(she/her) Workforce Protections (5 points possible) Policy includes sexual orientation and gender identity/gender identity or expression for all operations (5) 2. #4 - Resulting Value. Businesses were invited to provide HRC Foundation staff with any additional information or updates before this report went to print. To secure full credit for benefits criteria, each benefit must be available to all benefits-eligible U.S. employees. (she/her/they/them)(Business Council Co-Chair)Chief Executive Officer The CEI serves as a roadmap to LGBTQ+ inclusive policies and practices, but it cannot provide a holistic assessment of the unique workplace cultures and individual experiences that characterize different employers. Non-discrimination policies 2. By the end of the 2021 legislative session, another record 13 bills attacking transgender youth passed into law. The business case for diversity must assume the same level of importance as bottom-line results and market-share . Rating Criteria for the 2023 CEI. You can unsubscribe at any time. UnitedHealthcare (retired). THE WORKFORCE PROTECTIONS CRITERIA OF THE CEI CALL FOR A WRITTEN employment nondiscrimination policy that includes both sexual orientation and gender identity across all operations. 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.". 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. Northern Trust Corp. Wyndolyn (Wendy) C. Bell, MD (NYSE: HUM), proudly announced that it received a score of 100 on the Human Rights Campaign Foundation's 2022 Corporate Equality Index, the nation's foremost benchmarking survey and report . Wabtec continues to build upon the its commitment to foster a culture of diversity, inclusion and belonging as outlined in its 2021 Sustainability Report. The company donated $1,095,500 . Vice President and Corporate Secretary Linda has also volunteered for HRC and continues to volunteer with the DC Center for the LGBTQ+ community, Women's March and various organizations. of CEI-rated employers (984 of 1,271 respondents) have Managers/Supervisors undergo training that includes gender identity and sexual orientation as discrete topics (this may be a part of a broader training), and provides definitions or scenarios illustrating the policy for each. The components for Corporate Equality Index applied by both state, that is Florida and Georgia entails the approaches such as equitable benefits for LGBTQ employees and their families, non-discrimination policies across the organizations, internal accountability, internal education, and public commitment to LGBTQ equality. The Human Rights Campaign Foundation understands the dedication to LGBTQ+ inclusion that is required for a company to score 100% on the CEI for the entirety of the reports 20-year history and would like to use this 20th-anniversary edition to sincerely show appreciation for the companies that have done so. The accompanying four illustrations from Tiernan Brady, a political and LGBT+ privileges campaigner, assist with making sense of the Irish . Senior Manager, Diversity & Inclusion Chief Accounting Officer The Human Rights Campaign Corporate Equality Index has awarded Tesla as one of 2021's Best Places to Work for LGBTQ Equality. "Building equality in our workplace by empowering, supporting, developing and advancing the careers of our associates enriches our culture and ensures we drive To learn more, please read our Privacy Policy. Determines the value of diversity management for the future. Employee resource groups that are focused on the LGBTQ+ workforce empower employees as change agents and promote inclusion for LGBTQ+ employees within the workplace. Recognition designates Emerson among Best Places to Work for LGBTQ Equality. HRC, its partners, and supporters will continue to work toward the goal of all 50 states having LGBTQ+ non-discrimination protections written into law. Its primary source of data are surveys but researchers cross-check business policy and their implications for LGBT workers and public records independently. Our leaders strive to continually manage employees in line with our values and beliefs to enable them to develop their full potential and to move beyond inclusion to a world of engagement. The CEI continues to reflect best practices for LGBTQ+ workers and their families. Coalition member companies represent nearly every industry, employ over 15.3 million people in the U.S., command over $7.2 trillion in revenue, and have operations in all 50 states. 100% of every HRC merchandise purchase fuels the fight for equality. Plan documentation must be readily available to employees and must clearly communicate inclusive insurance options to employees and their eligible dependents. Businesses owned by a larger U.S.-incorporated entity must be rated and represented on the CEI and its related publications as part of the larger entity. Objective Setting. 258 OF THE FORTUNE 500-RANKED BUSINESSES achieved a 100 percent rating (compared to 233 last year), with 15 of the top 20 Fortune-ranked businesses at this top score. 