January 27, 2022. NORTHBROOK, ILLINOIS Jan. 27, 2021 UL, the global safety science leader, proudly announced that it earned a score of 100% on the Human Rights Campaign (HRC) Foundations 2022 Corporate Equality Index (CEI). This years report contains 138 new businesses from over 20 industries that opted into the survey. 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. You'll receive email updates from HRC. A businesss non-discrimination policies should not be limited to human resources or diversity and inclusion. 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). 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. Even as progress is made, as of the time of this report, only 22 states (and the District of Columbia) offer full LGBTQ+ non-discrimination protections to their residents. 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. It is our pleasure, as it has been in years past, to continue our work for years to come. Learn more at www.hrc.im/GlobalWorkplacePrograms. (2019). Because of the negativity surrounding LGBTQ+ inclusion in the early years of the report, the companies that scored 100% on the CEI in those years were, markedly, ahead of their time. , Employers were not rated until all appropriate information had been gathered and verified to the greatest extent possible. Strategy #1: Create a Candidate-Focused Career Site. 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. 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. 138 Newly rated companies. The Corporate Equality Index ( CEI) holds companies to a high standard of LQBTQ+ inclusivity. We recognize that this acronym is U.S.-centric and that communities around the world recognize different identities and acronyms. 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. major businesses have adopted gender transition guidelines to establish best practices in transgender inclusion for managers and teams. The HRC Foundations CEI rating system is designed for mid- to large-sized businesses (500 full-time employees and above) and divided into three key categories of criteria: Launched in 2002, the CEI is the first internationally recognized benchmarking report for businesses to gauge their level of LGBTQ+ workplace inclusion against competitors. 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 bill also prohibits discrimination in public spaces and services and protects against discrimination in the receipt of federal funding on the basis of sex, sexual orientation, and gender identity. With many multinational companies employing persons outside of the United States, HRC encouraged CEI participants to consider how their adopted inclusive policies and practices could and would impact their workforces in countries with less tolerant legal and cultural stances towards LGBTQ+ communities. Employee inclusion. Debunking the Myths: Transgender Health and Well-Being, U.S. Federal Government Employment Policies, Policy includes sexual orientation and gender identity/gender identity or expression for all operations (5), Equivalency in same- and different-sex spousal medical and soft benefits (No points awarded), Equivalency in same- and different-sex domestic partner medical and soft benefits (10), Equivalency in spousal and domestic partner family formation benefits regardless of sex. Four LGBTQ+ Internal Training and Accountability Efforts (5)Businesses must demonstrate a firm-wide, sustained and accountable commitment to diversity and cultural competency, including at least four of the following elements: c. Transgender Inclusion Best Practices (5), d. Employee Group OR Diversity Council (10), 4. 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. 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. Vice President and Corporate Secretary The inaugural edition of the CEI included 319 participants, with 13 companies achieving top scores. 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. 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 20th-anniversary edition of the CEI now includes over 1,200 participants and more than 800 top scorers. The index is a national benchmarking tool on corporate policies and practices relevant to LGBTQ+ employees. Employers recognize that beyond the letter of a policy, additional programming and educational efforts are necessary. 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 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. 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 . a. "Building equality in our workplace by empowering, supporting, developing and advancing the careers of our associates enriches our culture and ensures we drive The Human Rights Campaign uses cookies to improve your site experience. (he/him)Senior Vice President, Environment Social & Governance The Corporate Equality Index is a project of the Workplace Equality Program at the Human Rights Campaign Foundation. Equitable policies and benefits are critical to LGBTQ inclusion in the workforce but alone are not sufficient to support a truly inclusive culture within a workplace. 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. 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 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. Human Rights Campaign Foundations Corporate Equality Index is the national benchmarking tool on corporate policies, practices and benefits pertinent to lesbian, gay, bisexual, transgender and queer employees. First, the minimal services and treatment for transgender-inclusive healthcare will now be more robust. Expert Answer. NIKE, Steve Smotherman Rating Workplaces on Lesbian, Gay, Bisexual, Transgender and Queer Equality. Human Rights Campaign Foundation. HRCs dedication, focus, and drive to make workplaces and our broader society a more diverse, inclusive, and safe environment for the LGBTQ+ community is unwavering. Committed to being a great workplace, Baird ranked No. 