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?
No
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:
Application for admissions; Career Development engagement forms; Preferred names and pronouns in university records; Student Organizations
b. If 'yes,' how many students are currently enrolled at your law school in total?:
590
While students self-ID, we do not currently keep statistics for these specific categories (4c-4i).
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
Applicants can include a preferred name on their applications; university student records allows for preferred names
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:
University HR website, online employment sites (LinkedIn, HigherEd Jobs, etc), word of mouth
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?
124
10. How many self-identified LGBTQ+ faculty are employed by your law school in total?
Unsure
a. With reference to #10, how many LGBTQ+ faculty self-identify as people of color?
Unsure
Lesbian?
Unsure
Gay?
Unsure
Bisexual/Pansexual?
Unsure
Transgender / Nonbinary?
Unsure
Queer or member of gender/sexual orientation minority group?
Unsure
11. How many staff/administrators (not faculty) are employed by your law school in total?
75
12. How many self-identified LGBTQ+ staff/administrators are employed by your law school in total?
Unsure
a. With reference to #12, how many LGBTQ+ staff/administrators self-identify as people of color?
Unsure
Lesbian?
Unsure
Gay?
Unsure
Bisexual / Pansexual?
Unsure
Transgender / Nonbinary?
Unsure
Queer or member of gender/sexual orientation minority group?
Unsure
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.)?
No
c. If you answered 'yes' to #13a AND/OR if you answered 'yes' or 'unsure' to #13b, please summarize or reproduce your policy here:
Answer left blank.
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?
No
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?
No
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.):
WE WELCOME All Races & Ethnicities All Religions All Countries of Origin All Gender Identities All Sexual Orientations All Abilities & Disabilities All Languages All Ages Everyone.
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 currently have three single-stall restrooms that are labeled as all-gender. They are in the dean’s suite and the clinic suite. In addition, we have four other single-stall restrooms that will be converted to all-gender in the next few months. They are identified on printed and online maps but will be updated once conversions are complete. Two are currently accessible, but the four converted restrooms will be accessible once construction is completed.
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.)?
No, we do not offer any course focused on LGBTQ+ legal issues
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
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
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
University-required training
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?
We capture this data elsewhere
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?
Yes
Students can input personal pronouns and honorifics on applications and in their university student records.
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:
Creation of new Wellness Committee; Hiring of embedded counselor housed at the law school; creation of decanal DEI position to support all members of our community and their personal and social identities.