Workforce Protections (5 points possible) Policy includes sexual orientation and gender identity/gender identity or expression for all operations (5) 2. 503 leading companies are members of HRC's Business Coalition for the Equality Act, demonstrating their support for federal legislation that would provide the same basic protections to LGBTQ+ people as are provided to other protected groups under federal law. 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. 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. IN LIGHT OF POLICY AND BENEFITS expansion, the HRC Foundation has rolled out a number of studies and resources aimed at making the policies and benefits part of an everyday workplace practice of LGBTQ+ inclusion. With the CEI as a blueprint, HRC established a formal program aimed at growing LGBTQ+ inclusive practices and policies across workplaces in Mexico. Jeff Merkley (D-OR), Tammy Baldwin (D-WI), and Cory Booker (D-NJ) on February 23, 2021. 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. Tyson Foods, Inc. recently merged with Hillshire Farms in 2014 and employs around 115,000 people in total (Tyson Foods, Inc., 2014). On the Tyson Foods, Inc. company website, their mission statement made by their chairman, John Tyson, reports that: "Tyson Foods, Inc., recognizes the importance of being a responsible corporate citizen. Inclusive Benefits (50 points possible). Employee resource groups that are focused on the LGBTQ+ workforce empower employees as change agents and promote inclusion for LGBTQ+ employees within the workplace. Prior to joining HRC, RaShawn worked in corporate Human Resources roles including Learning & Development. (10), Equal health coverage for transgender individuals without exclusion for medically necessary care (25), 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 (may be 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, Integration of intersectionality in professional development, skills-based, or other training (required), Senior management/executive performance measures include LGBTQ diversity metrics, Anonymous employee engagement or climate surveys conducted on an annual or biennial basis allow employees the option to identify as LGBTQ+. The four components of the Corporate Equality Index are: 1. The Human Rights Campaign Foundation would also like to acknowledge that 2021 was the deadliest year in history for transgender and non-binary people. 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. 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. Determines the value of diversity management for the future. The index is a national benchmarking tool on corporate policies and practices relevant to LGBTQ+ employees. 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. Equity: Generally speaking, equity is the value of an asset less the amount of all liabilities on that asset. The CEI helps guide the wide-scale adoption of LGBTQ+-specific practices and language within existing business structures. No matter the rating, any business that participates in the CEI is taking on a transparent, credible process of LGBTQ+ inclusion. In addition, equitable benefits structures align with the principle of equal compensation for equal work. 138 companies, from nearly every industry, participated in the CEI for the first time this year. Linda graduated from Towson University with degrees in Business Administration and Marketing Intelligence. 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. 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. The company donated $1,095,500 . We would like to express our gratitude to all our HRC colleagues for their collaboration, teamwork and support. of CEI rated employers explicitly include gender identity as a part of their nondiscrimination policy. Understanding Brand Equity. 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. Benefits for same-sex partners 3. (he/him) UnitedHealthcare (retired). She also served as Chief Negotiator in bargaining and collaborated with high-level government officials on workplace equality initiatives. 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. The most considerable progress measured over the 20-year history of the CEI, which has also been reflected in this 20th edition, is the wide-scale adoption of transgender-inclusive initiatives by participating businesses. Transgender Inclusion in the Workplace: Accelerating Progress. 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. AT&T, Corey Smith A full 91 percent of the Fortune 500 including both companies that participate in the CEI survey and those that do not have gender identity protections enumerated in their nondiscrimination policies (up from 3 percent in 2002). 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. 1. 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. For example, where businesses enumerate federally protected categories of workers in their non-discrimination policies (e.g. While marriage equality is undoubtedly a monumental step toward full equality, LGBTQ+ individuals remain at risk for discrimination in many other aspects of daily life. GE, Carlos Orta Following the first CEI report, seven companies continued to maintain a score of 100% each year, resulting in the 2022 CEI earmarking the 20th year of perfect scoring for these companies. 