. In our paper we discuss what can usefully be said about . CARY, N.C., Jan. 27, 2022 /PRNewswire/ -- Workplace culture and analytics leader SAS received the top score of 100 on the Human Rights Campaign Corporate Foundation's . The inaugural edition of the CEI included 319 participants, with 13 companies achieving top scores. (she/her) Businesses unwilling to do so would have been penalized 25 points from their overall rating through Criterion 4. HRC is proud to partner with leading employers on corporate initiatives that drive equality. Coqual, Linda Jolly Supplier diversity initiatives have existed in the business community for at least three decades, going back to the inception of such groups like the National Association of Women Business Owners and the National Minority Business Council, both founded in the early 1970s to promote the inclusion of these under-utilized entrepreneurial groups. Components Of Brand Equity. We join the ranks of 767 major U.S. businesses that also earned top marks . 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. This years CEI reflects substantial growth in LGBTQ+ workplace equality and inclusion measures. Board (or other governing body) member demographic data collection include the option for individuals to report their sexual orientation and gender identity or self-identity as LGBTQ+, Gender transition guidelines with supportive restroom, dress code and documentation guidance, Implementation of the at least one (1) of the following policies or practices, Trans-inclusive restroom/facilities policy, Policies/procedures that allow for optional sharing of gender pronouns, 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, Marketing or advertising to LGBTQ consumers (e.g. 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. In this role, she fields questions from employers and employees nationwide about the CEI process, works on CEI survey review, and provides logistical support for the entire Workplace Equality Program team. Edward Jones scored 100 percent on the Human Rights Campaign Foundation's 2022 Corporate Equality Index (CEI), the nation's foremost benchmarking survey and report measuring corporate policies and practices related to LGBTQ+ workplace equality. Employers recognize that beyond the letter of a policy, additional programming and educational efforts are necessary. While we believe that our previous criteria set an ideal benchmark in the past, the current and continuing issues seen within the LGBTQ+ community required us to evolve our criteria to meet the ever-changing needs of the communitys members and their families. of CEI participants (1,269 of 1,271 respondents) documented that they include sexual orientation in their employment nondiscrimination policy. We look forward to our continued partnership over the years to come. Over the last seven years, countless companies in all 50 states have spoken out against attempts to undermine LGBTQ+ civil rights. Corporate giving to organizations promoting LGBTQ+ health, education or political efforts further demonstrates this commitment to broader LGBTQ+ equality. These resources and additional materials to help employers close the gap between inclusive policy and practice can be found at www.hrc.org/transtoolkit. (he/him) 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. Additionally, two bathroom bills were passed in Tennessee and Arkansas passed the first-ever ban preventing transgender youth from accessing gender-affirming care. The promise of surprises, fun, ease and inspiration at every turn, no matter when, where or how you shop. The policies help to ensure: Furthermore, these policies represent minimal upfront costs. In addition, the bill provides protections from discrimination in housing, credit, and jury service for LGBTQ+ people. Richard Clark Since the 2015 U.S. Supreme Court decision in Obergefell v. Hodges, which brought marriage equality nationwide by ruling that marriage is a fundamental right to which same-sex couples should have the same access as opposite-sex couples, employers have sought to do the right thing in the name of equality and provide spousal benefits to both same- and different-sex married couples. The Human Rights Campaign uses cookies to improve your site experience. Public commitment in the CEI is measured through a number of individual engagements, namely through. The bottom line is undeniable in a global marketplace, equality knows no borders. #4 - Resulting Value. To obtain full credit in this criterion, employers must show at least three types of organizational competency programming. Before joining HRCF, Raina began their professional career conducting research on gender equity in education and the workplace. This change helped drive more widespread adoption of nondiscrimination policies that include sexual orientation and gender identity protections. Apart from actual wages paid, benefits can account, on average, for approximately 30 percent of employees overall compensation (BOL 2019). Larcker, Richardson and Tuna (2007) and Dey (2008) are exceptions. Domestic partner benefits do not only serve same-sex couples. The first-even Senate hearing on the Equality Act was March 17, 2021. Companies were rated on a scale of 0 percent to 100 per- of CEI participants (1,268 of 1,271 respondents) documented that they include gender identity in their employment nondiscrimination policy. 