We recognize that this acronym is U.S.-centric and that communities around the world recognize different identities and acronyms. 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. The widely used Transgender Inclusion in the Workplace: A Toolkit for Employers (available at www.hrc.org/transtoolkit) is a comprehensive resource to guide employer transgender inclusion efforts. Coqual, Linda Jolly In the past, and for this 2022 edition, the CEI survey collected information on global efforts to provide domestic partner benefits and transgender-inclusive benefits, support for global chapters of employee resource groups, and whether companies engage externally with LGBTQ+ communities outside the U.S. Across all categories, a majority of companies report extending these benefits and inclusive practices beyond U.S. borders. We guide the analyst . 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. The HRC Corporate Equality Index grew out of the Gay and Lesbian Values Index (glvIndex), which was created by author Grant Lukenbill and financial adviser Howard Tharsing in 1993. Apart from actual wages paid, benefits can account, on average, for approximately 30 percent of employees overall compensation (BOL 2019). The Walt Disney Company proudly announces that for the 16th year in a row it received a score of 100 on the Human Rights Campaign Foundation's Corporate Equality Index, the nation's foremost benchmarking survey and report measuring corporate policies and practices related to LGBTQ+ workplace equality. #1 - Consumer Perception. Notably, HRC launched two additional Equidad(e) programs in 2021, one in Argentina and the other in Brazil. 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. : financial, in kind or pro bono support), Demonstrated public support for LGBTQ+ equality under the law through local, state or federal legislation or initiatives. On June 15, 2020, the Supreme Court of the United States issued a 6-3 decision confirming that discrimination on the basis of sexual orientation and gender identity are forms of sex discrimination and therefore are prohibited under the federal employment nondiscrimination law Title VII of the Civil Rights Act of 1964. 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. Globally, companies are adopting critical benefits such as domestic partner recognition and transgender-inclusive healthcare benefits. Over the last seven years, countless companies in all 50 states have spoken out against attempts to undermine LGBTQ+ civil rights. #2 - Keller Brand Equity Model. Additionally, two bathroom bills were passed in Tennessee and Arkansas passed the first-ever ban preventing transgender youth from accessing gender-affirming care. Companies continue to amplify their global LGBTQ+ inclusion efforts through the targeted expansion of equitable benefits and inclusive practices. 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. That's our purpose. In addition to the self-reporting provided through the CEI survey, we investigated and cross-checked the policies and practices of the rated businesses, any connections with organizations that engage in anti-LGBTQ+ activities, and news accounts of efforts that undermine LGBTQ+ equality writ large (e.g., through case law efforts or public policy lobbying actions). 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. 32 on the 2021 Fortune 100 Best Companies to Work For list - its 18 th consecutive year on the list. 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 promise of surprises, fun, ease and inspiration at every turn, no matter when, where or how you shop. 1. Components Of Brand Equity. . This realignment will enable the report to be accessible before Black Friday and ensure that the CEI can be used as a tool for consumers and the LGBTQ+ community in making purchasing decisions during the years busiest holiday season. 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. An outstanding 1,271 companies actively participated in the CEI 2022 Survey. According to McWilliams et al. Richard Clark To ensure that suppliers act in a manner that adheres to a businesss own standards, businesses must establish standards of conduct that set expectations for behavior of their suppliers. A comprehensive guide of available LGBTQ+ healthcare resources and services to ensure ease of accessibility to healthcare. February 28th, 2023, 4:25 PM PST. Accordingly, we will be raising the bar for CEI participants in 2023 to reflect new opportunities companies can seize to support their LGBTQ+ workers. Policy includes gender identity or expression for all operations. In its CEI scoring, the HRC Foundation does not penalize an employer if a particular benefit is not offered to any employees but holds employers accountable to provide LGBTQ+ employees and their families with the same benefits available to other employees across available benefits packages. 