The University of Arizona (UArizona) doesn’t believe that traditional law school entry tests are equitable enough, bolstering their push for an LSAT alternative.
UArizona James E. Rogers College of Law wants law school applicants to take JD-Next, an online prep course that concludes with an exam. UArizona issued a study in defense of their proposed LSAT replacement, claiming that it wouldn’t be “picking winners and losers through testing” but rather providing a way to “recognize and produce capability” — namely, for racial minorities.
“Especially for underrepresented students, the goal is to measure not just the accumulated knowledge and skills that they would bring to a new academic program, but also their ability to grow and learn through the program,” read the study. “[T]he JD-Next exam holds promise as a new law school admissions pathway, both to better predict success in law school and to help diversify the populations of students in law school.
The @NationalJurist article in support of increasing diversity in the legal profession suggests aspiring law students enroll in Arizona Law's online JD-Next Program to develop skills and experience.
The study tracked incoming students across dozens of law schools to determine whether the JD-Next exam was predictive of student performance. The study included data from two separate cohorts in 2019 and 2020.
The 2019 cohort tweaked its representation of students by oversampling minorities: 60 percent of nearly 11,600 invited participants were a minority. 24 percent were Black or African American, 21 percent were Hispanic, 14 percent were Asian, and one percent were Native American or Native Hawaiian. As a result of the oversampling, only 43.5 percent of participants were white.
The study also disclosed that students who identified as both White and Asian were coded as multi-race, but not classified as “underrepresented groups,” or “URG.”
However, the 2020 cohort more similarly reflected the makeup of law schools across the country: 61 percent white.
Regents Professor of Law Rebecca Tsosie discusses the legal profession’s diversity challenges with @Reuters.
The study noted that it focused on race as a factor in testing in order to determine diversity, equity, and inclusion (DEI) initiatives in higher education. It claimed that the JD-Next exams resulted in smaller disparities in test results between different races than the LSAT.
“These questions about score disparities are important because admissions tests can impact efforts to increase diversity, equity, and inclusion in law schools,” stated the study. “If admissions officers rely on these tests to decide which applicants to reject, and lower test scores are associated with some races or ethnicities, then students with those identities are more likely to be rejected, and overall representation in law school and the legal profession is thereby reduced.”
"Unfortunately, the legal profession is one that hasn't been as diverse as we would like it to become, so increasing diversity is an important initiative for the University of Arizona law school," said @jessfin79.
This wouldn’t be UArizona’s first foray into modifying admissions test standards. The university successfully pushed for the acceptance of the Graduate Record Examinations (GRE) General Test for law school admissions in 2021. Prior to that, the GRE General Test was used for admission to graduate schools.
The American Bar Association (ABA) mandates that law schools require an admission test in order to be accredited. However, the ABA Council voted last November to abolish this requirement beginning in the fall semester of 2025.
Authors of the UArizona study included Jessica Findley, a research scholar with UArizona Office of Diversity & Inclusion and an assistant clinical professor at the law school; Adriana Cimetta, associate educational psychology research professor in UArizona College of Education; Heidi Legg Burross, interim department head, educational psychology professor, and research assistant professor in the College of Education; Katherine C. Cheng, assistant educational psychology research professor in the College of Education; Matt Charles, designer of curriculum for the law school; Cayley Balser, Innovation for Justice post-graduate fellow; Ran Li, graduate student in educational psychology; Christopher Robertson, adjunct law professor.
Corinne Murdock is a reporter for AZ Free News. Follow her latest on Twitter, or email tips to corinne@azfreenews.com.
Arizona’s school choice program appears to have been undermined by neglect from former leadership, based on details of the program’s inherited state by the new administration.
AZ Free News spoke with Christine Accurso this week about the inherited state of the ESA Program, of which Accurso is the newly appointed executive director. Accurso hit the ground running when she began working for ADE several weeks ago. She walked in to find the ESA Program, left behind by former Superintendent Kathy Hoffman, severely understaffed and drowning in nearly 171,600 unfulfilled expense requests.
Although the Arizona legislature approved 52 positions to run the ESA Program, there were only 17 on the scene when Accurso arrived. That’s less than one-third of the staff that the ESA Program was intended to have. However, Accurso expressed confidence that merely doubling the team from 17 to 34 would be enough to run the program well for the meantime.
“We have less than half of the team we need to run this program,” said Accurso. “We will begin hiring soon and look forward to at least doubling our team to serve the families of Arizona well.”
