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  • Climate Survey 2022

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

    University of Hawai`i at Mānoa William S. Richardson 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?

    LGBTQ+ status is considered as a factor for diversity among applicants to the law school. The Lambda Law Student Organization has frequently partnered with the University’s LGBTQ+ Office; this involvement has served as an informal “bridge” to introduce to LGBTQ+ identified or allied undergraduate students the concept of law school and showcased our Law School’s inclusivity and commitment to diversity.

    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

    Students admitted to the law school are provided with the contact information to the array of services offered at UH Manoa including the LGBTQ+ Center, the Women’s Center. In addition, the Law School’s student organizations including Lambda Law Student Association, La Allianza, Black Law Student Association, and the ‘Ahahui o Hawai‘i.

    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:

    The Law School application includes space for applicants to provide their identifying pronouns and preferred name on the application. During orientation and at events, the Law School encourages students to include their pronouns next to their names during Zoom sessions or below their names in email signature blocks.
    Students can also share their sexual orientation and gender identity via our online employment data system. The Larger University of Hawaii system has a “Change of Name/Preferred Name Request Form” that students can complete and submit to the Office of the Registrar. https://manoa.hawaii.edu/lgbtq/downloads/name_change_preferred_name.pdf

    b. If 'yes,' how many students are currently enrolled at your law school in total?:
    331 (calculated from ABA report Enrollment information)
    c. If 'yes,' how many self-identified LGBTQ+ students are currently enrolled at your law school, in total?:
    1
    Transgender / Nonbinary?
    1

    This information is voluntary and not required of applications. More than one (1) students self-identify as part of the LGBTQ+ communities and are “out”; however, this information may not have been captured by the admissions process. Post-employment data reported to the ABA and NALP for graduates reflect five (5) students self-identifying as LGBTQ+.

    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

    Students are allowed to contact the main campus registrar’s office which has developed a Preferred Name Policy for students to use within the University system.

    6. Does your law school provide any annual scholarships specifically for LGBTQ+ students?
    Only general diversity scholarships
    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:

    The school embraces diversity in its hiring; diversity advocates are included in its hiring processes to ensure that all candidates of diversity, LGBTQ+ included, are actively sought and considered equally.

    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?:
    Unsure
    a. If you answered 'yes' or 'unsure,' please describe your school's process for collecting this data

    The school supports those who self identify as LGBTQ+, but does not actively engage in any process. This information has been captured informally and reported for faculty and administrators who are out.

    9. How many faculty (not staff/administrators) are employed by your law school in total?
    37 (full-time, including those with an interim administrative appointment)
    10. How many self-identified LGBTQ+ faculty are employed by your law school in total?
    6
    a. With reference to #10, how many LGBTQ+ faculty self-identify as people of color?
    2
    Lesbian?
    3
    Gay?
    3
    Bisexual/Pansexual?
    1

    Two of the six faculty are in administrative roles and are also reported below.

    11. How many staff/administrators (not faculty) are employed by your law school in total?
    1
    12. How many self-identified LGBTQ+ staff/administrators are employed by your law school in total?
    3
    Lesbian?
    2
    Gay?
    1

    The two reported here are in temporary administrative roles and also reported as faculty.

    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:

    A variety of plans are available to Law School employees through the Hawaii Employer-Union Health Benefits Trust Fund or “EUTF.” The two primary insurance companies are the Hawaii Medical Service Association of HMSA (Hawaii’s Blue Cross) and Kaiser Permanente. Their plans can be accessed as follows: HMSA: https://eutf.hawaii.gov/health-life-insurance-providers/hmsa/active-benefits/; Kaiser: https://eutf.hawaii.gov/health-life-insurance-providers/kp/active-benefits/

    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:

    A variety of plans are available to Law School employees through the Hawaii Employer-Union Health Benefits Trust Fund or “EUTF.” The two primary insurance companies are the Hawaii Medical Service Association of HMSA (Hawaii’s Blue Cross) and Kaiser Permanente. Their plans can be accessed as follows: HMSA: https://eutf.hawaii.gov/health-life-insurance-providers/hmsa/active-benefits/ ; Kaiser: https://eutf.hawaii.gov/health-life-insurance-providers/kp/active-benefits/

