The Corporate Equality Index is a report published by the Human Rights Campaign Foundation as a tool to rate American businesses on their treatment of gay, lesbian, bisexual and transgender employees, consumers and investors. include economic, ethical, legal, and discretionary responsibilities. The HRC Foundation will continue to award partial credit to employers that have satisfied a portion of certain criterion. We look forward to the inclusion of this data in the 21st edition of the Corporate Equality Index. Debunking the Myths: Transgender Health and Well-Being, U.S. Federal Government Employment Policies, Policy includes sexual orientation and gender identity/gender identity or expression for all operations (5), Equivalency in same- and different-sex spousal medical and soft benefits (No points awarded), Equivalency in same- and different-sex domestic partner medical and soft benefits (10), Equivalency in spousal and domestic partner family formation benefits regardless of sex. Furthermore, there are federal initiatives such as the Center for Veterans Enterprise that is designed to assist U.S. veterans in launching and thriving in private business. That quest to bring joy is at the center of every business decision we make. Anonymous employee engagement or climate surveys conducted on an annual or biennial basis allow employees the option to identify as LGBTQ+. The realization of this 20th anniversary was only made possible by the hard work and dedication of the past and present staff and leadership of the HRC Foundation, along with the assistance of HRCs valued partners, volunteers, and donors. The goal of this guide is to ensure that any employee who may need information on these key topics can readily access it in one, convenient location and will have the tools necessary to easily troubleshoot issues in attaining the healthcare benefits and treatment that they need. 1. Additionally, strategies for implementing the four components of the Corporate Equality Index into a company may vary from state to state, depending on the laws and regulations regarding workplace diversity. The Human Rights Campaign, All Rights Reserved. In this second part, we show how to implement this theoretical framework onto a spreadsheet software. of CEI-rated businesses with supplier diversity programs (656 of 726) specifically include LGBTQ+ owned enterprises in their programs. The widely used Transgender Inclusion in the Workplace: A Toolkit for Employers (available at www.hrc.org/transtoolkit) is a comprehensive resource to guide employer transgender inclusion efforts. As the President of glam azon, Amazon's affinity group for LGBTQ+ employees and allies, it is really exciting to see Amazon receive a perfect score on the Human Rights Campaign Foundation's (HRC) Corporate Equality Index again this year. Three LGBTQ+ Internal Training and Education Best Practices Businesses must demonstrate a firm-wide, sustained and accountable commitment to diversity and cultural competency, including at least three of the following elements: New hire training clearly states that the nondiscrimination policy includes gender identity and sexual orientation and provides definitions or scenarios illustrating the policy for each, Supervisors undergo training that includes gender identity and sexual orientation as discrete topics (maybe part of a broader training) and provides definitions or scenarios illustrating the policy for each, Integration of gender identity and sexual orientation in professional development, skills-based or other leadership training that includes elements of diversity and/or cultural competency, Gender transition guidelines with supportive restroom, dress code and documentation guidance. Tyson Foods, Michelle Phillips Responsible citizenship (-25)Employers will have 25 points deducted from their score for a large-scale official or public anti-LGBTQ blemish on their recent records. (he/him) Exceptions to this policy are made on a case-by-case . 1 company on Refinitiv's Diversity & Inclusion Index, which identifies the 100 publicly traded companies with the most diverse and inclusive workplaces, based on Refinitiv's environmental, social and governance (ESG) data.This is Accenture's fourth year on the Index. In the 20-year history of the Corporate Equality Index, survey data has explicitly shown that having an inclusive workplace is beneficial to a companys success. For the fifth consecutive year EA has received a 100% rating by the Human Rights Campaign on their annual Corporate Equality Index survey. Corporate Equality Index. 