• 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 2022

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

    Charleston School of Law

    March 23, 2022

    Question 1 provided each school with a field to confirm or update their nondiscrimination statement.
     
    a. If you answered 'it is incorrect,' please provide the URL from your school's website with the corrected version

    Title IX Policy

    b. Does your law school (or larger University, if those policies are binding upon the law school) have a "code of conduct" which prohibits same-sex relationships (including but not limited to physical/sexual activity, marriage or registered domestic partner status, etc.) for employees or students?
    No
    2. Does your law school intentionally seek out LGBTQ+ prospective students?
    Yes
    a. If ‘yes,’ how and where are your efforts directed?

    We are able to directly recruit LGBTQ+ students through LSAC’s CRS feature. Utilizing the information from the CRS queries, we are able to send specific communication to LGBTQ+ prospective students about the programs and initiatives we have here on campus. We also include our Alliance for Equality in a panel discussion with 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 Accepted Student folder includes a list of all student organizations, including those for LGBTQ+ students and students of color.

    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
    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 are not required to put their prefix or gender on their law school admission application. In addition, they are asked for their preferred name for the school to use in correspondence, and it can be any name of their choosing.

    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:

    Throughout its history, the Law School has been committed to having a full-time faculty that is diverse with respect to its gender, race, ethnicity, and sexual orientation. Over half of the Law School’s tenured and tenured earning faculty members are women. Two full-time faculty members are members of the LGBTQ+ community. Four full-time faculty members (17.39%) of the overall full-time faculty count add racial/ethnic diversity, LGBTQ+ diversity, or both.

    When it is determined that there is a need to hire additional faculty, the Faculty Recruitment and Diversity Committee undertakes a thorough search for qualified faculty candidates, including women and members of underrepresented groups. The committee reviews candidates who are participating in the AALS Appointments Register and from direct contacts and referrals both locally and nationwide. The committee also reviews and considers resumes from individuals not currently in academia as well as recommendations from judges and attorneys for positions that might bring diversity to the school.

    The Law School has also continued to initiate concrete actions to ensure diversity in its hiring practices for staff positions. To reach the largest candidate pool possible, the Human Resource department conducts both local and nationwide searches. These searches include using a wide variety of job sites, hiring sources, third party websites, the Law School’s website, association career placement websites, and advertising through such diverse channels as Indeed, CareerBuilder, Monster, Symplicity, ZipRecruiter, and Handshake. In addition, Human Resources also utilize listservs, local newspapers, and trade periodicals, and encourages existing employees to refer diverse candidates. Once resumes are received, identifying characteristics of the applicant are removed allowing candidates to be chosen for interviews based solely on the matching of skills and experience to the posted job description. The blind search allows for a more diverse pool of well-qualified applicants chosen without regard to possible personal biases. During the interview process, the hiring team includes the Human Resource department, the department head for the position to be hired, and other select employees of varied backgrounds and diversity.

    The results of these efforts are as follows. Since January of 2020, the Law School has had a full-time staff between 38 and 41 employees. Although this is a slightly smaller overall staff population than the previous year, the percentage of non-faculty employees from minority groups has increased. In December of 2020, 10 out of 44 (22.7%) non-faculty employees were from minority groups. In December of 2021, 10 out of 38 (26.3%) non-faculty employees were from minority groups. The Law School has also maintained a gender diversity in staff of approximately two thirds female for more than four years.

    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

    The Human Resources department sends, via email, a voluntary survey to all employees of the Law School.

    9. How many faculty (not staff/administrators) are employed by your law school in total?
    23
    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?
    1
    Gay?
    2
    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?
    1
    a. With reference to #12, how many LGBTQ+ staff/administrators self-identify as people of color?
    1
    Bisexual / Pansexual?
    1
    Transgender / Nonbinary?
    1
    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.)?
    No
    c. If you answered 'yes' to #13a AND/OR if you answered 'yes' or 'unsure' to #13b, please summarize or reproduce your policy here:

    BlueChoice HealthPlan of South Carolina Inc. Amendment to Provide for Coverage of Domestic Partners And Children of Domestic Partners

    Form # 2008.3

    Subject to the terms and provisions set forth below and all provisions of the Contact, the Contract is amended to allow Coverage of Domestic Partners and children of Domestic Partners as Covered Dependents of Subscribers. The Employer shall be the administrator of the Plan represented by the Contact.