93 percent of the Fortune 500 include sexual orientation in their nondiscrimination policies and 91 percent include gender identity. Over 66 percent of Fortune 500 companies offer transgender-inclusive healthcare benefits. The Equality Act passed in the U.S. House of Representatives on February 25, 2021, with a bipartisan vote of 224-206. of CEI-rated employers (1,182 of 1,271 respondents) offer a robust set of practices (at least three efforts) to support organizational LGBTQ+ diversity competency. IN THIS 19TH EDITION OF THE HUMAN RUGHTS Campaign Foundation's Corporate Equality Index, a record-breaking 767 businesses met all the criteria to earn a 100 percent rating and the designation of being a "Best Place to Work for LGBTQ Equality." Top-rated CEI employers come from nearly every industry and region of the United States. Workforce Protections (5 points possible), 2. The toolkit includes the HRC Foundations best practice guidance on transgender inclusive policies and practices (including sample policies) as well as guidance for implementing transgender-inclusive healthcare benefits. Board (or other governing body) member demographic data collection include the option for individuals to report their sexual orientation and gender identity or self-identity as LGBTQ+, Gender transition guidelines with supportive restroom, dress code and documentation guidance, Implementation of the at least one (1) of the following policies or practices, Trans-inclusive restroom/facilities policy, Policies/procedures that allow for optional sharing of gender pronouns, LGBTQ employee recruitment efforts with demonstrated reach of LGBTQ+ applicants (required documentation may include a short summary of the event or an estimation of the number of candidates reached), Supplier diversity program with demonstrated effort to include certified LGBTQ+ suppliers, Marketing or advertising to LGBTQ consumers (e.g. The Corporate Equality Index has become a quintessential achievement for the Human Rights Campaign Foundation. RaShawn Hawkins, SHRM-CP (she/her) is the Deputy Director of the Workplace Equality Program at the Human Rights Campaign Foundation. Rating Workplaces on Lesbian, Gay, Bisexual, Transgender and Queer Equality. This years report contains 138 new businesses from over 20 industries that opted into the survey. 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. #2 - Positive Effects. By using this site, you agree to our use of cookies. Marketing or advertising to LGBTQ+ consumers (e.g. Ad campaigns and sponsorships further this message of company values to the public. 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. Discusses strategies for implementing the four components of the Corporate Equality Index into a company for each state. We seek the inclusion of the LGBTQ+ community in these external engagement efforts. 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. Supporting an Inclusive Culture (25 points possible). 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. Thanks to HRCs work with companies located within the United States, hundreds of thousands of LGBTQ+ employees and their families benefit from inclusive workplace policies, practices, and benefits. Domestic partner benefits do not only serve same-sex couples. First, the minimal services and treatment for transgender-inclusive healthcare will now be more robust. Rates of litigation, upon implementation, are consistent with other protected classes. Employee inclusion. Experts are tested by Chegg as specialists in their subject area. 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). The HRC Foundation embarked on a massive campaign of educational and consultative efforts to address healthcare and insurance disparities for the transgender population and their families, including outreach to leading health insurance companies, direct consultation with both fully- and self-insured employers to modify their health insurance plans, and collection and dissemination of cost and utilization data from leading businesses. It gets our teams excited to come to work each day. The HRC Foundation has always held businesses accountable for the types of organizations receiving their philanthropic dollars. 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. CARY, N.C., Jan. 27, 2022 /PRNewswire/ -- Workplace culture and analytics leader SAS received the top score of 100 on the Human Rights Campaign Corporate Foundation's . We look forward to the inclusion of this data in the 21st edition of the Corporate Equality Index. c. Three Distinct Efforts of Outreach or Engagement to Broader LGBTQ+ Community | Businesses must demonstrate ongoing LGBTQ+ specific engagement that extends across the firm, including at least three of the following: LGBTQ+ employee recruitment efforts with demonstrated reach of LGBTQ+ applicants (required documentation may include a short summary of the event or an estimation of the number of candidates reached), Supplier diversity program with demonstrated effort to include certified LGBTQ+ suppliers. The following 15 companies have the distinction of earning top scores on three of HRC's Corporate Equality measures: the Corporate Equality Index, Equidad MX and Equidad CL: In addition to the triple winners, the following 106 companies earned top marks on both the Corporate Equality Index and Equidad MX, in our 2022 editions. Discriminatory bills that attempt to curb access to public services for transgender people, deny basic services to LGBTQ+ families, or preempt local nondiscrimination ordinances put company employees, employee families, and customers at risk. We are thrilled about the progress that we have made over the last 20 years and recognize that the work must continue. Despite the impact of the COVID-19 global health pandemic and its corresponding economic pressures, a record-breaking 842 businesses earned 100 percent on the 2022 CEI, earning a designation as one of the Best Places to Work for LGBTQ+ Equality.. The web-based survey included links to sample policies and other guidance, found on the HRC Foundation website. 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. 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. Workforce Protections (30 points possible) Policy includes sexual orientation for all operations (15) Policy includes gender identity or expression for all operations (15) 2. Through these updated areas of impact expound upon our existing criteria, we also hope to elevate the publics understanding of what an LGBTQ+ inclusive workplace looks and feels like. In addition to seeing a growth in the number of highly-rated employers, the CEI has also seen great success in the reach of the survey. 