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

    Climate Survey 2020

    University of Miami School of Law

    May 4, 2020

    Question 1 provided each school with a field to confirm or update their nondiscrimination statement.
     
    2. Does your law school intentionally seek out LGBTQ+ prospective students?
    Yes
    a. If ‘yes,’ how and where are your efforts directed?

    Students can self-identify through the LSAC portal, and we send these students emails through our LGBTQ+ student organization, OUTLaw. The intention of these emails is to let students know that OUTLaw exists as a student organization at Miami Law and is available to them as a resource. Our law school hosts online chats or phone conferences for admitted students through OUTLaw, when possible. In addition, we also connect new and prospective students to supportive LGBTQ+ administrators, faculty, and staff to answer questions and serve as a resource. During our scholarship weekend and other prospective or admitted student events, our Recruitment team will specifically seek out LGBTQ+ faculty and administrative staff to speak to LGBTQ+ admitted or prospective students to ensure that these students know as much information as possible about our very supportive and inclusive culture, and are able to create connections early on with supportive faculty and staff they can then easily reach out to once they come to the Law School.

    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

    Specific written materials are not sent to admitted students for any student affinity organization, including OUTLaw. However, information about our various student organizations is available to all admitted students on our website. Student organizations, including OUTLaw, do often send letters to admitted students to welcome them to the campus. In addition, we have a student organization fair for admitted students, and we make sure that affinity organizations, including OUTLaw, are always represented. If there are any student panels for admitted students, we make sure that students of differing backgrounds, including those who identify as LGBTQ+, are represented.

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

    Whether to allow students the ability to self-identify as LGBTQ+ in the admissions process has been and is currently a topic of discussion within our law school. Our principal concern with creating a self-identifying process has been whether students will feel comfortable self-identifying. We would not want to create a situation where students are concerned about self-identifying for fear that they will be singled out or targeted for having done so. However, we also understand that there are legitimate reasons students may want to self-identify as LGBTQ+. This discussion is ongoing, and it is quite possible that we will implement a self-identification process in the future.

    b. If 'yes,' how many students are currently enrolled at your law school in total?:
    As per our 2019 Standard 509 Information Report, total J.D. enrollment as of October 5, 2019 is 1113.
    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

    See attached policy: http://lgbtbar.org/wp-content/uploads/sites/6/sites/8/2020/05/preferredname.pdf

    6. Does your law school provide any annual scholarships specifically for LGBTQ+ students?
    Yes

    The Marc A. Fajer Scholarship Fund at the University of Miami School of Law. See attached policy: http://lgbtbar.org/wp-content/uploads/sites/6/sites/8/2020/05/scholarship.pdf

    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:

    We are very committed to diversity and inclusion (as reflected by the diversity of our current administrators, faculty, and staff). The diversity of an applicant’s background (e.g., race, ethnicity, gender, LGBTQ+, etc.) is something that we take into account in hiring new administrators, faculty, and staff. For example, the first administrative hire of Dean Varona’s deanship, which began on August 1, 2019, was of a woman who identifies as a member of the LGBTQ+ community.

    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?
    119
    10. How many self-identified LGBTQ+ faculty are employed by your law school in total?
    To the best of our knowledge, 15 people self-identify as LGBTQ+ on our faculty.
    Lesbian
    To the best of our knowledge, 4 people self-identify as lesbian on our faculty.
    Gay
    To the best of our knowledge, 11 people self-identify as gay on our faculty.
    Bisexual/Pansexual
    To the best of our knowledge, 0 people self-identify as bisexual/pansexual on our faculty.
    Transgender /Nonbinary
    To the best of our knowledge, 0 people self-identify as transgender/nonbinary on our faculty.
    Queer or gender/sexual orientation minority
    To the best of our knowledge, 0 people self-identify as queer or otherwise as a member of a gender or sexual orientation minority group on our faculty.
    11. How many self-identified LGBTQ+ faculty of color does your law school currently employ in total?
    To the best of our knowledge, 8 people self-identify as both LGBTQ+ and faculty of color.
    12. How many staff/administrators (not faculty) are employed by your law school?
    190
    13. How many self-identified LGBTQ+ staff/administrators are employed by your law school in total?
    To the best of our knowledge, 10 people self-identify as LGBTQ+ on our staff or administration.
    Lesbian
    To the best of our knowledge, 2 people self-identify as lesbian on our staff or administration.
    Gay
    To the best of our knowledge, 7 people self-identify as gay on our staff or administration.
    Bisexual/Pansexual
    To the best of our knowledge, 1 person self-identifies as bisexual or pansexual on our staff or administration.
    Transgender/Nonbinary
    To the best of our knowledge, 0 people self-identify as transgender/nonbinary on our staff or administration.
    Queer or gender / sexual orientation minority
    To the best of our knowledge, 0 people self-identify as queer (or otherwise as a gender or sexual orientation minority) on our staff or administration.
    14. How many self-identified LGBTQ+ staff/administrators of color does your law school currently employ in total?
    To the best of our knowledge, 4 people self-identify as both LGBTQ+ and staff/administrators of color.
    15. 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 #15, 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 #15a AND/OR if you answered 'yes' or 'unsure' to #15b, please summarize or reproduce your policy here:

    Health Insurance Policy

    Regarding question 15, the University decides at a central level the types of employee benefits that will be provided to its employees. The Law School participates in these benefits as a unit of the University.

    Regarding question 15a, The University requirement is legal marriage. Prior to the Obergefell decision, the University provided benefits to domestic partners.

    16. Does your law school offer transition-related health benefits including hormone therapy, gender counseling, gender-affirming surgeries, etc. to transgender employees and/or employees who are undergoing gender transition?
    Yes
    a. If 'yes' or ‘unsure,’ please summarize or reproduce your policy here:

    Health Insurance Policy

    17. 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
    c. If you answered 'yes' to #17a AND/OR if you answered 'yes' or 'unsure' to #17b, please summarize or reproduce your policy here

    Regarding question 17, as with employee benefits, the University decides centrally the types of benefits available to students.

    18. Does your school offer the same transition-related healthcare benefits to students and their partners/spouses who are transgender or undergoing gender transition?
    Yes
    a. If 'yes,' please summarize or reproduce your policy here:

    If students are covered under the student health plan. Only spouses qualify, not domestic partners. See attached policy for Gender Identity Disorder/Gender Dysphoria Treatment under the University of Miami Student Health Plan: http://lgbtbar.org/wp-content/uploads/sites/6/sites/8/2020/05/student-health-plan.pdf

    19. 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 non-binary patients?
    Yes
    b. If you answered 'yes' or 'unsure' to #19a, please provide the basis for your answer (i.e., counseling center language, etc.):

    We confirmed that the on-campus health care providers are trained to ensure they can provide culturally and clinically competent care to LGBTQ+ patients, including transgender and non-binary patients. We also have a specific unit that provides gender-affirming transitional surgery at the University of Miami Hospital, including the following: A Transgender Support Group, Gender-Affirming Treatment, and Student Health Services provides Transgender Care.

    20. Does your law school provide single-stall restrooms available to people of all genders in each law school building?
    Yes
    a. If 'yes,' please describe how the single-stall restroom(s) is/are identified (i.e., what does the signage say, is it identified on building maps and online resources), the number of single-stall restrooms available in each law school building, and whether these are accessible for people with disabilities in each building or floor

    We have four single-stall restrooms with signage that says, “Gender neutral restroom.” Each restroom is accessible to people who have disabilities. The signs are located in the following areas: Law Library, 1st Floor – 2 restrooms (G Building rooms G172 and G173); Law Library, 3rd Floor – B311; and Building A – 2nd Floor – A213

    21. Does your law school have a restroom policy applicable to gender-segregated (i.e., "Women's Restroom" and "Men's Restroom") facilities which ensures that transgender students/staff/administrators/faculty 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 Miami undergraduate campus has a gender neutral and gender inclusive restroom policy. The policy provides maps to the gender neutral and gender inclusive restrooms on the Coral Gables campus and states, “The University of Miami is dedicated to providing people of all abilities, gender identities and expressions, a safe and comfortable environment.” Our law school, which is located at the Coral Gables campus, has adopted the undergraduate campus’s policy on gender neutral and gender inclusive restrooms and has created the four gender neutral bathrooms listed above. Each of these bathrooms is listed on the campus map for gender neutral and inclusive restrooms.

    Additionally, we had asked the University to convert a multi-stall bathroom in one of our academic buildings into a gender neutral/inclusive bathroom. Unfortunately, we have been stalled in this effort by an antiquated Florida Plumbing Code that requires very specific ratios of all male and all female bathrooms in public accommodations. We have identified a group of students in OUTlaw who are interested in working to change the code, and we have also identified an LGBTQ+ professor who will work with the students and supervise the work.

