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. 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. 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. By the end of the 2021 legislative session, another record 13 bills attacking transgender youth passed into law. While mission statements of ERGs are specific to LGBTQ+ inclusion, an increasing number of ally-identified colleagues are encouraged to join as membership is not limited to those who are LGBTQ+ but is open to all supporters of equality. 1 company on Refinitiv's Diversity & Inclusion Index, which identifies the 100 publicly traded companies with the most diverse and inclusive workplaces, based on Refinitiv's environmental, social and governance (ESG) data.This is Accenture's fourth year on the Index. Invitations for the CEI 2022 survey were emailed and mailed in May of 2021 and responses were due back in August of 2021. The Corporate Equality Index is a measurement tool that assesses the degree to which LGBTQ individuals are included in corporate America The bill awaits consideration by the full Senate. The index is a national benchmarking tool on corporate policies and practices relevant to LGBTQ+ employees. By amending their benefits structures, employers ensure that they extend this valuable bundle of benefits to their workforce equitably, irrespective of sexual orientation and gender identity. (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+. You'll receive email updates from HRC. 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. 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. Recognition designates Emerson among Best Places to Work for LGBTQ Equality. These companies are also deepening employee engagement efforts by expanding employee resource groups for LGBTQ+ workers and their allies. Working hand-in-hand with both U.S.-based and international businesses, HRC made the case that inclusion efforts did not have to be contained to any one border. 138 companies, from nearly every industry, participated in the CEI for the first time this year. . Increasingly, ads with authentic images of LGBTQ+ people are featured in both LGBTQ+ media outlets and general press alike. 100% of every HRC merchandise purchase fuels the fight for equality. This is an important first step in measuring our progress towards LGBTQ+ workplace equality. Businesses were invited to provide HRC Foundation staff with any additional information or updates before this report went to print. The inaugural edition of the CEI included 319 participants, with 13 companies achieving top scores. (she/her) 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. In 2009, the HRC Foundation announced a major change to what would be the 2012 CEI criteria. Additionally, we argue that these decisions could have been made within companies that have been hit differently by the COVID-19. 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 . 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. Human Rights Campaign Foundation's 2015 Corporate Equality Index is the national benchmarking tool on corporate policies and practices pertinent to lesbian, gay, bisexual and transgender . Visitors walk past the Huawei booth during the Mobile World Congress 2023 in Barcelona, Spain, Monday, Feb . 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. 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. The Human Rights Campaign, All Rights Reserved. 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 information required to generate CEI ratings for businesses is difficult to ascertain from public records alone. Inclusive Benefits (50 points possible) To secure full credit for benefits criteria, each benefit must be available to all benefits-eligible U.S. employees. Vice President and Corporate Secretary We will also continue to advocate for passage of the Equality Act, federal legislation that would provide consistent and explicit anti-discrimination protections for LGBTQ+ people across key areas of life, including employment, housing, credit, education, public spaces and services, federally funded programs, and jury service. GE, Carlos Orta We need to respectfully challenge and move beyond lip service in two key areas. We use the Human Rights Campaign's Corporate Equality Index (CEI) of 398 (1592 firm-year observations) U.S. firms between . Since 2002, the CEI has required parity between spousal and partner benefits. 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. IN THE U.S. EMPLOYER-PROVIDED HEALTH INSURANCE IS THE SINGLE LARGEST source of healthcare coverage. The results of the 2022 CEI showcase how companies . The elite distinction is the result of a cross-functional effort led by Impossible Pride, Impossible Foods' LGBTQ+ . AT&T, Corey Smith Disney's efforts in satisfying all of . 