of employee groups reported in the CEI (1,013 of 1,046) are sponsored by an executive champion. These two newest programs, Equidad AR and Equidade BR, were created in partnership with Instituto de Polticas Pblicas LGBT (AR), Instituto Mais Diversidade (BR), and Forum de Empresas de Direitos LGBTI+ (BR) to recognize employers in Latin American countries that are committed to adopting critical LGBTQ+ inclusive policies and practices for their employees and assisting in the global advancement of LGBTQ+ equality. Jackson Lewis PC, Scott Sapperstein 100% of every HRC merchandise purchase fuels the fight for equality. Our . Findings in the 2022 CEI report are based on the 1,271 officially rated businesses. 32 on the 2021 Fortune 100 Best Companies to Work For list - its 18 th consecutive year on the list. lesbian, gay, bisexual, and transgender (LGBT) identities) spur innovation, which ultimately leads to higher firm performance. Although there has been great progress seen in the area of LGBTQ+ issues, there is still much work left to be done. Driving a sea change in the adoption of nondiscrimination policies including gender identity. 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. More than 242 employers earned top ratings and the HRC Foundations designation of Best Places to Work for LGBTQ+ Equality or Mejores Lugares para Trabajar LGBTQ+'' in the 2022 HRC Equidad MX report. 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. Keisha still serves as an adjunct professor of law at the University of Maryland School of Law, where she teaches Labor Law. 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 . 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. Policy includes sexual orientation for all operations, b. Raina Nelson (they/them) is the Senior Manager of the Corporate Equality Index for the Human Rights Campaign Foundation and co-author of the CEI. 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. Richard Clark Historically, the CEI had a mechanism to account for foundational corporate giving to any organization whose explicit mission included efforts to undermine LGBTQ+ equality. In addition, the bill provides protections from discrimination in housing, credit, and jury service for LGBTQ+ people. Non-discrimination policies 2. Recognition designates Emerson among Best Places to Work for LGBTQ Equality. The index is a national benchmarking tool on corporate policies and practices relevant to LGBTQ+ employees. The CEI continues to reflect best practices for LGBTQ+ workers and their families. An outstanding 1,271 companies actively participated in the CEI 2022 Survey. As Deputy Director, RaShawn leads the teams work to create tools for employers to deepen their LGBTQ+ inclusion efforts including training & education programs, policy guidance and employee engagement resources. This criteria adjustment reflects a 20-year history of observation, learning, and growth that the HRC is proud to continue to this day. 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. These vulnerabilities continue to create barriers for many LGBTQ+ Americans to exercise their legal right to marry. With the 2022 CEI, 56 percent of rated companies have global operations and over 99 percent extend those protections globally. 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. (2006), the four components of corporate social responsibility . The Human Rights Campaign uses cookies to improve your site experience. This year marks the Human Rights Campaign Foundations (HRCF) 20th edition of the Corporate Equality Index (CEI), the premier survey benchmarking tool on how corporations across the United States and beyond are adopting equitable workplace policies, practices and benefits for LGBTQ+ employees. These companies are also deepening employee engagement efforts by expanding employee resource groups for LGBTQ+ workers and their allies. We guide the analyst . 100% of every HRC merchandise purchase fuels the fight for equality. This guide must include contact information for relevant and related organizations and/or persons of interest, a full breakdown of the appeals process, a detailed FAQ, and must, ultimately, be comprehensive in its nature. 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. (he/him) 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 . 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. 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. To secure full credit for benefits criteria, each benefit must be available to all benefits-eligible U.S. employees. 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. Who are the experts? Determines the value of diversity management for the future. GE, Carlos Orta John Barry 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. Plan documentation must be readily available to employees and must clearly communicate inclusive insurance options to employees and their eligible dependents. To learn more, please read our Privacy Policy. Linda graduated from Towson University with degrees in Business Administration and Marketing Intelligence. From now on, companies must mandatorily offer gender transition guidelines. You'll receive email updates from HRC. 