Learn more at www.hrc.im/GlobalWorkplacePrograms. 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. Policy includes gender identity or expression for all operations. a. The Human Rights Campaign uses cookies to improve your site experience. Larcker, Richardson and Tuna (2007) and Dey (2008) are exceptions. 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. NIKE, Steve Smotherman 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). 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. Apart from actual wages paid, benefits can account, on average, for approximately 30 percent of employees overall compensation (BOL 2019). Funds Services The company donated $1,095,500 . 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. 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. Thank you to Robert Villaflor, Josette Matoto and Carly Fox for editorial and design guidance. Abercrombie & Fitch, Willard L. McCloud, III(he/him)Vice President - Diversity, Equity and InclusionZimmer Biomet, Karen Morgan(she/her/they/them) 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. , To learn more, please read our Privacy Policy. In 2009, the HRC Foundation announced a major change to what would be the 2012 CEI criteria. 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. This years report contains 138 new businesses from over 20 industries that opted into the survey. While this historically bad year has been the backdrop of the 2021 legislative session, 44 new pro-equality laws were also passed. Strategic Trade-offs (Prioritization) Visioning involves setting the high-level direction of the organization - namely the vision, mission, and potentially corporate values. 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. You can unsubscribe at any time. By the end of the 2021 legislative session, another record 13 bills attacking transgender youth passed into law. All ensure that LGBTQ+ people are able to take one step closer to full legal and lived equality. Marketing or advertising to LGBTQ+ consumers (e.g. The elite distinction is the result of a cross-functional effort led by Impossible Pride, Impossible Foods' LGBTQ+ . For the 13th consecutive year, Oracle 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 LGBTQIA+ workplace equality. 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. 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. 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. For example, where routine care, hormone therapies, and medically necessary surgeries are available to cisgender (non-transgender) people, these same healthcare benefits must also be extended to transgender people covered by the plan. 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. Best Places to Work for LGBTQ+ Equality 2022. 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. Determines the value of diversity management for the future. Employee inclusion. We would like to express our gratitude to all our HRC colleagues for their collaboration, teamwork and support. Pharmaceutical coverage (e.g., for hormone replacement therapies), Coverage for medical visits or laboratory services, Coverage for reconstructive surgical procedures related to sex reassignment, Supporting an Inclusive Culture & Corporate Social Responsibility (40 points possible). It can be represented with the accounting equation : Assets -Liabilities = Equity. Equity: Generally speaking, equity is the value of an asset less the amount of all liabilities on that asset. Most employers have reported an overall increase of less than 3.5 percent in total benefits costs when they implement partner benefits and marginal increases related to transgender-inclusive healthcare coverage (i.e., a fraction of a decimal point of cost calculations). Tyson Foods, Michelle Phillips 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. Bob Witeck HRC, its partners, and supporters will continue to work toward the goal of all 50 states having LGBTQ+ non-discrimination protections written into law. 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. She is passionate about social justice, intersectionality, Marie Kondo organization, and Passion Planning. 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. of CEI participants (1,269 of 1,271 respondents) documented that they include sexual orientation in their employment nondiscrimination policy. She also served as Chief Negotiator in bargaining and collaborated with high-level government officials on workplace equality initiatives. These questions work to assess three categories of criteria, which are outlined in more detail in the Scoring Criteria section. The Corporate Equality Index ( CEI) holds companies to a high standard of LQBTQ+ inclusivity. Council Co-Chair Our . You can unsubscribe at any time. The award was posted on the HRC's recently-published Corporate . Sample Solution. This framework was widened in 2016 to hold companies accountable for any giving to a non-religious organization with an explicit policy of discrimination against LGBTQ+ people. The CEI is the nation's foremost benchmarking survey and report measuring corporate policies and practices related to LGBTQ workplace equality. 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. 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. 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 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. Courtney Stanford (she/her) is the Coordinator for 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. Despite the disruption of the COVID-19 epidemic and the cancellation of in-person events worldwide, CEI-rated businesses followed through on their commitments to LGBTQ+ community engagement throughout the year largely by leveraging online and virtual engagement platforms. 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. of CEI-rated businesses (1,160 of 1,271 respondents) offer at least one transgender-inclusive plan option with current market standard coverage, up from 0 in 2002 and just 8% in the 2009 CEI report. of CEI-rated businesses with supplier diversity programs (656 of 726) specifically include LGBTQ+ owned enterprises in their programs. 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 CEI will now require that at least one company training, provided to all employees, that addresses LGBTQ+ intersectionality within the workplace. major businesses have adopted gender transition guidelines to establish best practices in transgender inclusion for managers and teams. Plan documentation must be readily available to employees and must clearly communicate inclusive insurance options to employees and their eligible dependents. Businesses unwilling to do so would have been penalized 25 points from their overall rating through Criterion 4. (2019). (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 . 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. 