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. Keisha further serves on the inaugural Board of Directors for the Ray Corollary Initiative, Inc. and serves on the Georgetown University Law Center, Workplace Streetlaw Steering Committee. Scores on this criterion are based on information that has come to HRCs attention related to topics including but not limited to: undue influence by a significant shareholder calculated to undermine a businesss employment policies or practices related to its LGBTQ employees; directing corporate charitable contributions to organizations whose primary mission includes advocacy against LGBTQ equality; opposing shareholder resolutions reasonably aimed at encouraging the adoption of inclusive workplace policies; revoking inclusive LGBTQ policies or practices; or engaging in proven practices that are contrary to the businesss written LGBTQ employment policies. 3. Inclusive Benefits (50 points possible). Corporate Social Responsibility (20 points possible). 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. This year, of the 1,160 businesses with at least one inclusive plan, 1,088 also eliminated all exclusions across plans. 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. This years report contains 138 new businesses from over 20 industries that opted into the survey. 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. The profile and impact of an employee resource group is greatly enhanced by an active executive champion for the group. #4 - Resulting Value. 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. 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. 1 At the HRC Foundation, we use the acronym LGBTQ+ to represent the diversity of the greater lesbian, gay, bisexual, transgender and queer communities. In our paper we discuss what can usefully be said about . With the CEI as a blueprint, HRC established a formal program aimed at growing LGBTQ+ inclusive practices and policies across workplaces in Mexico. 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. By clicking "GO" below, you will be directed to a website operated by the Human Rights Campaign Foundation, an independent 501(c)(3) entity. TEANECK, N.J., Jan. 27, 2022 - Cognizant (Nasdaq: CTSH), earned a score of 100 on the Human Rights Campaign Foundation's 2022 Corporate Equality Index, the nation's foremost benchmarking survey and report measuring corporate policies and practices related to LGBTQ+ workplace equality. NEW YORK; Sept. 16, 2019 - For the second consecutive year, Accenture (NYSE: ACN) has been ranked the No. She also served as Chief Negotiator in bargaining and collaborated with high-level government officials on workplace equality initiatives. In her spare time, she is a pro bono attorney at the Whitman Walker Clinic and assists clients with legal filings for name and gender marker changes. In areas where more than one health insurance plan is available, at least one inclusive plan must be available. The historic Obergefell v. Hodges case in 2015 gave same-sex couples the right to marriage, and, since then, state legislators across the country have responded by proposing hundreds of anti-LGBTQ+ bills. Director, Global Diversity & Inclusion 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). We reviewed their content and use your feedback to keep the . of CEI-rated employers (661 of 1,271 respondents) have instituted Gender Transition Guidelines with supportive restroom, dress code and documentation guidance to proactively support transitioning employees, their managers and their colleagues. Employee resource groups that are focused on the LGBTQ+ workforce empower employees as change agents and promote inclusion for LGBTQ+ employees within the workplace. 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. Employers recognize that beyond the letter of a policy, additional programming and educational efforts are necessary. 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 . CEI serves the nation's foremost . Through the CEI, Equidad MX, Equidad CL, Equidad AR, and Equidade BR programs, the HRC Foundation has established guidelines to implement LGBTQ+ inclusive policies, best practices, and benefits across national and international corporations, impacting more than 39 million employees worldwide. Businesses are rated on a scale from 0 to 100, with a certain number of points awarded for meeting each criterion. To view employer score details, please visit www.hrc.org/cei/search. 1. From 2006 through 2011, a top CEI score meant businesses needed to mitigate at least one exclusion among five critical categories of transgender healthcare, namely: mental health, pharmacy benefits for hormone therapy, medical visits and lab procedures related to hormone therapy, surgical procedures, and short-term leave for surgical procedures. 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. Over the last seven years, countless companies in all 50 states have spoken out against attempts to undermine LGBTQ+ civil rights. 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. In this role, they engage directly with employers nationwide to identify and improve LGBTQ+ inclusive policies, practices and benefits. This landmark ruling is among the most impactful in history for the LGBTQ+ community. The CEI is a national benchmarking survey and report that measures and tracks corporate policies and practices related to LGBTQ+ workplace equality. 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