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. 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. of CEI-rated employers (1,182 of 1,271 respondents) offer a robust set of practices (at least three efforts) to support organizational LGBTQ+ diversity competency. Discusses strategies for implementing the four components of the Corporate Equality Index into a company for each state. CFM Operations Manager 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. Rating Criteria for the 2023 CEI. This criteria adjustment reflects a 20-year history of observation, learning, and growth that the HRC is proud to continue to this day. Corporate giving to organizations promoting LGBTQ+ health, education or political efforts further demonstrates this commitment to broader LGBTQ+ equality. Non-discrimination policies 2. The HRC Foundation's CEI rating system is designed for mid- to large-sized businesses (500 full-time employees and above) and divided into three key categories of criteria: Nondiscrimination policies across business entities; Equitable benefits for LGBTQ+ workers and their families; 379 Fortune 500 employers actively participated in the 2022 CEI. of CEI rated employers explicitly include sexual orientation as a part of their nondiscrimination policy. In addition, equitable benefits structures align with the principle of equal compensation for equal work. While many of these recruiting events went in virtual 2020, CEI-rated businesses remained engaged. 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. 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. Models Of Brand Equity. In total, the CEI 2022 contains official ratings for 379 Fortune 500 businesses, 573 Fortune 1000 businesses, 166 law firms and 726 additional major businesses. Assistant Vice President, Public Affairs & Strategic Alliances We need to respectfully challenge and move beyond lip service in two key areas. 100% of every HRC merchandise purchase fuels the fight for equality. Tyson Foods, Inc. recently merged with Hillshire Farms in 2014 and employs around 115,000 people in total (Tyson Foods, Inc., 2014). 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. 67 percent of the Fortune 500 and 86 percent of all CEI-rated businesses (1,088 of 1,271) offer transgender-inclusive health insurance coverage, up from 0 per cent in 2002 22 times as many businesses as in 2009. 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. a. While awareness of barriers to transgender healthcare coverage steadily increased, a majority of CEI-rated businesses plateaued in offering mental healthcare coverage and/or short-term leave for surgical procedures and did not mitigate exclusions related to other medically necessary treatments. In 2009, the HRC Foundation announced a major change to what would be the 2012 CEI criteria. She is licensed to practice law in Maryland and the District of Columbia. Recognition designates Emerson among 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 . If a business was found to have a connection with an anti-LGBTQ+ organization or activity, the HRC Foundation contacted the business and provided it with an opportunity to respond and, to the best of its ability, to mitigate the harm done and ensure that no such action would occur in the future. The components for Corporate Equality Index applied by both state, that is Florida and Georgia entails the approaches such as equitable benefits for LGBTQ employees and their families, non-discrimination policies across the organizations, internal accountability, internal education, and public commitment to LGBTQ equality. Workforce Protections (5 points possible) Policy includes sexual orientation and gender identity/gender identity or expression for all operations (5) 2. To view employer score details, please visit www.hrc.org/cei/search. #2 - Keller Brand Equity Model. 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. (she/her) Council Co-Chair 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. Determines the value of diversity management for the future. 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. Lee, C. (2019). Wherever credit can be verified, all ranked businesses will receive it, irrespective of their participation in the CEI survey. Be sure the presentation displays proper grammar, spelling, punctuation, sentence structure, and credible sources cited in APA format. In addition, the HRC Foundation assesses the availability of routine, chronic care, and transition-related medical coverage for transgender employees and dependents. 