the four components of the corporate equality index

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. Specifically, where available for employees, the following benefits should all extend to transgender individuals, including for transition-related services. This year, of the 1,160 businesses with at least one inclusive plan, 1,088 also eliminated all exclusions across plans. Companies continue to amplify their global LGBTQ+ inclusion efforts through the targeted expansion of equitable benefits and inclusive practices. Next, the HRC Foundation expanded its LGBTQ+ workplace inclusion efforts to South America by partnering with Fundacin Iguales, Chiles largest LGBTQ+ advocacy group, to promote LGBTQ+ inclusive policies and protections among Chilean businesses and corporations through HRC Equidad CL. 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. Thank you to Robert Villaflor, Josette Matoto and Carly Fox for editorial and design guidance. Best Places to Work for LGBTQ+ Equality, Fortune 500 employers actively participated in the 2022 CEI, American Law Magazine 200 law firms actively participated in the 2021 CEI. 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. This is an important first step in measuring our progress towards LGBTQ+ workplace equality. Visitors walk past the Huawei booth during the Mobile World Congress 2023 in Barcelona, Spain, Monday, Feb . 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. 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. 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. 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. 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. of CEI-rated employers (620 of 1,271 respondents) include LGBTQ+ diversity metrics as part of senior management/executive leadership performance standards. To obtain full credit in this criterion, employers must show at least three types of organizational competency programming. In fact, over the last decade, most businesses that have offered same-sex partner benefits also extended these to different-sex partners. 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. 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. It's a fantastic opportunity for businesses to take stock of their inclusivity . The accompanying four illustrations from Tiernan Brady, a political and LGBT+ privileges campaigner, assist with making sense of the Irish . 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. 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. of CEI-rated businesses with supplier diversity programs (656 of 726) specifically include LGBTQ+ owned enterprises in their programs. 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. We show that the U.S. anti-discriminatory laws prohibiting discrimination in the workplace based on sexual orientation and gender identity (i.e. 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. We recognize that this acronym is U.S.-centric and that communities around the world recognize different identities and acronyms. 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. AT&T, Corey Smith FutureLearn: Online Courses and Degrees from Top Universities 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 Fortune 1000, a list of the largest publicly-traded and privately-held companies in the United States, was invited to take part in the Corporate Equality Index survey for the twelfth year in a row. The scheduled roll-out of the new criteria will enable us to devote substantial time, energy, and resources to collaborate with companies in an effort to bring real change to the community. To secure full credit for benefits criteria, each benefit must be available to all benefits-eligible U.S. employees. Vice President & Relationship Manager, Global The widely used Transgender Inclusion in the Workplace: A Toolkit for Employers (available at www.hrc.org/transtoolkit) is a comprehensive resource to guide employer transgender inclusion efforts. 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. Message from the Interim HRC Foundation President, Spotlight: Corporate Initiatives Including the Business Coalition for the Equality Act, Sexual Orientation in U.S. Nondiscrimination Policy, Gender Identity in U.S. Nondiscrimination Policy, Public Commitment to the LGBTQ+ Community, Advance Auto Parts (Advance Holding), Raleigh, NC, Advanced Micro Devices Inc., Sunnyvale, CA, Alliance Data Systems Corporation, Columbus, OH, American Eagle Outfitters Inc., Pittsburgh, PA, American Electric Power Co. Inc., Columbus, OH, American Express Global Business Travel, New York, NY, American Honda Motor Co., Inc., Torrance, CA, Ameriprise