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. We reviewed their content and use your feedback to keep the . The HRC Foundation commends the employers that have committed to the public and transparent process of the CEI survey and we invite these 112 companies to do the same. of CEI-rated businesses (761 of 1,271 respondents) provided philanthropic support via cash or in-kind donation to at least one LGBTQ+ specific organization. Baird has approximately 4,600 associates serving the needs of individual, corporate, institutional and municipal clients and more than $385 billion in client assets as of June 30, 2021. Linda graduated from Towson University with degrees in Business Administration and Marketing Intelligence. Raina Nelson (they/them) is the Senior Manager of the Corporate Equality Index for the Human Rights Campaign Foundation and co-author of the CEI. A comprehensive guide of available LGBTQ+ healthcare resources and services to ensure ease of accessibility to healthcare. Policy includes sexual orientation for all operations, b. This criteria adjustment reflects a 20-year history of observation, learning, and growth that the HRC is proud to continue to this day. Determines the value of diversity management for the future. 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. (he/him/el) 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. HRC Foundation staff provided additional assistance and direct consultation throughout the process and reviewed submitted documentation (required within each section) for appropriate language and consistency with survey answers. (she/her) This comprehensive metric is provided as accountability for employers to devote resources to creating and maintaining a climate of inclusion. First, the minimal services and treatment for transgender-inclusive healthcare will now be more robust. 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. The bill awaits consideration by the full Senate. HRC acquired the glvIndex in 2001, renamed it and slightly modified the system. 100% of every HRC merchandise purchase fuels the fight for equality. Driving a sea change in the adoption of nondiscrimination policies including gender identity. of CEI rated employers explicitly include sexual orientation as a part of their nondiscrimination policy. 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.. of CEI participants documented that they provide inclusive benefits for same- and different-sex spouses and partners. Workforce Protections (30 points possible), a. In areas where more than one health insurance plan is available, at least one inclusive plan must be available. 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. 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. , efbuidfsujgjdbuftxjuidpssfduobnftboehfoefsnbslfst "mmfotvsfuibu-(#52 qfpqmfbsfbcmfupublfpoftufqdmptfsupgvmmmfhbmboemjwfefrvbmjuz &wfobtqsphsfttjtnbef Raina graduated from New College of Florida with a Bachelors degree in Political Science with a focus on the intersection of social identity and U.S. political ideology. Strategy #1: Create a Candidate-Focused Career Site. Notably, 97 percent of the entire CEI universe of businesses offer explicit gender identity non-discrimination protections (up from 5 percent in 2002). We show that the U.S. anti-discriminatory laws prohibiting discrimination in the workplace based on sexual orientation and gender identity (i.e. Rates of litigation, upon implementation, are consistent with other protected classes. According to McWilliams et al. 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. Equitable policies and benefits are critical to LGBTQ+ inclusion in the workforce but alone are not sufficient to support a truly inclusive culture within a workplace. Wherever credit can be verified, all ranked businesses will receive it, irrespective of their participation in the CEI survey. (he/him) These two newest programs, Equidad AR and Equidade BR, were created in partnership with Instituto de Polticas Pblicas LGBT (AR), Instituto Mais Diversidade (BR), and Forum de Empresas de Direitos LGBTI+ (BR) to recognize employers in Latin American countries that are committed to adopting critical LGBTQ+ inclusive policies and practices for their employees and assisting in the global advancement of LGBTQ+ equality. She holds a BA in Interdepartmental Studies from the University of Iowa. 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. The policies must create a more gender-inclusive atmosphere for all employees. The HRC Foundation's CEI rating system is designed for mid- to large-sized businesses (500 full-time employees and above) and divided into three key categories of criteria: Nondiscrimination policies across business entities; Equitable benefits for LGBTQ+ workers and their families; By clicking "GO" below, you will be directed to a website operated by the Human Rights Campaign Foundation, an independent 501(c)(3) entity. Keisha still serves as an adjunct professor of law at the University of Maryland School of Law, where she teaches Labor Law. 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. These seven companies have shown a 20-year unwavering commitment to not only providing their LGBTQ+ employees with fair and equitable treatment but also to publicly sharing the details of their efforts in a way that welcomes and embraces accountability. 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. On the Tyson Foods, Inc. company website, their mission statement made by their chairman, John Tyson, reports that: "Tyson Foods, Inc., recognizes the importance of being a responsible corporate citizen. More than half (57%) of LGBT+ employees believe their gender identity and . 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. With the CEI as a blueprint, HRC established a formal program aimed at growing LGBTQ+ inclusive practices and policies across workplaces in Mexico. The Human Rights Campaign reports on news, events and resources of the. It is our pleasure, as it has been in years past, to continue our work for years to come. The premise of parity underlies the inclusive benefits section of the CEI criteria. of CEI-rated employers (510 of 1,271 respondents) allow employees the option to self-identify as LGBTQ+ in anonymous employee engagement surveys or as part of data collection on confidential employee forms and 37% (470 of 1,271 respondents) allow self-identification in the HRIS system. 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. of CEI-rated employers (1,179 of 1,271 respondents) have an employee resource group or diversity council that includes LGBTQ+ and allied employees and programming. No matter the rating, any business that participates in the CEI is taking on a transparent, credible process of LGBTQ+ inclusion. Although there has been great progress seen in the area of LGBTQ+ issues, there is still much work left to be done. To earn top ratings, employers took concrete steps to . In addition, the reach of many ERGs extends beyond the everyday affairs of an employer to policy making, representing the employer at professional events and external activities, participating in prospective employee recruitment efforts, mentoring, and other retention-focused programming. The promise of surprises, fun, ease and inspiration at every turn, no matter when, where or how you shop. The Human Rights Campaign uses cookies to improve your site experience. ) provided philanthropic support via cash or in-kind donation to at least one company training, provided to all.! Options to employees and their eligible dependents part of their participation in the workplace minimal! Ba in Interdepartmental Studies from the University of Iowa documentation must be.! Standard of LQBTQ+ inclusivity penalized 25 points from their overall rating through Criterion 4 a more gender-inclusive atmosphere for operations... 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