Diversity at UF Law
Classrooms filled with men and women from diverse backgrounds and experiences lead to a better education and a healthier understanding of how the world works.
Admissions statistics indicate that of the 314 1Ls in the 2016 entering class (five more students than the previousyear’s entering class), 36 percent identify as ethnically and racially diverse, and nearly half – 47.4 percent – are female. Both statistics are the highest in UF Law’s history. The credentials of the 1L class are also the highest in years. The new 1Ls hold a median LSAT score of 160, up from last year’s 157, and a median GPA of 3.6, over last year’s GPA of 3.5.
UF Law has produced more than its share of leaders from diverse backgrounds, including:
- Jorge Labarga (JD 79) in 2014 became the first Hispanic chief justice of the Florida Supreme Court
- Eugene K. Pettis (JD 85) in 2013 became the first African-American president of The Florida Bar;
- Stephen N. Zack (JD 71), who came to the United States from Cuba in 1961 and in 2010 became the first Hispanic president of the American Bar Association; and
- Martha Barnett (JD 72) became one of the first female ABA presidents in 2000.
It is easy to desire a more diverse student body, but it is the muscle behind the mandate that communicates who and what the Levin College of Law truly hopes to be.
For more information on how diversity is valued on an academic level, visit the Center for the Study of Race and Race Relations (CSRRR).
Your Role and Responsibilities in our Diverse Community:
Non-discrimination is not only the best and morally correct course of action; it is University policy. University of Florida Regulation 6C1-1.006, Non-Discrimination Policy, provides:
(1) The University shall actively promote equal opportunity policies and practices conforming to laws against discrimination.
The University is committed to non-discrimination with respect to race, creed, color, religion, age, disability, sex, sexual orientation, marital status, national origin, political opinions or affiliations, and veteran status as protected under the Vietnam Era Veterans’ Readjustment Assistance Act. This commitment applies in all areas to students, Academic Personnel (AP), Technical, Executive, Administrative, and Managerial Support (TEAMS) staff, University Support Personnel System (USPS) personnel, and Other Personnel Services (OPS) employees. The University realizes that it must continue to intensify its concern and devote itself to the elimination of conditions from which discrimination springs. In this respect the University accepts the responsibility for solving problems related to these matters. Accordingly, the University will continue to search for the most appropriate ways and means to provide an effective and enduring contribution to the improvement of these relationships.
(2) It is the policy of the University that each employee and student be allowed to work and study in an environment free from any form of discrimination. Sexual harassment is a form of sex discrimination under Title VII of the Civil Rights Act of l964, and is conduct unbecoming a State employee as provided in Section 110.227, F.S.
(a) Sexual harassment is defined as unwelcome sexual advances, or requests for sexual favors, and other verbal or physical conduct of a sexual nature when:
- Submission to such conduct or request is made either explicitly or implicitly a term or condition of an individual’s employment or academic status
- Submission to or rejection of such conduct or request by an individual is used as the basis for employment or academic decisions affecting such individual, or
- Such conduct or request has the purpose or effect of unreasonably interfering with an individual’s work or academic performance or of creating an intimidating, hostile work-related or academic environment.
(b) Disciplinary Action.
- Any employee or student of the University who is found to have sexually harassed another employee or applicant for employment or student will be subject to disciplinary action up to and including dismissal or expulsion.
- Any employee or student in a supervisory capacity who has actual knowledge by direct observation or by receipt of a complaint of sexual harassment involving any of those employees he or she supervises or over whomever he or she has managerial authority, and who does not investigate, and, if appropriate, take corrective action or report the matter directly to the President or the President’s designee, shall be subject to disciplinary
action up to and including dismissal or expulsion.
(3) Complaints and appeal procedures. Any employee or student who believes that he or she is a victim of discrimination, including sexual harassment as defined above, may pursue informal resolution of the complaint or may file a formal written complaint in accordance with University Rules 6Cl-1.0063 and 6C1-4.012 F.A.C. Employees and students may contact the Vice Provost for Affirmative Action Programs to seek assistance in informally resolving the complaint or in filing a formal complaint or grievance.
Specific Authority 1001.74(4) FS. Law Implemented 1001.74(10) and (19) FS. History–New 2-23-82, Amended 3-6-85, 11-13-90, 4-30-95, 11-25-03.
The Levin College of Law faculty has also approved the following statement: “In addition, the College of Law is committed to non-discrimination with respect to gender identity and gender expression.” Faculty Minutes, 4-28-10.