Partner 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. #1 - David Aaker Model. 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. All ensure that LGBTQ+ people are able to take one step closer to full legal and lived equality. *Note: Due to the staggered timelines of the ranking lists and when contact lists are made available, the ranking year lags the CEI survey year by one year and the CEI publication year by up to two years. Keisha attained her Juris Doctor degree from the University of Maryland School of Law. Corporate giving to organizations promoting LGBTQ+ health, education or political efforts further demonstrates this commitment to broader 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. 108 new employers offer this coverage according to the 2022 report. Many large employers have formally recognized employee resource groups (also known as an employee network, business resource or affinity groups) for diverse populations of their workforce, including women, people of color, veterans, parents, people of varied abilities and LGBTQ+ & Allied people. CEI serves the nation's foremost . It can be represented with the accounting equation : Assets -Liabilities = Equity. Recognizing the differences in businesses rated in the CEI, this criterion can also be met with an organization-wide diversity council or working group with a mission that specifically includes LGBTQ+ diversity and inclusion. 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. The progress that has been made towards this goal has been significant, with considerable advancements seen in both societal attitudes regarding LGBTQ+ issues and dedicated legislation to provide employment and discrimination protections for LGBTQ+ members of the community. We are proud to share that this inclusion leads to proven increases in recruitment and retention of talented and diverse workforces in many work environments. lesbian, gay, bisexual, and transgender (LGBT) identities) spur innovation, which ultimately leads to higher firm performance. 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. (he/him) It's a fantastic opportunity for businesses to take stock of their inclusivity . Although there has been great progress seen in the area of LGBTQ+ issues, there is still much work left to be done. Rating Workplaces on Lesbian, Gay, Bisexual, Transgender and Queer Equality. I am proud to work for a company that for the seventh consecutive year has earned a 100% score on HRC's Corporate Equality Index. The inaugural edition of the CEI included 319 participants, with 13 companies achieving top scores. The company donated $1,095,500 . Determines the value of diversity management for the future. Over 50 persons who identified as transgender or non-binary are known to have experienced violent deaths in 2021, with more than 50% of those victims being Black or Latinx. In addition, the HRC Foundation assesses the availability of routine, chronic care, and transition-related medical coverage for transgender employees and dependents. The Human Rights Campaign uses cookies to improve your site experience. 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. Ultimately, businesses invest in organizational competency programs because: Many employers integrate educational programs into already existing diversity and inclusion programs. 503 leading companies are members of HRC's Business Coalition for the Equality Act, demonstrating their support for federal legislation that would provide the same basic protections to LGBTQ+ people as are provided to other protected groups under federal law. Many employers assumed that the marriage ruling obviated the need for partner benefits; however, this is not true. Four LGBTQ+ Internal Training and Accountability Efforts (5)Businesses must demonstrate a firm-wide, sustained and accountable commitment to diversity and cultural competency, including at least four of the following elements: c. Transgender Inclusion Best Practices (5), d. Employee Group OR Diversity Council (10), 4. 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. Launched in 2018, the Chilean-based program assessed 31 companies in its inaugural 2019 report and 15 of them received the HRC Foundations designation of Mejores Lugares para Trabajar LGBT. For the report in 2021, the program grew by 52 percent, rating a total of 96 companies with 28 earning top marks, an increase from 20 top scorers in 2020 and only 63 participating companies. 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. The HRC Foundation is eager to commemorate this anniversary by sincerely thanking the many people that have made the CEI a success year after year for two impactful decades. The four components of the Corporate Equality Index are: 1. The HRC Foundation proactively evaluates these 112 Fortune-ranked companies for two key reasons: Because LGBTQ+ workers and prospective employees must navigate the gaps in federal and state protections that affect their employment decisions, our staff assesses the research on these non-surveyed businesses through this same lens, ascertaining what we can from publicly available information and applying those findings to our CEI criteria. 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. Apart from actual wages paid, benefits can account, on average, for approximately 30 percent of employees overall compensation (BOL 2019). 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. No matter the rating, any business that participates in the CEI is taking on a transparent, credible process of LGBTQ+ inclusion. You'll receive email updates from HRC. 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. This years report contains 138 new businesses from over 20 industries that opted into the survey. (he/him) The bottom line is undeniable in a global marketplace, equality knows no borders. 1. It is important to note that while Bostock brings meaningful protections to many LGBTQ+ people, Title VII applies only to employers with 15 or more employees, leaving many LGBTQ+ workers without these critical protections. They always find a way to make everything work. 138 companies, from nearly every industry, participated in the CEI for the first time this year. ST. LOUIS (Jan. 27, 2022) - Emerson (NYSE: EMR), a global technology and industrial software company, today announced it has earned a score of 100% on the Human Rights Campaign Foundation's 2022 Corporate Equality Index (CEI) and the designation as one of the Best Places to Work for LGBTQ+ Equality. This landmark ruling is among the most impactful in history for the LGBTQ+ community. View Resource. The 2022 Equidad CL report will be released later this year. We will also continue to advocate for passage of the Equality Act, federal legislation that would provide consistent and explicit anti-discrimination protections for LGBTQ+ people across key areas of life, including employment, housing, credit, education, public spaces and services, federally funded programs, and jury service. The premise of parity underlies the inclusive benefits section of the CEI criteria. Inclusive Benefits (50 points possible). Increasingly, ads with authentic images of LGBTQ+ people are featured in both LGBTQ+ media outlets and general press alike. That's our purpose. The CEI is a national benchmarking survey and report that measures and tracks corporate policies and practices related to LGBTQ+ workplace equality. While marriage equality is undoubtedly a monumental step toward full equality, LGBTQ+ individuals remain at risk for discrimination in many other aspects of daily life. Notably, 97 percent of the entire CEI universe of businesses offer explicit gender identity non-discrimination protections (up from 5 percent in 2002). This change helped drive more widespread adoption of nondiscrimination policies that include sexual orientation and gender identity protections. Equity: Generally speaking, equity is the value of an asset less the amount of all liabilities on that asset. The Corporate Equality Index is a measurement tool that assesses the degree to which LGBTQ individuals are included in corporate America The goal of the CEI is to move the goalpost regarding equality so that members of the transgender community are not simply given access to healthcare, but can readily receive services, treatment, and care without obstacles. The current CEI rating criteria had four key pillars: In recognition of the 20th anniversary of the Corporate Equality Index, and as a consequence of the ever-evolving considerations on the road to inclusion, the existing pillars will now include a new and expanded focus in five key areas. Northern Trust Corp. Wyndolyn (Wendy) C. Bell, MD Council Co-Chair RaShawn Hawkins, SHRM-CP (she/her) is the Deputy Director of the Workplace Equality Program at the Human Rights Campaign Foundation. 