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  • Climate Survey 2022

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

    University of Colorado Law School

    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?
    Yes
    c. If you responded 'Yes' or 'Other' above, please provide the language of the policy

    The University of Colorado recognizes that people are the most important resource in accomplishing its mission. The University of Colorado values academic freedom, diversity, and respect for all persons. The university is committed to the principle of non-discrimination and does not tolerate harassment on any basis, including race, color, national origin, sex, pregnancy, age, disability, creed, religion, sexual orientation, gender identity, gender expression, veteran status, political affiliation, or political philosophy. Members of the university community are expected to treat colleagues, co-workers, and students2 with respect, professionalism, and dignity in all interactions and communications (Regent Policy 8.A.2 – Respect for Others).

    2. Does your law school intentionally seek out LGBTQ+ prospective students?
    Yes
    a. If ‘yes,’ how and where are your efforts directed?

    We utilize a targeted email campaign.

    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:

    There are two opportunities on the admissions application to self-identify as options: first, an applicant may select from several options to self identify under the heading of gender identity preference. And second, in your personal statement, you may take this opportunity to self identify as another option.

    b. If 'yes,' how many students are currently enrolled at your law school in total?:
    550
    c. If 'yes,' how many self-identified LGBTQ+ students are currently enrolled at your law school, in total?:
    37
    d. If 'yes,' how many of your currently enrolled LGBTQ+ students also self-identify as people of color?
    10
    Lesbian?
    No data
    Gay?
    No data
    Bisexual/ Pansexual?
    No data
    Transgender / Nonbinary?
    No data
    Queer or member of gender/sexual orientation minority group?
    No data
    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:

    Colorado Law seeks a diverse faculty applicant pool. Colorado Law recruits faculty through the Association of American Law Schools (AALS). The AALS recruiting bulletin is accessible to all prospective law faculty candidates and this information is accessed by numerous specialty and diverse bar associations. We contact all of the diverse Colorado Bar Associations. We also encourage our faculty to reach out to diverse individuals who they know may be interested in our open faculty positions.

    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

    Staff/faculty/administrators have an opportunity to self identify on the general application and in their diversity, equity, and inclusion statement as well.

    9. How many faculty (not staff/administrators) are employed by your law school in total?
    65
    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
    Lesbian?
    No data
    Gay?
    No data
    Bisexual/Pansexual?
    No data
    Transgender / Nonbinary?
    No data
    Queer or member of gender/sexual orientation minority group?
    No data
    11. How many staff/administrators (not faculty) are employed by your law school in total?
    80
    12. How many self-identified LGBTQ+ staff/administrators are employed by your law school in total?
    No data
    a. With reference to #12, how many LGBTQ+ staff/administrators self-identify as people of color?
    No data
    Lesbian?
    No data
    Gay?
    No data
    Bisexual / Pansexual?
    No data
    Transgender / Nonbinary?
    No data
    Queer or member of gender/sexual orientation minority group?
    No data
    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.)?
    Yes
    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 of Colorado does offer reproductive options to benefits-eligible employees, including same-sex couples who are married or in registered domestic partnerships. The cover for reproductive planning, and available services, will ultimately depend on the medical plan selected by the employee. Individual medical plan options are available here: https:/www.cu.edu/employee-services/benefits-wellness/new-employee/life-insurance.

    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?
    Yes
    a. If 'yes' or ‘unsure,’ please summarize or reproduce your policy here:

    Yes. The University of Colorado does offer transition-related health benefits to transgender and/or transitioning employees. The cover for reproductive planning, and available services, will ultimately depend on the medical plan selected by the employee. Individual medical plan options are available here: https:/www.cu.edu/employee-services/benefits-wellness/new-employee/life-insurance.

    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.)?
    Yes
    c. If you answered yes to #15a AND/OR if you answered yes or unsure to #15b, please summarize or reproduce your policy here

    Our services included: Annual exams and preventive care, sexual health exams for students of all gender identities and sexual orientations. Birth control consultations and prescriptions: pills, depo-proverb injections, diaphragm and cervical cap fittings, nexplanon, and IUD insertions, clinical breast exams. Emergency contraception prescriptions when required by insurance. GYN services. Reproductive services including preconception counseling and early pregnancy care resources and care for victims of sexual assault. Transgender patient care and hormone therapy LGBTQ+ care.

    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:

    Our services included: Annual exams and preventive care, sexual health exams for students of all gender identities and sexual orientations. Birth control consultations and prescriptions: pills, depo-proverb injections, diaphragm and cervical cap fittings, nexplanon, and IUD insertions, clinical breast exams. Emergency contraception prescriptions when required by insurance. GYN services. Reproductive services including preconception counseling and early pregnancy care resources and care for victims of sexual assault. Transgender patient care and hormone therapy LGBTQ+ care.

    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.):

    Counseling and Psychiatric Services-Our mission at CAPS fosters the well-being of students and helps them succeed by providing a full range of clinical services, consultation, and outreach to the campus community. We also offer outstanding training to the next generation of mental health professionals. CAPS is a multicultural, multidisciplinary, and multi theoretical staff. W are committed to affirming diversity and seek to provide a safe and welcoming environment for everyone we serve. Our commitment to diversity: we are dedicated to promoting and celebrating diversity in all of its forms. As a is a multicultural, multidisciplinary, and multi theoretical staff, we strive to provide culturally competent clinical services, outreach programming, and training opportunities.

    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

    Single-stall restroom signage reads-restroom. There are single stall restrooms on building maps and are accessible for people with disabilities. The law school doe provide gender-inclusive restrooms in its building. We have submitted a request for additional gender-inclusive restrooms. In addition, several students are advocating for all of restrooms in the building to be gender-inclusive.

    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 a Gender Identity Law course annually
    a. If 'yes,' please list course names:

    Here is a list of course offerings that incorporate LGBTQ+, sexual orientation, gender, trans-inclusion: advanced constitutional law equality and privacy; citizenship; civil rights, counseling families in business; family law; gender and criminal justice; gender, work and family; sexuality 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:

    Students have received funding to attend such conferences as Creating Change; the LGBT Bar’s Lavender Conference and Career Fair; LGBT Colorado Bar Association Annual Awards Dinner. In addition, depending on funds, students may be supported to attend other conferences as well.

    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
    Yes, optional for all students
    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?
    No
    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
    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:

    Throughout the year, the Assistant dean for diversity, equity, and inclusive excellence meet with the LGTQ+ students, faculty, and administrations to ensure the law school community is a safe, inclusive, and welcoming community. The assistant dean, in collaboration with our LGBTQ+ community, have hosted a number of community gather on and off campus, delivered workshops educating our community on gender identity, the use of pronouns, unconscious biases, microaggessions, inclusive pedagogy, etc.

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