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  • Climate Survey Non-ABA 2022

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

    University of West Los Angeles

    March 23, 2022

    1. Please provide the URL from your law school's website where your Statement of Nondiscrimination can be found

    https://www.uwla.edu/pdf/UWLA%20SOL%20SIH%202021%201-10-22.pdf

    a. 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?
    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?
    Yes
    a. If 'yes,' please describe your student Self-ID process:

    Option is provided in the admissions application.

    b. If 'yes,' how many students are currently enrolled at your law school in total?:
    219
    c. If 'yes,' how many self-identified LGBTQ+ students are currently enrolled at your law school, in total?:
    Due to the size of our community, we respectfully decline answering question in order to protect the privacy of our students.
    d. If 'yes,' how many of your currently enrolled LGBTQ+ students also self-identify as people of color?
    Due to the size of our community, we respectfully decline answering question in order to protect the privacy of our students.
    Lesbian?
    Due to the size of our community, we respectfully decline answering question in order to protect the privacy of our students.
    Gay?
    Due to the size of our community, we respectfully decline answering question in order to protect the privacy of our students.
    Bisexual/ Pansexual?
    Due to the size of our community, we respectfully decline answering question in order to protect the privacy of our students.
    Transgender / Nonbinary?
    Due to the size of our community, we respectfully decline answering question in order to protect the privacy of our students.
    Queer or member of gender/sexual orientation minority group?
    Due to the size of our community, we respectfully decline answering question in order to protect the privacy of our 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?
    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:

    As part of our recruitment efforts and in view of our opportunity mission, it is important that we demonstrate the same principles to providing opportunity in our employment activities as we provide in our educational activities. To that end, the university’s hiring team is tasked with understanding diversity’s role within our institution and to recommend steps to capitalize on diversity, and to assist in implementing those steps. Also, as an institution, we will continuously demonstrate in our verbalizations and actions the importance that we place on sustaining a diverse work environment and workforce.

    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

    The HR department reaches out to the employees and through the HR process this data is revealed in confidential & collected within the respective department.

    9. How many faculty (not staff/administrators) are employed by your law school in total?
    55
    10. How many self-identified LGBTQ+ faculty are employed by your law school in total?
    Unknown
    a. With reference to #10, how many LGBTQ+ faculty self-identify as people of color?
    Unknown
    Lesbian?
    Unknown
    Gay?
    Unknown
    Bisexual/Pansexual?
    Unknown
    Transgender / Nonbinary?
    Unknown
    Queer or member of gender/sexual orientation minority group?
    Unknown
    11. How many staff/administrators (not faculty) are employed by your law school in total?
    31
    12. How many self-identified LGBTQ+ staff/administrators are employed by your law school in total?
    Unknown
    a. With reference to #12, how many LGBTQ+ staff/administrators self-identify as people of color?
    Unknown
    Lesbian?
    Unknown
    Gay?
    Unknown
    Bisexual / Pansexual?
    Unknown
    Transgender / Nonbinary?
    Unknown
    Queer or member of gender/sexual orientation minority group?
    Unknown
    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:

    BENEFITS DISCLAIMER

    The University has established a variety of employee benefit programs designed to assist eligible employees in meeting the financial burdens that can result from illness and disability. Below is a very short general description of the benefits to which employees may be entitled. This general explanation is not intended to, and does not provide, all the details of these benefits. The following does not change or otherwise interpret the terms of the official plan documents. An employee’s rights can only be determined by referring to the full text of the official plan documents, which are available for examination in the Business Office. To the extent that any of the information contained in this Handbook is inconsistent with the official plan documents, the provisions of the official documents will govern in
    all cases. Nothing contained in the benefit plans shall be construed to create a promise of employment or future benefits, or a binding contract between the University and its employees, retirees or their dependents, for benefits or for any other purpose. All employees shall remain subject to discharge or discipline to the same extent as if these plans had not been put into effect. UWLA reserves the right, in its sole and absolute discretion, to amend, modify or terminate, in whole or in part, any or all of the provisions of its benefit plans, including any health benefits that may be extended to retirees and their dependents. The University reserves the exclusive right, in its sole and absolute discretion, to administer, apply and interpret its benefit plans, and to decide all matters arising in connection with the operation or administration of such plans. For more complete information regarding any of the UWLA benefit programs, please refer to the Summary Plan Descriptions, or contact the Business Office.

    ELIGIBILITY

    Full-time and, when applicable, part-time employees are eligible for most group benefit programs offered by the University. Effective, August 1, 2014, eligibility begins on the first day of the month following the employee’s first 30 days after date of hire. Temporary employees are not eligible. UWLA does not offer paid benefits to its employees’ eligible dependents. Employees may add their eligible dependents to, as defined and approved by each individual healthcare provider, to the group healthcare benefit plans at their own expense.

    HEALTH INSURANCE

    Employees have the choice of selecting a PPO (Preferred Provider Organizations) or a HMO (Health Maintenance Organization) plan. The Business Office will assist employees in making the necessary arrangements for enrollment. A complete description of the plans is provided to each employee as Summary Plan Descriptions and appropriate supplements. University of West Los Angeles Employee Handbook Revised 01/11/2018

    DENTAL INSURANCE

    UWLA offers two dental plan options: in network dental coverage and out of network dental coverage.