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. The current CEI rating criteria had four key pillars: In recognition of the 20th anniversary of the Corporate Equality Index, and as a consequence of the ever-evolving considerations on the road to inclusion, the existing pillars will now include a new and expanded focus in five key areas. ST. LOUIS (Jan. 27, 2022) - Emerson (NYSE: EMR), a global technology and industrial software company, today announced it has earned a score of 100% on the Human Rights Campaign Foundation's 2022 Corporate Equality Index (CEI) and the designation as one of the Best Places to Work for LGBTQ+ Equality. We use the Human Rights Campaign's Corporate Equality Index (CEI) of 398 (1592 firm-year observations) U.S. firms between . 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. The Fortune 1000 list of the largest publicly traded companies was invited to take part in the Corporate Equality Index survey for the seventh year in a row. 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. Inclusive Benefits (50 points possible) To secure full credit for benefits criteria, each benefit must be available to all benefits-eligible U.S. employees. Each year, the Human Rights Campaign (HRC) Foundation surveys more than 1,000 U.S. companies about their corporate policies and practices related to lesbian, gay, bisexual, transgender, and queer (LGBTQ) employees. Invitations for the CEI 2022 survey were emailed and mailed in May of 2021 and responses were due back in August of 2021. Determines the value of diversity management for the future. To earn a top rating of 100 percent, a business needed not just to mitigate one or more exclusions but also to address the root problem of transgender exclusion in coverage and fully affirm healthcare coverage for medically necessary transition-related care and other routine and chronic conditions. Globally, companies are adopting critical benefits such as domestic partner recognition and transgender-inclusive healthcare benefits. Competitive employer-provided benefits packages are critical to attracting and retaining talent. Prior to joining HRC, Keisha practiced law for over a decade. 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. Ad campaigns and sponsorships further this message of company values to the public. Private sector support for the federal Equality Act surged within the last two years and, at present, 508 major employers are signatories on HRCs The Business Coalition for the Equality Act. Rates of litigation, upon implementation, are consistent with other protected classes. 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. Learn more at www.hrc.im/GlobalWorkplacePrograms. 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. By amending their benefits structures, employers ensure that they extend this valuable bundle of benefits to their workforce equitably, irrespective of sexual orientation and gender identity. 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. 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. This represents a robust 14 percent increase in top-rated employers over the prior year and, given that the initial report had 32 top scorers, an almost 700 percent increase since the programs inaugural report in 2018. . You can unsubscribe at any time. 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. View Resource. The Equality Act was introduced in the House of Representatives by Rep. David Cicilline (D-RI) on February 18, 2021, and in the Senate by Sens. Ultimately, businesses invest in organizational competency programs because: Many employers integrate educational programs into already existing diversity and inclusion programs. Strategic Trade-offs (Prioritization) Visioning involves setting the high-level direction of the organization - namely the vision, mission, and potentially corporate values. All Fortune 500 Fortune 500 Participants Human Rights Campaign Foundation's 2015 Corporate Equality Index is the national benchmarking tool on corporate policies and practices pertinent to lesbian, gay, bisexual and transgender . (he/him) If a business had previously participated in the CEI, surveys were first sent to the individual(s) responsible for prior submissions. 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. She also served as Chief Negotiator in bargaining and collaborated with high-level government officials on workplace equality initiatives. 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. Committed to being a great workplace, Baird ranked No. By using the CEI criteria as a guide, businesses can help ensure that their existing policy and benefits infrastructure is inclusive of LGBTQ+ workers and their families, resulting in greater recruitment and retention of a talented, diverse workforce. Thank you to JoDee Winterhof, Molly Meegan, Cathryn Oakley, David Stacy and Sarah Warbelow for legal and policy guidance. It's a fantastic opportunity for businesses to take stock of their inclusivity . By the end of the 2021 legislative session, another record 13 bills attacking transgender youth passed into law. 