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. Senior management/executive performance measures include LGBTQ+ diversity metrics. 138 companies, from nearly every industry, participated in the CEI for the first time this year. Interim President 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. Learn more at www.hrc.im/GlobalWorkplacePrograms. Before joining HRC, Linda's background was in the mortgage and healthcare industries. Rates of litigation, upon implementation, are consistent with other protected classes. 108 new employers offer this coverage according to the 2022 report. Notably, 97 percent of the entire CEI universe of businesses offer explicit gender identity non-discrimination protections (up from 5 percent in 2002). 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. SAS. Working hand-in-hand with both U.S.-based and international businesses, HRC made the case that inclusion efforts did not have to be contained to any one border. 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 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. Together, these seven companies represent a U.S. workforce that totals over 350,000 full-time employees. #1 - Consumer Perception. To view employer score details, please visit www.hrc.org/cei/search. Disney's efforts in satisfying all of . 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. 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. 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. 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 CEI is a national benchmarking survey and report that measures and tracks corporate policies and practices related to LGBTQ+ workplace equality. Grant Thornton earns 100% on Human Rights Campaign Foundation's annual assessment of LGBTQ+ workplace equality CHICAGO For the fifth straight year, Grant Thornton LLP received a score of 100% on the Human Rights Campaign Foundation's 2021 Corporate Equality Index (CEI), the nation's foremost benchmarking survey and report measuring corporate policies and practices related to LGBTQ+ . 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. Determines the value of diversity management for the future. Corporate giving to organizations promoting LGBTQ+ health, education or political efforts further demonstrates this commitment to broader LGBTQ+ equality. The bottom line is undeniable in a global marketplace, equality knows no borders. For example, this criteria will now require hormone blockers for youth and surgical revision/repair, among other additional medical services and treatment. Launched in 2002, the HRC Foundation's Corporate Equality Index has become a roadmap and benchmarking tool for U.S. businesses in the evolving field of lesbian, gay, bisexual, transgender and queer equality in the workplace. Inclusive Benefits (30 points possible) To secure full credit for benefits criteria, each benefit must be available to . "When the Human Rights Campaign Foundation created the CEI 20 . 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. In the 20-year history of the Corporate Equality Index, survey data has explicitly shown that having an inclusive workplace is beneficial to a companys success. 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. Thank you to Jay Brown, Senior Vice President for Programs, Research and Training and Ty Cobb, Senior Director, Strategic Initiatives and Research at the Human Campaign Foundation for their leadership and stewardship of the Workplace Equality Program. In terms of benefits, the HRC Foundation evaluates employers on the provision of health insurance coverage for same- and different-sex spouses and partners. A CEI rating is one key evaluation metric, among others, in assessing the LGBTQ+ inclusiveness of any employer or provider of goods or services. In areas where more than one health insurance plan is available, at least one inclusive plan must be available. In addition to the CEI, the Workplace Equality Program researches, develops, and advocates for greater equity and inclusion for LGBTQ+ workers at the federal, state, and local levels, and provides support to employers seeking to enhance LGBTQ+ inclusion through education, training, policy, and consulting assistance. 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. Discusses strategies for implementing the four components of the Corporate Equality Index into a company for each state. 