We’ve been more intentional about including members of OUTLaw in recruiting. We also hosted Zoom sessions on Diversity at the Law School, and we included LGBTQ+ students on those calls.
We just began (Fall 2021) utilizing a survey sent to every incoming first-year student. One question within the survey gives students the option to self-identify at LGBTQ+.
During full-time faculty and staff searches, the Law School works with the University EEO office to ensure proper recruitment efforts. The Law School follows the Search Committee Guide issued by the University’s Department of Human Resources (HR) and the Equal Opportunity and Regulatory Compliance Office. Among other things, this policy requires that:
• Committee members be diverse in both race and gender;
• Committee members sign up to attend a training;
• The position be advertised broadly, including in “minority-targeted publications;”
• The Ad must state: “The University of Mississippi is an EOE/AA/Minorities/Females/Vet/Disability/Sexual Orientation/Gender Identity/Title VI/Title VII/Title IX/504/ADA/ADEA employer.”
The appointment of new faculty and staff at the University cannot move forward until the Office of Equal Opportunity and Regulatory Compliance has verified that the recruitment and selection process is in compliance with all relevant policies.
All University jobs are posted to (https://www.diversityjobs.com/) and its full network of niche diversity sites. Diversity Jobs (https://www.diversityjobs.com/) is an extensive network of job boards that gives job seekers free access to thousands of jobs. This network includes ALLLGBTJobs.com (https://alllgbtjobs.com/).
We sent out an anonymous survey to all faculty and staff using SurveyMonkey. The survey explained that it was a Self-ID program and that it allows members of our community to self-identify as LGBTQ+ on a voluntary and confidential basis. Out of all of our faculty and staff, we received 12 responses.
The University offers health insurance coverage to faculty/staff through the State and School Employees’ Health Insurance Plan. A legally married spouse, same-sex or different-sex, is deemed a qualifying dependent and eligible for enrollment. Information about the State Health Plan is available in the Summary Plan Description (SPD) which can be accessed at http://knowyourbenefits.dfa.ms.gov/publications/.
A legally married spouse, same-sex or different-sex, is deemed a qualifying dependent and eligible for enrollment. Employees who are legally married, same-sex or different-sex, are also entitled to the same FMLA and paternal benefits. The State Health Plan Summary Plan Description provides information about benefits offered with the Plan, in addition to excluded services. http://knowyourbenefits.dfa.ms.gov/publications/
Employees who are legally married, same-sex or different-sex, are also entitled to the same FMLA and paternal benefits. Policies can be accessed via the following links.
• Leave Guidelines (HRO.BE.600.010) – https://policies.olemiss.edu/ShowDetails.jsp?istatPara=1&policyObjidPara=10659144
• Personal Leave for Twelve-Month Employee (HRO.BE.600.020) – https://policies.olemiss.edu/ShowDetails.jsp?istatPara=1&policyObjidPara=10659146
• Major Medical Leave-12-Month Employees (HRO.BE.600.030) – https://policies.olemiss.edu/ShowDetails.jsp?istatPara=1&policyObjidPara=10659147
• Major Medical Leave-9-Month Employees (HRO.BE.600.040) – https://policies.olemiss.edu/ShowDetails.jsp?istatPara=1&policyObjidPara=10659157
• Family and Medical Leave Guidelines (HRO.BE.600.050) – https://policies.olemiss.edu/ShowDetails.jsp?istatPara=1&policyObjidPara=10659158
Information is also available on the Types of Leave website. http://hr.olemiss.edu/benefits/leave/
The State Health Plan Summary Plan Description provides information about benefits offered with the Plan, in addition to excluded services. http://knowyourbenefits.dfa.ms.gov/publications/
The Office of Insurance has asked employer units to not address questions about how benefits are paid, if a specific service may be covered, etc. since we are not involved in the claims process. If you have specific questions about transition-related benefits, please direct them to the Office of Insurance at 866-586-2781.