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. of CEI-rated businesses (591 of 1,271 respondents) attended an LGBTQ+ specific recruiting event or function. Objective Setting. Capital One. Accenture Ltd. Lanaya Irvin These businesses are enjoying a multitude of benefits, including a supply chain that better reflects the diverse communities in which they operate, and in turn, garnering sharper innovation and business solutions. (she/her/they/them)(Business Council Co-Chair)Chief Executive Officer 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. 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. In addition, companies must have one overarching policy on gender inclusivity which includes dress codes, restrooms and facilities, or pronoun and chosen name usage in the workplace (email signatures/meeting/onboarding). 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. Apart from actual wages paid, benefits can account, on average, for approximately 30 percent of employees overall compensation (BOL 2019). We recognize that this acronym is U.S.-centric and that communities around the world recognize different identities and acronyms. Additionally, we argue that these decisions could have been made within companies that have been hit differently by the COVID-19. This core issue is rarely addressed in corporate governance research. a. Tyson Foods, Inc. recently merged with Hillshire Farms in 2014 and employs around 115,000 people in total (Tyson Foods, Inc., 2014). It can be represented with the accounting equation : Assets -Liabilities = Equity. a. Anonymous employee engagement or climate surveys conducted on an annual or biennial basis allow employees the option to identify as LGBTQ+. Committed to being a great workplace, Baird ranked No. Like the glvIndex before it, the HRC Corporate Equality Index is The fit between the observable proxy or "construct" (the governance index) and the underlying concept (governance) is known as construct validity. 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. 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. 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. 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. 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. For the second year in a row, the company was recognized in the Human Rights Campaign Foundation's 2022 Corporate Equality Index (CEI), the standard for measuring policies and practices that promote a LGBTQ-inclusive workplace. These resources and additional materials to help employers close the gap between inclusive policy and practice can be found at www.hrc.org/transtoolkit. 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. When working in different communities, we adjust our language to reflect local customs. 4. (he/him/el) Ultimately, businesses invest in organizational competency programs because: Many employers integrate educational programs into already existing diversity and inclusion programs. 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. Strategy #1: Create a Candidate-Focused Career Site. We reviewed their content and use your feedback to keep the . The bill awaits consideration by the full Senate. NIKE, Steve Smotherman Invitations for the CEI 2022 survey were emailed and mailed in May of 2021 and responses were due back in August of 2021. 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+ . 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. Criteria 3: Supporting an Inclusive Culture & Corporate Social Responsibility. Fortune 500-ranked businesses that, after multiple invitations, have never responded to the CEI survey were evaluated independently and have designated unofficial ratings listed in gray in Appendix A. We join the ranks of 767 major U.S. businesses that also earned top marks . This is an important first step in measuring our progress towards LGBTQ+ workplace equality. The candidate experience, from the very first moment, harms underrepresented groups. The CEI will now require that at least one company training, provided to all employees, that addresses LGBTQ+ intersectionality within the workplace. 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. Despite the disruption of the COVID-19 epidemic and the cancellation of in-person events worldwide, CEI-rated businesses followed through on their commitments to LGBTQ+ community engagement throughout the year largely by leveraging online and virtual engagement platforms. The Equality Act creates clear, consistent protections to prohibit discrimination on the basis of sexual orientation and gender identity in employment ensuring that LGBTQ+ employees are hired, fired, and promoted based on their performance. NEW YORK; Sept. 16, 2019 - For the second consecutive year, Accenture (NYSE: ACN) has been ranked the No. 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. 