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  • Climate Survey 2022

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

    University of Mississippi 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?

    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.

    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:

    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+.

    b. If 'yes,' how many students are currently enrolled at your law school in total?:
    Roughly 475
    c. If 'yes,' how many self-identified LGBTQ+ students are currently enrolled at your law school, in total?:
    We do not know because we have only implemented the option to self-identify with our current first-year students.
    d. If 'yes,' how many of your currently enrolled LGBTQ+ students also self-identify as people of color?
    We do not know because we have only implemented the option to self-identify with our current first-year students.
    Lesbian?
    We do not know because we have only implemented the option to self-identify with our current first-year students.
    Gay?
    We do not know because we have only implemented the option to self-identify with our current first-year students.
    Bisexual/ Pansexual?
    We do not know because we have only implemented the option to self-identify with our current first-year students.
    Transgender / Nonbinary?
    We do not know because we have only implemented the option to self-identify with our current first-year students.
    Queer or member of gender/sexual orientation minority group?
    We do not know because we have only implemented the option to self-identify with our current first-year students.
    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:

    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/).

    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

    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.

    9. How many faculty (not staff/administrators) are employed by your law school in total?
    About 35
    10. How many self-identified LGBTQ+ faculty are employed by your law school in total?
    1
    Gay?
    1
    11. How many staff/administrators (not faculty) are employed by your law school in total?
    About 50
    12. How many self-identified LGBTQ+ staff/administrators are employed by your law school in total?
    2
    Gay?
    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.)?
    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:

    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.

    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:

    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/

    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

    The policy may be found here: https://healthcenter.olemiss.edu/wp-content/uploads/sites/300/2021/08/2021-515-1-1-Certificate.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?
    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?
    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.):

    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.

    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

    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.

    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?
    No
    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 such a course, but only every other year (please specify in 20a below)
    a. If 'yes,' please list course names:

    Gender and the Law

    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
    a. If yes please provide details and examples of when and how those opportunities have been utilized in the past three years:

    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.

    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, mandatory for all faculty/staff/administrators
    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

    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.)?
    Yes
    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

    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.

    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:

    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.

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