ADE was severely understaffed despite receiving an additional $2.2 million last summer to hire 26 workers. Even with this funding, ADE undertook measures to minimize ESA Program operations. This included limiting call helpline hours to between 10 am to 2 pm.
Accurso said that her first hire was an individual who answers parents’ calls. The ESA Program failed to have a responsive helpline under Hoffman’s administration. Last year, parents who attempted to call the program helpline were met with an automated voice rejecting their call due to “excessive call volumes” and automatically hanging up with no promise of a call back.
These weren’t the only issues Accurso noticed. Ahead of her arrival, Accurso noted that odd expenses were given approval following Hoffman’s loss to current Superintendent Tom Horne.
I'm not sure what is happening at the ESA office, but their posted "Approval List" is growing and more things like this item are popping up. This wasn't on the approval list before December 12, 2022. We'll have to look into this when I arrive in January. An Espresso Machine?🤔🤦🏻♀️ pic.twitter.com/cLfnpEe29Z
That was far from the first time that odd expenses were given approval under Hoffman’s administration. Democratic state legislators argued that the program wasted taxpayer dollars through its allowable expenses. During a House committee hearing last year, Democrats questioned why items like bouncy castles and tonal home gyms, costing thousands, were approved. Republican committee members reminded their Democratic colleagues that Hoffman, a fellow Democrat, had approved these and other questionable items as allowable expenses.
In under three weeks, Accurso’s team approved nearly 24,700 of the unfulfilled requests after verifying the proper documentation was submitted, amounting to $22.2 million for things like private schooling, tutoring, and curriculum dating back to last November.
If the remaining 146,900 requests run a similar average in cost to the 24,700 approved requests (around $880 each), the ADE may owe over $129.2 million. The new administration paid 1,500 tutors who’d been awaiting paychecks for months under Hoffman, as well as reimbursement owed to a “small school” who’d been forced to consider a bank loan for their expenses due to Hoffman’s administration delaying their payment.
“We are reviewing all of the categories and our team, with ‘all hands on deck’ are getting through those as quickly as possible,” said Accurso. “These first orders were private school tuition payments and tutors of core subjects.”
Accurso noted that her team is not only working through old applications — they receive an average of about 130 new applications each day. Accurso stated that they have 949 pending applications.
“Yesterday we got around 200 applications. Right now my staff is working on a total of 990 applications from the weekend through yesterday. That’s why I’m hiring very quickly,” explained Accurso.
Accurso said that another one of her first actions was to replace the former administration’s allowable expenses list on the website with one that aligns with state statute. (The former list is archived here).
Prior to becoming ADE’s executive director, Accurso was an ESA parent burned by its poor administration. During Hoffman’s first year in office, Accurso and other parents were kept out of the program when the ADE failed to follow admission deadlines set by statute. Accurso gained national attention after her experience of spending hours each week on hold for over two months went viral.
Current Superintendent Tom Horne said in a statement earlier this month that the ADE’s previous administration of the ESA Program was unacceptable.
“When I took office, the commitment I made is that the Arizona Department of Education is a service organization committed to raising academic outcomes and empowering parents,” said Horne. “On my first day on the job, I demonstrated my resolve to fulfill that mission. Delays and inefficiencies of this kind are unacceptable and won’t be repeated.”
The decline of the ESA Program shouldn’t elicit much surprise. Since first campaigning for the position in 2018, former Superintendent Kathy Hoffman openly criticized the Empowerment Scholarship Account (ESA) Program. During her re-election campaign, Hoffman claimed that the ESA Program had “zero accountability” while signing a petition to undo universal school choice.
What happened in Snowflake is one example of the lack of accountability with the ESA program. Stories like this will become more common with universal expansion. We only have 3 days left to stop this law from going into effect. Find out where to sign at: https://t.co/0j0mJo7IIhpic.twitter.com/mIxyaw1v2D
The ADE said that nearly 46,000 students have joined the ESA Program as of Tuesday. Despite Governor Katie Hobbs’ intention on rolling back the program, the GOP-controlled legislature has no plans to do so.
Sen. President Warren Petersen toldKTAR that there wasn’t a chance that school choice would be rolled back.
Corinne Murdock is a reporter for AZ Free News. Follow her latest on Twitter, or email tips to corinne@azfreenews.com.
House Democrats want taxpayers to fund the tuition of future K-12 school psychologists, social workers, and counselors.