The State Health Plan Summary Plan Description provides information about benefits offered with the Plan, in addition to excluded services. http://knowyourbenefits.dfa.ms.gov/publications/
The policy may be found here: https://healthcenter.olemiss.edu/wp-content/uploads/sites/300/2021/08/2021-515-1-1-Certificate.pdf
Our counseling center and our in-house counselor espouse a philosophy of acceptance and respect, compassion and support for students. Also, there is a UNITAS (LGBT) Counseling Group.
We are in the process of putting up signage that reads “All Gender Restroom” for our single-stall restrooms. And we are also putting up wayfinding signs in our building so that these restrooms are easy to find.
We have five total single-stall, disability accessible, all-gender restrooms in the law building.
Link to All Gender Restrooms: https://lgbtq.olemiss.edu/all-gender-restrooms-at-um/
Go to the Campus Map and select Services. Then, select Health & Safety. Finally, select Restrooms.
Gender and the Law
We provided funding for 2 students to attend Lavender Law the past few years. Also, OUTLaw is funded by our Student Bar Association for events and programs.
Yes, mandatory for all students
Regarding Questions 23 – 25, our university has implemented a Bias Education and Response Team (BERT) that is an educational, non-judicial team that provides members of the University of Mississippi community an opportunity to receive education, support, and appropriate resolution in response to bias-related incidents.
Bias-related incidents are defined as threats or acts of harassment or intimidation, whether verbal, written or physical, which are directed against a person because of that person’s age, color, ability, marital status, national or ethnic origin, political affiliation, race, religion, sex (including pregnancy), socioeconomic status, gender identity, gender expression, sexual orientation, veteran status, family medical or genetic makeup or information, intellectual perspective, criminal background, and potentially other identities or identifiers.
Participation by all parties in the BERT process is voluntary. If a member of BERT identifies a situation in which there is a possible violation of the University of Mississippi’s policies or the law, the information will be transferred to the Office of Student Conduct and Conflict Resolution, University Police Department, and/or Equal Opportunity and Regulatory Compliance (EORC) for investigation and possible adjudication. BERT is not a disciplinary process and does not function in lieu of any disciplinary or complaint processes within or outside of the University.
To bring a bias-related incident to our attention, one must complete a reporting form. Reports may be submitted anonymously but may limit BERT’s ability to offer support. Anonymity cannot be guaranteed in circumstances that threaten safety and/or involve potentially criminal acts. Any questions may be emailed to diversity@olemiss.edu or you may call the Office of Diversity and Community Engagement at 662-915-2933. For immediate assistance or emergencies, we encourage individuals to contact the University of Mississippi’s Department of Police and Campus Safety at 662-915-7234.
Training is required at the time of employment and required for Search Committee Members. We encourage Faculty, Staff and Students to participate in the Allies Training workshop facilitated by the Center for Inclusion and Cross-Cultural Engagement. Allies training is a 2.5 to 3-hour workshop that aims to:
1) encourage foundational understanding of LGBTQ+ definitions, concepts and terms relating to sexual orientation and gender identities,
2) introduce campus and state-level issues and concerns that impact individuals who identify as lesbian, gay, bi, trans, and/or questioning/queer, and
3) model how to be an effective and informed ally to those communities
We are working with main campus to determine how to efficiently share students’ personal pronouns and honorifics so that they will be used in the classroom.
Our chapter of OUTLaw hosted one of our monthly Diversity Discussion Groups, where members discussed their experiences within our law school community. Many students, faculty, and staff attended. OUTLaw members shared their concerns and suggestions regarding ways to make the law school more inclusive and welcoming.
We have mandated the following annual trainings for our students:
1) Before Orientation, all first-year law students are required to complete an online Diversity Training via EverFi through our Diversity and Community Engagement Office.
2) During Orientation, all first-year law students are required to attend a session called Creating True Community and Equity at UM Law. Two of our professors lead this discussion which revolves around the importance of valuing diversity, equity, and inclusion both within the law school community and as a soon-to-be practicing attorney. Such topics include systemic racism, privilege, and implicit bias.
3) All members of student boards, law reviews, and organizations that require a selection process for membership must receive implicit bias and professionalism training. This training is conducted by the university’s Office for Diversity and Community Engagement and is required annually.