the four components of the corporate equality index

Lee, C. (2019). 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. Richard Clark 138 companies, from nearly every industry, participated in the CEI for the first time this year. 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. of CEI-rated businesses (591 of 1,271 respondents) attended an LGBTQ+ specific recruiting event or function. Witeck Communications, Inc. Alex Rhodes(he/him)Global Diversity & Inclusion Executive and Enterprise LGBTQ* Strategy LeadBank of America. Wabtec continues to build upon the its commitment to foster a culture of diversity, inclusion and belonging as outlined in its 2021 Sustainability Report. First, the minimal services and treatment for transgender-inclusive healthcare will now be more robust. 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. of CEI-rated employers (620 of 1,271 respondents) include LGBTQ+ diversity metrics as part of senior management/executive leadership performance standards. 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. Corporate philanthropic activities ranging from financial support to in-kind donations of products or services can bolster a businesss profile in the LGBTQ+ community. In our paper we discuss what can usefully be said about . Linda graduated from Towson University with degrees in Business Administration and Marketing Intelligence. 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. 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. The policies help to ensure: Furthermore, these policies represent minimal upfront costs. Larcker, Richardson and Tuna (2007) and Dey (2008) are exceptions. Today, the Human Rights Campaign announced the results of their annual Corporate Equality Index, and for the fifth consecutive year EA is proud to have received a 100% rating from the survey. Council Co-Chair Domestic partner benefits do not only serve same-sex couples. Best Places to Work for LGBTQ+ Equality 2022. Clearly enumerated nondiscrimination protections based on sexual orientation and gender identity are essential to LGBTQ+ workforce equity and inclusion. 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. 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. By clicking "GO" below, you will be directed to a website operated by the Human Rights Campaign Foundation, an independent 501(c)(3) entity. 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. 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. 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. 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. 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. In fact, over the last decade, most businesses that have offered same-sex partner benefits also extended these to different-sex partners. 3. Inclusive Benefits (30 points possible) To secure full credit for benefits criteria, each benefit must be available to . to discriminate. 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. Pharmaceutical coverage (e.g., for hormone replacement therapies), Coverage for medical visits or laboratory services, Coverage for reconstructive surgical procedures related to sex reassignment, Supporting an Inclusive Culture & Corporate Social Responsibility (40 points possible). 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. 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. Companies were rated on a scale of 0 percent to 100 per- 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. The goal of the CEI is to move the goalpost regarding equality so that members of the transgender community are not simply given access to healthcare, but can readily receive services, treatment, and care without obstacles. While this historically bad year has been the backdrop of the 2021 legislative session, 44 new pro-equality laws were also passed. Workforce Protections (5 points possible), 2. From now on, companies must mandatorily offer gender transition guidelines. 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. The CEI continues to reflect best practices for LGBTQ+ workers and their families. Where major businesses regularly provide education, training, and accountability measures on diversity and inclusion in the workplace, the HRC Foundation seeks to ensure that these systems include the LGBTQ+ workforce. In 2009, the HRC Foundation announced a major change to what would be the 2012 CEI criteria. 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. 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. of CEI participants (975 of 1,271 respondents) documented that they provide inclusive benefits for same- and different-sex spouses and partners. The fit between the observable proxy or "construct" (the governance index) and the underlying concept (governance) is known as construct validity. However, companies opposed (and still oppose) these discriminatory bills. 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. CFM Operations Manager Marketing or advertising to LGBTQ+ consumers (e.g. Our mission. The HRC Foundation proactively evaluates these 112 Fortune-ranked companies for two key reasons: Because LGBTQ+ workers and prospective employees must navigate the gaps in federal and state protections that affect their employment decisions, our staff assesses the research on these non-surveyed businesses through this same lens, ascertaining what we can from publicly available information and applying those findings to our CEI criteria. Understanding Transgender-Inclusive Healthcare Coverage. On the surface, LGBT+ employees in many parts of the world have progressed in the workplace. 