    Article I – Definition of Domestic Partner

    A Domestic Partner is a Dependent of the Subscriber who:

    1. Is unmarried, at least 18 years of age, mentally competent, resides with the Subscriber and intends to reside with the Subscriber for an indefinite amount of time; and;

    2. Is not related to the Subscriber by adoption or blood; and;

    3. Is the sole Domestic Partner of the Subscriber, with whom he/she has a close committed and personal relationship, and has been a member of this domestic partnership for the last 12 months; and;

    4. Agrees to be jointly responsible for the basic living expenses and welfare of the Subscriber; and;

    5. Is financially interdependent. Financial interdependence is demonstrated by submission of three or more of the following documents:

    A. a joint mortgage or lease; or;

    B. a designation of one of the partners as beneficiary in the other partner’s Will or life insurance policy; or;

    C. a durable property and health care powers of attorney; or;

    D. a joint title to an automobile; or;

    E. a joint bank account or credit account; or;

    F. such other proof as is sufficient to establish economic interdependency under the circumstances of the particular case.

    Article II – Eligibility for Coverage as Domestic Partner

    The Subscriber and applicant for coverage as a Domestic Partner will be required to sign an Affidavit of Domestic Partnership. BlueChoice HealthPlan reserves the right to request documentation of any of the foregoing prior to commencing coverage of the Domestic Partner.

    Article III – Eligibility for Coverage of Children of Domestic Partners

    To be eligible for Coverage as a Subscriber’s Covered Dependent, a Domestic Partner’s child, who has not been legally adopted by Subscriber, must be living with Subscriber and Subscriber’s enrolled Domestic Partner on a full-time basis in a permanent parent-child relationship. In addition, the child must meet the qualifications of Dependent as described in the Certificate of Coverage.

    Subscriber and/or Subscriber’s Domestic Partner may be required to furnish written proof of a child’s eligibility for Coverage as a Domestic Partner’s child.

    Article IV – Enrollment of a Domestic Partner and/or Child(ren) of a Domestic Partner

    An Employee may enroll an eligible Domestic Partner and/or eligible child(ren) of a Domestic Partner during the Employer’s Initial Enrollment Period or during an Open Enrollment period, if applicable.

    Dependent(s) resulting from the creation of a domestic partnership (as outlined in Article I) must apply for coverage within 31 days after meeting the requirements stated in Article I. Appropriate Premiums must be paid to BlueChoice HealthPlan for such Dependent(s) to have coverage from the date of the domestic partnership.

    Domestic Partners are not considered to be tax-qualified dependents by the Internal Revenue Service (IRS), unless they satisfy specific statutory requirements and the Employee declares the Domestic Partner or their children on the Employee’s tax return. Therefore if the Employee elects Domestic Partner coverage, the IRS may tax the Employee for the value of benefits provided. The Employee should consult their own personal tax advisor to determine how these tax implications affect the Employee.

    Termination of Coverage of a Domestic Partner and/or Child(ren) of a Domestic Partner

    In addition to terminating when a Subscriber’s coverage terminates, a Domestic Partner and the children of the Domestic Partner coverage terminates when the domestic partnership is dissolved. An Affidavit of Termination of Partnership must be completed by the Subscriber and submitted to the Employer and the Employer must also send an Enrollment Application and Change form to cancel this person from coverage within 31 days of dissolution.
    All other Plan termination of coverage provisions apply to a Domestic Partner and the children of the Domestic Partner.

    Continuation Coverage

    Under current law, a Domestic Partner and children of a Domestic Partner are not entitled to Continuation of Coverage under COBRA. All other Plan provisions regarding State-mandated continuation of coverage after termination of employment apply.

    Timothy L. Vaughn
    President and Chief Operating Officer

    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?
    No
    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?
    No

    The School of Law maintains a contractual agreement with the Medical University of South Carolina Employee and Student Assistance Program which entitles all students and employees of the School of Law access to mental health services and counseling throughout the year on a free, confidential basis. Services are provided in-person at an off-campus location, or via telehealth capabilities and include: individual assessment and counseling; couples counseling (regardless of marital status); and crisis management.

