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  • Climate Survey 2022

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

    Seattle University School of Law

    March 23, 2022

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

    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

    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
    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:

    Students have a self-select option on the admission forms.

    b. If 'yes,' how many students are currently enrolled at your law school in total?:
    673
    c. If 'yes,' how many self-identified LGBTQ+ students are currently enrolled at your law school, in total?:
    178
    d. If 'yes,' how many of your currently enrolled LGBTQ+ students also self-identify as people of color?
    47
    Lesbian?
    6 (Data only available for entering classes beginning with 2020-21)
    Gay?
    14 (Data only available for entering classes beginning with 2020-21)
    Bisexual/ Pansexual?
    53 (Data only available for entering classes beginning with 2020-21)
    Transgender / Nonbinary?
    6 (Data only available for entering classes beginning with 2020-21)
    Queer or member of gender/sexual orientation minority group?
    6 (Data only available for entering classes beginning with 2020-21)
    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?
    Yes
    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:

    Law school hiring posts in affinity social media sites/listservs; faculty exchange

    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?
    52 (not including adjuncts)
    10. How many self-identified LGBTQ+ faculty are employed by your law school in total?
    8
    Lesbian?
    3
    Gay?
    4
    Transgender / Nonbinary?
    1
    11. How many staff/administrators (not faculty) are employed by your law school in total?
    45
    12. How many self-identified LGBTQ+ staff/administrators are employed by your law school in total?
    6
    a. With reference to #12, how many LGBTQ+ staff/administrators self-identify as people of color?
    1
    Gay?
    5
    Queer or member of gender/sexual orientation minority group?
    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.)?
    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:

    Aetna 2022 Summary Plan Document

    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:

    Aetna 2022 Summary Plan Document

    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?
    Yes
    a. If yes, are those student benefits available on equal terms to students in same-sex marital/domestic partnership relationships as they are to students in different- sex marital/domestic partnership relationships?
    Yes
    b. If you answered yes to #15, are those student benefit plans inclusive of the specific needs of LGBTQ+ students (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 students of all genders, etc.)?
    Unsure
    c. If you answered yes to #15a AND/OR if you answered yes or unsure to #15b, please summarize or reproduce your policy here

    https://www.aetnastudenthealth.com/schools/seattleuniversity/pdbs2122.pdf

    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:

    https://www.aetnastudenthealth.com/schools/seattleuniversity/pdbs2122.pdf

    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.):

    “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

    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

    “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.

    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:

    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.”

    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.)?
    Yes, we offer a Gender Identity Law course annually
    a. If 'yes,' please list course names:

    Gender and the law, Gender Violence Immigration Clinic, Feminist Legal Theory

    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?
    The group receives funding from a source other than the administration

    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.

    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:

    Funding to attend Lavender Conference, Sponsorship of local QLaw Networking Event, Sponsorship of QLaw Banquet for student to attend.

    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

    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/

    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
    Other
    a. If you selected other, please describe your diversity and inclusion training options:

    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.

    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?
    Yes
    b. If your law school captures students' personal pronouns and honorifics, is that information consistently shared with professors on class rosters with an expectation that it will be used in the classroom?
    No

    Students have an option of including their chosen name in our application process.

    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:

    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.

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