Before joining HRCF, Raina began their professional career conducting research on gender equity in education and the workplace. Out of an abundance of understanding for participating companies, credit was given for spousal equivalent benefits in the 2016-18 CEIs. DEARBORN, Mich., Dec. 5, 2016 - Ford Motor Company has once again earned 100 percent - the highest possible score - on this year's Human Rights Campaign Corporate Equality Index, a national benchmarking survey and report on corporate policies and practices related to LGBT equality in the workplace.. Ford has received a perfect score every year since 2004. While marriage equality is undoubtedly a monumental step toward full equality, LGBTQ+ individuals remain at risk for discrimination in many other aspects of daily life. (he/him)Senior Vice President, Environment Social & Governance THE CORPORATE EQUALITY INDEX 2022 ASKED PARTICIPANTS a series of questions about LGBTQ+ inclusive policies, practices and benefits. This change helped drive more widespread adoption of nondiscrimination policies that include sexual orientation and gender identity protections. . Who are the experts? 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. The HRC Foundation rates and gives guidance on two key components of equal health insurance benefits: In addition, employers are rated on having full parity across their entire suite of benefits including non-healthcare benefits such as leave, retirement, and others between spouses and partners. 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. 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. 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. This year Clarivate is proud to make a first appearance in the Human Rights Campaign Foundation's Corporate Equality Index (CEI)joining 1,271 major U.S. businesses that were ranked in 2022. 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. Over the last seven years, countless companies in all 50 states have spoken out against attempts to undermine LGBTQ+ civil rights. Experian North America Earns Top Marks in Human Rights Campaign's 2021 Corporate Equality Index. We reviewed their content and use your feedback to keep the . The 2022 Equidad CL report will be released later this year. 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. When the Corporate Equality Index first launched in 2002, there were a total of 319 participants. Bob Witeck The CEI serves as a roadmap to LGBTQ+ inclusive policies and practices, but it cannot provide a holistic assessment of the unique workplace cultures and individual experiences that characterize different employers. 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. 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. 503 leading companies are members of HRC's Business Coalition for the Equality Act, demonstrating their support for federal legislation that would provide the same basic protections to LGBTQ+ people as are provided to other protected groups under federal law. The index is a national benchmarking tool on corporate policies and practices relevant to LGBTQ+ employees. a. Best Places to Work for LGBTQ+ Equality, Fortune 500 employers actively participated in the 2022 CEI, American Law Magazine 200 law firms actively participated in the 2021 CEI. 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. (he/him) Driving a sea change in the adoption of nondiscrimination policies including gender identity. 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. Learn more at www.hrc.im/GlobalWorkplacePrograms. We join the ranks of 767 major U.S. businesses that also earned top marks . Notably, 97 percent of the entire CEI universe of businesses offer explicit gender identity non-discrimination protections (up from 5 percent in 2002). ), the HRC Foundation evaluates them on the inclusion of sexual orientation and gender identity protections. Specifically, where available for employees, the following benefits should all extend to transgender individuals, including for transition-related services. Assistant Vice President, Public Affairs & Strategic Alliances Clearly enumerated nondiscrimination protections based on sexual orientation and gender identity are essential to LGBTQ+ workforce equity and inclusion. Together, these seven companies represent a U.S. workforce that totals over 350,000 full-time employees. 100% of every HRC merchandise purchase fuels the fight for equality. SAS. NEW YORK; Sept. 16, 2019 - For the second consecutive year, Accenture (NYSE: ACN) has been ranked the No. 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. #2 - Positive Effects. 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). 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. 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). 138 companies, from nearly every industry, participated in the CEI for the first time this year. 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. Objective Setting. 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. 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. (2019). Globally, companies are adopting critical benefits such as domestic partner recognition and transgender-inclusive healthcare benefits. South Dakota and Montana passed RFRA legislation and Ohio passed a medical care refusal bill. a. Equivalency in same- and different-sex spousal medical and soft benefits, b. Equivalency in same- and different-sex domestic partner medical and soft benefits, c. Equal health coverage for transgender individuals without exclusion for medically necessary care, Insurance contract explicitly affirms coverage and contains no blanket exclusions for coverage, Insurance contract and/or policy documentation is based on the World Professional Association for Transgender Health (WPATH) Standards of Care. Non-discrimination policies 2. 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. 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. Workforce Protections (5 points possible) Policy includes sexual orientation and gender identity/gender identity or expression for all operations (5) 2. 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. The web-based survey included links to sample policies and other guidance, found on the HRC Foundation website. 