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

    Climate Survey 2020

    University of New Mexico 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?

    The Law School routinely uses the Law School Admission Counsel’s (LSAC) Credential Referral Service (CRS) and application personal statements to find applicants that self-identify as LGBTQ+ to send out targeted emails and information to.

    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
    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:

    The students may self-identify in their personal statements.

    b. If 'yes,' how many students are currently enrolled at your law school in total?:
    305
    c. If 'yes,' how many self-identified LGBTQ+ students are currently enrolled at your law school, in total?:
    The UNM School of Law does not actively formally track the number of LGBTQ+ students while they are enrolled.
    Lesbian
    The UNM School of Law does not actively formally track the number of LGBTQ+ students while they are enrolled.
    Gay
    The UNM School of Law does not actively formally track the number of LGBTQ+ students while they are enrolled.
    Bisexual/ pansexual
    The UNM School of Law does not actively formally track the number of LGBTQ+ students while they are enrolled.
    Transgender / nonbinary
    The UNM School of Law does not actively formally track the number of LGBTQ+ students while they are enrolled.
    Queer or gender/sexual orientation minority
    The UNM School of Law does not actively formally track the number of LGBTQ+ students while they are enrolled.
    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:

    All faculty and staff postings and hiring processes are monitored by the UNM Office of Equal Opportunity. This office has the mission “to promote equal access and treatment for all and to promote a safe environment free of discrimination and inequity in accordance with University values and policies and with federal and state equal opportunity and affirmative action statues and regulations.” In addition, we promote any openings on a variety of listservs that focus on racially, ethnically, socio-economically and other diverse groups, including the New Mexico Lesbian and Gay Lawyers Association and its membership.

    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?
    37
    10. How many self-identified LGBTQ+ faculty are employed by your law school in total?
    6
    Lesbian
    3
    Gay
    3
    Bisexual/Pansexual
    Zero
    Transgender /Nonbinary
    Zero
    Queer or gender/sexual orientation minority
    6
    11. How many self-identified LGBTQ+ faculty of color does your law school currently employ in total?
    2
    12. How many staff/administrators (not faculty) are employed by your law school?
    49
    13. How many self-identified LGBTQ+ staff/administrators are employed by your law school in total?
    1
    Lesbian
    Zero
    Gay
    1
    Bisexual/Pansexual
    Zero
    Transgender/Nonbinary
    Zero
    Queer or gender / sexual orientation minority
    1
    14. How many self-identified LGBTQ+ staff/administrators of color does your law school currently employ in total?
    Zero
    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:

    The University of New Mexico is committed to providing equal employment and educational opportunities to all individuals. UAP 2720 (Equal Opportunity, Nondiscrimination, and Affirmative Action for Employees and Students) forbids unlawful discrimination based on sexual orientation and other protected statuses. Therefore, the university must provide equal employment benefits to employees with a domestic partner of the same gender. The university has determined that in the interests of fundamental fairness, the definition of domestic partners will apply to all relationships akin to marriage, whether of the same gender or not. All university employees that have a domestic partner shall be provided services and benefits on the same basis provided to legal spouses. The university defines domestic partners as two individuals who live together in a long-term relationship of indefinite duration. There must be an exclusive mutual commitment similar to that of marriage, in which the partners agree to be financially responsible for each other’s welfare and share financial obligations. Legally married same-sex couples are not subject to this policy and have the same rights and benefits as legally married opposite-sex couples.

    Health Benefits: Yes, depending on the insurance plan chosen by the individual, and in some cases, the respective insurance company may require prior approval.https://hr.unm.edu/benefits/medical

    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:

    The University of New Mexico is committed to providing equal employment and educational opportunities to all individuals. UAP 2720 (Equal Opportunity, Nondiscrimination, and Affirmative Action for Employees and Students) forbids unlawful discrimination based on sexual orientation and other protected statuses. Therefore, the university must provide equal employment benefits to employees with a domestic partner of the same gender. The university has determined that in the interests of fundamental fairness, the definition of domestic partners will apply to all relationships akin to marriage, whether of the same gender or not. All university employees that have a domestic partner shall be provided services and benefits on the same basis provided to legal spouses. The university defines domestic partners as two individuals who live together in a long-term relationship of indefinite duration. There must be an exclusive mutual commitment similar to that of marriage, in which the partners agree to be financially responsible for each other’s welfare and share financial obligations. Legally married same-sex couples are not subject to this policy and have the same rights and benefits as legally married opposite-sex couples.