State Rep. Judy Schwiebert proposed the arrangement in a bill establishing a K-12 mental health professionals academy in each of the state’s universities, HB2160. These universities would provide annual scholarships up to the actual cost of tuition and fees for up to three academic years or six semesters, as well as covering all costs of obtaining a school psychology, social work, or counseling certificate.
Even if these scholarships don’t cover all of the tuition and fee costs, the university would not be allowed to charge the student the remaining difference.
SHOUT OUT TO @JudyForAZ for filing a bill that would create a school mental health professionals academy that would provide university scholarships to ensure we have a ready supply of school counselors, psychologists, and social workers. 🙌#SchoolCounselorspic.twitter.com/uMZUGvkiwF
Funds to supply these scholarships would come from an “Arizona School Mental Health Professionals Academy Fund” established by the legislature. This fund would be continuously appropriated and exempt from lapsing. In addition to scholarships, this fund would pay for marketing and promotion plans in a yearly amount up to three percent of the fund, as well as unspecified “academy costs.”
Students in these proposed academies must work as a school psychologist, social worker, or counselor for one full year in an Arizona public school.
These academies would offer accelerated models for “critical need areas”: low-income public schools, Indian reservation public schools, rural public schools, and disability-oriented public schools.
The Arizona Board of Regents (ABOR) would be tasked with developing the academy, including marketing and promotion plans, data collection and tracking, overseeing post-graduation service requirements, and funds distribution. Every year before Sept. 1, ABOR would have to issue a report to the governor, state senate president, and state house speaker on academy data.
Schwiebert garnered 23 cosponsors for her bill.
Expanding the state’s reserves of K-12 mental health professionals was a priority for former Superintendent Kathy Hoffman. Hoffman reduced the disparity between students and counselors by nearly 300, from over 1,200 at the start of her administration to over 1,500 by the end — an increase of about 20 percent. In 2021, Hoffman allocated $21.3 million in federal and state funds to hire more K-12 mental health professionals.
During her campaign for re-election, Hoffman pledged to further balance the state’s student-to-counselor ratio.
The fixation on student mental health became more pronounced following the forced shutdowns of schools and businesses during the COVID-19 pandemic. Surgeon General Vivek Murthy warned in a December 2021 report that youth mental health declined greatly and rapidly over the course of the pandemic.
Since then, the Biden administration has spent hundreds of millions to address the issue. Most recently, they allocated $245.7 million last week: $73.6 million for school-based mental health programs and services; $57.7 million to train school personnel, emergency first responders, law enforcement, and others to recognize mental health issues for early intervention; $14.9 million for K-12 “trauma-informed” and “culturally relevant” support services and mental health care; $19.5 million for treatment of children, adolescents, and families that have experienced trauma; $20 million for the promotion of resilience and equity, as well as violence prevention in communities plagued with civil unrest, violence, and trauma; and $60 million for primary care clinician mental health training geared toward children and adolescents.
Corinne Murdock is a reporter for AZ Free News. Follow her latest on Twitter, or email tips to corinne@azfreenews.com.
The University of Arizona (UArizona) College of Medicine epitomizes diversity, equity, and inclusion (DEI) best practices, based on the latest report released by the Association of American Medical Colleges (AAMC).
The AAMC released a report in November assessing the DEI efforts at its 157 U.S. schools, 14 Canadian schools, and about 400 teaching hospitals and medical centers (including the Department of Veterans Affairs medical centers), and 80 academic societies. AAMC quantified its DEI assessment through a “Diversity, Inclusion, Culture, and Equity (DICE) Inventory” consisting of 89 questions. UArizona’s College of Medicine campuses in Tucson and Phoenix qualify for high DICE Inventory scores based on the report.
Both campuses have DEI offices, though the Phoenix campus has an Office of Equity, Diversity, and Inclusion while the Tucson campus has an Office of Diversity, Equity, and Inclusion. Though both are through UArizona, each college of medicine charts slightly different paths for achieving DEI goals.
UArizona’s College of Medicine in Tucson (COMT) requires all faculty, staff, residents, fellows, graduate students, and medical students to complete six hours of DEI credit during the year. This includes an “Implicit Association Test.” The linked test directs users to “Project Implicit” by Harvard University, and offers 15 different tests of one’s implicit association of skin tone, gender science, weight, Asian Americans, Native Americans, race, sexuality, weapons, gender and careers, disability, religion, Arabs and Muslims, age, transgender people, and presidents.
A DEI credit is also eligible through the college’s DEI book club. Books read this past year include “Dying of Whiteness” and “Beautiful Country: A Memoir of an Undocumented Childhood.”