    22. Does your law school have one or more annual LGBTQ+ specific course offerings (e.g., LGBTQ+ Law and Policy, Sexual Orientation and the Law, Gender and the Law (focused on trans-inclusive materials), etc.)?
    Yes
    a. If 'yes,' please list course names:

    We have offered LGBTQ+ specific courses in the past, including a semester long series on marriage equality, available to students for credit or audit and open to the community in general, when that issue was hotly contested. In the last academic year, Professor Joseph Tringali, has taught courses at Miami Law in Sexuality, Gender Identity and the Law, and Legal Advocacy and Same Sex Marriage.

    b. If you answered 'no, but LGBTQ+ content is included in other courses' to #22, please list course names AND approximately how many hours of course time is dedicated to LGBTQ+ content for each course:

    In addition to these specific courses, many professors include LGBTQ+ content in their course materials. There are many examples, but two examples are as follows: Trusts and Estates and Constitutional Law II.

    23. Does your law school have an active LGBTQ+ law student group that is supported by the administration?
    Yes
    24. 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 send three students from OUTLaw to Lavender Law every year through funding from our Law Activity Fee Allocation Committee (LAFAC). For the last several years, we have had great success in having students obtain jobs from the Lavender Law conference. In addition, through our very active LGBTQ alumni network, lawyers and law firms have sponsored additional students to attend Lavender Law. Plus, two years ago, a very active OUTlaw president, working with our Alumni & Development Office, created a special fund to generate even more funding to send additional students to Lavender Law.

    25. 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 #25, does that process specifically identify sexual orientation AND/OR gender identity/expression as protected categories?
    Yes, both
    b. If 'yes' to #25, does the policy set out a clear hate bias/incident reporting process for faculty, staff/administrators, and students to utilize if necessary?
    Yes
    26. 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
    27. 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.
    Other
    a. If you selected 'other,' please describe your diversity and inclusion training options:

    Each year for the last several years, OUTLaw has invited The YES Institute, a non-profit organization that provides education on gender identity and sexual orientation locally, nationally, and internationally. This training is not mandatory, but any member of the student body, faculty, administration, or staff has the option to attend. In the past, OUTLaw has had students, faculty, administrators, and staff attend this training.

    28. 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:

    Our law school is and historically has been deeply committed to creating a safe and supportive environment for LGBTQ+ students, faculty, and administrators. The law school’s efforts to create a friendly and open environment for the LGBTQ+ community became more focused in the 1980s with the arrival of Professor Marc A. Fajer. Professor Fajer joined our faculty in 1988 and served as the faculty advisor to the Gay People’s Alliance. The Gay People’s Alliance was the predecessor to our current OUTLaw, the LGBTQ+ student organization at the University of Miami School of Law. Professor Fajer served as the advisor to OUTLaw for many years before recently handing the mantle to other members of the faculty. When he joined the faculty in 1988, Professor Fajer wrote an article in the law school’s student newspaper coming out openly as gay. He gave the article out to his students on the first day of classes to create a safe environment for students who identified as LGBTQ+. In the article, he states that, “I hope those of you who are not out will not be afraid to come and talk to me.”

    At Miami Law, we are blessed to have many LGBTQ+ senior administrators and allies throughout all units and departments. Because the support for the LGBTQ+ community comes from the top, it is easier to have the warm and supportive environment for the LGBTQ+ community filter through to all parts of our campus. Prominent members of our Miami Law family identify as members of the LGBTQ+ community and have played key roles as advocates for the LGBTQ+ community at the national level. For example, Dean Anthony E. Varona is the first openly gay, Hispanic man to serve as the dean of Miami Law. Before entering full-time teaching, Dean Varona served as General Counsel and Legal Director for the Human Rights Campaign (HRC), the nation’s largest LGBTQ civil rights organization. He has served on the board of directors for GLAAD, HRC, the Alliance for Justice, the New York Advisory Board for the American Constitution Society, and he was founding chairperson of the AIDS Action Legal Advisory Council. He currently sits on the Stonewall Museum board of directors and was a founding co-chair of the Stonewall National Museum and Archives National Advisory Council. Recently, Dean Varona attended the University of Miami School of Law’s Barrister’s Ball and danced with his husband, John, along with the students on the dance floor.

