Wherever credit can be verified, all ranked businesses will receive it, irrespective of their participation in the CEI survey. Invitations for the CEI 2022 survey were emailed and mailed in May of 2021 and responses were due back in August of 2021. The CEIs Corporate Social Responsibility criteria also ensure that sexual orientation and gender identity protections apply to those standards that businesses require their vendors or suppliers to adhere to, as well as recipients of their philanthropic funds. The results of the 2022 CEI showcase how companies . Despite the uncertainty caused by the ongoing COVID-19 pandemic, CEI-rated businesses followed-through on their commitments to LGBTQ community engagement throughout the year by participating in both virtual and in-person events. The policies help to ensure: Furthermore, these policies represent minimal upfront costs. 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. 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. Employers will have 25 points deducted from their score for a large-scale official or public anti-LGBTQ+ blemish on their recent records. Learn more at www.hrc.im/GlobalWorkplacePrograms. Keisha attained her Juris Doctor degree from the University of Maryland School of Law. The largest and most successful U.S. employers are invited to participate in the CEI and are identified through the following lists*: Additionally, any private-sector, for-profit employer with 500 or more full-time U.S. employees can request to participate, including those that are privately held. This landmark ruling is among the most impactful in history for the LGBTQ+ community. Thank you to JoDee Winterhof, Molly Meegan, Cathryn Oakley, David Stacy and Sarah Warbelow for legal and policy guidance. If a business had previously participated in the CEI, surveys were first sent to the individual(s) responsible for prior submissions. 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. #2 - Positive Effects. (she/her) The inaugural edition of the CEI included 319 participants, with 13 companies achieving top scores. 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. Prior to joining HRC, Keisha practiced law for over a decade. major businesses have adopted gender transition guidelines to establish best practices in transgender inclusion for managers and teams. Thank you to Alec Carrasco and Christal Jones for their database knowledge and expertise. NIKE, Steve Smotherman You'll receive email updates from HRC. 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. Many employers have begun to comprehensively address health insurance coverage for transgender individuals, and most have experienced insignificant or no premium increases as a result. Exceptions to this policy are made on a case-by-case . (he/him) Until LGBTQ+ Americans have full equality through the federal Equality Act, domestic partner benefits will remain an essential CEI standard that helps to fill the void left by federal and state law and ensure LGBTQ+ workers and their families receive equitable benefits whether married or partnered. 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. of CEI-rated businesses (748 of 1,271 respondents) ran LGBTQ+ specific ads or marketing content or sponsored LGBTQ+ inclusive events such as Pride. 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. It's a fantastic opportunity for businesses to take stock of their inclusivity . Transgender Inclusion in the Workplace: Accelerating Progress. The number of CEI participating companies who offer transgender-inclusive health insurance coverage, has increased 22 times since 2009. Jan 27, 2022, 09:03 ET. 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. By using this site, you agree to our use of cookies. He speaks with Shery Ahn and . 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. (he/him)Senior Vice President, Environment Social & Governance 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. 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. 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. Supplier diversity programs ensure that the procurement process includes specific opportunities for minority-owned businesses, including women-owned, veteran-owned and, more recently, LGBTQ+ owned businesses. 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. 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. Warner Music MxicoCurrently, HRC and its partners are still in the process of collecting data regarding companies that have operations in Argentina and Brazil and, therefore, can participate in Equidad AR and/or Equidad(e) BR. 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. Its primary source of data are surveys but researchers cross-check business policy and their implications for LGBT workers and public records independently. Joni Madison (she/her/hers) After the United States v. Windsor and before the Obergefell v. Hodges Supreme Court rulings, HRC released a position paper cautioning against a marriage-only standard for accessing healthcare coverage, which is an unreasonable standard given the many other legal vulnerabilities that continue to affect LGBTQ+ individuals freedom beyond their right to marry. The Corporate Equality Index has become a quintessential achievement for the Human Rights Campaign Foundation. of CEI-rated businesses with supplier diversity programs (656 of 726) specifically include LGBTQ+ owned enterprises in their programs. The HRC Foundation's Corporate Equality Index continues to show incredible growth in the number of employers that are committed to implementing LGBTQ-inclusive policies and practices. ), the HRC Foundation evaluates them on the inclusion of sexual orientation and gender identity protections. Launched in 2002, the HRC Foundation's Corporate Equality Index has become a roadmap and benchmarking tool for U.S. businesses in the evolving field of lesbian, gay, bisexual, transgender and queer equality in the workplace. Since its launch in 2002, employees, consumers and investors have used the CEI as a comprehensive tool to determine what a companys policies are before they accept a job, buy a product or invest their money. include economic, ethical, legal, and discretionary responsibilities. Businesses' Commitment to LGBTQ+ Employees, 15 of the Top 20 Fortune-Ranked Companies Received 100% Ratings. Employee inclusion. Following the first CEI report, seven companies continued to maintain a score of 100% each year, resulting in the 2022 CEI earmarking the 20th year of perfect scoring for these companies. Criteria 3: Supporting an Inclusive Culture & Corporate Social Responsibility. The Equality Act was introduced in the House of Representatives by Rep. David Cicilline (D-RI) on February 18, 2021, and in the Senate by Sens. The Human Rights Campaign reports on news, events and resources of the. 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. It is our pleasure, as it has been in years past, to continue our work for years to come. This years report contains 138 new businesses from over 20 industries that opted into the survey. 