Each department at UArizona COMT has a “Diversity Champion,” or a DEI designee. Nearly every month, the college hosts a diversity lecture. In August, attendees learned about how unconscious racial bias impacts clinical care; in October, attendees learned about LGBTQ-inclusive climate initiatives.
UArizona COMT’s diversity statement includes an acknowledgement that the campus exists on indigenous land and territory. It expresses a commitment to diversity through increasing diversity of students, residents/fellows, faculty and staff as well as hosting culturally relevant activities. The college also includes a breakdown of its demographics across faculty, staff, medical students, graduate students, undergraduate students, and residents.
UArizona COMT also has an anti-racism initiative tasked with reforming the school’s operations, such as admissions and curriculum. The sub-committees assigned to this initiative achieved certain reforms, such as changing the selection process for the medical honorary to admit more underrepresented minorities, as well as implementing a racism and discrimination reporting system.
UArizona’s College of Medicine in Phoenix (COMP) employs many similar, though different DEI initiatives.
Following George Floyd’s death in May 2020, UArizona COMP issued a joint statement with AAMC, the American Medical Association (AMA), Accreditation Council for Graduate Medical Education, and Arizona Medical Association condemning racism and declaring racism a public health problem.
Then last year, UArizona COMP joined 10 other medical schools nationwide in the “Anti-Racist Transformation in Medical Education” initiative. So far, they’ve secured nearly $500,000 in scholarship funding for underrepresented student populations, created a four-year anti-racist curriculum, developed faculty on teaching anti-racist medicine, and included an anti-racist medicine statement into each clerkship orientation.
Additionally, the Phoenix campus has launched its own 12 action steps for DEI achievement.
As of September 2021, they reported achieving three of these 12 steps: creating a scholarship fund for medical students interesting in serving the underserved Black/African American community, supporting the formation of employee resource groups for faculty and staff of color and other groups, and issuing a statement on the college’s website recognizing racism as a public health issue in line with AAMC and AMA.
The other nine steps are ongoing. So far, the college has achieved its “most diverse” class in history with 22 percent underrepresented minorities, established a “post application review” program focused on underrepresented minority applicants denied admission, gathered demographic profile information for a diversity review, hired managers in the selection of search committee members to increase diversity of Black and other underrepresented minority staff, established unconscious bias and cultural competency training for residents, prospected for Endowed Chair of Health Justice and Equity Research, drafted unconscious bias training for all faculty/students/staff/residents/fellows/postdocs, approved anti-racism curriculum, and secured funding for an underrepresented minorities mentor director.
Additionally, the college recognized last month as Equity, Diversity, & Inclusion Health Month. Students who attend most of the eight DEI events scheduled this month may earn “Diversity Hour” credits. These credits aren’t compulsory. However, students who earn 50 Diversity Hours receive a Distinction for Inclusive Excellence on their Dean’s Letter upon graduation.
The events included discussions of female nurses who served Tuskegee Airmen, ableism, Asian American and Native Hawaiian/Pacific Islander immigration, and Native American, Asian American, and Latino physicians and patients.
Similar to the Tucson campus, UArizona COMP has faculty from different departments serving as DEI designees called “Inclusive Excellence Champions.”
Corinne Murdock is a reporter for AZ Free News. Follow her latest on Twitter, or email tips to corinne@azfreenews.com.
New year, new policy: the University of Arizona (UArizona) began paying for gender reassignment surgeries for both employees and their children on Jan. 1.
UArizona will cover up to $10,000 for these procedures through a newly established Health Reimbursement Arrangement (HRA): an employer-funded, tax-free health benefit that reimburses employees. Both employees and their dependents are eligible for the HRA.
The HRA would also cover fertility treatments, but only up to $2,500.
UArizona announced the reimbursement plan in the week after Thanksgiving. The HRA administrator is Navia Benefit Solutions, and offered through enrollment in the Arizona Department of Administration’s High-Deductible Health Plan or Triple Choice Plan.
The university has supported transgenderism openly over the past few decades. In 2013, UArizona lifted up a transgender former professor, Susan Stryker, who established their Transgender Studies Initiative.
Stryker retired, but is a visiting professor for Yale University, distinguished chair for Mills College, and co-editor for a Duke University Press book series on gender. Buzzfeed named Stryker as one of 24 individuals who radically reformed public perception of transgenderism.