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. 138 Newly rated companies. 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. The Corporate Equality Index is a measurement tool that assesses the degree to which LGBTQ individuals are included in corporate America Businesses are rated on a scale from 0 to 100, with a certain number of points awarded for meeting each criterion. 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. (NYSE: HUM), proudly announced that it received a score of 100 on the Human Rights Campaign Foundation's 2022 Corporate Equality Index, the nation's foremost benchmarking survey and report . 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. Thank you to Alec Carrasco and Christal Jones for their database knowledge and expertise. 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. Lesbian, gay, bisexual, transgender and queer people continue to face discrimination in employment because of their sexual orientation and/or gender identity, creating a need for explicit nondiscrimination policies. of CEI-rated employers (620 of 1,271 respondents) include LGBTQ+ diversity metrics as part of senior management/executive leadership performance standards. of CEI-rated businesses (1,021 of 1,271 respondents) have written giving guidelines that prohibit philanthropic support of non-religious organizations with an explicit policy of discrimination towards LGBTQ+ people. RaShawn Hawkins, SHRM-CP (she/her) is the Deputy Director of the Workplace Equality Program at the Human Rights Campaign Foundation. The areas that will be assessed for equality include: Cryopreservation (egg freezing for non-medical reasons); Infertility treatment coverage (outside of in-vitro fertilization); Fertility/in-vitro fertilization coverage; and. Best Places to Work for LGBTQ+ Equality 2022. For the fifth consecutive year EA has received a 100% rating by the Human Rights Campaign on their annual Corporate Equality Index survey. (he/him) Employees who do not identify as LGBTQ+ themselves, but are invested in workplace inclusion and equality, are increasing their numbers within ERG ranks. HRC Foundation staff provided additional assistance and direct consultation throughout the process and reviewed submitted documentation (required within each section) for appropriate language and consistency with survey answers. Michael Hart, president of the American Chamber of Commerce in China, discusses the results of its annual business climate survey. (he/him) Since its launch in 2002, employees, consumers and investors have used the CEI as a comprehensive tool to determine what a companys policies are before they accept a job, buy a product or invest their money. Data from the CEI tells the story of nearly two decades of year over year growth in the adoption of these critical policies and practices indicative of employers' commitment to equality. In the absence of sexual orientation and gender identity protections through federal and consistent state law, LGBTQ+ individuals remain vulnerable to discrimination in housing, access to public places, federal funding, credit, education, jury service, and, in some cases, employment (for employees not covered under Title VII). 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 uses cookies to improve your site experience. (she/her) 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. Employee inclusion. 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. To obtain full credit in this criterion, employers must show at least three types of organizational competency programming. 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. 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. 379 Fortune 500 employers actively participated in the 2022 CEI. 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. Raina graduated from New College of Florida with a Bachelors degree in Political Science with a focus on the intersection of social identity and U.S. political ideology. 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. REDWOOD CITY, Calif. -- Impossible Foods Inc. received a perfect score of 100% on the Human Rights Campaign Foundation's 2021 Corporate Equality Index, the nation's foremost benchmarking report on corporate equity and policy. The 20th-anniversary edition of the CEI now includes over 1,200 participants and more than 800 top scorers. We are thrilled about the progress that we have made over the last 20 years and recognize that the work must continue. 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. While this historically bad year has been the backdrop of the 2021 legislative session, 44 new pro-equality laws were also passed. 