1) Prospective: Consideration of diversity begins with the application process: LSAC application has multiple boxes that is inclusive of different genders and sexual orientation; Pronouns are included in the application; Targeted outreach programs; Lavender Law (support our LGBTQ+ students to attend and participate in the Law Fair); We Publish LGBTQ +student enrollment number on our website and publications
2) Incoming: Our SBA Diversity Representative sends a hard copy letter (for diversity in general) and select staff and students send LGBTQ-specific email to all self-identified new admits; Admissions fellows representing LGBTQ identities would call/email students to let them know about their experiences
Students have a self-select option on the admission forms.
Law school hiring posts in affinity social media sites/listservs; faculty exchange
https://www.aetnastudenthealth.com/schools/seattleuniversity/pdbs2122.pdf
https://www.aetnastudenthealth.com/schools/seattleuniversity/pdbs2122.pdf
“Accessibility and Non-Discrimination: CAPS strives to provide a welcoming, accessible environment where all receive the respect, acceptance, positive regard, and safety conducive to maximum personal growth. We treat each student with sensitivity, providing affirmative therapy that values diversity and respects the individual. We promote and celebrate diversity by acknowledging different world views and the impact these have on our daily interactions.
CAPS also complies with University policies: Seattle University does not discriminate on the basis of race, color, religion, sex, national origin, age, disability, marital status, sexual or political orientation, or status as a Vietnam-era or special disabled veteran in the administration of any of its education or admission policies, scholarship and loan programs, athletics, and other school-administered policies and programs, or in its employment policies and practices. All University policies, practices and procedures are administered in a manner consistent with Seattle University’s Catholic and Jesuit identity and character. Inquiries about the non-discrimination policy may be directed to the University’s EEO officer and Title IX coordinator, University Services Building 107, 206.296.5870, or hr@seattleu.edu.”
– Language from counseling center
“All are welcome to use this single occupant / family / ADA restroom”
The three single-occupant all-gender restrooms within the law school are identified on the building directory. A fourth, multi-stall, all-gender restroom was recently completed in a high-traffic area of the building and is being added to the building directory.
Outside each gender-segregated restroom, the following language is posted along with information on where to find the four gender-neutral restrooms in our building: “Gender diversity is welcomed here. All are welcome to use the restroom that best fits their identity.”
Gender and the law, Gender Violence Immigration Clinic, Feminist Legal Theory
All student organizations receive an allotment from the Student Bar Association (SBA) every semester. In addition, all student organizations can request additional money through the Dean’s Funding Request or SBA Event Request process.
Funding to attend Lavender Conference, Sponsorship of local QLaw Networking Event, Sponsorship of QLaw Banquet for student to attend.
The law school has its own bias incident response team that specifically identifies protected categories of individuals, including sexual orientation and gender identity/expression; however, we are not permitted to codify this as a policy because we can have only one official hate/bias incident policy for the entire university. The university’s task force has not yet completed its work in creating their policy, and so the law school continues to act under our internal de facto process in its absence.
https://www.seattleu.edu/equity/
Other
1) Law Student Orientation has a required diversity and inclusion component. 2) All faculty/staff/administrators are required to attend an in-service training on best practices for working with marginalized gender identities.
The law school also provides regular diversity and inclusion programming throughout the academic year from a variety of sources, in conjunction with both student-run and faculty-driven programs.
Students have an option of including their chosen name in our application process.
Seattle U Law has two internal committees devoted to assist minorities as well as students from other marginalized groups. The Social Justice Leadership Committee (SJLC) is comprised of staff, faculty, and students and seeks to advance the school’s social justice mission and promote the well-being of all students in their academic pursuits and beyond. The Committee is focused on creating an inclusive and equitable environment where students feel safe and supported. In particular, the Committee works to identify and combat structural and institutional barriers that affect students from traditionally marginalized groups. Through student and faculty collaboration, the Committee works to provide resources and develop solutions to promote equity at the Law School and in the broader legal community.
More recently, the SJLC evaluated the Washington Race Equity and Justice Initiative (REJI) and proposed that Seattle U law became a signatory. In the Spring of 2020, the Seattle U Law became a signatory for the REJI commitments and completed a school wide evaluation of its departments to determine what the school is doing well and where it can improve. Seattle U Law is dedicated to continuous improvement and applying race equity lens to all aspects of its operations through its REJI commitments.
The SJLC has also organized an advance race equity training each Spring semester. In previous years, the school has hosted Jeff Robinson and the Who We Are Project, had trainings on the science behind microaggressions, and held a screening of True Justice: Bryan Stevenson’s Fight for Equality with a discussion panel.
Through the SJLC, there are two staff designated as bias incident responders. The Dean informs students that these staff are their point of contact for any bias incidents on campus. The staff appointed as bias incident responders work with students to navigate both their formal and informal options for grievances.
Historically, the SJLC has hosted affinity groups for students as a safe space for them to gather and unpack issues relative to law school or in the community that are impacting them.
Seattle U Law created a new Standing Committee on Diversity, Equity and Inclusion in the fall of 2020. This faculty-, staff-, and student-led committee organized a series of listening sessions with the goal of learning directly from our first-year students and members of student affinity groups. Student participants shared feedback about their perceptions around race equity and other issues related to classroom diversity and inclusion.
In the fall of 2021, the school’s Access to Justice Institute hired an Associate Director for whom diversity, equity, and inclusion work will be a significant component of their job duties. The Associate Director will lead the Standing Committee for Diversity Equity and Inclusion and serve as one of the school’s bias incident responders.
Last, each year, the law school organizes racial justice book groups. The discussion groups are moderated by staff and faculty. Last year, the selected readings were Isabel Wilkerson’s Caste and Ibram X. Kendi’s How to Be An Antiracist. In addition, as a part of the Law School’s One Book initiative, incoming students for the 2021-22 academic year were required to read Richard Rothstein’s Color of Law prior to new student orientation.