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. Supplier diversity initiatives have existed in the business community for at least three decades, going back to the inception of such groups like the National Association of Women Business Owners and the National Minority Business Council, both founded in the early 1970s to promote the inclusion of these under-utilized entrepreneurial groups. (he/him) These five pillars are defined as - a female leadership and talent pipeline; equal pay and gender pay parity; an inclusive culture; anti-sexual harassment policies; and pro . 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. to discriminate. Corporate Equality Index. 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). 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. 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. However, companies opposed (and still oppose) these discriminatory bills. 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. The Human Rights Campaign uses cookies to improve your site experience. By using this site, you agree to our use of cookies. Components Of Brand Equity. 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. The Human Rights Campaign, All Rights Reserved. The Corporate Equality Index does not rate public sector (government) employers or businesses with fewer than 500 full-time U.S. employees. Outreach or Engagement with LGBTQ+ Community. 1 At the HRC Foundation, we use the acronym LGBTQ+ to represent the diversity of the greater lesbian, gay, bisexual, transgender and queer communities. Senior management/executive performance measures include LGBTQ+ diversity metrics. We recognize that this acronym is U.S.-centric and that communities around the world recognize different identities and acronyms. The Human Rights Campaign reports on news, events and resources of the. Notably, HRC launched two additional Equidad(e) programs in 2021, one in Argentina and the other in Brazil. 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). Wherever credit can be verified, all ranked businesses will receive it, irrespective of their participation in the CEI survey. Linda graduated from Towson University with degrees in Business Administration and Marketing Intelligence. 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. The primary source of information for the Corporate Equality Index rating each business received is the CEI survey sent every year to previous and prospective respondents. The goal of this guide is to ensure that any employee who may need information on these key topics can readily access it in one, convenient location and will have the tools necessary to easily troubleshoot issues in attaining the healthcare benefits and treatment that they need. Steve Smotherman Consulting LLC. (he/him/el) Companies will also be given additional points if their policies and procedures exceed the minimum requirements and offer additional benefits that would go beyond minimally-inclusive transgender healthcare. Discusses strategies for implementing the four components of the Corporate Equality Index into a company for each state. lesbian, gay, bisexual, and transgender (LGBT) identities) spur innovation, which ultimately leads to higher firm performance. Following the first CEI report, seven companies continued to maintain a score of 100% each year, resulting in the 2022 CEI earmarking the 20th year of perfect scoring for these companies. It has been the constant mission of the Human Rights Campaign Foundation, since its creation in 1980, to advocate for inclusive and equitable policies, practices, and protections for members of the LGBTQ+ community and their families. Senior Manager, Diversity & Inclusion The largest and most successful U.S. employers are invited to participate in the CEI and are identified through the following lists*: Additionally, any private-sector, for-profit employer with 500 or more full-time U.S. employees can request to participate, including those that are privately held. Employees who do not identify as LGBTQ+ themselves, but are invested in workplace inclusion and equality, are increasing their numbers within ERG ranks. Recognition designates Emerson among Best Places to Work for LGBTQ Equality. After the United States v. Windsor and before the Obergefell v. Hodges Supreme Court rulings, HRC released a position paper cautioning against a marriage-only standard for accessing healthcare coverage, which is an unreasonable standard given the many other legal vulnerabilities that continue to affect LGBTQ+ individuals freedom beyond their right to marry. Council Co-Chair 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. : 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. 1. 1. 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. of CEI rated employers explicitly include sexual orientation as a part of their nondiscrimination policy. The number of CEI participating companies who offer transgender-inclusive health insurance coverage, has increased 22 times since 2009. 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. HRC acquired the glvIndex in 2001, renamed it and slightly modified the system. 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. GE, Carlos Orta Findings in the 2022 CEI report are based on the 1,271 officially rated businesses. Rates of litigation, upon implementation, are consistent with other protected classes. 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. The Corporate Equality Index 2022 was beautifully and efficiently designed by Tony Frye Design. Since 2002, the CEI has required parity between spousal and partner benefits. A CEI rating is one key evaluation metric, among others, in assessing the LGBTQ+ inclusiveness of any employer or provider of goods or services. The company donated $1,095,500 . of CEI-rated employers (620 of 1,271 respondents) include LGBTQ+ diversity metrics as part of senior management/executive leadership performance standards. 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. Invitations for the CEI 2022 survey were emailed and mailed in May of 2021 and responses were due back in August of 2021. : 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. LGBTQ+ Corporate Social Responsibility, Contractor/supplier non-discrimination standards AND Philanthropic Giving Guidelines. Later this year government ) employers or businesses with fewer than 500 full-time U.S. employees and practices relevant LGBTQ+... 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