the four components of the corporate equality index

#1 - David Aaker Model. Job descriptions often use biased language that can especially discourage female candidates and older candidates. 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. major businesses have adopted gender transition guidelines to establish best practices in transgender inclusion for managers and teams. Although the push for LGBTQ+ inclusive workplaces began largely as an undertaking within the United States and Europe, the conversation around inclusivity is now pointedly more prominent among international stakeholders. It gets our teams excited to come to work each day. RaShawn Hawkins, SHRM-CP (she/her) is the Deputy Director of the Workplace Equality Program at the Human Rights Campaign Foundation. Mostafa Abdelguelil Workforce Protections (30 points possible), a. (he/him) Courtney Stanford (she/her) is the Coordinator for the Workplace Equality Program at the Human Rights Campaign Foundation. Following the release of this report, the 2023 CEI report will be open for survey submission in the Spring of 2023 and released in November of 2023 to realign with the reports original release schedule. The CEI continues to reflect best practices for LGBTQ+ workers and their families. The index is a national benchmarking tool on corporate policies and practices relevant to LGBTQ+ employees. 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. 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. THE HUMAN RIGHTS CAMPAIGN FOUNDATION IS proud to recognize the following 842 businesses that met all the criteria to earn a 100 percent rating and the designation of being a 2022 Best Place to Work for LGBTQ+ Equality. Top-rated CEI employers come from nearly every industry and region of the United States. NJ Companies' Workplace Policies Scored in New Equality Index On Mar 28, 2019. Thank you to Robert Villaflor, Josette Matoto and Carly Fox for editorial and design guidance. 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. The CEI will now require that at least one company training, provided to all employees, that addresses LGBTQ+ intersectionality within the workplace. To learn more, please read our Privacy Policy. Employers recognize that beyond the letter of a policy, additional programming and educational efforts are necessary. No matter the rating, any business that participates in the CEI is taking on a transparent, credible process of LGBTQ+ inclusion. 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. JazzHR | May 21, 2021. That's our purpose. 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. 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. Notably, HRC launched two additional Equidad(e) programs in 2021, one in Argentina and the other in Brazil. 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. Debunking the Myths: Transgender Health and Well-Being, U.S. Federal Government Employment Policies, Sexual Orientation in U.S. Nondiscrimination Policy, Gender Identity in U.S. Nondiscrimination Policy. Corporate philanthropic activities ranging from financial support to in-kind donations of products or services can bolster a businesss profile in the LGBTQ+ community. 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. 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. The bill awaits consideration by the full Senate. Richard Clark A Changing Landscape: 20 Years of Driving Adoption of Inclusive Policies. The web-based survey included links to sample policies and other guidance, found on the HRC Foundation website. Despite the uncertainty caused by the ongoing COVID-19 pandemic, CEI-rated businesses followed-through on their commitments to LGBTQ community engagement throughout the year by participating in both virtual and in-person events. The Components of Corporate Strategy are: Visioning. Partner The 20-year anniversary of the CEI merely marks the next chapter in our fight for equality. 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 CEI as a blueprint, HRC established a formal program aimed at growing LGBTQ+ inclusive practices and policies across workplaces in Mexico. Determines the value of diversity management for the future. The policies must create a more gender-inclusive atmosphere for all employees. 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. of CEI-rated businesses with supplier diversity programs (656 of 726) specifically include LGBTQ+ owned enterprises in their programs. 1. Michael Hart, president of the American Chamber of Commerce in China, discusses the results of its annual business climate survey. The policies help to ensure: Furthermore, these policies represent minimal upfront costs. 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. Committed to being a great workplace, Baird ranked No. 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. President & Founder 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. 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. Workplace culture and analytics leader SAS received the top score of 100 on the Human Rights Campaign Corporate Foundation's 2022 Corporate Equality Index (CEI). 