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  • Climate Survey 2022

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

    University of Richmond 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 partner with our student-led Sexuality and Gender Alliance to host virtual events for LGBTQ+ prospective students.

    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?
    No
    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?
    No
    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?
    No
    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 law school actively recruits faculty and staff candidates from all underrepresented groups, including LGBTQ+. We strive to advertise our positions in a variety of publications, including those targeting diverse populations. During the screening process for new faculty members, we are attentive to whether a candidate would add to the diversity of our faculty, and we ask specific questions in our interviews to discern whether candidates are thoughtful about issues related to diversity and inclusion. Before the faculty votes on offers, we take time as a group to discuss how each finalist would contribute to the university’s commitment to diversity and inclusion.

    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?
    55 (including librarians, clinical faculty, legal writing faculty; excluding adjuncts, visiting faculty, and emeritus faculty)
    10. How many self-identified LGBTQ+ faculty are employed by your law school in total?
    NA - We cannot surmise how others self identify with respect to gender identity/sexual orientation.
    a. With reference to #10, how many LGBTQ+ faculty self-identify as people of color?
    NA - We cannot surmise how others self identify with respect to gender identity/sexual orientation.
    Lesbian?
    NA - We cannot surmise how others self identify with respect to gender identity/sexual orientation.
    Gay?
    NA - We cannot surmise how others self identify with respect to gender identity/sexual orientation.
    Bisexual/Pansexual?
    NA - We cannot surmise how others self identify with respect to gender identity/sexual orientation.
    Transgender / Nonbinary?
    NA - We cannot surmise how others self identify with respect to gender identity/sexual orientation.
    Queer or member of gender/sexual orientation minority group?
    NA - We cannot surmise how others self identify with respect to gender identity/sexual orientation.
    11. How many staff/administrators (not faculty) are employed by your law school in total?
    36
    12. How many self-identified LGBTQ+ staff/administrators are employed by your law school in total?
    NA - We cannot surmise how others self identify with respect to gender identity/sexual orientation.
    a. With reference to #12, how many LGBTQ+ staff/administrators self-identify as people of color?
    NA - We cannot surmise how others self identify with respect to gender identity/sexual orientation.
    Lesbian?
    NA - We cannot surmise how others self identify with respect to gender identity/sexual orientation.
    Gay?
    NA - We cannot surmise how others self identify with respect to gender identity/sexual orientation.
    Bisexual / Pansexual?
    NA - We cannot surmise how others self identify with respect to gender identity/sexual orientation.
    Transgender / Nonbinary?
    NA - We cannot surmise how others self identify with respect to gender identity/sexual orientation.
    Queer or member of gender/sexual orientation minority group?
    NA - We cannot surmise how others self identify with respect to gender identity/sexual orientation.
    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:

    Treatment of Gender Dysphoria

    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:

    Treatment of Gender Dysphoria

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

    The policy will consider benefits for transition related healthcare the same for the insured student and their insured partner/spouse. Transition related healthcare will be considered the same as any other medical 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.):

    The Student Health Center provides care to any student seeking evaluation and treatment for an acute or chronic illness, injury or other medical concern. For students seeking to initiate transition, we can provide information about local resources and referral to local specialists. For students already in transition, we can coordinate care with your current physician to provide support for ongoing treatment by renewing prescription medications, administering injectable medications and referral to local specialists, if the need arises.

    The Student Health Center (SHC) is supportive of a fully inclusive campus and all staff members are Safe Zone trained. We actively encourage students to share their gender identity, preferred name and preferred pronoun and to update this information at any time. The clinicians at the SHC follow the best practices for transgender health care, as outlined by the World Professional Association for Transgender Health (WPATH) in their Standards of Care for the Health of Transgender and Gender Nonconforming People.

    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

    The law school has nine single-stall restrooms identified with the language “All Gender Restroom.” Six of the nine are accessible.

    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?
    Yes
    a. If "yes," please provide the language of your school's restroom use policy and details on where this policy may be found by the law school community:

    The University of Richmond believes that individuals should use whatever restroom facility meets their individual needs. We also recognize that some individuals would prefer to use a gender-inclusive restroom and the University of Richmond has created a Gender Inclusive Bathroom Guide to assist those looking for these on campus.

    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:

    Sexual Orientation, Gender Identity, 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 provide $200-$500 of funding to students who want to travel to legal conferences or events. This includes LGBTQ+ focused conferences like Lavender Law (we have funded student travel to this conference previously). We also fund an LGBTQ+ affinity group at the law school, and that group holds networking and other events focused on and for LGBTQ+ individuals.

    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?
    No
    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
    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

    Students have the ability to indicate in their university accounts that they wish for their pronouns to be shared with their professors.

    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:

    In addition to the items listed above, Richmond Law and our student orgs host events throughout the year on diversity and inclusion in the legal profession. Additionally, we respect and list students’ preferred name versus legal name, and allow for gender changes in our data system without a legal gender marker change.

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    Survey 2022

    • Albany Law School
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