Keisha Williams (she/her) is the Human Rights Campaign Foundations Director of the Workplace Equality Program. 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. Other benefits available for other medical conditions are also available to transgender individuals. 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. Employee resource groups that are focused on the LGBTQ+ workforce empower employees as change agents and promote inclusion for LGBTQ+ employees within the workplace. Strategy #1: Create a Candidate-Focused Career Site. 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. #1 - Consumer Perception. 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). You can unsubscribe at any time. 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. 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. Addressing the gap in training and education materials, the toolkit includes scenario-based learning that uses real life examples from HRCs work with businesses to illuminate the everyday experiences of transgender workers on the job. The Corporate Equality Index has become a quintessential achievement for the Human Rights Campaign Foundation. Before joining HRCF, Raina began their professional career conducting research on gender equity in education and the workplace. The Corporate Equality Index is a project of the Workplace Equality Program at the Human Rights Campaign Foundation. 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 four components of the Corporate Equality Index are: 1. Keisha attained her Juris Doctor degree from the University of Maryland School of Law. 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. 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. 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. UnitedHealthcare (retired). The inaugural edition of the CEI included 319 participants, with 13 companies achieving top scores. : 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. of CEI participants (975 of 1,271 respondents) documented that they provide inclusive benefits for same- and different-sex spouses and partners. The elite distinction is the result of a cross-functional effort led by Impossible Pride, Impossible Foods' LGBTQ+ . 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+ . This means that employers at over 1,200 companies agreed to have their policies and benefits analyzed by the Human Rights Campaign Foundation, and that over 800 of those organizations have successfully incorporated equitable practices that ensure their employees can thrive and live life authentically. These resources and additional materials to help employers close the gap between inclusive policy and practice can be found at www.hrc.org/transtoolkit. With the CEI as a blueprint, HRC established a formal program aimed at growing LGBTQ+ inclusive practices and policies across workplaces in Mexico. 2 HRC CORPORATE EQUALITY INDEX 2003 THE CRITERIA The Human Rights Campaign Foundation's Corporate Equality Index is a simple and effective tool to rate large American businesses on how they are treating gay, lesbian, bisexual and transgender employees, consumers and investors. 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 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. 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. 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). 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. 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 goal of the CEI is to move the goalpost regarding equality so that members of the transgender community are not simply given access to healthcare, but can readily receive services, treatment, and care without obstacles. , Over the last seven years, countless companies in all 50 states have spoken out against attempts to undermine LGBTQ+ civil rights. Today, the Human Rights Campaign announced the results of their annual Corporate Equality Index, and for the fifth consecutive year EA is proud to have received a 100% rating from the survey. Pharmaceutical coverage (e.g., for hormone replacement therapies), Coverage for medical visits or laboratory services, Coverage for reconstructive surgical procedures related to sex reassignment, Supporting an Inclusive Culture & Corporate Social Responsibility (40 points possible). Discusses strategies for implementing the four components of the Corporate Equality Index into a company for each state. 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. Who are the experts? 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. Non-discrimination policies 2. 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. When the Corporate Equality Index first launched in 2002, there were a total of 319 participants. Chief Accounting Officer Employers were not rated until all appropriate information had been gathered and verified to the greatest extent possible. 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. No matter the rating, any business that participates in the CEI is taking on a transparent, credible process of LGBTQ+ inclusion. This years report contains 138 new businesses from over 20 industries that opted into the survey. 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. Employers recognize that beyond the letter of a policy, additional programming and educational efforts are necessary. Jackson Lewis PC, Scott Sapperstein UL earns 100% on the Human Rights Campaign annual scorecard on LGBTQ+ workplace equality. Allocation of Resources. 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-rated businesses (a record 1,160 of 1,271 respondents) offer at least one transgender-inclusive plan option with current market standard coverage. 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. major businesses have adopted gender transition guidelines to establish best practices in transgender inclusion for managers and teams. "When the Human Rights Campaign Foundation created the CEI 20 . Exceptions to this policy are made on a case-by-case . Employee inclusion. Warner Music MxicoCurrently, HRC and its partners are still in the process of collecting data regarding companies that have operations in Argentina and Brazil and, therefore, can participate in Equidad AR and/or Equidad(e) BR. 662 major businesses have adopted gender transition guidelines to establish best practices in transgender inclusion for managers and teams. The remaining 28 states offer either no LGBTQ+ non-discrimination protections or in some way exclude a key group from their laws, leaving these groups without legislative protection. We seek the inclusion of the LGBTQ+ community in these external engagement efforts. Experts are tested by Chegg as specialists in their subject area. The 20th-anniversary edition of the CEI now includes over 1,200 participants and more than 800 top scorers. To learn more, please read our Privacy Policy. We would like to express our gratitude to all our HRC colleagues for their collaboration, teamwork and support. These questions work to assess three categories of criteria, which are outlined in more detail in the Scoring Criteria section. LGBTQ+ Employee Resource Group or Diversity Council. 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!. 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 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. 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. To this effort, in 2016, the Corporate Equality Index criteria were expanded to require that companies with global operations extend their nondiscrimination policies across all their operations. The web-based survey included links to sample policies and other guidance, found on the HRC Foundation website. NJ Companies' Workplace Policies Scored in New Equality Index On Mar 28, 2019. 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. Prior to joining HRC, Keisha practiced law for over a decade. 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. 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. Accordingly, we will be raising the bar for CEI participants in 2023 to reflect new opportunities companies can seize to support their LGBTQ+ workers. 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the four components of the corporate equality index
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