    VISION

    UWLA’s vision program also includes both network and non-network coverage.
    Please note: should an employee enroll in the medical and dental programs provided by the University, the University will provide the cost of vision care.


    GROUP LIFE INSURANCE

    The University offers full-time employees who are scheduled to work 30 hours or more per week an employer-paid basic group term life policy along with an accidental death and dismemberment policy.

    FAMILY TEMPORARY DISABILITY INSURANCE (FTDI OR PAID FAMILY LEAVE) FTDI (Paid Family Leave)

    Gives workers at companies of any size partial reimbursement of their pay for up to six weeks during any 12-month period. The law does not create a new right to a leave of absence,
    but rather provides pay for the time an employee is off work for a covered reason such as to bond with a new child (by birth, adoption or foster care) or for a seriously ill parent, child, spouse, registered domestic partner or child of a registered domestic partner. There is no guarantee of reinstatement after taking Paid Family Leave. For more information, contact the Business Office or visit www.edd.ca.gov.

    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:

    BENEFITS DISCLAIMER

    The University has established a variety of employee benefit programs designed to assist eligible employees in meeting the financial burdens that can result from illness and disability. Below is a very short general description of the benefits to which employees may be entitled. This general explanation is not intended to, and does not provide, all the details of these benefits. The following does not change or otherwise interpret the terms of the official plan documents. An employee’s rights can only be determined by referring to the full text of the official plan documents, which are available for examination in the Business Office. To the extent that any of the information contained in this Handbook is inconsistent with the official plan documents, the provisions of the official documents will govern in
    all cases. Nothing contained in the benefit plans shall be construed to create a promise of employment or future benefits, or a binding contract between the University and its employees, retirees or their dependents, for benefits or for any other purpose. All employees shall remain subject to discharge or discipline to the same extent as if these plans had not been put into effect. UWLA reserves the right, in its sole and absolute discretion, to amend, modify or terminate, in whole or in part, any or all of the provisions of its benefit plans, including any health benefits that may be extended to retirees and their dependents. The University reserves the exclusive right, in its sole and absolute discretion, to administer, apply and interpret its benefit plans, and to decide all matters arising in connection with the operation or administration of such plans. For more complete information regarding any of the UWLA benefit programs, please refer to the Summary Plan Descriptions, or contact the Business Office.

    ELIGIBILITY

    Full-time and, when applicable, part-time employees are eligible for most group benefit programs offered by the University. Effective, August 1, 2014, eligibility begins on the first day of the month following the employee’s first 30 days after date of hire. Temporary employees are not eligible. UWLA does not offer paid benefits to its employees’ eligible dependents. Employees may add their eligible dependents to, as defined and approved by each individual healthcare provider, to the group healthcare benefit plans at their own expense.

    HEALTH INSURANCE

    Employees have the choice of selecting a PPO (Preferred Provider Organizations) or a HMO (Health Maintenance Organization) plan. The Business Office will assist employees in making the necessary arrangements for enrollment. A complete description of the plans is provided to each employee as Summary Plan Descriptions and appropriate supplements. University of West Los Angeles Employee Handbook Revised 01/11/2018

    DENTAL INSURANCE

    UWLA offers two dental plan options: in network dental coverage and out of network dental coverage.

    VISION

    UWLA’s vision program also includes both network and non-network coverage.
    Please note: should an employee enroll in the medical and dental programs provided by the University, the University will provide the cost of vision care.


    GROUP LIFE INSURANCE

    The University offers full-time employees who are scheduled to work 30 hours or more per week an employer-paid basic group term life policy along with an accidental death and dismemberment policy.

    FAMILY TEMPORARY DISABILITY INSURANCE (FTDI OR PAID FAMILY LEAVE) FTDI (Paid Family Leave)

    Gives workers at companies of any size partial reimbursement of their pay for up to six weeks during any 12-month period. The law does not create a new right to a leave of absence,
    but rather provides pay for the time an employee is off work for a covered reason such as to bond with a new child (by birth, adoption or foster care) or for a seriously ill parent, child, spouse, registered domestic partner or child of a registered domestic partner. There is no guarantee of reinstatement after taking Paid Family Leave. For more information, contact the Business Office or visit www.edd.ca.gov.

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

    N/A

    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?
    No
    b. If you answered 'yes' or 'unsure' to #17a, please provide the basis for your answer (i.e., counseling center language, etc.):

    N/A

    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?
    N/A - we are virtual
    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

    N/A

    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?
    N/A - we are entirely virtual
    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:

    CIVIL RIGHTS LAW; EMPLOYMENT DISCRIMINATION LAW; Employment Law; FAMILY LAW; Gender Law

    We do have elective course offerings on these subject, but they are offered at various times and not every year.

    21. Does your law school have an active LGBTQ+ law student group?
    No
    a. If you answered "yes," does that group receive annual funding from the law school administration?
    No

    No active LGBTQ+ student group.

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

    N/A

    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
    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?
    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:

    In keeping with our mission the University of West Los Angeles is a family. Our culture of diversity creates a unique equitable educational empowerment environment. We provide opportunities for resilient learners to become servant leaders to their communities. As such, we have recently opened the equity office as a method to provide for all our stakeholders.

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