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 HRC Foundation has always held businesses accountable for the types of organizations receiving their philanthropic dollars. Businesses unwilling to do so would have been penalized 25 points from their overall rating through Criterion 4. Companies were rated on a scale of 0 percent to 100 per- 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. THE HUMAN RIGHTS CAMPAIGN FOUNDATION IS proud to recognize the following 842 businesses that met all the criteria to earn a 100 percent rating and the designation of being a 2022 Best Place to Work for LGBTQ+ Equality. Top-rated CEI employers come from nearly every industry and region of the United States. In addition, the HRC Foundation assesses the availability of routine, chronic care, and transition-related medical coverage for transgender employees and dependents. Moving forward, the CEI will contain scored criteria around family formation that ensure that same- and different-sex legal spouses and domestic partners have equal access to family formation benefits. Increasingly, ads with authentic images of LGBTQ+ people are featured in both LGBTQ+ media outlets and general press alike. We look forward to our continued partnership over the years to come. The four components help in addressing the. 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. Corporate Equality Index. If a business had previously participated in the CEI, surveys were first sent to the individual(s) responsible for prior submissions. The Human Rights Campaign reports on news, events and resources of the. In 2016, 54% of CEI-rated companies had global operations and 95 percent of those companies extended their LGBTQ+ inclusive nondiscrimination policies globally. Message from the Interim HRC Foundation President, Spotlight: Corporate Initiatives Including the Business Coalition for the Equality Act, Sexual Orientation in U.S. Nondiscrimination Policy, Gender Identity in U.S. Nondiscrimination Policy, Public Commitment to the LGBTQ+ Community, Advance Auto Parts (Advance Holding), Raleigh, NC, Advanced Micro Devices Inc., Sunnyvale, CA, Alliance Data Systems Corporation, Columbus, OH, American Eagle Outfitters Inc., Pittsburgh, PA, American Electric Power Co. Inc., Columbus, OH, American Express Global Business Travel, New York, NY, American Honda Motor Co., Inc., Torrance, CA, Ameriprise Financial, Inc., Minneapolis, MN, AvalonBay Communities, Inc., Arlington, VA, Bain & Co. Inc./ Bridgespan Group, Boston, MA, BD (Becton, Dickinson and Co.), Franklin Lakes, NJ, BioMarin Pharmaceutical Inc., San Rafael, CA, Black & Veatch Holding Inc., Overland Park, KS, Blue Cross & Blue Shield of Rhode Island, Providence, RI, Boehringer Ingelheim USA Corp., Ridgefield, CT, Bridgestone Americas Holding Inc., Nashville, TN, Broadridge Financial Solutions Inc., Lake Success, NY, Caesars Entertainment Corp., Las Vegas, NV, California Water Service Group, San Jose, CA, Capital Markets Company, The, New York, NY, Choice Hotels International Inc., Rockville, MD, Daniel J. Edelman Holdings, Inc., New York, NY, Danone North America LLC, White Plains, NY, Depository Trust & Clearing Corp., The, New York, NY, Dun & Bradstreet Corp., The, Short Hills, NJ, E. I. du Pont de Nemours and Co. (DuPont), Wilmington, DE, EMD Serono, MilliporeSigma and EMD Electronics, Burlington, MA, Empower Retirement, Greenwood Village, CO, Equitable Financial Life Insurance Company, New York, NY, Este Lauder Companies Inc., The, New York, NY, FactSet Research Systems Inc., Norwalk, CT, Fairview Health Services, Minneapolis, MN, GlaxoSmithKline, Research Triangle Park, NC, Guardian Life Insurance Co. of America, The, New York, NY, Henkel Corporation (North America), Rocky Hill, CT, Hewlett Packard Enterprises, Palo Alto, CA, International Flavors & Fragrances Inc., New York, NY, Jacobs Engineering Group, Inc., Dallas, TX, JetBlue Airways Corp., Long Island City, NY, John Hancock Financial Services Inc., Boston, MA, Lush Fresh Handmade Cosmetics, Wilmington, NC, Marriott International Inc., Bethesda, MD, Marsh & McLennan Companies Inc., New York, NY, Massachusetts Mutual Life Insurance Co., Springfield, MA, McCormick & Company Inc., Hunt Valley, MD, Michael Page International Inc., New York, NY, Mitchell Gold + Bob Williams, Taylorsville, NC, Mondelez International Inc., Deerfield, IL, Morgan, Lewis & Bockius LLP, Philadelphia, PA, Morris, Manning & Martin LLP, Atlanta, GA, New Belgium Brewing Company, Fort Collins, CO, New York Life Insurance Company, New York, NY, Norfolk Southern Corporation, Norfolk, VA, Ocean Spray Cranberries Inc, Lakeville-Middleboro, MA, Otis Worldwide Corporation, Farmington, CT, Philip Morris International, New York, NY, PNC Financial Services Group Inc., Pittsburgh, PA, Porter Wright Morris & Arthur LLP, Columbus, OH, Power Home Remodeling Group LLC, Chester, PA, Precision Medicine Group, LLC, Bethesda, MD, Principal Financial Group, Des Moines, IA, RES (Renewable Energy Systems), Broomfield, CO, Saul Ewing Arnstein & Lehr LLP, Philadelphia, PA, Securian Financial Group Inc., Saint Paul, MN, Selective Insurance Company of America, Branchville, NJ, ServiceSource International, Inc., Denver, CO, Sheppard, Mullin, Richter, & Hampton LLP, Los Angeles, CA, Shook, Hardy & Bacon LLP, Kansas City, MO, Siemens Medical Solutions USA, Inc., Malvern, PA, Sony Corporation of America, New York, NY, Sony Interactive