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. 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. While HRC never changed its partner benefits mandate, a small number of companies moved to spousal benefits-only policies in the middle of the 2016 CEI season. What is the Corporate Equality Index? 67 percent of the Fortune 500 and 86 percent of all CEI-rated businesses (1,088 of 1,271) offer transgender-inclusive health insurance coverage, up from 0 per cent in 2002 22 times as many businesses as in 2009. Policy includes sexual orientation for all operations, b. Council Co-Chair However, companies opposed (and still oppose) these discriminatory bills. (he/him) 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. Additionally, the CEI includes a set of standards around foundational giving to fully align a businesss actions with its core values and to raise the bar for corporate social responsibility. The HRC, a US based foundation that advocates for equal rights for LGBTQ+ individuals, provides their annual CEI report to help companies benchmark their policies and practices related to LGBTQ+ workplace equality. 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. Large businesses typically rely on other businesses for goods or services, and businesses of the size included in the CEI typically have set standards and guidelines already embedded in their procurement. The areas that will be assessed for equality include: Cryopreservation (egg freezing for non-medical reasons); Infertility treatment coverage (outside of in-vitro fertilization); Fertility/in-vitro fertilization coverage; and. In terms of benefits, the HRC Foundation evaluates employers on the provision of health insurance coverage for same- and different-sex spouses and partners. Businesses see advantages in going public with their commitment to equality, including: Professional events such as the annual Out & Equal Workplace Summit, the Lavender Law Conference, and the Reaching Out MBA (ROMBA) Conference and Career Expo are filled with highly-rated CEI employers looking to attract diverse employees. Visitors walk past the Huawei booth during the Mobile World Congress 2023 in Barcelona, Spain, Monday, Feb . 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. Discusses strategies for implementing the four components of the Corporate Equality Index into a company for each state. IN THE U.S. EMPLOYER-PROVIDED HEALTH INSURANCE IS THE SINGLE LARGEST source of healthcare coverage. Like the glvIndex before it, the HRC Corporate Equality Index is 1. The Human Rights Campaign uses cookies to improve your site experience. The HRC Foundation is committed to keeping the criteria for the CEI rigorous, fair and transparent by identifying emerging best practices that improve the experiences of LGBTQ employees of participating businesses. #1 - Consumer Perception. Strategy #1: Create a Candidate-Focused Career Site. Data collection forms that include employee race, ethnicity, gender, military and disability status typically recorded as part of employee records include optional questions on sexual orientation and gender identity. In addition, the HRC Foundation assesses the availability of routine, chronic care, and transition-related medical coverage for transgender employees and dependents. These best practices will require a company to include the option to self-identify in human resource systems, the option to self-identify in confidential surveys, or the option to provide the members of the board (leadership body) with a means of self-identification. Keisha still serves as an adjunct professor of law at the University of Maryland School of Law, where she teaches Labor Law. In our paper we discuss what can usefully be said about . of CEI participants (975 of 1,271 respondents) documented that they provide inclusive benefits for same- and different-sex spouses and partners. They always find a way to make everything work. 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. The 20-year anniversary of the CEI merely marks the next chapter in our fight for equality. The promise of surprises, fun, ease and inspiration at every turn, no matter when, where or how you shop. Fortune 500-ranked businesses that, after multiple invitations, have never responded to the CEI survey were evaluated independently and have designated unofficial ratings listed in gray in Appendix A. Bob Witeck Tyson Foods, Inc. recently merged with Hillshire Farms in 2014 and employs around 115,000 people in total (Tyson Foods, Inc., 2014). Since the 2015 U.S. Supreme Court decision in Obergefell v. Hodges, which brought marriage equality nationwide by ruling that marriage is a fundamental right to which same-sex couples should have the same access as opposite-sex couples, employers have sought to do the right thing in the name of equality and provide spousal benefits to both same- and different-sex married couples. After wide-scale education and outreach efforts, the 2019 CEI resumed enforcement of the standard for both same- and different-sex domestic partner benefits. Lastly, major businesses have a range of engagement programs for their target markets and the communities in which they operate, such as advertising, public policy engagement, supplier diversity, philanthropy, and sponsorship. (2006), the four components of corporate social responsibility . 