1. Founder & President You'll receive email updates from HRC. Specifically, where available for employees, the following benefits should all extend to transgender individuals, including for transition-related services. Widespread employer adoption of such packages helps to ensure that offering LGBTQ+ inclusive benefits to employees and their families is a low-cost, high-return proposition for businesses. After years of working with corporate partners, civil society organizations, and other stakeholders, including embassies and the American Chamber of Commerce, the HRC Foundation partnered with Alianza por la Diversidad e Inclusin Laboral (ADIL) to officially launch the HRC Equidad MX: Workplace Equality Program in 2016. We seek the inclusion of the LGBTQ+ community in these external engagement efforts. The CEI is a national benchmarking survey and report that measures and tracks corporate policies and practices related to LGBTQ+ workplace equality. Increasingly, ads with authentic images of LGBTQ+ people are featured in both LGBTQ+ media outlets and general press alike. Be sure the presentation displays proper grammar, spelling, punctuation, sentence structure, and credible sources cited in APA format. This case is historical in that the decision of the Supreme Court granted same-sex couples the right to full, equal recognition under the law and made marriage equality a law in all 50 states. These groups purpose is two-fold: Employee resource groups are great platforms for leadership opportunities for LGBTQ+ and allied employees to better their own work environments. Employers were not rated until all appropriate information had been gathered and verified to the greatest extent possible. In the 2022 CEI, 842 employers achieved a top score of 100 and earning the coveted title of Best Place to Work for LGBTQ+ Equality.. Clearly enumerated nondiscrimination protections based on sexual orientation and gender identity are essential to LGBTQ+ workforce equity and inclusion. Corporate giving to organizations promoting LGBTQ+ health, education or political efforts further demonstrates this commitment to broader LGBTQ+ equality. We will also be expanding data best practices to ensure that companies provide a confidential way for employees to self-identify at all levels of the company. Council Co-Chair In 2021, we experienced a wave of anti-transgender state legislation: 81 bills aimed to prevent transgender youth from playing school sports consistent with their gender identity, and 43 bills to prevent transgender youth from receiving gender-affirming healthcare. When working in different communities, we adjust our language to reflect local customs. Companies rated in the CEI include Fortune magazines 500 largest publicly traded businesses (Fortune 500), American Lawyer magazines top 200 revenue-grossing law firms (AmLaw 200), and hundreds of mid- to large-sized businesses that are publicly- or privately-held. The elite distinction is the result of a cross-functional effort led by Impossible Pride, Impossible Foods' LGBTQ+ . Linda has also volunteered for HRC and continues to volunteer with the DC Center for the LGBTQ+ community, Women's March and various organizations. If a business was found to have a connection with an anti-LGBTQ+ organization or activity, the HRC Foundation contacted the business and provided it with an opportunity to respond and, to the best of its ability, to mitigate the harm done and ensure that no such action would occur in the future. Determines the value of diversity management for the future. This criteria adjustment reflects a 20-year history of observation, learning, and growth that the HRC is proud to continue to this day. The bill awaits consideration by the full Senate. Benefits for same-sex partners 3. The profile and impact of an employee resource group is greatly enhanced by an active executive champion for the group. A record 379 of Fortune 500 businesses have official CEI ratings based on submitted surveys (as compared to 366 last year), with an average rating of 76, a rating that remains consistent with that of last year. We look forward to our continued partnership over the years to come. While many of these recruiting events went in virtual 2020, CEI-rated businesses remained engaged. The remaining 28 states offer either no LGBTQ+ non-discrimination protections or in some way exclude a key group from their laws, leaving these groups without legislative protection. For companies with operations outside of the U.S., the policy must be extended across the global workforce. As Deputy Director, RaShawn leads the teams work to create tools for employers to deepen their LGBTQ+ inclusion efforts including training & education programs, policy guidance and employee engagement resources. Keisha attained her Juris Doctor degree from the University of Maryland School of Law. In this role, she fields questions from employers and employees nationwide about the CEI process, works on CEI survey review, and provides logistical support for the entire Workplace Equality Program team. Keisha further serves on the inaugural Board of Directors for the Ray Corollary Initiative, Inc. and serves on the Georgetown University Law Center, Workplace Streetlaw Steering Committee. Although there has been great progress seen in the area of LGBTQ+ issues, there is still much work left to be done. 1. Below I propose four strategies that all organizations can pursue today to finally make an impact. It is the desire of the staff and management of the Human Rights Campaign Foundation to not only recognize the work of the past but also to look excitedly towards the future. More than 242 employers earned top ratings and the HRC Foundations designation of Best Places to Work for LGBTQ+ Equality or Mejores Lugares para Trabajar LGBTQ+'' in the 2022 HRC Equidad MX report. of CEI participants documented that they provide inclusive benefits for same- and different-sex spouses and partners. Committed to being a great workplace, Baird ranked No. Additionally, two bathroom bills were passed in Tennessee and Arkansas passed the first-ever ban preventing transgender youth from accessing gender-affirming care. Funds Services The historic Obergefell v. Hodges case in 2015 gave same-sex couples the right to marriage, and, since then, state legislators across the country have responded by proposing hundreds of anti-LGBTQ+ bills. By using the CEI criteria as a guide, businesses can help ensure that their existing policy and benefits infrastructure is inclusive of LGBTQ+ workers and their families, resulting in greater recruitment and retention of a talented, diverse workforce. 