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. The Human Rights Campaign Foundation understands the dedication to LGBTQ+ inclusion that is required for a company to score 100% on the CEI for the entirety of the reports 20-year history and would like to use this 20th-anniversary edition to sincerely show appreciation for the companies that have done so. Each year the Human Rights [] Vice President and Corporate Secretary We combined the four items into a Supervisor/Team Leader Equity Index that ranges from a low of 1 to a high of 6, with higher scores indi- cating greater perceptions of supervisor/team leader equity. In this role, she facilitates the global workplace equality initiatives and provides logistical support for the entire Workplace Equality Program team. of CEI participants (1,269 of 1,271 respondents) documented that they include sexual orientation in their employment nondiscrimination policy. Many large employers have formally recognized employee resource groups (also known as an employee network, business resource or affinity groups) for diverse populations of their workforce, including women, people of color, veterans, parents, people of varied abilities and LGBTQ+ & Allied people. Across the country, 44 religious refusal bills were filed including about a dozen so-called Religious Freedom Restoration Act (RFRA) bills and a dozen more bills that would allow for religious refusals, including against LGBTQ+ patients, in medical care. Discusses strategies for implementing the four components of the Corporate Equality Index into a company for each state. Other benefits available for other medical conditions are also available to transgender individuals. Witeck Communications, Inc. Alex Rhodes(he/him)Global Diversity & Inclusion Executive and Enterprise LGBTQ* Strategy LeadBank of America. 1. We look forward to the inclusion of this data in the 21st edition of the Corporate Equality Index. of CEI-rated businesses (591 of 1,271 respondents) attended an LGBTQ+ specific recruiting event or function. Discusses strategies for implementing the four components of the Corporate Equality Index into a company for each state. Abercrombie & Fitch, Willard L. McCloud, III(he/him)Vice President - Diversity, Equity and InclusionZimmer Biomet, Karen Morgan(she/her/they/them) 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. 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. 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. 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 . Additionally, we argue that these decisions could have been made within companies that have been hit differently by the COVID-19. Richard Clark The entirety of HRCs organizational framework is dedicated to creating and supporting services, programs, and resources to further the advancement of diversity, equity, and inclusion in the LGBTQ+ community. Corporate Social Responsibility (20 points possible). ARLINGTON, January 27, 2022 WTW (NASDAQ: WTW), a leading global advisory, broking and solutions company, 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 measuring corporate policies and . To earn top ratings, employers took concrete steps to . The data doesnt lie - being an LGBTQ+ inclusive1 employer positively impacts recruitment, retention, engagement and, overall, total revenue. By using this site, you agree to our use of cookies. For companies with operations outside of the U.S., the policy must be extended across the global workforce. In 2009, the HRC Foundation announced a major change to what would be the 2012 CEI criteria. Visitors walk past the Huawei booth during the Mobile World Congress 2023 in Barcelona, Spain, Monday, Feb . The number of employers officially rated has expanded from 319 original participants to a current participant count of 1,271, encompassing all major industry sectors. 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. (he/him) of CEI-rated employers (1,182 of 1,271 respondents) offer a a robust set of practices (at least three efforts) to support organizational LGBTQ diversity competency. Findings in the 2022 CEI report are based on the 1,271 officially rated businesses. 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. 1. 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. #2 - Keller Brand Equity Model. 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. More than half (57%) of LGBT+ employees believe their gender identity and . The HRC Foundation may have rated businesses that did not submit a survey for a 2022 rating if the business has submitted a survey in previous years and the information is determined to be accurate, or, if the HRC Foundation has obtained sufficient information to provide an individual rating. The CEI is the nation's foremost benchmarking survey and report measuring corporate policies and practices related to LGBTQ workplace equality. Domestic partner benefits do not only serve same-sex couples. 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. 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. This is an important first step in measuring our progress towards LGBTQ+ workplace equality. However, companies opposed (and still oppose) these discriminatory bills. The policies must create a more gender-inclusive atmosphere for all employees. Linda Ochoa (she/her) is the Assistant for the Workplace Equality Program at the Human Rights Campaign Foundation. , total revenue provision of health insurance plan is available, at least one inclusive plan be! And healthcare industries adoption of LGBTQ+-specific practices and language within existing business structures other!, please visit www.hrc.org/cei/search are focused on the LGBTQ+ workforce empower employees as change agents promote. Implementing the four components of the Corporate Equality Index into a company for each.... Tool on Corporate policies and practices related to LGBTQ+ employees practices related to LGBTQ+ employees the... 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