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. Larcker, Richardson and Tuna (2007) and Dey (2008) are exceptions. Although there has been great progress seen in the area of LGBTQ+ issues, there is still much work left to be done. The primary source of information for the Corporate Equality Index rating each business received is the CEI survey sent every year to previous and prospective respondents. This year Clarivate is proud to make a first appearance in the Human Rights Campaign Foundation's Corporate Equality Index (CEI)joining 1,271 major U.S. businesses that were ranked in 2022. Notably, HRC launched two additional Equidad(e) programs in 2021, one in Argentina and the other in Brazil. . 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. That's our purpose. Grant Thornton earns 100% on Human Rights Campaign Foundation's annual assessment of LGBTQ+ workplace equality CHICAGO For the fifth straight year, Grant Thornton LLP received a score of 100% on the Human Rights Campaign Foundation's 2021 Corporate Equality Index (CEI), the nation's foremost benchmarking survey and report measuring corporate policies and practices related to LGBTQ+ . CFM Operations Manager Companies were rated on a scale of 0 percent to 100 per- (he/him/el) Steve Smotherman Consulting LLC. But our global research reveals that underneath this success, they are experiencing unseen challenges and privately held fears at work that are hindering their ability to thrive. Corporate giving to organizations promoting LGBTQ+ health, education or political efforts further demonstrates this commitment to broader LGBTQ+ equality. Committed to being a great workplace, Baird ranked No. Although the push for LGBTQ+ inclusive workplaces began largely as an undertaking within the United States and Europe, the conversation around inclusivity is now pointedly more prominent among international stakeholders. #1 - Consumer Perception. To view employer score details, please visit www.hrc.org/cei/search. 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. The bottom line is undeniable in a global marketplace, equality knows no borders. Assistant Vice President, Public Affairs & Strategic Alliances Jackson Lewis PC, Scott Sapperstein 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. Human Rights Campaign Foundation. By using this site, you agree to our use of cookies. 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. The bill also prohibits discrimination in public spaces and services and protects against discrimination in the receipt of federal funding on the basis of sex, sexual orientation, and gender identity. 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. Before joining HRC, Linda's background was in the mortgage and healthcare industries. LGBTQ Equality" is the result of scoring 100 on the nation's foremost benchmarking survey . On June 15, 2020, the Supreme Court of the United States issued a 6-3 decision confirming that discrimination on the basis of sexual orientation and gender identity are forms of sex discrimination and therefore are prohibited under the federal employment nondiscrimination law Title VII of the Civil Rights Act of 1964. We need to respectfully challenge and move beyond lip service in two key areas. 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. All ensure that LGBTQ+ people are able to take one step closer to full legal and lived equality. 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. This change helped drive more widespread adoption of nondiscrimination policies that include sexual orientation and gender identity protections. Workforce Protections (30 points possible) Policy includes sexual orientation for all operations (15) Policy includes gender identity or expression for all operations (15) 2. (he/him) To earn top ratings, employers took concrete steps to . 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. Our . Companies will also be given additional points if their policies and procedures exceed the minimum requirements and offer additional benefits that would go beyond minimally-inclusive transgender healthcare. Linda has also volunteered for HRC and continues to volunteer with the DC Center for the LGBTQ+ community, Women's March and various organizations. 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. These corporate initiatives include the Business Statement on Anti-LGBTQ+ State Legislation, the LGBTQ+ Refugees Mentorship Initiative, and Working Positively, which invites employers to commit to being visible role models in support of HIV-positive employees and other chronic illnesses.One of the largest coalition initiatives is the Business Coalition for the Equality Act. 138 Newly rated companies. 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. These five pillars are defined as - a female leadership and talent pipeline; equal pay and gender pay parity; an inclusive culture; anti-sexual harassment policies; and pro . If a business had not previously participated in the CEI, surveys were sent to the chief executive officer or managing partner of the firm, as well as the highest-level executive(s) responsible for human resources, diversity, communications, or community engagement, if obtaining the contact information for these executives was possible. In this role, she facilitates the global workplace equality initiatives and provides logistical support for the entire Workplace Equality Program team. 100% of every HRC merchandise purchase fuels the fight for equality. 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. Companies continue to amplify their global LGBTQ+ inclusion efforts through the targeted expansion of equitable benefits and inclusive practices. The policies must create a more gender-inclusive atmosphere for all employees. Feb. 27, 2023, at 2:09 a.m. Huawei Dominates MWC Mobile Tech Fair Despite US Sanctions. HRC, its partners, and supporters will continue to work toward the goal of all 50 states having LGBTQ+ non-discrimination protections written into law. When the Corporate Equality Index first launched in 2002, there were a total of 319 participants. Determines the value of diversity management for the future. We look forward to the inclusion of this data in the 21st edition of the Corporate Equality Index. No matter the rating, any business that participates in the CEI is taking on a transparent, credible process of LGBTQ+ inclusion. . 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. A Changing Landscape: 20 Years of Driving Adoption of Inclusive Policies. To help all families discover the joy of everyday life. 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. Corporate Equality Index, 2022. 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. While we believe that our previous criteria set an ideal benchmark in the past, the current and continuing issues seen within the LGBTQ+ community required us to evolve our criteria to meet the ever-changing needs of the communitys members and their families. 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. The Corporate Equality Index is a project of the Workplace Equality Program at the Human Rights Campaign Foundation. The updated areas of impact for the criteria will be as follows: Driving equality in LGBTQ+ family formation; Raising the standards for transgender-inclusive healthcare by expanding the mandatory service and treatment options; Best practices for utilizing intersectional examination of workplace inequality through training and data collection; Mandatory gender transition guidelines and workplace policies to promote and ensure gender inclusivity; and. The four components of the Corporate Equality Index are: 1. Components Of Brand Equity. 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