    One policy offered through HMSA (Hawaii’s Blue Cross) can be found at:
    HMSA’s Gender Identity Services is found at: https://hmsa.workfrontdam.com/bp/#/folder/8350597/108785823

    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

    HMSA’s University of Hawaii and Chaminade University Student Plan (Aug 2021): https://hmsa.com/Media/Default/documents/student/MD_491_PPP_Aug2021_DR483.pdf. Additional information regarding HMSA’s Gender Identity Services, including fertility counseling and breast/prostate/cervical cancer screening is found at: https://hmsa.workfrontdam.com/bp/#/folder/8350597/108785823

    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:

    HMSA’s Gender Identity Services is found at: https://hmsa.workfrontdam.com/bp/#/folder/8350597/108785823

    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.):

    The Manoa Counseling & Student Development Center (“CSDC”) has less than 20 professional or support staff providing counseling services. Three indicate professional interests in LGBTQI, LGBTQ, and LGBTI issues. Taken from their website, “The CSDC offers support to UH Mānoa students to assist with mental health, personal, or academic concerns. Our approach is encouraging, collaborative, goal focused and culturally sensitive.”

    University Health Services Manoa has a patients rights guide on their website and available as a printable PDF that indicates, “Patients shall be treated with respect, consideration and dignity.” (Available at https://www.hawaii.edu/shs/downloads/Notice_of_Privacy_Practices.pdf).

    The University of Hawaii at Manoa has a Commission dedicated to LGBTQ+ equity as well as an LGBTQ+ center that offers regular Safe Zone training.  https://manoa.hawaii.edu/lgbtq/resources.php; http://www.hawaii.edu/offices/op/lgbti/index.html

    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?
    No

    The Law School Dean supports the initiation of processes to provide an all-gender restroom at the Law School. The larger University of Hawai‘i at Mānoa does have all-gender restrooms. The map is located at https://manoa.hawaii.edu/wp/wp-content/uploads/2017/08/UHM-all-gender-restrooms-map.pdf. Student Services has been authorized to work with the larger University to explore and provide an all-gender restroom at the Law School.

    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:

    Law and LGBTQI+ Rights; LGBTQI+ Rights in Turbulent Times

    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

    Student groups receive funding from the Law School. Rather, the Student Bar Association collects student dues and funds student organizations for events including the Lambda Law Student Organization. Students can also apply for funding of specific events from the Student Equity Excellence and Diversity (SEED) Office which has two grant cycles a year for projects that promote diversity.

    22. Does your law school provide funding, including travel support, for LGBTQ+ students to participate in LGBTQ+-focused learning and/or career services opportunities?
    No

    The Law School generally does not fund students to attend trainings or career services opportunities. Students did attend the Lavender Law Conference a few years ago; this was at their own expense.

    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

    Regular diversity and inclusion training is offered for administrators, faculty, staff, and students. For example, Safe Zone training is regularly offered; other CLEs are offered through the Hawai’i State Bar Examination that students can attend (free of charge) and faculty. For example, the Associate Dean for Student Services, then the Career Services Director held a training with graduates and a public health colleague: “Pronouns Matter: A Conversation about the Language of Pronouns in the Workplace and in Practice.”

    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

    Not all students share their personal pronouns on the roster. In these cases, some faculty will ask for pronouns. Part of the culture of the Law School is that administrators, faculty, and staff will correct or remind others regarding mis-gendered persons and pronouns.

    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:

    The Law School has a number of ways diversity is woven into the culture of the Law School. This includes encouraging and welcoming LGBTQ+ members in our legal and law school community to participate in the numerous events that happen outside of the classroom. For example, admissions events and career services sessions that have panels are planned with an eye towards diversity. For example, Associate Justice Sabrina S. McKenna, the first openly-LGBTQ+ member of Hawaii’s Supreme Court, is a frequent speaker at the Law School and Kim Coco Iwamoto, who is an attorney and former elected official, served as the 2019 commencement speaker. In addition, the Faculty has a Diversity Committee, chaired by a faculty member who also sits on the Committee on Equality and Access to the Courts set up by the Hawaii Supreme Court; and the Interim Associate Dean for Student Services co-chairs the Diversity, Equality, and Access to the Law Committee set up by the Hawaii State Bar Association.

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