The UA's Susan Stryker has been listed as an American who has changed the way we think about transgender rights: http://t.co/ciVVsElHgw.
UArizona also offers a “Gender Affirming Treatment” through their student health insurance plan, a benefit which is also available at Arizona State University (ASU) and Northern Arizona University (NAU). UArizona offers insurance through UnitedHealthcare.
The university also issues room assignments based on students’ preferred room gender through “open housing rooms” within “Gender Inclusive Housing” groups on certain floors or in certain dorms. Preferred names and pronouns are permitted to be changed for class rosters, emails, and other non-legal uses.
The university allows individuals to use restrooms corresponding with their gender identity, as well as offering restrooms that allow both genders.
UArizona received over $327.6 million from the state general fund in the last fiscal year. Current tuition rates are set at over $13,200 for residents, and over $39,500 for non-residents.
The university has a 50 percent four-year and 68 percent six-year graduation rate.
Corinne Murdock is a reporter for AZ Free News. Follow her latest on Twitter, or email tips to corinne@azfreenews.com.
Last month, the University of Phoenix hosted a 21-day “equity challenge” for its staff. The challenge was voluntary for faculty and staff, and hosted by the Office of Educational Equity.
Focus areas for the challenge included allyship, disability, education, health care, interpersonal and institutional racism, and understanding privilege. This was the second year that the university hosted the challenge.
The director of student diversity and inclusion, Tondra Richardson, stated that the equity challenge ensured participants developed social justice outlooks for taking up leadership roles.
“This year’s challenge focused on giving participants the practical resources needed to develop inclusive leadership skills,” stated Richardson. “This year we also gave participants the opportunity to earn the Inclusive Leader: Commitment to Equity Badge, which allowed participants to demonstrate a tangible commitment to putting empathy, compassion, and curiosity into action.”
A project marketing manager for the university, Ivy Wong, testified that the challenge reconditioned her thinking on her own cultural awareness deficiencies.
“It is a rare opportunity to take a step back to reflect on my own inherent bias, as well as my social and cultural conditioning,” said Wong. “After these few weeks, I have more self-awareness and know what I need to unlearn and relearn.”
The challenge stemmed from an eponymous organization launched by Eddie Moore, a longtime diversity, equity, and inclusion (DEI) advocate and founder of another social justice education organization, The Privilege Institute. Moore tailored his organization’s content for the university.
The organization suggests the first day’s challenge to be a study of a “Becoming Anti-Racist” graphic. The organization misattributed the graphic to activist Ibram X. Kendi — a doctor by the name of Andrew Ibrahim created the graphic.
The graphic charts an individual’s progression through three “zones” that one must advance through to become anti-racist: the “fear zone,” in which individuals deny racism is a problem and speak with others that look and think like them; the “learning zone,” in which individuals recognize racism is a present and current problem, understand their privilege in ignoring racism, educate themselves about race and structural racism, and admit vulnerability to biases and knowledge gaps; and the “growth zone,” in which individuals identify that they unknowingly benefit from racism, promote and advocate for anti-racist policies and leaders, dwell in discomfort, speak out against racism, educate peers on racism in their profession, yield positions of power to those otherwise marginalized, and surround themselves with others that look and think differently than them.
Learning a lot and striving to be better. Created this visual mental model as a way to help keep myself accountable (Adapted from one I had seen for #COVID a couple months ago.)
— Andrew M. Ibrahim MD, MSc (He/Him) (@AndrewMIbrahim) June 7, 2020
The University of Phoenix will follow up this 21-day challenge and promote a “National Day of Racial Healing” with an “Inclusive Cafe” next Wednesday. The university will also host a webinar series on Jan. 19 teaching staff and faculty how to continue their commitment to equity in 2023.
Past equity-focused webinar series have discussed how ableism leads to inequality, how others should serve indigenous communities, and what racism is.
In defining racism, the university defined racism as the exploitation, control, and violence directed at non-white people. The focus on defining racism declared that the concept of race was invented with the colonization and founding of the U.S., and that racism is a problem perpetuated by favoritism of whiteness.
The University of Phoenix also has a Center for Workplace Diversity and Inclusion Research, which offers fellowships for faculty, students, and alumni. Fellows research an advanced version of the DEI term: diversity, equity, inclusion, and belonging (DEIB).
The university will also have a second annual Inclusive Leadership Summit from May 2-4.
Corinne Murdock is a reporter for AZ Free News. Follow her latest on Twitter, or email tips to corinne@azfreenews.com.