Financial, Inc., Minneapolis, MN, AvalonBay Communities, Inc., Arlington, VA, Bain & Co. Inc./ Bridgespan Group, Boston, MA, BD (Becton, Dickinson and Co.), Franklin Lakes, NJ, BioMarin Pharmaceutical Inc., San Rafael, CA, Black & Veatch Holding Inc., Overland Park, KS, Blue Cross & Blue Shield of Rhode Island, Providence, RI, Boehringer Ingelheim USA Corp., Ridgefield, CT, Bridgestone Americas Holding Inc., Nashville, TN, Broadridge Financial Solutions Inc., Lake Success, NY, Caesars Entertainment Corp., Las Vegas, NV, California Water Service Group, San Jose, CA, Capital Markets Company, The, New York, NY, Choice Hotels International Inc., Rockville, MD, Daniel J. Edelman Holdings, Inc., New York, NY, Danone North America LLC, White Plains, NY, Depository Trust & Clearing Corp., The, New York, NY, Dun & Bradstreet Corp., The, Short Hills, NJ, E. I. du Pont de Nemours and Co. (DuPont), Wilmington, DE, EMD Serono, MilliporeSigma and EMD Electronics, Burlington, MA, Empower Retirement, Greenwood Village, CO, Equitable Financial Life Insurance Company, New York, NY, Este Lauder Companies Inc., The, New York, NY, FactSet Research Systems Inc., Norwalk, CT, Fairview Health Services, Minneapolis, MN, GlaxoSmithKline, Research Triangle Park, NC, Guardian Life Insurance Co. of America, The, New York, NY, Henkel Corporation (North America), Rocky Hill, CT, Hewlett Packard Enterprises, Palo Alto, CA, International Flavors & Fragrances Inc., New York, NY, Jacobs Engineering Group, Inc., Dallas, TX, JetBlue Airways Corp., Long Island City, NY, John Hancock Financial Services Inc., Boston, MA, Lush Fresh Handmade Cosmetics, Wilmington, NC, Marriott International Inc., Bethesda, MD, Marsh & McLennan Companies Inc., New York, NY, Massachusetts Mutual Life Insurance Co., Springfield, MA, McCormick & Company Inc., Hunt Valley, MD, Michael Page International Inc., New York, NY, Mitchell Gold + Bob Williams, Taylorsville, NC, Mondelez International Inc., Deerfield, IL, Morgan, Lewis & Bockius LLP, Philadelphia, PA, Morris, Manning & Martin LLP, Atlanta, GA, New Belgium Brewing Company, Fort Collins, CO, New York Life Insurance Company, New York, NY, Norfolk Southern Corporation, Norfolk, VA, Ocean Spray Cranberries Inc, Lakeville-Middleboro, MA, Otis Worldwide Corporation, Farmington, CT, Philip Morris International, New York, NY, PNC Financial Services Group Inc., Pittsburgh, PA, Porter Wright Morris & Arthur LLP, Columbus, OH, Power Home Remodeling Group LLC, Chester, PA, Precision Medicine Group, LLC, Bethesda, MD, Principal Financial Group, Des Moines, IA, RES (Renewable Energy Systems), Broomfield, CO, Saul Ewing Arnstein & Lehr LLP, Philadelphia, PA, Securian Financial Group Inc., Saint Paul, MN, Selective Insurance Company of America, Branchville, NJ, ServiceSource International, Inc., Denver, CO, Sheppard, Mullin, Richter, & Hampton LLP, Los Angeles, CA, Shook, Hardy & Bacon LLP, Kansas City, MO, Siemens Medical Solutions USA, Inc., Malvern, PA, Sony Corporation of America, New York, NY, Sony Interactive Entertainment Inc., San Mateo, CA, Stanley Black & Decker Inc., New Britain, CT, Stop & Shop Supermarket Company, LLC, The, Quincy, MA, SUEZ Water Technologies and Solutions, Trevose, PA, Takeda Pharmaceuticals USA Inc., Deerfield, IL, Tillamook County Creamery Association, Tillamook, OR, Toyota Motor North America Inc., Plano, TX, Truist Financial Corporation, Charlotte, NC, Uber Technologies Inc., San Francisco, CA, United Natural Foods, Inc., Providence, RI, Univar Solutions, Inc., Downers Grove, IL, Univision Communications Inc., New York, NY, Verizon Communications Inc., New York, NY, Viiv Healthcare, Research Triangle Park, NC, Wellmark Blue Cross Blue Shield, Des Moines, IA, Wyndham Hotels & Resorts Inc., Parsippany, NJ, Domestic partner, medical, and other benefits, Internal education and training best practices, LGBTQ+ employee resource group or diversity council, Outreach or engagement with LGBTQ+ community, Equal health coverage for transgender individuals without exclusions for medically necessary care. The fit between the observable proxy or "construct" (the governance index) and the underlying concept (governance) is known as construct validity. Employers recognize that beyond the letter of a policy, additional programming and educational efforts are necessary. 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. To learn more, please read our Privacy Policy. 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. 