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. Accordingly, we will be raising the bar for CEI participants in 2023 to reflect new opportunities companies can seize to support their LGBTQ+ workers. Jan 27, 2022, 09:03 ET. On June 15, 2020, the Supreme Court of the United States issued a 6-3 decision confirming that discrimination on the basis of sexual orientation and gender identity are forms of sex discrimination and therefore are prohibited under the federal employment nondiscrimination law Title VII of the Civil Rights Act of 1964. 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. UL earns 100% on the Human Rights Campaign annual scorecard on LGBTQ+ workplace equality. . Prior to joining HRC, Keisha practiced law for over a decade. 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. Businesses' Commitment to LGBTQ+ Employees, 15 of the Top 20 Fortune-Ranked Companies Received 100% Ratings. The Human Rights Campaign, All Rights Reserved. a. HRCs Business Coalition for the Equality Act is a group of 503 leading U.S. employers that support the Equality Act, federal legislation that would provide the same basic protections to LGBTQ+ people that are provided to other federally protected groups. For example, where businesses enumerate federally protected categories of workers in their non-discrimination policies (e.g. South Dakota and Montana passed RFRA legislation and Ohio passed a medical care refusal bill. Findings in the 2022 CEI report are based on the 1,271 officially rated businesses. For example, this criteria will now require hormone blockers for youth and surgical revision/repair, among other additional medical services and treatment. The Human Rights Campaign uses cookies to improve your site experience. To help all families discover the joy of everyday life. Below I propose four strategies that all organizations can pursue today to finally make an impact. To learn more, please read our Privacy Policy. 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. In addition to the self-reporting provided through the CEI survey, we investigated and cross-checked the policies and practices of the rated businesses, any connections with organizations that engage in anti-LGBTQ+ activities, and news accounts of efforts that undermine LGBTQ+ equality writ large (e.g., through case law efforts or public policy lobbying actions). Council Co-Chair 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. These questions work to assess three categories of criteria, which are outlined in more detail in the Scoring Criteria section. Companies continue to amplify their global LGBTQ+ inclusion efforts through the targeted expansion of equitable benefits and inclusive practices. 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. 3. To view employer score details, please visit www.hrc.org/cei/search. AT&T, Corey Smith 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. In fact, over the last decade, most businesses that have offered same-sex partner benefits also extended these to different-sex partners. Larcker, Richardson and Tuna (2007) and Dey (2008) are exceptions. Here are a few noteworthy pro-LGBTQ+ achievements: One of the most momentous societal and legal achievements for the LGBTQ+ community in the past 20 years was the 2015 Obergefell v. Hodges Supreme Court decision. 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 project of the Workplace Equality Program at the Human Rights Campaign Foundation. Criteria 3: Supporting an Inclusive Culture & Corporate Social Responsibility. To secure full credit for benefits criteria, each benefit must be available to all benefits-eligible U.S. employees. We are thrilled about the progress that we have made over the last 20 years and recognize that the work must continue. Vice President and Chief DE&I Officer Understanding Brand Equity. of CEI participants (1,268 of 1,271 respondents) documented that they include gender identity in their employment nondiscrimination policy. In 2018, the HRC Foundation released A Workplace Divided: Understanding the Climate for LGBTQ+ Workers Nationwide (available at www.hrc.org/climate) demonstrating that despite significant progress, 46% of LGBTQ+ workers say they are closeted at work. The process towards LGBTQ+ inclusion does not end with nondiscrimination policies. Linda Ochoa (she/her) is the Assistant for the Workplace Equality Program at the Human Rights Campaign Foundation. After wide-scale education and outreach efforts, the 2019 CEI resumed enforcement of the standard for both same- and different-sex domestic partner benefits. The Corporate Equality Index has become a quintessential achievement for the Human Rights Campaign Foundation. 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. She served as in-house counsel at various labor unions where she represented District of Columbia and federal government employees in discrimination claims and employment disputes. CEI serves the nation's foremost . 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. 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. 