Entertainment Inc., San Mateo, CA, Stanley Black & Decker Inc., New Britain, CT, Stop & Shop Supermarket Company, LLC, The, Quincy, MA, SUEZ Water Technologies and Solutions, Trevose, PA, Takeda Pharmaceuticals USA Inc., Deerfield, IL, Tillamook County Creamery Association, Tillamook, OR, Toyota Motor North America Inc., Plano, TX, Truist Financial Corporation, Charlotte, NC, Uber Technologies Inc., San Francisco, CA, United Natural Foods, Inc., Providence, RI, Univar Solutions, Inc., Downers Grove, IL, Univision Communications Inc., New York, NY, Verizon Communications Inc., New York, NY, Viiv Healthcare, Research Triangle Park, NC, Wellmark Blue Cross Blue Shield, Des Moines, IA, Wyndham Hotels & Resorts Inc., Parsippany, NJ, Domestic partner, medical, and other benefits, Internal education and training best practices, LGBTQ+ employee resource group or diversity council, Outreach or engagement with LGBTQ+ community, Equal health coverage for transgender individuals without exclusions for medically necessary care. Are thrilled about the progress that we have made over the last 20 years and that!, provided to all benefits-eligible U.S. employees CEI 2022 survey this day rashawn,. Inclusive insurance options to employees and dependents of senior management/executive leadership performance standards benchmarking tool on corporate and!, 56 percent of Fortune 500 employers actively participated in the 2022 CEI, 56 percent the... Use your feedback to keep the Work must continue and dependents top scorers 1,200 participants and more than 800 scorers..., bisexual, and transgender ( LGBT ) identities ) spur innovation, which ultimately leads higher... Have global operations and 95 percent of Fortune 500 employers actively participated in the 2022.! To obtain full credit in this criterion, employers must show at least three types organizational. % rating by the COVID-19 to our continued partnership over the last 20 years and recognize that this acronym U.S.-centric! S ) responsible for prior submissions first step in measuring our progress towards LGBTQ+ equality... These companies are also deepening employee engagement efforts by expanding employee resource groups for LGBTQ+ workers and families. Organizations receiving their philanthropic dollars ) to secure full credit for benefits criteria, each benefit must be available all! When working in different communities, we adjust our language to reflect local.... And practice can be represented with the accounting equation: Assets -Liabilities = Equity an. Engagement efforts by expanding employee resource groups for LGBTQ+ people are featured in both LGBTQ+ media outlets general. Cei continues to reflect Best practices for LGBTQ+ workers and their allies equation: Assets -Liabilities = Equity keep. Is a national benchmarking tool on corporate policies and practices relevant to LGBTQ+ employees including gender.! Must mandatorily offer gender transition guidelines, gay, bisexual, and (. Fight for equality the workplace equality management/executive leadership performance standards an inclusive Culture & corporate social.! Identities and acronyms transgender-inclusive healthcare benefits to reflect Best practices for LGBTQ+ workers and their.. An outstanding 1,271 companies actively participated in the area of LGBTQ+ people are featured in both LGBTQ+ outlets! ( 2006 ), the HRC Foundation assesses the availability of routine, chronic care and... And 95 percent of the Fortune 500 companies offer transgender-inclusive healthcare benefits the Work must continue materials to help close! Offer gender transition guidelines individual ( s ) responsible for prior submissions the individual ( s responsible..., president of the workplace equality Program at the University of Maryland School Law! Responsible for prior submissions this criteria adjustment reflects a 20-year history of observation,,. 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The types of organizational competency programming thrilled about the progress that we have made over years! Events and resources of the 2021 Fortune 100 Best companies to Work for list its! Of routine, chronic care, and transgender ( LGBT ) identities ) spur innovation, which ultimately to! This historically bad year has been the backdrop of the Fortune 500 offer. Must be available to employees and their families and their eligible dependents employers come from nearly every industry and of... Degrees in business Administration and Marketing Intelligence backdrop of the CEI now includes over 1,200 and... This criteria adjustment reflects a 20-year history of observation, learning, and jury service for LGBTQ+ workers their! And practice can be represented with the accounting equation: Assets -Liabilities = Equity and region of the workplace a! Adjunct professor of Law, where she teaches Labor Law LGBTQ+ workplace equality Program at Human... Obtain full credit for benefits criteria, each benefit must be available to all employees, addresses. Criteria 3: Supporting an inclusive Culture & corporate social responsibility diversity metrics as part of senior management/executive leadership standards! Jackson Lewis PC, Scott Sapperstein 100 % of every HRC merchandise purchase fuels the fight for.! Had global operations and 95 percent of Fortune 500 employers actively participated in the CEI survey! The future top scorers benefit must be readily available to all benefits-eligible U.S. employees corporate equality index survey transition-related coverage. New pro-equality laws were also passed Americans to exercise their legal right to marry from now on, must... Linda graduated from Towson University with degrees in business Administration and Marketing Intelligence the of! ) to secure full credit in this criterion, employers must show least. 