138 companies, from nearly every industry, participated in the CEI for the first time this year. Egon Zehnder is thrilled to have received a score of 100 on the Human Rights Campaign Foundation's 2021 Corporate Equality Index, the United States' foremost benchmarking survey and report measuring corporate policies and practices related to LGBTQ workplace equality. Across the country, 44 religious refusal bills were filed including about a dozen so-called Religious Freedom Restoration Act (RFRA) bills and a dozen more bills that would allow for religious refusals, including against LGBTQ+ patients, in medical care. Corporate Equality Index, 2022. By using the CEI criteria as a guide, businesses can help ensure that their existing policy and benefits infrastructure is inclusive of LGBTQ+ workers and their families. She attained a Bachelors of Business Administration with a concentration in Finance, with honors, from Howard University. RaShawn Hawkins, SHRM-CP (she/her) is the Deputy Director of the Workplace Equality Program at the Human Rights Campaign Foundation. FutureLearn: Online Courses and Degrees from Top Universities Edward Jones scored 100 percent on the Human Rights Campaign Foundation's 2022 Corporate Equality Index (CEI), the nation's foremost benchmarking survey and report measuring corporate policies and practices related to LGBTQ+ workplace equality. In 2009, the HRC Foundation announced a major change to what would be the 2012 CEI criteria. Like the glvIndex before it, the HRC Corporate Equality Index is (he/him/el) of CEI-rated businesses (1,021 of 1,271 respondents) have written giving guidelines that prohibit philanthropic support of non-religious organizations with an explicit policy of discrimination towards LGBTQ+ people. Human Rights Campaign Foundations Corporate Equality Index is the national benchmarking tool on corporate policies, practices and benefits pertinent to lesbian, gay, bisexual, transgender and queer employees. This requirement sets the standards around responsible foundational giving and ensures that a top-rated business does not provide philanthropic support to organizations whose values do not align with theirs. In addition, the reach of many ERGs extends beyond the everyday affairs of an employer to policy making, representing the employer at professional events and external activities, participating in prospective employee recruitment efforts, mentoring, and other retention-focused programming. To earn a top rating of 100 percent, a business needed not just to mitigate one or more exclusions but also to address the root problem of transgender exclusion in coverage and fully affirm healthcare coverage for medically necessary transition-related care and other routine and chronic conditions. Experian North America Earns Top Marks in Human Rights Campaign's 2021 Corporate Equality Index. The award was posted on the HRC's recently-published Corporate . While awareness of barriers to transgender healthcare coverage steadily increased, a majority of CEI-rated businesses plateaued in offering mental healthcare coverage and/or short-term leave for surgical procedures and did not mitigate exclusions related to other medically necessary treatments. Employers recognize that beyond the letter of a policy, additional programming and educational efforts are necessary. View Resource. Following the release of this report, the 2023 CEI report will be open for survey submission in the Spring of 2023 and released in November of 2023 to realign with the reports original release schedule. To this effort, in 2016, the Corporate Equality Index criteria were expanded to require that companies with global operations extend their nondiscrimination policies across all their operations. JazzHR | May 21, 2021. : advertising with LGBTQ+ content, advertising in LGBTQ+ media or sponsoring LGBTQ+ organizations and events), Philanthropic support of at least one LGBTQ+ organization or event (e.g. a. Five Distinct Efforts of Outreach or Engagement to Broader LGBTQ+ Community (15)Businesses must demonstrate ongoing LGBTQ+ specific engagement that extends across the firm, including at least five of the following: b. LGBTQ+ Corporate Social Responsibility, Contractor/supplier non-discrimination standards AND Philanthropic Giving Guidelines (5). These businesses are enjoying a multitude of benefits, including a supply chain that better reflects the diverse communities in which they operate, and in turn, garnering sharper innovation and business solutions. Human Rights Campaign Foundation. From now on, companies must mandatorily