    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?
    No
    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
    b. Do all of the gender-segregated restrooms in your law school buildings have signage specifically indicating that people may use the restroom which best reflects their gender?
    Yes
    20. Does your law school have one or more annual LGBTQ+ specific course offerings (e.g., LGBTQ+ Law and Policy, Sexual Orientation Law, Gender Identity Law, etc.)?
    No, but significant LGBTQ+ content is included in other courses (not including basic law school required courses such as Constitutional Law)
    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:

    For Spring Semester 2022, the law school offers a 3-credit hour course: Reproductive Rights and Justice. The course description states:

    This course includes examination and discussions surrounding reproductive health including abortion and contraception law and policy, as well as regulation of individual’s actions during pregnancy. There will also be a focus on the legal and ethical questions surrounding assisted reproductive technologies, sexuality, adoption, and parenting. We will use an interdisciplinary framework approach using various bodies of law, historical analysis, and current events to demonstrate Reproductive Justice and the role that culture, gender, race, class, sexual orientation, and other marginalized people face concerning their reproductive decision making.

    The Professor estimates that about 55% of the course time presents opportunities to discuss reproductive justice for the LGBTQ+ community. Issues involving marriage and family are also discussed.

    21. Does your law school have an active LGBTQ+ law student group?
    Yes
    a. If you answered "yes," does that group receive annual funding from the law school 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

    Student members of the Alliance for Equality are eligible to access grants through the School of Law’s Student Bar Association to attend and participate in LGBTQ+ focused learning opportunities throughout the United States. Additionally, the Department of Career Services offers funding and support for applicable students to attend the annual Southeastern Minority Job Fair in Atlanta, GA.

    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
    26. Does your school enable and encourage the sharing of personal pronouns (e.g., She/Her, He/Him, They/Them) and honorifics (e.g., Ms., Mx., Mr.) in public communications (email signature blocks, Zoom profiles, nametags, event registration forms, etc.)?
    People are allowed to use them but the school doesn't facilitate or request it
    a. Does your law school capture students' personal pronouns and honorifics as part of the registration process?
    No
    27. 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:

    Charleston School of Law currently has 593 students. In class and out of class, our students are encouraged to be respectful and honest. They are encouraged to operate with integrity. In these interactions, our students are encouraged to listen to each other and when disagreeing, to do so with civility. The oath to practice law in South Carolina requires civility. Our students learn throughout their law school days to practice civility. Respect and civility includes our LGBTQ+ family. The Office of Diversity Initiatives provides programming and events specifically addressing LGBTQ+ speakers and issues. For example, one of the speakers for Diversity Week 2022 is the former President of Alliance for Equality; he is gay; and he serves as Mayor of a town in South Carolina. The majority of our speakers emphasize the importance of treating all people with respect. Our Externship Program has one class on diversity and inclusion and that class addresses LGBTQ+ issues. The programming, classes, and expectations are ways in which Charleston School of Law works to be safe, inclusive, and welcoming for its LGBTQ+ students, administrators, staff, and faculty.

    Primary Sidebar

    Survey 2022

    • 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
    • Cornell Law School
    • Creighton University School of Law
    • Drexel University, Thomas R. Kline 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
    • Indiana University, Maurer School of Law
    • Lincoln Memorial University, Duncan School of Law
    • Louisiana State University, Paul M. Hebert Law Center
    • Loyola Marymount University, Loyola Law School
    • Mitchell Hamline School of Law
    • New York Law School
    • Northwestern University, Pritzker School of Law
    • Nova Southeastern University, Shepard Broad College of Law
    • Penn State Dickinson 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
    • Southwestern Law School
    • St. John’s University School of Law
    • St. Mary’s University School of Law
    • Temple University, James E. Beasley School of Law
    • Texas A&M University School of Law
    • Tulane University Law School
    • 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 Baltimore School of Law
    • 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 Florida, Levin College of Law
    • University of Georgia School of Law
    • University of Hawaii, William S. Richardson School of Law
    • University of Houston Law Center
    • University of Idaho College of Law
    • University of Illinois Chicago School of Law
    • University of Kansas School of Law
    • University of Maine School of Law
    • University of Memphis, Cecil C. Humphreys School of Law
    • University of Minnesota Law School
    • University of Mississippi School of Law
    • University of Missouri 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 North Carolina School of Law
    • University of Pennsylvania, Carey Law School
    • University of Pittsburgh School of Law
    • University of Richmond School of Law
    • University of San Diego 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 Wisconsin Law School
    • University of Wyoming College of Law
    • Vanderbilt University School of Law
    • Vermont Law School
    • Wake Forest University School of Law
    • Washburn University School of Law
    • Washington and Lee University School of Law
    • Washington 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!