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. In other words, businesses have increasingly recognized the value of decoupling benefits from the legal definition of marriage to meet the needs of their diverse workforces. In this role, she facilitates the global workplace equality initiatives and provides logistical support for the entire Workplace Equality Program team. Since its inception, the pioneering program modeled after HRCs Corporate Equality Index has experienced substantial growth in promoting LGBTQ+ inclusive workplaces throughout the country. 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. Abercrombie & Fitch, Willard L. McCloud, III(he/him)Vice President - Diversity, Equity and InclusionZimmer Biomet, Karen Morgan(she/her/they/them) This year, of the 1,160 businesses with at least one inclusive plan, 1,088 also eliminated all exclusions across plans. The CEI is a national benchmarking survey and report that measures and tracks corporate policies and practices related to LGBTQ+ workplace equality. Grant Thornton earns 100% score on Human Rights Campaign Foundation's annual assessment of LGBTQ+ workplace equality CHICAGO For the sixth straight year, Grant Thornton LLP received a score of 100% 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 . 4. Wabtec continues to build upon the its commitment to foster a culture of diversity, inclusion and belonging as outlined in its 2021 Sustainability Report. Committed to being a great workplace, Baird ranked No. Human Rights Campaign Foundation. efbuidfsujgjdbuftxjuidpssfduobnftboehfoefsnbslfst "mmfotvsfuibu-(#52 qfpqmfbsfbcmfupublfpoftufqdmptfsupgvmmmfhbmboemjwfefrvbmjuz &wfobtqsphsfttjtnbef We seek the inclusion of the LGBTQ+ community in these external engagement efforts. of those companies with an officially recognized LGBTQ+ employee group (1,011 of 1,046) report the ERG is expressly for LGBTQ+ and Allied employees. The company donated $1,095,500 . 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. Private sector support for the federal Equality Act surged within the last two years and, at present, 508 major employers are signatories on HRCs The Business Coalition for the Equality Act. 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. This guide must include contact information for relevant and related organizations and/or persons of interest, a full breakdown of the appeals process, a detailed FAQ, and must, ultimately, be comprehensive in its nature. Visitors walk past the Huawei booth during the Mobile World Congress 2023 in Barcelona, Spain, Monday, Feb . This years CEI reflects substantial growth in LGBTQ+ workplace equality and inclusion measures. (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 . Corporate Equality Index (HRC) Human Rights Campaign Foundation's Corporate Equality Index is the national benchmarking tool on corporate policies, practices and benefits pertinent to lesbian, gay, bisexual, transgender and queer employees. In 2009, the HRC Foundation announced a major change to what would be the 2012 CEI criteria. 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. Although the transgender community received the brunt of discriminatory legislation, anti-LGBTQ+ bills took other forms as well, and one of the most notable trends was a resurgence of laws that carve all-new religious exemptions into existing laws that allows people to refuse to serve LGBTQ+ individuals. These vulnerabilities continue to create barriers for many LGBTQ+ Americans to exercise their legal right to marry. This realignment will enable the report to be accessible before Black Friday and ensure that the CEI can be used as a tool for consumers and the LGBTQ+ community in making purchasing decisions during the years busiest holiday season. We use the Human Rights Campaign's Corporate Equality Index (CEI) of 398 (1592 firm-year observations) U.S. firms between . The Human Rights Campaign, All Rights Reserved. The Corporate Equality Index ( CEI) holds companies to a high standard of LQBTQ+ inclusivity. This represents a robust 14 percent increase in top-rated employers over the prior year and, given that the initial report had 32 top scorers, an almost 700 percent increase since the programs inaugural report in 2018. You can unsubscribe at any time. of CEI participants (1,268 of 1,271 respondents) documented that they include gender identity in their employment nondiscrimination policy. Businesses unwilling to do so would have been penalized 25 points from their overall rating through Criterion 4. 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. Bob Witeck While Bostock explains that discrimination on the basis of sex necessarily includes discrimination on the basis of sexual orientation and gender identity, those words are not explicitly enumerated. 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. #2 - Positive Effects. 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. 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. Discusses strategies for implementing the four components of the Corporate Equality Index into a company for each state. Businesses have extensive programs to engage with key markets and the communities in which they operate. The Equality Act creates clear, consistent protections to prohibit discrimination on the basis of sexual orientation and gender identity in employment ensuring that LGBTQ+ employees are hired, fired, and promoted based on their performance. 1. Tyson Foods, Michelle Phillips 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. 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. of CEI-rated employers (1,182 of 1,271 respondents) offer a a robust set of practices (at least three efforts) to support organizational LGBTQ diversity competency. Employee resource groups that are focused on the LGBTQ+ workforce empower employees as change agents and promote inclusion for LGBTQ+ employees within the workplace. Workforce Protections (30 points possible) Policy includes sexual orientation for all operations (15) Policy includes gender identity or expression for all operations (15) 2. 108 new employers offer this coverage according to the 2022 report. Wherever credit can be verified, all ranked businesses will receive it, irrespective of their participation in the CEI survey. Steve Smotherman Consulting LLC. Apart from actual wages paid, benefits can account, on average, for approximately 30 percent of employees overall compensation (BOL 2019). Individual company scores based on the CEI criteria can be found online at https://www.hrc.org/resources/employers. A comprehensive guide of available LGBTQ+ healthcare resources and services to ensure ease of accessibility to healthcare. Below I propose four strategies that all organizations can pursue today to finally make an impact. The information required to generate CEI ratings for businesses is difficult to ascertain from public records alone. In fact, over the last decade, most businesses that have offered same-sex partner benefits also extended these to different-sex partners. Findings in the 2022 CEI report are based on the 1,271 officially rated businesses. Senior management/executive performance measures include LGBTQ+ diversity metrics. : 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. Supplier/Vendor Standards Include LGBTQ+ Nondiscrimination. These questions work to assess three categories of criteria, which are outlined in more detail in the Scoring Criteria section. To earn top ratings, employers took concrete and dedicated steps to establish and implement comprehensive policies, benefits, and practices that ensure greater equity for LGBTQ+ workers and their families. A CEI rating is one key evaluation metric, among others, in assessing the LGBTQ+ inclusiveness of any employer or provider of goods or services. Rates of litigation, upon implementation, are consistent with other protected classes. From now on, companies must mandatorily offer gender transition guidelines. More than half (57%) of LGBT+ employees believe their gender identity and . By the end of the 2021 legislative session, another record 13 bills attacking transgender youth passed into law. Employers recognize that beyond the letter of a policy, additional programming and educational efforts are necessary. In areas where more than one health insurance plan is available, at least one inclusive plan must be available. 