     

    Another example is Dean Raquel Matas, who is the Associate Dean for Administration, Counsel to the Dean, and Acting Director of the Robert Traurig-Greenberg Traurig LL.M. in Real Property Development. Dean Matas identifies as a member of the LGBTQ+ community, and she has also played a pivotal role as an activist in the struggle for equality. After moving to Miami in 1983, Dean Matas worked with local gay and lesbian groups to raise awareness about LGBT issues. She participated in one of the first Lavender Law conferences and became a board member of the National Center for Lesbian Rights (NCLR). Dean Matas was appointed to the Florida Supreme Court Gender Bias Study Commission in 1987, and she was the first Hispanic woman and first out lesbian elected to the Florida Bar Board of Governors. Dean Matas has been actively involved with the Hispanic National Bar Association (HNBA), served as National Chair of its LGBT Division for several years, and she has worked closely with the HNBA national leadership to raise awareness about LGBT issues that impact the Hispanic community. Dean Matas is actively involved with the Aqua Foundation for Women and has served on its Advisory Board. In 2018, Dean Matas was  invited to participate in the Stanford University Graduate School of Business’s LGBTQ Executive Leadership Program. In addition to all that she does, Dean Matas also serves as one of the faculty advisors to OUTLaw, and is a member of the ABA’s Sexual Orientation & Gender Identity (SOGI) Commission.

    Our OUTLaw group is one of the major affinity organizations on our campus and is extremely involved in campus life. OUTLaw hosts various events throughout the year to foster community for the LGBTQ+ community at Miami Law. Notable events include the OUTLaw Welcome Reception (hosted at both the beginning of the fall and spring semesters); the OUTLaw Mentorship Event (a mentorship event hosted at a large law firm each year and attended by LGBTQ+ practicing legal professionals); the Diversity-in-Law Panel (a panel of diverse legal professionals who speak about their experiences as members of different minority groups such as race, ethnicity, gender, sexuality, or gender identity and expression); and The YES Institute Event (a presentation designed to provide resources on gender identity and sexual orientation to students, faculty, administrators, and staff). This year, our OUTLaw student group also hosted an event called Celebrating the Queer and Trans Black Community.

    We are also blessed with a vibrant and engaged LGBTQ+ alumni community whose members open their homes and offices to host events for our students and allies, serve as mentors, provide employment opportunities, serve as role models in many ways, and are local and national advocates and leaders. The list of prominent LGBTQ alumni is long, but two examples: Elizabeth Schwartz, who served as counsel on the victorious challenges to Florida’s marriage ban, and is the author of Before I Do: A Legal Guide to Marriage, Gay and Otherwise; Richard Milstein, a renowned probate lawyer who has championed many LGBTQ causes over the years, and was the 2019 recipient of the Florida Bar Foundation Medal of Honor, among many other honors.

    Our central University of Miami campus is also extremely supportive of the LGBTQ+ community. We have an LGBTQ+ Student Center on our main campus, which is open to all students including students from the School of Law. The LGBTQ+ Student Center hosts Miami Pride, and for the last several years our OUTLaw group has participated in Miami Pride and walked with the general University of Miami community in the Miami Pride Parade. The University of Miami undergraduate LGBTQ+ student group, SpectrUM, hosts a drag show, DragOUT, which is one of the biggest events on campus. Students from the School of Law have been invited and have attended this event for the past several years. Each year, the LGBTQ+ Student Center hosts a Lavender Celebration to celebrate the accomplishments of graduating LGBTQ+ students. OUTLaw members have been invited to this event and have participated for the past several years. Two previous OUTLaw Presidents have won the Danny Gomez Legacy Award at this event, which honors a graduate student who has made a substantial impact on the LGBTQ+ community at the University of Miami. In addition, many members of the School of Law are members of the Ibis Ally Network, including our Dean of Students, Janet Stearns. IBIS Allies are faculty and staff who are trained to be an integral part of the network dedicated to supporting our LGBTQIA+ community, regardless of their own sexual orientation or gender identity. As discussed throughout the survey, the University of Miami’s undergraduate campus has adopted a Preferred Name policy, a Non-Discrimination policy that includes sexual orientation, gender identity, gender expression, and a policy that allows for Gender Neutral and Gender Inclusive restrooms across campus.

    These are only a few of the examples of how the University of Miami and the University of Miami School of Law have shown its deep commitment, over several decades,  to creating a safe, supportive, and welcoming environment for the LGBTQ+ community.