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. 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. 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. 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. 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. 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. In this role, they engage directly with employers nationwide to identify and improve LGBTQ+ inclusive policies, practices and benefits. In June of 2020, the Supreme Court held in Bostock v. Clayton County that Title VII of the Civil Rights Act of 1964 protects against discrimination for LGBTQ+ employees. You'll receive email updates from HRC. To learn more, please read our Privacy Policy. Qualtrics Pride is excited to announce that Qualtrics has received a 95 out of 100 on the Human Rights Campaign's (HRC) Corporate Equality Index (CEI) for 2022!. On the surface, LGBT+ employees in many parts of the world have progressed in the workplace. The 20-year anniversary of the CEI merely marks the next chapter in our fight for equality. We reviewed their content and use your feedback to keep the . Thank you to Alec Carrasco and Christal Jones for their database knowledge and expertise. 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 . Supplier diversity initiatives are a win-win relationship for both the LGBTQ+ owned small businesses and the businesses that contract them. #2 - Keller Brand Equity Model. 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. 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. 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. 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. (he/him) Out of an abundance of understanding for participating companies, credit was given for spousal equivalent benefits in the 2016-18 CEIs. Discusses strategies for implementing the four components of the Corporate Equality Index into a company for each state. Exceptions to this policy are made on a case-by-case . The index is a national benchmarking tool on corporate policies and practices relevant to LGBTQ+ employees. The equality bills range in topic from ensuring that utility companies allow consumers to change their names and pronouns; to streamlining adoption requirements for stepparents; to ensuring that places of public accommodation have gender-neutral bathrooms; to make it easier to update birth and death certificates with correct names and gender markers. This comprehensive metric is provided as accountability for employers to devote resources to creating and maintaining a climate of inclusion. of rated employers in this years CEI have supplier mandates with respect to non-discrimination in place, and 99.5% of these mandates (1,087 of 1,093 companies) explicitly include sexual orientation and gender identity alongside other named categories. Understanding Brand Equity. HRC is proud to partner with leading employers on corporate initiatives that drive equality. 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. 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+ . In fact, over the last decade, most businesses that have offered same-sex partner benefits also extended these to different-sex partners. (he/him)Senior Vice President, Environment Social & Governance The Bank earns 100 percent on the Human Rights Campaign Foundation's annual assessment of LGBTQ+ workplace 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. 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. 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. 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. 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. 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). 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. Capital One. 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. 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. (she/her/they/them)(Business Council Co-Chair)Chief Executive Officer In its CEI scoring, the HRC Foundation does not penalize an employer if a particular benefit is not offered to any employees but holds employers accountable to provide LGBTQ+ employees and their families with the same benefits available to other employees across available benefits packages. We seek the inclusion of the LGBTQ+ community in these external engagement efforts. 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 . By clicking "GO" below, you will be directed to a website operated by the Human Rights Campaign Foundation, an independent 501(c)(3) entity. 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. Vice President and Chief DE&I Officer 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. Globally, companies are adopting critical benefits such as domestic partner recognition and transgender-inclusive healthcare benefits. By using this site, you agree to our use of cookies. The results of the 2022 CEI showcase how companies . These questions work to assess three categories of criteria, which are outlined in more detail in the Scoring Criteria section. In our paper we discuss what can usefully be said about . The Corporate Equality Index has become a quintessential achievement for the Human Rights Campaign Foundation. 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. 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. 3. These companies are also deepening employee engagement efforts by expanding employee resource groups for LGBTQ+ workers and their allies. 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. This criteria adjustment reflects a 20-year history of observation, learning, and growth that the HRC is proud to continue to this day. By clicking "GO" below, you will be directed to a website operated by the Human Rights Campaign Foundation, an independent 501(c)(3) entity. 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. Public commitment in the CEI is measured through a number of individual engagements, namely through. 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. 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. 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. 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. 1 At the HRC Foundation, we use the acronym LGBTQ+ to represent the diversity of the greater lesbian, gay, bisexual, transgender and queer communities. Competitive employer-provided benefits packages are critical to attracting and retaining talent. 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. Historically, the CEI had a mechanism to account for foundational corporate giving to any organization whose explicit mission included efforts to undermine LGBTQ+ equality. Workforce Protections (30 points possible), a. Workforce Protections (5 points possible), 2. Among the most impactful in history for the future routine, chronic,. Observation, learning, and growth that the marriage ruling obviated the need for partner benefits ; however this. Initiatives are a win-win relationship for the four components of the corporate equality index the LGBTQ+ community in these external engagement.... That the marriage ruling obviated the need for partner benefits also extended these to partners... Benefits also extended these to different-sex partners educational programs into already existing diversity and inclusion programs global marketplace, knows! Of cookies in fact, over the last decade, most businesses that contract them corporate... 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