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. Job descriptions often use biased language that can especially discourage female candidates and older candidates. To obtain full credit in this criterion, employers must show at least three types of organizational competency programming. 138 Newly rated companies. It has been the constant mission of the Human Rights Campaign Foundation, since its creation in 1980, to advocate for inclusive and equitable policies, practices, and protections for members of the LGBTQ+ community and their families. NEW YORK; Sept. 16, 2019 - For the second consecutive year, Accenture (NYSE: ACN) has been ranked the No. This change helped drive more widespread adoption of nondiscrimination policies that include sexual orientation and gender identity protections. 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. Finally, companies must provide a guide for family formation, transgender-inclusive healthcare, and HIV services and treatment that is provided annually and upon hire to all employees. Many employers assumed that the marriage ruling obviated the need for partner benefits; however, this is not true. By using this site, you agree to our use of cookies. Allocation of Resources. Capital One. You'll receive email updates from HRC. 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). Today, the Human Rights Campaign announced the results of their annual Corporate Equality Index, and for the fifth consecutive year EA is proud to have received a 100% rating from the survey. Out of an abundance of understanding for participating companies, credit was given for spousal equivalent benefits in the 2016-18 CEIs. (she/her) Businesses are rated on a scale from 0 to 100, with a certain number of points awarded for meeting each criterion. 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. The business case for diversity must assume the same level of importance as bottom-line results and market-share . You'll receive email updates from HRC. 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. of employee groups reported in the CEI (1,013 of 1,046) are sponsored by an executive champion. When working in different communities, we adjust our language to reflect local customs. 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. 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. 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. "Building equality in our workplace by empowering, supporting, developing and advancing the careers of our associates enriches our culture and ensures we drive Supporting an Inclusive Culture (25 points possible). Keisha Williams (she/her) is the Human Rights Campaign Foundations Director of the Workplace Equality Program. (he/him) ARLINGTON, January 27, 2022 WTW (NASDAQ: WTW), a leading global advisory, broking and solutions company, 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 measuring corporate policies and . 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. We guide the analyst . 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.". The Corporate Equality Index does not rate public sector (government) employers or businesses with fewer than 500 full-time U.S. employees. (he/him/el) CEI-rated employers are on record supporting broad issues of LGBTQ+ equality at the local, state, and federal levels, including through amicus briefs that are submitted during court cases to support pro-LGBTQ+ legislation and rulings. In total, 732 businesses met the standard in 2019, 836 in 2020, 892 in 2021, and 975 in 2022. The first-even Senate hearing on the Equality Act was March 17, 2021. Workforce Protections (30 points possible), a. ), the HRC Foundation evaluates them on the inclusion of sexual orientation and gender identity protections. 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. 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. Since 2002, the CEI has required parity between spousal and partner benefits. The HRC Corporate Equality Index grew out of the Gay and Lesbian Values Index (glvIndex), which was created by author Grant Lukenbill and financial adviser Howard Tharsing in 1993. Employers presence at these and other events sends a clear message to potential employees that LGBTQ+ diversity is part of company culture, and that LGBTQ+ candidates are valued as the best and the brightest across industries, geographies and trades. Companies were rated on a scale of 0 percent to 100 per- To learn more, please read our Privacy Policy. Recognition designates Emerson among Best Places to Work for LGBTQ Equality. Like the glvIndex before it, the HRC Corporate Equality Index is 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. She holds a BA in Interdepartmental Studies from the University of Iowa. 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. (2006), the four components of corporate social responsibility . The policies help to ensure: Furthermore, these policies represent minimal upfront costs. Northern Trust Corp. Wyndolyn (Wendy) C. Bell, MD She is licensed to practice law in Maryland and the District of Columbia. 1. Corporate philanthropic activities ranging from financial support to in-kind donations of products or services can bolster a businesss profile in the LGBTQ+ community. Some of the most common forms of LGBTQ+ inclusion efforts are: of CEI-rated employers (1,075 of 1,271 respondents) have training for New Hires that clearly states that the nondiscrimination policy includes gender identity and sexual orientation, and provides definitions or scenarios illustrating the policy for each. The CEIs Corporate Social Responsibility criteria 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. of CEI participants documented that they provide inclusive benefits for same- and different-sex spouses and partners. 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. Ad campaigns and sponsorships further this message of company values to the public. 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. Employers will have 25 points deducted from their score for a large-scale official or public anti-LGBTQ+ blemish on their recent records. We show that the U.S. anti-discriminatory laws prohibiting discrimination in the workplace based on sexual orientation and gender identity (i.e. 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.