James E. Rogers College of Law University of Arizona

1. Does your law school intentionally seek out LGBTQ+ prospective students?
a. If so, how and where are your efforts directed?

We do not actively seek out LGBTQ+ prospective students, but we have a very active Pride Law student group.

2. 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?

All student organizations are invited to submit a flyer for the orientation packet and encouraged to plan informal activities during or shortly after the orientation period. Our Pride Law group consistently does so. We also typically include a live orientation component about student organizations in which Pride Law is represented. There is a continually updated roster of student organizations available to all students, which includes information on organizational mission and becoming involved. We also distribute a daily announcement email (Day-At-A-Glance) and a weekly events/announcements email (The Weekly Bulletin) noting all activities for student groups.

3. Does your school offer students the option to self-identify as LGBTQ+ in admissions applications or post-enrollment forms?

When applicants sign up for the Credential Assembly Service, they have the option of identifying as LGBTQ+. We don’t ask a specific question on our application.

4. Does your law school offer transgender students who have not legally changed their names the ability to have their name of choice on admission applications or post enrollment forms?

We allow applicants to change their names on their application if they would like to. Using a name that is not tied to their social security number can affect ability to receive financial aid. However, we allow students during the application process to change their name and we allow them to go by whatever name they choose while enrolled in law school, even if that is not their official name in the University’s campus management system.

5. Does your law school provide any annual scholarships specifically for LGBTQ+ students?
6. Does your law school provide funding, including travel support, for LGBTQ+ students to participate in LGBTQ+-focused learning and career services opportunities?
a. If so, please provide details and examples of when and how those opportunities have been utilized.

There is school funding, awarded by the Student Bar Association, to support student-originated activities generally, and this may include travel, conference registration and support for invited speakers. However, in the last 5 years our SBA has not received any such applications from an LGBTQ+ group or for an LGBTQ+ purpose.

7. Does your law school actively seek to employ diverse staff/faculty/administrators, including visible, out LGBTQ+ individuals?
a. If so, please detail how and where recruitment efforts are directed

We do actively seek to build the most diverse pool of applicants we can for every faculty position, including LGBTQ+ individuals.

8. Please identify, to your knowledge, how many out LGBTQ+ faculty your law school employs (if any)
Two full-time faculty members and two emeritus faculty members.
9. Please identify, to your knowledge, how many out LGBTQ+ staff/administrators?
10. Does your law school provide benefits such as health insurance, family medical leave, parental leave, and nontraditional family planning such as in vitro fertilization and/or adoptive benefits on equal terms to same-sex couples who are married or in registered domestic partnerships as are provided to different-sex married or registered domestic partner couples?
a. If so, please summarize or reproduce your policy here

The University of Arizona has worked to achieve parity between benefits for married couples and for domestic partners. There is no distinction between same-sex or opposite-sex relationships in any of our policies.

  • The State of Arizona administers health benefits for University of Arizona employees.  Same-sex and opposite-sex spouses and their children are eligible dependents under these plans.  Domestic partners are not eligible dependents under these plans.
  • To ensure health coverage for domestic partners, the University of Arizona administers medical, dental and vision plans separate from the State of Arizona for employees with same-sex and opposite-sex domestic partners and their children.  Coverage is designed to mirror what is available under the State of Arizona plans.
  • Fertility treatment is not a covered benefit under the medical plans available to employees.
  • Family and Medical Leave is granted to any qualifying employee who needs time off for themselves or to care for a member of his/her established household in compliance with federal law.  Leaves of absence may also be available.
  • Six weeks of paid leave is provided to new biological or adoptive mothers and fathers. The benefit is not based on sexual orientation or the relationship status of the mother/father.
11. Does your law school offer the aforementioned health benefits to students and their same-sex spouses/partners?
a. If so, please summarize or reproduce your policy here

Students may enroll in student health insurance provided by the Arizona Board of Regents. Coverage for dependents is not available.   Comprehensive fertility treatment is not a covered benefit.

12. Does your law school offer transition-related health benefits to transgender and/or transitioning employees?
a. If so, please summarize or reproduce your policy here

Under the medical plans administered by the State of Arizona (available to employees, spouses and dependent children), counseling and hormone therapy are covered transition-related benefits, but gender reassignment surgery is not covered.  Under the medical plan administered by the University of Arizona (available to employees and their domestic partners and children), all transition-related care is covered, including gender reassignment surgery.