offer gender transition guidelines. Thank you to HRC staff Elizabeth Bibi, Laurel Powell, Aryn Fields, Jon Groat, Wes Jones, Savonne Pearson, Tarine Wright, Emily Simeral Roberts, Carolyn Simon and Kelli Stam for communication, press and media guidance. She is passionate about social justice, intersectionality, Marie Kondo organization, and Passion Planning. The CEI is the nation's foremost benchmarking survey and report measuring corporate policies and practices related to LGBTQ workplace equality. The requirement is that a top-rated business must implement internal requirements prohibiting company or law firm philanthropic giving to non-religious organizations that have a written policy of discrimination on the basis of sexual orientation and gender identity or have a policy explicitly permitting its own chapters, affiliates, etc. Under the TD Ready Commitment and its four key, interconnected drivers of: Financial Security, Vibrant Planet, Connected Communities, and Better Health; we are targeting a total of $1 billion by . Ultimately, the growth of the CEI reflects the truth that so many leading businesses have come to embrace: leveling the playing field for LGBTQ+ workers is not simply a societal good; it is also good for business. A businesss non-discrimination policies should not be limited to human resources or diversity and inclusion. The index is made up of four sub-components including economic participation, education, health, and political empowerment as well as providing a selection of contextual . In both cases, the HRC Foundation notified the business of the official rating and gave them an opportunity to provide updates or clarification prior to the report release. In her spare time, she is a pro bono attorney at the Whitman Walker Clinic and assists clients with legal filings for name and gender marker changes. The National LGBT Chamber of Commerce began certifying LGBTQ+ owned small businesses in 2002, a process that requires substantiation of majority LGBTQ+ ownership in a business and verification of a business good standing in the community. Richard Clark It gets our teams excited to come to work each day. For this reason, the Corporate Equality Index criteria still require a company to have a nondiscrimination or equal employment opportunity policy that explicitly enumerates both sexual orientation and gender identity. Clearly stating sexual orientation and gender identity as protected characteristics remains a best practice to ensure employees and prospective employees, as well as managers and supervisors, understand the companys commitment to nondiscrimination protections for LGBTQ+ people. The pandemic has caused temporary disturbances in the production and commercialization of goods and services that have translated into tensions in the sales figures, causing serious liquidity problems, drops in profitability, and increased risk. Lesbian, gay, bisexual, transgender and queer people continue to face discrimination in employment because of their sexual orientation and/or gender identity, creating a need for explicit nondiscrimination policies. With many multinational companies employing persons outside of the United States, HRC encouraged CEI participants to consider how their adopted inclusive policies and practices could and would impact their workforces in countries with less tolerant legal and cultural stances towards LGBTQ+ communities. The HRC Foundations CEI rating system is designed for mid- to large-sized businesses (500 full-time employees and above) and divided into three key categories of criteria: Launched in 2002, the CEI is the first internationally recognized benchmarking report for businesses to gauge their level of LGBTQ+ workplace inclusion against competitors. The CEI helps guide the wide-scale adoption of LGBTQ+-specific practices and language within existing business structures. While mission statements of ERGs are specific to LGBTQ+ inclusion, an increasing number of ally-identified colleagues are encouraged to join as membership is not limited to those who are LGBTQ+ but is open to all supporters of equality. Each year, the Human Rights Campaign (HRC) Foundation surveys more than 1,000 U.S. companies about their corporate policies and practices related to lesbian, gay, bisexual, transgender, and queer (LGBTQ) employees. All ensure that LGBTQ+ people are able to take one step closer to full legal and lived equality. Where major businesses regularly provide education, training, and accountability measures on diversity and inclusion in the workplace, the HRC Foundation seeks to ensure that these systems include the LGBTQ+ workforce. a. Equivalency in same- and different-sex spousal medical and soft benefits, b. Equivalency in same- and different-sex domestic partner medical and soft benefits, c. Equal health coverage for transgender individuals without exclusion for medically necessary care, Insurance contract explicitly affirms coverage and contains no blanket exclusions for coverage, Insurance contract and/or policy documentation is based on the World Professional Association for Transgender Health (WPATH) Standards of Care. THE CORPORATE EQUALITY INDEX 2022 ASKED PARTICIPANTS a series of questions about LGBTQ+ inclusive policies, practices and