With the CEI as a blueprint, HRC established a formal program aimed at growing LGBTQ+ inclusive practices and policies across workplaces in Mexico. of CEI-rated businesses (591 of 1,271 respondents) attended an LGBTQ+ specific recruiting event or function. 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. 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. The Corporate Equality Index is a measurement tool that assesses the degree to which LGBTQ individuals are included in corporate America The number of CEI participating companies who offer transgender-inclusive health insurance coverage, has increased 22 times since 2009. Before joining HRCF, Raina began their professional career conducting research on gender equity in education and the workplace. 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. HRC is proud to partner with leading employers on corporate initiatives that drive equality. major businesses have adopted gender transition guidelines to establish best practices in transgender inclusion for managers and teams. By clicking "GO" below, you will be directed to a website operated by the Human Rights Campaign Foundation, an independent 501(c)(3) entity. Its primary source of data are surveys but researchers cross-check business policy and their implications for LGBT workers and public records independently. While mission statements of ERGs are specific to LGBTQ+ inclusion, an increasing number of ally-identified colleagues are encouraged to join as membership is not limited to those who are LGBTQ+ but is open to all supporters of equality. For example, this criteria will now require hormone blockers for youth and surgical revision/repair, among other additional medical services and treatment. The Corporate Equality Index 2022 was beautifully and efficiently designed by Tony Frye Design. LGBTQ Equality" is the result of scoring 100 on the nation's foremost benchmarking survey . 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 results of the 2022 CEI showcase how companies . Witeck Communications, Inc. Alex Rhodes(he/him)Global Diversity & Inclusion Executive and Enterprise LGBTQ* Strategy LeadBank of America. 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 those companies with an officially recognized LGBTQ+ employee group (1,011 of 1,046) report the ERG is expressly for LGBTQ+ and Allied employees. 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). Clearly enumerated nondiscrimination protections based on sexual orientation and gender identity are essential to LGBTQ+ workforce equity and inclusion. The accompanying four illustrations from Tiernan Brady, a political and LGBT+ privileges campaigner, assist with making sense of the Irish . Determines the value of diversity management for the future. Thank you to Alec Carrasco and Christal Jones for their database knowledge and expertise. (he/him) Policy includes sexual orientation for all operations, b. 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. Businesses have extensive programs to engage with key markets and the communities in which they operate. 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. Founder & President 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. 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 realization of this 20th anniversary was only made possible by the hard work and dedication of the past and present staff and leadership of the HRC Foundation, along with the assistance of HRCs valued partners, volunteers, and donors. Workforce Protections (30 points possible) Policy includes sexual orientation for all operations (15) Policy includes gender identity or expression for all operations (15) 2. By using this site, you agree to our use of cookies. To secure full credit for benefits criteria, each benefit must be available to all benefits-eligible U.S. employees. Be sure the presentation displays proper grammar, spelling, punctuation, sentence structure, and credible sources cited in APA format. The CEI is the nation's foremost benchmarking survey and report measuring corporate policies and practices related to LGBTQ workplace equality. More than half (57%) of LGBT+ employees believe their gender identity and . 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. 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. With the 2022 CEI, 56 percent of rated companies have global operations and over 99 percent extend those protections globally. 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. (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 . We use the Human Rights Campaign's Corporate Equality Index (CEI) of 398 (1592 firm-year observations) U.S. firms between . Corporate Equality Index, 2022. HRC, its partners, and supporters will continue to work toward the goal of all 50 states having LGBTQ+ non-discrimination protections written into law. First, the minimal services and treatment for transgender-inclusive healthcare will now be more robust. Prior to joining HRC, Keisha practiced law for over a decade. 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. #1 - Consumer Perception. 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. 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. Data from the CEI tells the story of nearly two decades of year over year growth in the adoption of these critical policies and practices indicative of employers' commitment to equality. 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. The following report is reflective of verified data submitted to the HRC Foundation as well as independent research on non-responding businesses. Below I propose four strategies that all organizations can pursue today to finally make an impact. When working in different communities, we adjust our language to reflect local customs. We look forward to our continued partnership over the years to come. The Corporate Equality Index has become a quintessential achievement for the Human Rights Campaign Foundation. Steve Smotherman Consulting LLC. 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. 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. to discriminate. The inaugural edition of the CEI included 319 participants, with 13 companies achieving top scores. (she/her) 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. With the additional 112 Fortune 500 businesses that have unofficial ratings, the total number of rated businesses is 1,383. Scores from 1 to 2.66 were considered in the "low" range, scores from 2.67 to 4.33 were considered in the "moder- ate" range, and scores . 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 Components of Corporate Strategy are: Visioning. In addition, equitable benefits structures align with the principle of equal compensation for equal work. The bottom line is undeniable in a global marketplace, equality knows no borders. Raina also manages all aspects of the CEI database and survey implementation. Prior to joining HRC, RaShawn worked in corporate Human Resources roles including Learning & Development. NIKE, Steve Smotherman Employee inclusion. Companies continue to amplify their global LGBTQ+ inclusion efforts through the targeted expansion of equitable benefits and inclusive practices. 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. While many of these recruiting events went in virtual 2020, CEI-rated businesses remained engaged. They always find a way to make everything work. Out of an abundance of understanding for participating companies, credit was given for spousal equivalent benefits in the 2016-18 CEIs. . To help all families discover the joy of everyday life. 4. 