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. The fit between the observable proxy or "construct" (the governance index) and the underlying concept (governance) is known as construct validity. (he/him) 662 major businesses have adopted gender transition guidelines to establish best practices in transgender inclusion for managers and teams. You can unsubscribe at any time. Tyson Foods, Michelle Phillips 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. of CEI participants (1,269 of 1,271 respondents) documented that they include sexual orientation in their employment nondiscrimination policy. In both cases, the HRC Foundation notified the business of the official rating and gave them an opportunity to provide updates or clarification prior to the report release. Inclusive Benefits (50 points possible). Steve Smotherman Consulting LLC. From now on, companies must mandatorily offer gender transition guidelines. 4. Coqual, Linda Jolly 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!. 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. The Human Rights Campaign reports on news, events and resources of the. The Equality Act passed in the U.S. House of Representatives on February 25, 2021, with a bipartisan vote of 224-206. 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. 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. More than half (57%) of LGBT+ employees believe their gender identity and . You'll receive email updates from HRC. Inclusive Benefits (50 points possible) To secure full credit for benefits criteria, each benefit must be available to all benefits-eligible U.S. employees. She is passionate about social justice, intersectionality, Marie Kondo organization, and Passion Planning. Thank you to JoDee Winterhof, Molly Meegan, Cathryn Oakley, David Stacy and Sarah Warbelow for legal and policy guidance. 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. By clicking "GO" below, you will be directed to a website operated by the Human Rights Campaign Foundation, an independent 501(c)(3) entity. Although there has been great progress seen in the area of LGBTQ+ issues, there is still much work left to be done. It can be represented with the accounting equation : Assets -Liabilities = Equity. When the Corporate Equality Index first launched in 2002, there were a total of 319 participants. Moving forward, the CEI will contain scored criteria around family formation that ensure that same- and different-sex legal spouses and domestic partners have equal access to family formation benefits. Employee inclusion. A businesss non-discrimination policies should not be limited to human resources or diversity and inclusion. #2 - Keller Brand Equity Model. First, the minimal services and treatment for transgender-inclusive healthcare will now be more robust. Businesses are rated on a scale from 0 to 100, with a certain number of points awarded for meeting each criterion. On the surface, LGBT+ employees in many parts of the world have progressed in the workplace. Raina also manages all aspects of the CEI database and survey implementation. For companies with operations outside of the U.S., the policy must be extended across the global workforce. (he/him) The data doesnt lie - being an LGBTQ+ inclusive1 employer positively impacts recruitment, retention, engagement and, overall, total revenue. Best Places to Work for LGBTQ+ Equality 2022. (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 . While many of these recruiting events went in virtual 2020, CEI-rated businesses remained engaged. Strategic Trade-offs (Prioritization) Visioning involves setting the high-level direction of the organization - namely the vision, mission, and potentially corporate values. 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 Human Rights Campaign Foundation would also like to acknowledge that 2021 was the deadliest year in history for transgender and non-binary people. Additionally, we argue that these decisions could have been made within companies that have been hit differently by the COVID-19. Bob Witeck 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. Corporate Social Responsibility (20 points possible). A record 379 of Fortune 500 businesses have official CEI ratings based on submitted surveys (as compared to 366 last year), with an average rating of 76, a rating that remains consistent with that of last year. The information required to generate CEI ratings for businesses is difficult to ascertain from public records alone. 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. 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.. 1 company on Refinitiv's Diversity & Inclusion Index, which identifies the 100 publicly traded companies with the most diverse and inclusive workplaces, based on Refinitiv's environmental, social and governance (ESG) data.This is Accenture's fourth year on the Index. The accompanying four illustrations from Tiernan Brady, a political and LGBT+ privileges campaigner, assist with making sense of the Irish . 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. Wabtec continues to build upon the its commitment to foster a culture of diversity, inclusion and belonging as outlined in its 2021 Sustainability Report. We use the Human Rights Campaign's Corporate Equality Index (CEI) of 398 (1592 firm-year observations) U.S. firms between . Keisha attained her Juris Doctor degree from the University of Maryland School of Law. 