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. The CEI will now require that at least one company training, provided to all employees, that addresses LGBTQ+ intersectionality within the workplace. 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 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. Criteria 3: Supporting an Inclusive Culture & Corporate Social Responsibility. The policies must create a more gender-inclusive atmosphere for all employees. 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. It gets our teams excited to come to work each day. We guide the analyst . The following dates are intended for planning purposes and subject to change: Watch this recording to learn more about the updates and improvements we're making to the CEI for the 2023 cycle. Discusses strategies for implementing the four components of the Corporate Equality Index into a company for each state. We need to respectfully challenge and move beyond lip service in two key areas. It can be represented with the accounting equation : Assets -Liabilities = Equity. LGBTQ Equality" is the result of scoring 100 on the nation's foremost benchmarking survey . For example, while LGBTQ+ Americans can get legally married, this lack of guaranteed protection in other domains means newly married LGBTQ+ couples are at risk for eviction from their home by a discriminatory landlord that sees their wedding photos on social media. 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). The award was posted on the HRC's recently-published Corporate . By clicking "GO" below, you will be directed to a website operated by the Human Rights Campaign Foundation, an independent 501(c)(3) entity. 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. 379 Fortune 500 employers actively participated in the 2022 CEI. Wherever credit can be verified, all ranked businesses will receive it, irrespective of their participation in the CEI survey. Mostafa Abdelguelil 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. . Its primary source of data are surveys but researchers cross-check business policy and their implications for LGBT workers and public records independently. Linda graduated from Towson University with degrees in Business Administration and Marketing Intelligence. Thank you to Robert Villaflor, Josette Matoto and Carly Fox for editorial and design guidance. Workforce Protections (30 points possible) Policy includes sexual orientation for all operations (15) Policy includes gender identity or expression for all operations (15) 2. 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. 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. 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. Inclusive Benefits (30 points possible) To secure full credit for benefits criteria, each benefit must be available to . Understanding Transgender-Inclusive Healthcare Coverage. By using this site, you agree to our use of cookies. 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. 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. (2019). 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. 108 new employers offer this coverage according to the 2022 report. Companies rated in the CEI include Fortune magazines 500 largest publicly traded businesses (Fortune 500), American Lawyer magazines top 200 revenue-grossing law firms (AmLaw 200), and hundreds of mid- to large-sized businesses that are publicly- or privately-held. 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. The HRC Foundation will continue to award partial credit to employers that have satisfied a portion of certain criterion. Feb. 27, 2023, at 2:09 a.m. Huawei Dominates MWC Mobile Tech Fair Despite US Sanctions. 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. 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). 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. 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. You'll receive email updates from HRC. More than half (57%) of LGBT+ employees believe their gender identity and . Supporting an Inclusive Culture (25 points possible). An outstanding 1,271 companies actively participated in the CEI 2022 Survey. This year Clarivate is proud to make a first appearance in the Human Rights Campaign Foundation's Corporate Equality Index (CEI)joining 1,271 major U.S. businesses that were ranked in 2022. major businesses have adopted gender transition guidelines to establish best practices in transgender inclusion for managers and teams. This years report contains 138 new businesses from over 20 industries that opted into the survey. 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. efbuidfsujgjdbuftxjuidpssfduobnftboehfoefsnbslfst "mmfotvsfuibu-(#52 qfpqmfbsfbcmfupublfpoftufqdmptfsupgvmmmfhbmboemjwfefrvbmjuz &wfobtqsphsfttjtnbef Determines the value of diversity management for the future. 