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. : 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. Equally important, we are committed to providing the resources and consultation that enable each business to attain a 100 percent rating. Ad campaigns and sponsorships further this message of company values to the public. Most employers have reported an overall increase of less than 3.5 percent in total benefits costs when they implement partner benefits and marginal increases related to transgender-inclusive healthcare coverage (i.e., a fraction of a decimal point of cost calculations). AT&T, Corey Smith To earn top ratings, these employers took concrete steps to establish and implement comprehensive policies, benefits and practices that ensure greater equity for LGBTQ+ workers and their families. The Human Rights Campaign, All Rights Reserved. The Corporate Equality Index is a report published by the Human Rights Campaign Foundation as a tool to rate American businesses on their treatment of gay, lesbian, bisexual and transgender employees, consumers and investors. The CEI is a national benchmarking survey and report that measures and tracks corporate policies and practices related to LGBTQ+ workplace equality. of employee groups reported in the CEI (1,013 of 1,046) are sponsored by an executive champion. 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. Qualtrics Pride is excited to announce that Qualtrics has received a 95 out of 100 on the Human Rights Campaign's (HRC) Corporate Equality Index (CEI) for 2022!. Chief Accounting Officer 258 OF THE FORTUNE 500-RANKED BUSINESSES achieved a 100 percent rating (compared to 233 last year), with 15 of the top 20 Fortune-ranked businesses at this top score. The scheduled roll-out of the new criteria will enable us to devote substantial time, energy, and resources to collaborate with companies in an effort to bring real change to the community. (10), Equal health coverage for transgender individuals without exclusion for medically necessary care (25), 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 (may be 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, Integration of intersectionality in professional development, skills-based, or other training (required), Senior management/executive performance measures include LGBTQ diversity metrics, Anonymous employee engagement or climate surveys conducted on an annual or biennial basis allow employees the option to identify as LGBTQ+. NEW YORK, January 27, 2022 - Standard Chartered ("Bank") proudly announced that it received a perfect rating of 100 from the Human Rights Campaign Foundation's 2022 Corporate Equality Index ("CEI"), the nation's foremost benchmarking survey and report measuring . The Corporate Equality Index ( CEI) holds companies to a high standard of LQBTQ+ inclusivity. Senior Manager, Diversity & Inclusion Mostafa Abdelguelil Vice President and Chief DE&I Officer 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. The HRC Foundation has always held businesses accountable for the types of organizations receiving their philanthropic dollars. Workforce Protections (30 points possible), a. Sample Solution. 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. Many employers have begun to comprehensively address health insurance coverage for transgender individuals, and most have experienced insignificant or no premium increases as a result. Together, these seven companies represent a U.S. workforce that totals over 350,000 full-time employees. The four components of the Corporate Equality Index are: 1. Courtney holds a BA in International Studies and a minor in Environmental Policy from the University of South Florida. Corporate Social Responsibility (20 points possible). 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. These resources and additional materials to help employers close the gap between inclusive policy and practice can be found at www.hrc.org/transtoolkit. Criteria 3: Supporting an Inclusive Culture & Corporate Social Responsibility. The number of CEI participating companies who offer transgender-inclusive health insurance coverage, has increased 22 times since 2009. The company donated $1,095,500 . 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. . 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. 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. To earn top ratings, employers took concrete and dedicated steps to establish and implement comprehensive policies, benefits, and practices that ensure greater equity for LGBTQ+ workers and their families. 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. We join the ranks of 767 major U.S. businesses that also earned top marks . In addition, equitable benefits structures align with the principle of equal compensation for equal work. Although there has been great progress seen in the area of LGBTQ+ issues, there is still much work left to be done. 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. The 20th-anniversary edition of the CEI now includes over 1,200 participants and more than 800 top scorers. It is important to note that while Bostock brings meaningful protections to many LGBTQ+ people, Title VII applies only to employers with 15 or more employees, leaving many LGBTQ+ workers without these critical protections. For example, where routine care, hormone therapies, and medically necessary surgeries are available to cisgender (non-transgender) people, these same healthcare benefits must also be extended to transgender people covered by the plan. Director, Global Diversity & Inclusion (he/him) 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. 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. The bottom line is undeniable in a global marketplace, equality knows no borders. 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. Understanding Transgender-Inclusive Healthcare Coverage. a. 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