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. Outreach or Engagement with LGBTQ+ Community. NORTHBROOK, ILLINOIS Jan. 27, 2021 UL, the global safety science leader, proudly announced that it earned a score of 100% on the Human Rights Campaign (HRC) Foundations 2022 Corporate Equality Index (CEI). He speaks with Shery Ahn and . The CEI will now require that at least one company training, provided to all employees, that addresses LGBTQ+ intersectionality within the workplace. #2 - Positive Effects. All ensure that LGBTQ+ people are able to take one step closer to full legal and lived equality. After wide-scale education and outreach efforts, the 2019 CEI resumed enforcement of the standard for both same- and different-sex domestic partner benefits. Under the TD Ready Commitment and its four key, interconnected drivers of: Financial Security, Vibrant Planet, Connected Communities, and Better Health; we are targeting a total of $1 billion by . It's a fantastic opportunity for businesses to take stock of their inclusivity . Keisha still serves as an adjunct professor of law at the University of Maryland School of Law, where she teaches Labor Law. These initiatives intend to give more equitable opportunities to those would be small business owners who are more likely to face social and practical barriers to success. By using this site, you agree to our use of cookies. Feb. 27, 2023, at 2:09 a.m. Huawei Dominates MWC Mobile Tech Fair Despite US Sanctions. 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. (he/him) Policy includes gender identity or expression for all operations. Despite the impact of the COVID-19 global health pandemic and its corresponding economic pressures, a record-breaking 842 businesses earned 100 percent on the 2022 CEI, earning a designation as one of the Best Places to Work for LGBTQ+ Equality.. The bill awaits consideration by the full Senate. 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. THE CORPORATE EQUALITY INDEX 2022 ASKED PARTICIPANTS a series of questions about LGBTQ+ inclusive policies, practices and benefits. Courtney Stanford (she/her) is the Coordinator for the Workplace Equality Program at the Human Rights Campaign Foundation. In areas where more than one health insurance plan is available, at least one inclusive plan must be available. Who are the experts? of CEI participants (1,268 of 1,271 respondents) documented that they include gender identity in their employment nondiscrimination policy. The premise of parity underlies the inclusive benefits section of the CEI criteria. 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. This ruling voided a previous precedent from the Eleventh Circuit that Title VII did not cover employment discrimination on the basis of sexual orientation by asserting that discrimination based on sexual orientation and/or gender identity is necessarily also discrimination because of sex, which is prohibited by Title VII. Data collection forms that include employee race, ethnicity, gender, military and disability status typically recorded as part of employee records include optional questions on sexual orientation and gender identity. To earn top ratings, employers took concrete steps to . 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. Supplier diversity initiatives are a win-win relationship for both the LGBTQ+ owned small businesses and the businesses that contract them. While discrimination cant be prevented by legal protections alone, without federal or state legislation prohibiting it, millions of LGBTQ+ Americans and their families live in fear that the prejudice and hatred of others can, legally, destroy their livelihood. View Resource. 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. 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. 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. Coalition member companies represent nearly every industry, employ over 15.3 million people in the U.S., command over $7.2 trillion in revenue, and have operations in all 50 states. 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. 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. lesbian, gay, bisexual, and transgender (LGBT) identities) spur innovation, which ultimately leads to higher firm performance. Apart from actual wages paid, benefits can account, on average, for approximately 30 percent of employees overall compensation (BOL 2019). By using this site, you agree to our use of cookies. 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. These resources and additional materials to help employers close the gap between inclusive policy and practice can be found at www.hrc.org/transtoolkit. Workforce Protections (5 points possible), 2. RaShawn Hawkins, SHRM-CP (she/her) is the Deputy Director of the Workplace Equality Program at the Human Rights Campaign Foundation. of CEI-rated businesses (a record 1,160 of 1,271 respondents) offer at least one transgender-inclusive plan option with current market standard coverage. Ad campaigns and sponsorships further this message of company values to the public. Over the last seven years, countless companies in all 50 states have spoken out against attempts to undermine LGBTQ+ civil rights. 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. Employee resource groups that are focused on the LGBTQ+ workforce empower employees as change agents and promote inclusion for LGBTQ+ employees within the workplace. 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. Determines the value of diversity management for the future. Mostafa Abdelguelil 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. Employers recognize that beyond the letter of a policy, additional programming and educational efforts are necessary. The release of the first edition of the report revealed that 13 of the original 319 participants earned a score of 100% an impressive achievement considering the unfavorable attitudes toward the LGBTQ+ community that were prevalent in the early 2000s. Criteria 3: Supporting an Inclusive Culture & Corporate Social Responsibility. NEW YORK; Sept. 16, 2019 - For the second consecutive year, Accenture (NYSE: ACN) has been ranked the No. Corporate philanthropic activities ranging from financial support to in-kind donations of products or services can bolster a businesss profile in the LGBTQ+ community. 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. Richard Clark Corporate Social Responsibility (20 points possible). Understanding Brand Equity. The Walt Disney Company proudly announces that for the 16th year in a row it received a score of 100 on the Human Rights Campaign Foundation's Corporate Equality Index, the nation's foremost benchmarking survey and report measuring corporate policies and practices related to LGBTQ+ workplace equality. In our paper we discuss what can usefully be said about . LGBTQ+ Employee Resource Group or Diversity Council. The fit between the observable proxy or "construct" (the governance index) and the underlying concept (governance) is known as construct validity. 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. 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. Supporting an Inclusive Culture (25 points possible). 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