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. As the national benchmarking tool measuring policies, practices and benefits pertinent to lesbian, gay, bisexual, transgender and queer (LGBTQ+) employees, the Human Rights Campaign Foundations Corporate Equality Index is a primary driving force for LGBTQ+ workplace inclusion. of rated employers in this years CEI have supplier mandates with respect to non-discrimination in place, and 99.5% of these mandates (1,087 of 1,093 companies) explicitly include sexual orientation and gender identity alongside other named categories. In 2004, the HRC Foundation identified transgender-inclusive healthcare coverage as a focus area for educational outreach and as a scored component of the CEI criteria. The Human Rights Campaign, All Rights Reserved. : advertising with LGBTQ+ content, advertising in LGBTQ+ media or sponsoring LGBTQ+ organizations and events), Philanthropic support of at least one LGBTQ+ organization or event (e.g. 100% of every HRC merchandise purchase fuels the fight for equality. 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. The Human Rights Campaign Foundation would also like to acknowledge that 2021 was the deadliest year in history for transgender and non-binary people. Rating Criteria for the Corporate Equality Index. 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. In 2021, we experienced a wave of anti-transgender state legislation: 81 bills aimed to prevent transgender youth from playing school sports consistent with their gender identity, and 43 bills to prevent transgender youth from receiving gender-affirming healthcare. To earn top ratings, these employers took concrete steps to establish and implement comprehensive policies, benefits and practices that ensure greater equity for LGBTQ+ workers and their families. of CEI-rated businesses (591 of 1,271 respondents) attended an LGBTQ+ specific recruiting event or function. 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. 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. 138 companies, from nearly every industry, participated in the CEI for the first time this year. #2 - Keller Brand Equity Model. Since 2002, the CEI has required parity between spousal and partner benefits. (she/her) In addition, the HRC Foundation assesses the availability of routine, chronic care, and transition-related medical coverage for transgender employees and dependents. To learn more, please read our Privacy Policy. In areas where more than one health insurance plan is available, at least one inclusive plan must be available. A Changing Landscape: 20 Years of Driving Adoption of Inclusive Policies. 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. 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. Employee resource groups that are focused on the LGBTQ+ workforce empower employees as change agents and promote inclusion for LGBTQ+ employees within the workplace. Specifically, where available for employees, the following benefits should all extend to transgender individuals, including for transition-related services. Individual company scores based on the CEI criteria can be found online at https://www.hrc.org/resources/employers. The Bank earns 100 percent on the Human Rights Campaign Foundation's annual assessment of LGBTQ+ workplace equality. 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. However, companies opposed (and still oppose) these discriminatory bills. , 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. This landmark ruling is among the most impactful in history for the LGBTQ+ community. lesbian, gay, bisexual, and transgender (LGBT) identities) spur innovation, which ultimately leads to higher firm performance. 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. (he/him) In addition to seeing a growth in the number of highly-rated employers, the CEI has also seen great success in the reach of the survey. 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 . The 2022 Equidad CL report will be released later this year. 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. 1. The following 15 companies have the distinction of earning top scores on three of HRC's Corporate Equality measures: the Corporate Equality Index, Equidad MX and Equidad CL: In addition to the triple winners, the following 106 companies earned top marks on both the Corporate Equality Index and Equidad MX, in our 2022 editions. Increasingly, ads with authentic images of LGBTQ+ people are featured in both LGBTQ+ media outlets and general press alike. 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. Following the unprecedented success of the CEI, many United States-based multinational companies became eager to replicate inclusive practices across their global footprint, leading to the work of the HRC Foundation expanding into the business community in the Americas. 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. #1 - David Aaker Model. Interim President 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. 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To joining HRC, Keisha practiced law for over a decade Robert Villaflor, Josette Matoto and Carly for., education or political efforts further demonstrates this commitment to broader LGBTQ+ equality award credit. Of Driving adoption of nondiscrimination policies that include sexual orientation in their employment nondiscrimination policy CEI participants ( 1,269 1,271. To come to work each day agree to our use of cookies, companies (... And collaborated with high-level government officials on workplace equality and inclusion measures what can be! Of surprises, fun, ease and inspiration at every turn, no when.