University of Oklahoma College of Law

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

The University of Oklahoma College of Law’s Admissions Director is a trained and certified LGBTQ+ Ally.  The College extends invitations to students associated with the College’s LGBTQ+ student group, OUTLaw, to discuss its membership and events at Admitted Students Day.  OUTLaw also operates an information table during Orientation Day, and is engaged in the community through various civic events.

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?
Yes

The welcome packet itself is short; it’s just an acceptance letter.  The letter directs admitted students to the OU College of Law website, which provides information on our LGBTQ+ student organization.

3. Does your school offer students the option to self-identify as LGBTQ+ in admissions applications or post-enrollment forms?
Yes
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?
Yes
5. Does your law school provide any annual scholarships specifically for LGBTQ+ students?
No

Our scholarships are either merit-based, or specifics for the award are given by the donor.  Thus far we have not had a donor provide a scholarship specifically for LGTBQ+ students, but we would welcome such an opportunity.

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

All student organizations receive funding for club activities, events and student travel.  The OU College of Law has a very active LGBTQ+ student organization named OUTLaw.  They are well-funded and an integral part of the College of Law family.

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

Our latest recruitment advertisement specifically call for diverse applicants.

8. Please identify, to your knowledge, how many out LGBTQ+ faculty your law school employs (if any)
While we have faculty who identify as LGBTQ+, the precise number of faculty who are “out” is not formally solicited or tracked. The law school understands the intentionality behind decisions about when, where, and how to make this aspect of their identity known to others. That said, we have LGBTQ faculty that have served as both informal and formal sources of support for students within the law school community.
Gay
1
9. Please identify, to your knowledge, how many out LGBTQ+ staff/administrators?
While we have staff who identify as LGBTQ+, the precise number of staff who are “out” is not formally solicited or tracked. The law school understands the intentionality behind decisions about when, where, and how to make this aspect of their identity known to others. That said, we have LGBTQ staff that have served as both informal and formal sources of support for students within the law school community.
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?
Yes
a. If so, please summarize or reproduce your policy here

These benefits are offered to all benefits eligible employees, dependent children under the age of 26, and legal spouses.

11. Does your law school offer the aforementioned health benefits to students and their same-sex spouses/partners?
Yes
a. If so, please summarize or reproduce your policy here

One may insure dependents on one’s health plan. Eligible dependents are one’s legally married spouse and unmarried children under age 26. Children are defined as children by birth, adoption, or legal guardianship.

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

Employee Insurance Coverage (Must be 18 years of age or older)
Medically necessary treatment for an individual with gender dysphoria may include ANY of the following services:
•        Behavioral health services, including but not limited to, counseling for gender dysphoria and related psychiatric conditions (e.g., anxiety, depression)
•        Hormonal therapy, including but not limited to androgens, anti-androgens, GnRH analogues, estrogens, and progestins.
•        Laboratory testing to monitor prescribed hormonal therapy
•        Age-related, gender-specific services, including but not limited to preventive health, as appropriate to the individuals biological anatomy (e.g., cancer screening [e.g., cervical, breast, prostate]; treatment of a prostate medical condition)
•        Gender reassignment and related surgery

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

Covered under the student health plan: Office visits, hormone replacement therapy, related blood work and counseling services determined to be medically necessary as treatment for gender identity disorder and gender dysphoria. Sexual reassignment surgery is excluded.

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?
Yes
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?
No
16. Does your law school provide a gender-inclusive restroom in any and/or all law school buildings?
Yes
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.)?
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.)?
No
a. If so, please list course names

Employment Law covers these topics to an extent.

18. Does your law school have an active, visible LGBTQ+ law student group that is supported by the institution?
Yes
19. Does your law school have a hate/bias incident policy that students are required to follow?
Yes
a. If so, does that process specifically identify sexual orientation, gender identity, or both as protected categories?

Yes

b. is there a clear hate bias/incident reporting process for students/faculty/staff to utilize if necessary?
Yes
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:

At the University of Oklahoma College of Law, faculty, staff and student leadership pride ourselves in being inclusive.  The College of Law has a robust diversity/inclusion program that is mandatory for all students.  Faculty and staff regularly lead and/or attend these sessions.  In addition, we have a growing networks of LGBTQ+ alumni who are involved in the College of Law and are actively mentoring current students (some LGBTQ+, some not).