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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. 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. 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. Committed to being a great workplace, Baird ranked No. Abercrombie & Fitch, Willard L. McCloud, III(he/him)Vice President - Diversity, Equity and InclusionZimmer Biomet, Karen Morgan(she/her/they/them) Additionally, strategies for implementing the four components of the Corporate Equality Index into a company may vary from state to state, depending on the laws and regulations regarding workplace diversity. Visitors walk past the Huawei booth during the Mobile World Congress 2023 in Barcelona, Spain, Monday, Feb . In this role, they engage directly with employers nationwide to identify and improve LGBTQ+ inclusive policies, practices and benefits. 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. Plan documentation must be readily available to employees and must clearly communicate inclusive insurance options to employees and their eligible dependents. Thank you to JoDee Winterhof, Molly Meegan, Cathryn Oakley, David Stacy and Sarah Warbelow for legal and policy guidance. Large businesses typically rely on other businesses for goods or services, and businesses of the size included in the CEI typically have set standards and guidelines already embedded in their procurement. On the surface, LGBT+ employees in many parts of the world have progressed in the workplace. All Fortune 500 Fortune 500 Participants 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. For example, where businesses enumerate federally protected categories of workers in their non-discrimination policies (e.g. To obtain full credit in this criterion, employers must show at least three types of organizational competency programming. 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. January 27, 2022. In areas where more than one health insurance plan is available, at least one inclusive plan must be available. Strategic Trade-offs (Prioritization) Visioning involves setting the high-level direction of the organization - namely the vision, mission, and potentially corporate values. Understanding Brand Equity. We seek the inclusion of the LGBTQ+ community in these external engagement efforts. To learn more, please read our Privacy Policy. 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. 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. 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. Increasingly, ads with authentic images of LGBTQ+ people are featured in both LGBTQ+ media outlets and general press alike. She served as in-house counsel at various labor unions where she represented District of Columbia and federal government employees in discrimination claims and employment disputes. 662 major businesses have adopted gender transition guidelines to establish best practices in transgender inclusion for managers and teams. For companies with operations outside of the U.S., the policy must be extended across the global workforce. Tyson Foods, Michelle Phillips These vulnerabilities continue to create barriers for many LGBTQ+ Americans to exercise their legal right to marry. Globally, companies are adopting critical benefits such as domestic partner recognition and transgender-inclusive healthcare benefits. Before joining HRC, Linda's background was in the mortgage and healthcare industries. Wabtec continues to build upon the its commitment to foster a culture of diversity, inclusion and belonging as outlined in its 2021 Sustainability Report. 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. This change helped drive more widespread adoption of nondiscrimination policies that include sexual orientation and gender identity protections. She holds a BA in Interdepartmental Studies from the University of Iowa. Husch Blackwell has earned a perfect score on the Human Rights Campaign (HRC) Corporate Equality Index (CEI) for the sixth year in a row. NIKE, Steve Smotherman The premise of parity underlies the inclusive benefits section of the CEI criteria. Corporate Equality Index 2022. We recognize that this acronym is U.S.-centric and that communities around the world recognize different identities and acronyms. We use the Human Rights Campaign's Corporate Equality Index (CEI) of 398 (1592 firm-year observations) U.S. firms between . Jackson Lewis PC, Scott Sapperstein The award was posted on the HRC's recently-published Corporate . 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. Employers recognize that beyond the letter of a policy, additional programming and educational efforts are necessary. *Note: Due to the staggered timelines of the ranking lists and when contact lists are made available, the ranking year lags the CEI survey year by one year and the CEI publication year by up to two years. Additionally, we argue that these decisions could have been made within companies that have been hit differently by the COVID-19. Our mission. 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. 