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. Richard Clark Accordingly, we will be raising the bar for CEI participants in 2023 to reflect new opportunities companies can seize to support their LGBTQ+ workers. Typically, these efforts have a strategic connection to the core mission of a business, such as a law firms pro bono legal support of organizations tasked with direct legal representation of LGBTQ+ individuals. 4. 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. 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. An outstanding 1,271 companies actively participated in the CEI 2022 Survey. 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. 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. From now on, companies must mandatorily offer gender transition guidelines. Its primary source of data are surveys but researchers cross-check business policy and their implications for LGBT workers and public records independently. 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. Domestic partner benefits do not only serve same-sex couples. Michael Hart, president of the American Chamber of Commerce in China, discusses the results of its annual business climate survey. However, companies opposed (and still oppose) these discriminatory bills. 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. 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. The decision was major news for the LGBTQ+ community and had implications that can eventually reach civil rights laws forbidding discrimination in education, health care, housing, and many more areas of law. Keisha attained her Juris Doctor degree from the University of Maryland School of Law. Employers will have 25 points deducted from their score for a large-scale official or public anti-LGBTQ+ blemish on their recent records. The Equality Act passed in the U.S. House of Representatives on February 25, 2021, with a bipartisan vote of 224-206. A CEI rating is one key evaluation metric, among others, in assessing the LGBTQ+ inclusiveness of any employer or provider of goods or services. By clicking "GO" below, you will be directed to a website operated by the Human Rights Campaign Foundation, an independent 501(c)(3) entity. Our mission. Addressing the gap in training and education materials, the toolkit includes scenario-based learning that uses real life examples from HRCs work with businesses to illuminate the everyday experiences of transgender workers on the job. The Human Rights Campaign Foundation would also like to acknowledge that 2021 was the deadliest year in history for transgender and non-binary people. Employers recognize that beyond the letter of a policy, additional programming and educational efforts are necessary. 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. "When the Human Rights Campaign Foundation created the CEI 20 . 379 Fortune 500 employers actively participated in the 2022 CEI. 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. (he/him) The remaining 28 states offer either no LGBTQ+ non-discrimination protections or in some way exclude a key group from their laws, leaving these groups without legislative protection. 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. In total, the CEI 2022 contains official ratings for 379 Fortune 500 businesses, 573 Fortune 1000 businesses, 166 law firms and 726 additional major businesses. Ad campaigns and sponsorships further this message of company values to the public. The profile and impact of an employee resource group is greatly enhanced by an active executive champion for the group. 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. The requirement is that a top-rated business must implement internal requirements prohibiting company or law firm philanthropic giving to non-religious organizations that have a written policy of discrimination on the basis of sexual orientation and gender identity or have a policy explicitly permitting its own chapters, affiliates, etc. Chief Accounting Officer Because of the negativity surrounding LGBTQ+ inclusion in the early years of the report, the companies that scored 100% on the CEI in those years were, markedly, ahead of their time. Linda has also volunteered for HRC and continues to volunteer with the DC Center for the LGBTQ+ community, Women's March and various organizations. Corporate Equality Index 2022. 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. 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. Recognize different identities and acronyms over 66 percent of the Fortune 500 include sexual and. Senior management/executive leadership performance standards this is an important first step in measuring our progress towards LGBTQ+ workplace.! To acknowledge that 2021 was the deadliest year in history for transgender and non-binary people Hart president! 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