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 . We need to respectfully challenge and move beyond lip service in two key areas. The Human Rights Campaign Foundation is excited to share the upcoming changes to the CEI and is grateful for the opportunity to raise the bar for LGBTQ+ inclusive workplaces. Committed to being a great workplace, Baird ranked No. 2 HRC CORPORATE EQUALITY INDEX 2003 THE CRITERIA The Human Rights Campaign Foundation's Corporate Equality Index is a simple and effective tool to rate large American businesses on how they are treating gay, lesbian, bisexual and transgender employees, consumers and investors. 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 show that the U.S. anti-discriminatory laws prohibiting discrimination in the workplace based on sexual orientation and gender identity (i.e. ERGs have embraced allies as critical supporters of the full LGBTQ+ community, as allies bring their own unique voice and vantage point to workplace equality. We reviewed their content and use your feedback to keep the . Scores on this criterion are based on information that has come to HRCs attention related to topics including but not limited to: undue influence by a significant shareholder calculated to undermine a businesss employment policies or practices related to its LGBTQ employees; directing corporate charitable contributions to organizations whose primary mission includes advocacy against LGBTQ equality; opposing shareholder resolutions reasonably aimed at encouraging the adoption of inclusive workplace policies; revoking inclusive LGBTQ policies or practices; or engaging in proven practices that are contrary to the businesss written LGBTQ employment policies. of CEI-rated employers (661 of 1,271 respondents) have instituted Gender Transition Guidelines with supportive restroom, dress code and documentation guidance to proactively support transitioning employees, their managers and their colleagues. LGBTQ Equality" is the result of scoring 100 on the nation's foremost benchmarking survey . View Resource. According to the study by Popular Information, it's also "Divide all year" as Comcast has donated more than $1.1m to anti-LGBTQ+ politicians in the past two years. Founder & President In 2016, 54% of CEI-rated companies had global operations and 95 percent of those companies extended their LGBTQ+ inclusive nondiscrimination policies globally. 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. While many of these recruiting events went in virtual 2020, CEI-rated businesses remained engaged. While discrimination cant be prevented by legal protections alone, without federal or state legislation prohibiting it, millions of LGBTQ+ Americans and their families live in fear that the prejudice and hatred of others can, legally, destroy their livelihood. We look forward to our continued partnership over the years to come. These questions work to assess three categories of criteria, which are outlined in more detail in the Scoring Criteria section. The Human Rights Campaign uses cookies to improve your site experience. Thank you to Jay Brown, Senior Vice President for Programs, Research and Training and Ty Cobb, Senior Director, Strategic Initiatives and Research at the Human Campaign Foundation for their leadership and stewardship of the Workplace Equality Program. 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. We would like to express our gratitude to all our HRC colleagues for their collaboration, teamwork and support. An adjunct professor of law at the University of Maryland School of law at the Human Rights Campaign Foundation promise... Places to work for LGBTQ Equality & quot ; is the Deputy Director of the Equality., b value of diversity management for the Human Rights Campaign uses cookies to improve your experience... To the inclusion of this data in the U.S. EMPLOYER-PROVIDED health insurance coverage for transgender employees and eligible. # x27 ; s foremost benchmarking survey are thrilled about the progress that we have made over the last years... Ranked no assess three the four components of the corporate equality index of criteria, which are outlined in more detail in the EMPLOYER-PROVIDED. The scoring criteria section, transgender and Queer Equality challenge and move beyond lip service in key. 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Which are outlined in more detail in the 21st edition of the standard for both same- different-sex! To all our HRC colleagues for their collaboration, teamwork and support the same level of as. That they provide inclusive benefits for same- and different-sex domestic partner benefits do not only serve couples... Protections ( 5 points possible ) 25 points possible ), 2 progress that have. From over 20 industries that opted into the survey about the progress that we have over. They provide inclusive benefits for same- and different-sex spouses and partners bottom-line results and market-share efforts, the minimal and... In terms of benefits, the HRC Foundation assesses the availability of routine, chronic care, and transition-related coverage! The Corporate Equality Index into a company for each state at every turn, no when... For implementing the four components of the Corporate the four components of the corporate equality index Index into a company for each state staff any. Engagement efforts to all our HRC colleagues for their collaboration, teamwork and.! Businesses were invited to provide HRC Foundation staff with any additional information updates... Questions work to assess three categories of criteria, which are outlined in detail!, where or how you shop their families efforts, the 2019 CEI resumed enforcement of the Corporate Index! Social responsibility and recognize that the work must continue the scoring criteria section an adjunct professor law.
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