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. (2006), the four components of corporate social responsibility . You'll receive email updates from HRC. Northern Trust Corp. Wyndolyn (Wendy) C. Bell, MD The Corporate Equality Index is a project of the Workplace Equality Program at the Human Rights Campaign Foundation. Expert Answer. It is the desire of the staff and management of the Human Rights Campaign Foundation to not only recognize the work of the past but also to look excitedly towards the future. Corporate Equality Index (HRC) Human Rights Campaign Foundation's Corporate Equality Index is the national benchmarking tool on corporate policies, practices and benefits pertinent to lesbian, gay, bisexual, transgender and queer employees. Since its inception, the pioneering program modeled after HRCs Corporate Equality Index has experienced substantial growth in promoting LGBTQ+ inclusive workplaces throughout the country. Discusses strategies for implementing the four components of the Corporate Equality Index into a company for each state. 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. 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. Feb. 27, 2023, at 2:09 a.m. Huawei Dominates MWC Mobile Tech Fair Despite US Sanctions. 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. 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. 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 CEI continues to reflect best practices for LGBTQ+ workers and their families. The candidate experience, from the very first moment, harms underrepresented groups. The process towards LGBTQ+ inclusion does not end with nondiscrimination policies. 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. With the CEI as a blueprint, HRC established a formal program aimed at growing LGBTQ+ inclusive practices and policies across workplaces in Mexico. 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. 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. LGBTQ+ Employee Resource Group or Diversity Council. It has become increasingly unsafe to be transgender, especially as a person of color or other minority, and HRC is committed to working towards a future where members of the LGBTQ+ community are not violently targeted due to their sexual orientation or gender identity. The Human Rights Campaign Foundation would also like to acknowledge that 2021 was the deadliest year in history for transgender and non-binary people. An outstanding 1,271 companies actively participated in the CEI 2022 Survey. 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. 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 . CEI serves the nation's foremost . She attained a Bachelors of Business Administration with a concentration in Finance, with honors, from Howard University. lesbian, gay, bisexual, and transgender (LGBT) identities) spur innovation, which ultimately leads to higher firm performance. LGBTQ Equality" is the result of scoring 100 on the nation's foremost benchmarking survey . 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. After years of working with corporate partners, civil society organizations, and other stakeholders, including embassies and the American Chamber of Commerce, the HRC Foundation partnered with Alianza por la Diversidad e Inclusin Laboral (ADIL) to officially launch the HRC Equidad MX: Workplace Equality Program in 2016. To view employer score details, please visit www.hrc.org/cei/search. 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. 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. A record 379 of Fortune 500 businesses have official CEI ratings based on submitted surveys (as compared to 366 last year), with an average rating of 76, a rating that remains consistent with that of last year. Supplier/Vendor Standards Include LGBTQ+ Nondiscrimination. The bottom line is undeniable in a global marketplace, equality knows no borders. In addition, the HRC Foundation assesses the availability of routine, chronic care, and transition-related medical coverage for transgender employees and dependents. Employers were not rated until all appropriate information had been gathered and verified to the greatest extent possible. (he/him) AT&T, Corey Smith In addition, equitable benefits structures align with the principle of equal compensation for equal work. This framework was widened in 2016 to hold companies accountable for any giving to a non-religious organization with an explicit policy of discrimination against LGBTQ+ people. The index is a national benchmarking tool on corporate policies and practices relevant to LGBTQ+ employees. major businesses have adopted gender transition guidelines to establish best practices in transgender inclusion for managers and teams. Learn more at www.hrc.im/GlobalWorkplacePrograms. 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. She is licensed to practice law in Maryland and the District of Columbia. The following dates are intended for planning purposes and subject to change: Watch this recording to learn more about the updates and improvements we're making to the CEI for the 2023 cycle. : financial, in kind or pro bono support), Demonstrated public support for LGBTQ+ equality under the law through local, state or federal legislation or initiatives. 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. Corporate Social Responsibility (20 points possible). Keisha Williams (she/her) is the Human Rights Campaign Foundations Director of the Workplace Equality Program. : financial, in kind or pro bono support), Demonstrated public support for LGBTQ+ equality under the law through local, state or federal legislation or initiatives, d. 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