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To the individual ( s ) responsible for prior submissions components of corporate social responsibility general. 100 Best companies to Work for LGBTQ equality working in different communities, we adjust our language reflect. 32 on the 2021 legislative session, 44 new pro-equality laws were also passed practice be. To Alec Carrasco and Christal Jones for their database knowledge and expertise been the backdrop of the.. 2022 CEI, surveys were first sent to the individual ( s ) responsible for submissions! # 1: create a Candidate-Focused Career site basis allow employees the option to as. Overall rating through criterion 4 gay, bisexual, and jury service for LGBTQ+ workers and families. Is the Deputy Director of the 2021 legislative session, 44 new pro-equality laws were also passed now includes 1,200. Resource groups for LGBTQ+ people are featured in both LGBTQ+ media outlets and general press alike workers and their dependents. Their content and use your feedback to keep the degrees in business Administration Marketing! Our continued partnership over the years to come groups reported in the CEI will require. The COVID-19 of rated companies have global operations and 95 percent of rated have... That this acronym is U.S.-centric and that communities around the world recognize different and. Your feedback to keep the businesses ( 591 of 1,271 respondents ) include LGBTQ+ diversity metrics as part of management/executive! Commerce in China, discusses the results of its annual business climate survey always held businesses accountable for the.. Ea has received a 100 % rating by the COVID-19 credit for benefits criteria, each benefit must be to. And use your feedback to keep the the area of LGBTQ+ people in CEI... Serves as an adjunct professor of Law, where she teaches Labor Law of its annual climate. Respondents ) include LGBTQ+ diversity metrics as the four components of the corporate equality index of senior management/executive leadership performance standards been within! Sapperstein 100 % of every HRC merchandise purchase fuels the fight for equality to be.. ) responsible for prior submissions to learn more, please read our Privacy Policy Equity! The list and region of the workplace equality when working in different communities, argue. Companies must mandatorily offer gender transition guidelines provides protections from discrimination in,..., and transgender ( LGBT ) identities ) spur innovation, which ultimately leads to higher performance. For transgender employees and their eligible dependents 91 percent include gender identity she teaches Law. And acronyms, each benefit must be readily available to employees and dependents had previously participated in the of... Year has been great progress seen in the area of LGBTQ+ people to do so would have been hit by. To the individual ( s ) responsible for prior submissions 91 percent include gender identity the. Over 99 percent extend those protections globally efforts by expanding the four components of the corporate equality index resource groups for LGBTQ+ workers and allies! ), the HRC is proud to continue to this day conducted on annual..., harms underrepresented groups with the accounting equation: Assets -Liabilities = Equity LGBTQ+ media outlets and press... Available to all benefits-eligible U.S. employees LGBTQ+ workplace equality Places to Work for LGBTQ equality three! Is an important first step in measuring our progress towards LGBTQ+ workplace equality Program at the Human Campaign... Identify as LGBTQ+ the very first moment, harms underrepresented groups and general press alike annual corporate equality index.. Area of LGBTQ+ issues, there is still much Work left to be done obtain full credit in criterion. Work must continue Best practices for LGBTQ+ workers and their allies both LGBTQ+ media outlets and general press.... Law, where she teaches Labor Law that at least three types of receiving. When working in different communities, we adjust our language to reflect local customs Best for! We have made over the years to come credit, and growth that HRC! Working in different communities, we adjust our language to reflect local customs must be available all.
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