounds who support the dignity and equality of LGBTQ+ individuals. We further this mission by sponsoring social and educational events at W&L Law, such as bringing in speakers to talk about LGBTQ+ law-related issues, hosting school-wide social events and fundraisers, and providing socials for queer students and OutLaw members. We have also sent OutLaw members to LGBTQ+ events and conferences outside the law school. For example, OutLaw members have attended the LGBT Bar’s Lavender Law Conference and Career Fair, creating meaningful connections within the queer legal community. We additionally work to connect current students with W&L alumni who identify as LGBTQ+ or allies.

    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, W&L Law supports students who want to attend the National LGBT Bar and Foundation Conference Lavendar Law. We assist with providing funding for transportation, registration, hotel accommodations, meals and incidentals. A member of our career strategy office, who also serves as the staff advisor for the group, often travels with the students as an additional means for support. OutLaw also has organizational funds that will allow for opportunities outside of the Lavendar Law conference should the students wish to engage in other LGBTQ+ focused learning/career services 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

    With the exceptions of Authorized Employees and Mandatory Reporters, any individual may make an anonymous report concerning incidents of sexual misconduct. An individual may report the incident without disclosing their name, identifying the respondent, or requesting any action. Depending on the extent of information available about the incident or the individuals involved, however, the University’s ability to respond to an anonymous report may be limited. The Anonymous Sexual Misconduct Reporting Form can be found at: go.wlu.edu/sexualmisconductreport.

    The Title IX Coordinator will receive the anonymous report and will determine how to proceed, as appropriate and in compliance with all federal and state legal obligations.

    Also, any individual (“complainant”) who believes that he or she has been the object of prohibited discrimination, harassment, or retaliation by a member of the faculty, staff, or other non-student (“respondent”), may raise the concern and bring a complaint through these procedures.

    The following procedures will be used if the respondent is an employee or other nonstudent at the time of the report. If the respondent is both a student and an employee:

    • The student resolution procedures will apply if the respondent is a full-time student but not a full-time employee;

    • The employee resolution procedures will apply if the respondent is a full-time employee but not a full-time student; or

    • If there is a question as to the predominant role of the respondent, the Title IX Coordinator, with consultation with others as necessary, will determine which of the procedures applies based on the facts and circumstances (such as which role predominates in the context of the conduct).

    Note: The procedures outlined here for complaints of discrimination, harassment, or retaliation against faculty, staff, and other non-students pertain to obtaining information or filing a complaint with the University. They are not intended in any way to preclude any criminal or civil remedies that may also be available to a person who has been the object of unlawful discrimination, harassment, or retaliation under state or federal law.

    1. Faculty/Staff Complainant

    To raise a concern, a faculty or staff complainant may contact any of the following: 1) a Discrimination Policy Adviser (“DPA”); 2) his or her supervisor; 3) any Dean or Associate/Assistant Dean; 4) a Human Resources staff member; or 5) the Assistant Title IX Coordinator for Employment or the Title IX Coordinator.

    2. Student Complainant

    A student complainant may contact any of the following: 1) a Discrimination Policy Adviser (“DPA”); 2) a Student Affairs staff member designated in the Resources Contact Guide for this Policy; 3) another Student Affairs resource (e.g. Student Health and Counseling Services, Public Safety, or Residence Life Staff); 4) any Dean or Associate/Assistant Dean; or 5) the Assistant Title IX Coordinator for Employment or the Title IX Coordinator. If the student complainant chooses to contact a Student Affairs staff member, or a Dean or Associate/Assistant Dean, that resource will work with the student to access a DPA.

    3. Others

    Anyone may contact a Discrimination Policy Adviser (“DPA”) to raise a concern on their own behalf or on behalf of someone else.

    More information on the policy and process can be found at both of these links:  https://my.wlu.edu/general-counsel/code-of-policies/discrimination-harassment-and-retaliation/sexual-discrimination-and-misconduct-policy and https://my.wlu.edu/general-counsel/code-of-policies/discrimination-harassment-and-retaliation/university-policy-on-prohibited-discrimination-harassment-and-retaliation-other-than-sex#jump7. 

    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

    While we do provide training as outlined below, we do not have mandatory training every three years for all staff/faculty/administrators. Mandatory training is provided during new employee orientation and subsequent training is offered to any member of the community during the course of their employment, including supervisors and department heads, and depending on their positions, some staff/faculty/administrators receive periodic training to remain up-to-date with policy revisions and processes.

    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, mandatory for all students

    Students receive mandatory training as part of their 1L Orientation and a DEI continuing education session during the second semester of their 1L year.

    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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