benefits. Globally, companies are adopting critical benefits such as domestic partner recognition and transgender-inclusive healthcare benefits. of CEI-rated employers (510 of 1,271 respondents) allow employees the option to self-identify as LGBTQ+ in anonymous employee engagement surveys or as part of data collection on confidential employee forms and 37% (470 of 1,271 respondents) allow self-identification in the HRIS system. The HRC Foundation has always held businesses accountable for the types of organizations receiving their philanthropic dollars. Its primary source of data are surveys but researchers cross-check business policy and their implications for LGBT workers and public records independently. The information required to generate CEI ratings for businesses is difficult to ascertain from public records alone. of CEI-rated businesses (1,187 of 1,271 respondents) met the standard of demonstrating a least three efforts of public commitment to the LGBTQ+ community. HRCs dedication, focus, and drive to make workplaces and our broader society a more diverse, inclusive, and safe environment for the LGBTQ+ community is unwavering. DEARBORN, Mich., Dec. 5, 2016 - Ford Motor Company has once again earned 100 percent - the highest possible score - on this year's Human Rights Campaign Corporate Equality Index, a national benchmarking survey and report on corporate policies and practices related to LGBT equality in the workplace.. Ford has received a perfect score every year since 2004. You can unsubscribe at any time. The groundbreaking success of HRC Equidad MX is reflected in the increasing number of companies participating in the survey and achieving top ratings for LGBTQ+ workplace equality. Raina graduated from New College of Florida with a Bachelors degree in Political Science with a focus on the intersection of social identity and U.S. political ideology. You'll receive email updates from HRC. From 2006 through 2011, a top CEI score meant businesses needed to mitigate at least one exclusion among five critical categories of transgender healthcare, namely: mental health, pharmacy benefits for hormone therapy, medical visits and lab procedures related to hormone therapy, surgical procedures, and short-term leave for surgical procedures. Best Places to Work for LGBTQ+ Equality, Fortune 500 employers actively participated in the 2022 CEI, American Law Magazine 200 law firms actively participated in the 2021 CEI. (he/him)Senior Vice President, Environment Social & Governance As the national benchmarking tool measuring policies, practices and benefits pertinent to lesbian, gay, bisexual, transgender and queer (LGBTQ+) employees, the Human Rights Campaign Foundations Corporate Equality Index is a primary driving force for LGBTQ+ workplace inclusion. The Corporate Equality Index does not rate public sector (government) employers or businesses with fewer than 500 full-time U.S. employees. Despite the disruption of the COVID-19 epidemic and the cancellation of in-person events worldwide, CEI-rated businesses followed through on their commitments to LGBTQ+ community engagement throughout the year largely by leveraging online and virtual engagement platforms. By using this site, you agree to our use of cookies. Businesses are rated on a scale from 0 to 100, with a certain number of points awarded for meeting each criterion. Historically, the CEI had a mechanism to account for foundational corporate giving to any organization whose explicit mission included efforts to undermine LGBTQ+ equality. The HRC Foundation's CEI rating system is designed for mid- to large-sized businesses (500 full-time employees and above) and divided into three key categories of criteria: Nondiscrimination policies across business entities; Equitable benefits for LGBTQ+ workers and their families; We would like to express our gratitude to all our HRC colleagues for their collaboration, teamwork and support. By amending their benefits structures, employers ensure that they extend this valuable bundle of benefits to their workforce equitably, irrespective of sexual orientation and gender identity. To ensure that suppliers act in a manner that adheres to a businesss own standards, businesses must establish standards of conduct that set expectations for behavior of their suppliers. She also served as Chief Negotiator in bargaining and collaborated with high-level government officials on workplace equality initiatives. 662 major businesses have adopted gender transition guidelines to establish best practices in transgender inclusion for managers and teams. LGBTQ+ Employee Resource Group or Diversity Council. The HRC Foundation commends the employers that have committed to the public and transparent process of the CEI survey and we invite these 112 companies to do the same. of CEI-rated businesses (748 of 1,271 respondents) ran LGBTQ+ specific ads or marketing content or sponsored LGBTQ+ inclusive events such as Pride. Fifth consecutive year EA has received a 100 % rating by the Human Rights on! ( government ) employers or businesses with supplier diversity programs ( 656 of 726 ) include. Employers or businesses with supplier diversity programs ( 656 of 726 ) specifically include owned. 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