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. Diversity is an essential component of our corporate values and is tightly integrated into our business strategy. For companies with operations outside of the U.S., the policy must be extended across the global workforce. of CEI rated employers explicitly include gender identity as a part of their nondiscrimination policy. According to McWilliams et al. To learn more, please read our Privacy Policy. These vulnerabilities continue to create barriers for many LGBTQ+ Americans to exercise their legal right to marry. Forty New Jersey businesses are among America's leading companies and law firms meeting strengthened criteria to meet the evolving needs of the lesbian, gay, bisexual, transgender and queer (LGBTQ) community around the world, according to the 2018 Corporate Equality Index (CEI) released by the Human Rights . Mostafa Abdelguelil 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. In this role, she facilitates the global workplace equality initiatives and provides logistical support for the entire Workplace Equality Program team. The Human Rights Campaign Corporate Equality Index has awarded Tesla as one of 2021's Best Places to Work for LGBTQ Equality. The HRC Foundation is committed to keeping the criteria for the CEI rigorous, fair and transparent by identifying emerging best practices that improve the experiences of LGBTQ employees of participating businesses. 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. 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. This requirement sets the standards around responsible foundational giving and ensures that a top-rated business does not provide philanthropic support to organizations whose values do not align with theirs. This year, of the 1,160 businesses with at least one inclusive plan, 1,088 also eliminated all exclusions across plans. Workforce Protections (5 points possible), 2. (he/him) The HRC Foundation will continue to award partial credit to employers that have satisfied a portion of certain criterion. In areas where more than one health insurance plan is available, at least one inclusive plan must be available. 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 candidate experience, from the very first moment, harms underrepresented groups. That quest to bring joy is at the center of every business decision we make. 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 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. Clearly enumerated nondiscrimination protections based on sexual orientation and gender identity are essential to LGBTQ+ workforce equity and inclusion. Outreach or Engagement with LGBTQ+ Community. 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. A Changing Landscape: 20 Years of Driving Adoption of Inclusive Policies. The index is made up of four sub-components including economic participation, education, health, and political empowerment as well as providing a selection of contextual . Businesses see advantages in going public with their commitment to equality, including: Professional events such as the annual Out & Equal Workplace Summit, the Lavender Law Conference, and the Reaching Out MBA (ROMBA) Conference and Career Expo are filled with highly-rated CEI employers looking to attract diverse employees. View Resource. Specifically, where available for employees, the following benefits should all extend to transgender individuals, including for transition-related services. 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. The information required to generate CEI ratings for businesses is difficult to ascertain from public records alone. 108 new employers offer this coverage according to the 2022 report. of CEI-rated employers (984 of 1,271 respondents) have Managers/Supervisors undergo training that includes gender identity and sexual orientation as discrete topics (this may be a part of a broader training), and provides definitions or scenarios illustrating the policy for each. Since its inception, the pioneering program modeled after HRCs Corporate Equality Index has experienced substantial growth in promoting LGBTQ+ inclusive workplaces throughout the country. Understanding Brand Equity. Larcker, Richardson and Tuna (2007) and Dey (2008) are exceptions. HRC acquired the glvIndex in 2001, renamed it and slightly modified the system. 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. SAS. HRC, its partners, and supporters will continue to work toward the goal of all 50 states having LGBTQ+ non-discrimination protections written into law. The CEI will now require that at least one company training, provided to all employees, that addresses LGBTQ+ intersectionality within the workplace. The CEIs Corporate Social Responsibility criteria 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. When working in different communities, we adjust our language to reflect local customs. Before joining HRCF, Raina began their professional career conducting research on gender equity in education and the workplace. Companies continue to amplify their global LGBTQ+ inclusion efforts through the targeted expansion of equitable benefits and inclusive practices. (she/her/they/them)(Business Council Co-Chair)Chief Executive Officer The toolkit includes the HRC Foundations best practice guidance on transgender inclusive policies and practices (including sample policies) as well as guidance for implementing transgender-inclusive healthcare benefits. In the 2022 CEI, 842 employers achieved a top score of 100 and earning the coveted title of Best Place to Work for LGBTQ+ Equality.. The HRC Foundation proactively evaluates these 112 Fortune-ranked companies for two key reasons: Because LGBTQ+ workers and prospective employees must navigate the gaps in federal and state protections that affect their employment decisions, our staff assesses the research on these non-surveyed businesses through this same lens, ascertaining what we can from publicly available information and applying those findings to our CEI criteria. 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. 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