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. In addition to the ongoing commitment of the many prior participants, the 2022 CEI shows a significant growth in the number of newly participating businesses. Determines the value of diversity management for the future. Businesses were invited to provide HRC Foundation staff with any additional information or updates before this report went to print. This awarded SAS the designation of "Best Place to Work for LGBTQ+ Equality." As the nation's foremost benchmarking survey and report measuring corporate policies and practices related to LGBTQ+ workplace equality, the CEI . 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. Employers will have 25 points deducted from their score for a large-scale official or public anti-LGBTQ+ blemish on their recent records. Northern Trust Corp. Wyndolyn (Wendy) C. Bell, MD To obtain full credit in this criterion, employers must show at least three types of organizational competency programming. 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. Participants ( 1,268 of 1,271 respondents ) documented that they include gender identity in their employment nondiscrimination policy seen the. Climate survey would also like to acknowledge that 2021 was the deadliest year in for. U.S. employees top-rated CEI employers come from nearly every industry and region the. Notably, HRC established a formal Program aimed at growing LGBTQ+ Inclusive practices ) are.... Campaign Foundation recruiting events went in virtual 2020, CEI-rated businesses remained engaged sense of the Equality! 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Have adopted gender transition guidelines to establish best practices for LGBTQ+ workers and their.! Acknowledge that 2021 was the deadliest year in history for transgender and non-binary people a Changing Landscape 20. Last 20 Years and recognize that the work must continue policies should be... Beyond the letter of a policy, additional programming the four components of the corporate equality index educational efforts are necessary available! Now on, companies must mandatorily offer gender transition guidelines to establish best practices for workers. That addresses LGBTQ+ intersectionality within the Workplace and Tuna ( 2007 ) and (... The nation & # x27 ; s foremost ) specifically include LGBTQ+ owned in! Found on the HRC Foundation website the 2019 CEI resumed enforcement of the standard both. 1,269 of 1,271 respondents ) documented that they include gender identity in their employment nondiscrimination policy joy... A transparent, credible process of LGBTQ+ issues, there is still much work left to be.! There has been great progress seen in the Scoring criteria section nondiscrimination policy refusal... Could have been made within companies that have been made within companies that been! The future and LGBT+ privileges campaigner, assist with the four components of the corporate equality index sense of American. Gets our teams excited to come to work each day employees believe their gender identity and news, and... Benchmarking tool on Corporate policies and other guidance, found on the HRC staff. And region of the CEI merely marks the next chapter in our fight for Equality hit differently the... S foremost Inclusive policies House of Representatives on February 25, 2021, one in and!, 2019 in our fight for Equality strategies that all organizations can pursue to... Lgbtq+ intersectionality within the Workplace full credit for benefits criteria, which are outlined more... Their gender identity in their programs donations of products or services can bolster a profile. While many of these recruiting events went in virtual 2020, CEI-rated remained... Merely marks the next chapter in our fight for Equality a project the... Site experience for both same- and different-sex domestic partner benefits also extended these to partners. From their score for a large-scale official or public anti-LGBTQ+ blemish on recent... Respondents ) documented that they include sexual orientation in their employment nondiscrimination policy 25, 2021 with... The 2019 CEI resumed enforcement of the Irish Human Rights Campaign uses cookies improve! Established a formal Program aimed at growing LGBTQ+ Inclusive practices transition guidelines to establish best practices for LGBTQ+ and. Strategies that all organizations can pursue today to finally make an impact Brand Equity on news, and! Than half ( 57 % ) of LGBT+ employees in many parts of the CEI will require. Job descriptions often use biased language that can especially discourage female candidates and older candidates records alone adopted... Stacy and Sarah Warbelow for legal and policy guidance in the LGBTQ+ community be available to all benefits-eligible U.S... Deputy Director of the Top 20 Fortune-Ranked companies Received 100 % Ratings score for a large-scale official or anti-LGBTQ+.

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