13. Does your school offer the same transition-related healthcare benefits to students and their partners/spouses?
a. If so, please summarize or reproduce your policy here (or you may email a copy of your policy to rishell@lgbtbar.org):

The same transition-related benefits are available to students covered under the student health insurance and employees covered under the University of Arizona’s medical plan for employees with domestic partners.  Under these two plans, comprehensive transition-related healthcare benefits are available.

Employees covered under the medical plans offered by the State of Arizona do have a difference in coverage in that only counseling and hormone therapy are available while gender reassignment surgery is not.   Discussions continue with the State of Arizona to provide comprehensive transition-related care to employees covered under their plans.

14. Do all students at your law school have access to counseling and/or therapy services either through the law school or the larger University?
15. Does your law school provide at least bi-annual mandatory diversity and inclusion training that incorporates robust LGBTQ+ curriculum, for all staff/faculty/administrators?

For several years, the law school has hosted Safe Zone training for faculty and staff/administrators.  Safe Zone is a campus-wide training program committed to making the University a safer, more welcoming, and inclusive environment for the LGBTQ community.

16. Does your law school provide a gender-inclusive restroom in any and/or all law school buildings?
a. How is that restroom identified (i.e., what does the signage say, is it identified on building maps, is there a gender-inclusive restroom policy that applies to all restrooms and where is that statement published, etc.)?

The College has a total of five gender-neutral restrooms:  two in our main building, and one each in three of our four annex buildings.
Each of the gender-neutral restrooms have signage as pictured below. The restrooms are not identified as such on building maps, and there is no restroom policy for the College.

17. Does your law school have one or more annual LGBTQ+ course offerings (e.g., LGBT Law and Policy, Sexual Orientation and the Law, Gender and the Law (taught with trans-inclusive and focused materials), etc.)?
a. If so, please list course names

LAW 695B, Gender & the Law

18. Does your law school have an active, visible LGBTQ+ law student group that is supported by the institution?

Yes, as noted in several answers above and below, we have an active Pride Law student group that is supported by the law school.  Pride Law’s activities were highlighted in a recent weekly newsletter:  http://www.law2.arizona.edu/alumni/Newsletters/NOV282018.htm

19. Does your law school have a hate/bias incident policy that students are required to follow?
a. If so, does that process specifically identify sexual orientation, gender identity, or both as protected categories?
b. is there a clear hate bias/incident reporting process for students/faculty/staff to utilize if necessary?
20. Please describe all additional ways, not identified through your responses, that your law school works to be safe, inclusive, and welcoming to LGBTQ+ students, faculty, and administrators:

The dean sends out a weekly newsletter to thousands of alumni and friends of the college.  In the November 28, 2018 edition, he featured Pride Law’s recent Name and Gender Marker Change Clinic, as well as a Transgender Clothing Swap hosted by Pride Law and the law school’s Justice Advocates Coalition.


We do annual Safe Zone training.  Safe Zone is a campus-wide training program committed to making the University a safer, more welcoming, and inclusive environment for the LGBTQ community. This year it will be co-sponsored by Pride Law and the College’s Diversity Committee, and will be available for students, faculty and staff.  Our Pride Law group has over the last few years been very active within the law school, with frequent events and speakers, and by collaborating with other groups on programming activities. In most (though not all) the group also has a strong affiliation with main campus LGBTQ+ resources, including the Office of LGBTQ Affairs (https://lgbtq.arizona.edu/).

Pride Law also is active in the broader Tucson community. This semester (fall 2018) the group participated in a transgender clothing swap that attracted more than 300 items of clothing donated by faculty and students, and organized two Name and Gender Marker Change Clinics that attracted more than 30 community clients. Fifteen students took the training to assist in the clinic, and more than 25 clients were served.

Arizona Law’s Career Development Office (“CDO”) advises students to use their preferred name on their resume and cover letter materials regardless of the name on their birth certificate (although applicants should disclose all names by which they have been known on their background check forms). The CDO’s interviewing dress guide also advises students to dress in accordance with their gender identity for job interviews, including mixing traditionally masculine and feminine attire if appropriate. The CDO has also updated the choice of honorifics on its cover letter templates to include “Mx.”