     

    Additional notes:

    -Regarding questions 7-14 of the Climate Survey, as in many other law schools, faculty and staff often serve in more than one role (i.e., administrators who also teach and faculty who also serve in administrative roles). To compute the data for questions 9-14, these individuals were counted separately in each role in which they serve. In other words, there are some people who were counted twice because they serve in more than one role within the law school (and, because they serve in more than one role, they end up being available to the LGBTQ+ community in multiple ways). While some individuals were counted twice, we remained internally consistent while calculating these numbers.

    -OUTLaw is the student organization for the LGBTQ+ community. It has existed for at least three decades, and its formation was spearheaded by Professor Marc Fajer, one of the first out law professors to teach at Miami Law.

    -Regarding question 25, please see the PDF of the Bias Incident Reporting Form for the University of Miami, which is inclusive of both sexual orientation and both gender identity and expression. You can alternatively view it online at this link.

    Primary Sidebar

    Survey 2020

    • Union University, Albany Law School
    • Boston University School of Law
    • Brigham Young University, J. Reuben Clark Law School
    • Brooklyn Law School
    • California Western School of Law
    • Campbell University, Norman Adrian Wiggins School of Law
    • Capital University Law School
    • Case Western Reserve University School of Law
    • City University of New York School of Law
    • Creighton University School of Law
    • Drexel University, Thomas R. Kline School of Law
    • Elon University School of Law
    • Emory University School of Law
    • Florida International University College of Law
    • Fordham University School of Law
    • George Washington University Law School
    • Gonzaga University School of Law
    • Indiana University, Maurer School of Law
    • Lincoln Memorial University, Duncan School of Law
    • Louisiana State University, Paul M. Hebert Law Center
    • Loyola Marymount University, Loyola Law School
    • Michigan State University College of Law
    • Mitchell Hamline School of Law
    • New York University School of Law
    • North Carolina Central University School of Law
    • Northeastern University School of Law
    • Ohio State University, Moritz College of Law
    • Penn State Dickinson Law
    • Penn State University, Penn State Law
    • Roger Williams University School of Law
    • Santa Clara University School of Law
    • Seattle University School of Law
    • South Texas College of Law Houston
    • Southern Illinois University School of Law
    • Southern Methodist University, Dedman School of Law
    • Southern University Law Center
    • Southwestern Law School
    • St. John’s University School of Law
    • Stetson University College of Law
    • Temple University, James E. Beasley School of Law
    • Tulane University Law School
    • University of Akron School of Law
    • University of Alabama School of Law
    • University of Arizona, James E. Rogers College of Law
    • University of Arkansas at Little Rock, William H. Bowen School of Law
    • University of California, Berkeley School of Law
    • University of California, Davis School of Law
    • University of California, Irvine School of Law
    • University of Colorado Law School
    • University of Connecticut School of Law
    • University of Detroit Mercy School of Law
    • University of Florida, Levin College of Law
    • University of Georgia School of Law
    • University of Houston Law Center
    • University of Illinois at Chicago, John Marshall Law School
    • University of Kansas School of Law
    • University of Kentucky, J. David Rosenberg College of Law
    • University of Louisville, Louis D. Brandeis School of Law
    • University of Maryland, Francis King Carey School of Law
    • University of Miami School of Law
    • University of Minnesota Law School
    • University of Mississippi School of Law
    • University of Nebraska College of Law
    • University of New Mexico School of Law
    • University of Oklahoma College of Law
    • University of Oregon School of Law
    • University of Pennsylvania, Carey Law School
    • University of Pittsburgh School of Law
    • University of Richmond School of Law
    • University of South Carolina School of Law
    • University of Southern California, Gould School of Law
    • University of Tennessee College of Law
    • University of Texas School of Law
    • University of the District of Columbia, David A. Clarke School of Law
    • University of the Pacific, McGeorge School of Law
    • University of Toledo College of Law
    • University of Utah, S.J. Quinney College of Law
    • University of Washington School of Law
    • Vanderbilt University School of Law
    • Vermont Law School
    • Washburn University School of Law
    • West Virginia University College of Law
    • Western New England University School of Law
    • Widener University Commonwealth Law School
    • Widener University Delaware Law School
    • William & Mary Law School
    • Yeshiva University, Benjamin N. Cardozo School of Law
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