    Health Benefits: Yes, depending on the insurance plan chosen by the individual, and in some cases, the respective insurance company may require prior approval.https://hr.unm.edu/benefits/medical

    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?
    Yes
    a. If 'yes,' are those student benefits available on equal terms to students in same-sex marital/domestic partnership relationships as they are to students in different-sex marital/domestic partnership relationships?
    Yes
    b. If you answered 'yes' to #17, are those student benefit plans inclusive of the specific needs of LGBTQ+ students (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 students of all genders, etc.)?
    Yes
    c. If you answered 'yes' to #17a AND/OR if you answered 'yes' or 'unsure' to #17b, please summarize or reproduce your policy here

    Only students that hold a Teaching Assistantship, Graduate Assistantship, Research Assistantship or a Project Assistantship are eligible for insurance through the University, and the majority of law students are not eligible. https://hr.unm.edu/benefits/student-health Healthcare if not eligible is provided by UNM’s Student Health and Counseling that does not offer extended insurance. http://shac.unm.edu/ Health Benefits, if eligible: Yes, depending on the insurance plan chosen by the individual, and in some cases, the respective insurance company may require prior approval. https://hr.unm.edu/benefits/student-health-plan

    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:

    Only students that hold a Teaching Assistantship, Graduate Assistantship, Research Assistantship or a Project Assistantship are eligible for insurance through the University, and the majority of law students are not eligible. https://hr.unm.edu/benefits/student-health Healthcare if not eligible is provided by UNM’s Student Health and Counseling that does not offer extended insurance. http://shac.unm.edu/ Health Benefits, if eligible: Yes, depending on the insurance plan chosen by the individual, and in some cases, the respective insurance company may require prior approval. https://hr.unm.edu/benefits/student-health-plan

    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.):

    Yes, the Law School has an on-site counselor for 20+ hours a week in addition to the the services provided through Student Health and Counseling and the University’s LGBTQ Resource center: http://lgbtqrc.unm.edu/

    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

    There are two gender-inclusive restrooms that are not indicated on the published building maps. One is easily accessible to all is located on the Lower Level is labeled “All Gender”. There is one available in Law School Administrative Suite that is labeled “Unisex.” These restrooms are pointed out during tours.

    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?
    No
    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.)?
    Included in other courses
    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:

    Sexuality and the Law spends at least 50% (for a 3 credit hour class, it is equivalent to 21 hours) of course time on LGBTQ+ specific content, and if students choose to participate and get school credit for participation in the Williams Institute Moot Court Competition (exclusively on sexual orientation and gender identity law topics), then 75% of course time is spent on subject. It is hard to estimate the number of hours spent in-class for a moot court competition because meeting times are compressed and intense. My estimate is that the total time is about 42 hours, so 32 hours is the best guess.

    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:

    The Law School supports registration and travel expenses to the National Williams Institute Moot Court Competition every year, and every topic is focused on sexual orientation and gender identity law topics. The Law School continues to support student participation in working with Legal Aid to staff tables at National Coming Out Day, in PrideFest-Albuquerque Pride events, as well as support student attendance at the Lavender Law Conference whenever it is held.

    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.
    Yes, mandatory for all faculty/staff/administrators
    Yes, mandatory for all students
    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:

    This past year, the University of New Mexico hired a Vice President of Diversity, Equity and Inclusion. The Law School Associate Dean of Institutional Climate and Equity has a dotted line reporting obligation to this Vice President, which allows the Law School to identify and employ resources that would not ordinarily be able to employ. In coordination with the University, is tasked with advising the Law School Dean on how to create and maintain a diverse and inclusive law school community based on respectful communication. This has included creating pathways to change policies and language in law school materials, finding ways for tracking different types of diversity without being intrusive to faculty, staff and student privacy, as well as address any issues that occur in the classroom environment. Outside of this position, Career Services continues to track the U.S. Military Policy on Transgender Individuals to make sure that recruiters that come to the Law School for the Judge Advocate General’s (JAG) Office are in compliance with the University’s and Law School’s non-discrimination policies.

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    Survey 2020

    • Union University, Albany Law School
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