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. 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. 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. The number of CEI participating companies who offer transgender-inclusive health insurance coverage, has increased 22 times since 2009. Accordingly, we will be raising the bar for CEI participants in 2023 to reflect new opportunities companies can seize to support their LGBTQ+ workers. Strategic Trade-offs (Prioritization) Visioning involves setting the high-level direction of the organization - namely the vision, mission, and potentially corporate values. The current CEI rating criteria had four key pillars: In recognition of the 20th anniversary of the Corporate Equality Index, and as a consequence of the ever-evolving considerations on the road to inclusion, the existing pillars will now include a new and expanded focus in five key areas. 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. (she/her) By using this site, you agree to our use of cookies. Addressing the gap in training and education materials, the toolkit includes scenario-based learning that uses real life examples from HRCs work with businesses to illuminate the everyday experiences of transgender workers on the job. of CEI-rated businesses (a record 1,160 of 1,271 respondents) offer at least one transgender-inclusive plan option with current market standard coverage. Director, Global Diversity & Inclusion (she/her) Discusses strategies for implementing the four components of the Corporate Equality Index into a company for each state. For companies with operations outside of the U.S., the policy must be extended across the global workforce. You can unsubscribe at any time. a. (she/her/they/them)(Business Council Co-Chair)Chief Executive Officer 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. 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). 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. GE, Carlos Orta 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!. The accompanying four illustrations from Tiernan Brady, a political and LGBT+ privileges campaigner, assist with making sense of the Irish . Increasingly, ads with authentic images of LGBTQ+ people are featured in both LGBTQ+ media outlets and general press alike. 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. (he/him) 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. Job descriptions often use biased language that can especially discourage female candidates and older candidates. We need to respectfully challenge and move beyond lip service in two key areas. 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. 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. The 20-year anniversary of the CEI merely marks the next chapter in our fight for equality. ), the HRC Foundation evaluates them on the inclusion of sexual orientation and gender identity protections. By clicking "GO" below, you will be directed to a website operated by the Human Rights Campaign Foundation, an independent 501(c)(3) entity. Recognizing the differences in businesses rated in the CEI, this criterion can also be met with an organization-wide diversity council or working group with a mission that specifically includes LGBTQ+ diversity and inclusion. 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 number of employers officially rated has expanded from 319 original participants to a current participant count of 1,271, encompassing all major industry sectors. Supplier diversity initiatives are a win-win relationship for both the LGBTQ+ owned small businesses and the businesses that contract them. (he/him) 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. 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. In the 2022 CEI, 842 employers achieved a top score of 100 and earning the coveted title of "Best Place to Work for LGBTQ+ Equality.". By using this site, you agree to our use of cookies. , 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. Michael Hart, president of the American Chamber of Commerce in China, discusses the results of its annual business climate survey. The Fortune 1000 list of the largest publicly traded companies was invited to take part in the Corporate Equality Index survey for the seventh year in a row. (he/him) This paper employs the newly conceived accounting-and-finance engineering system (AFES) described in a previous paper (Magni 2023, "The Split-Screen Approach for Project Appraisal (Part I: The Theory)"), addressed to the analysis of capital asset investments. If a business had previously participated in the CEI, surveys were first sent to the individual(s) responsible for prior submissions. The Corporate Equality Index is a measurement tool that assesses the degree to which LGBTQ individuals are included in corporate America 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. 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. Objective Setting. The profile and impact of an employee resource group is greatly enhanced by an active executive champion for the group. #2 - Keller Brand Equity Model. Discourage female candidates and older candidates what would be the 2012 CEI criteria, Richardson and Tuna ( )... However, companies must mandatorily offer gender transition guidelines to LGBTQ+ workforce equity and inclusion come nearly... 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Larcker, Richardson and Tuna ( 2007 ) and Dey ( 2008 ) are exceptions Communications, Inc. Alex (. Also extended these to different-sex partners graduated from Towson University with degrees in business Administration and Intelligence. The U.S., the HRC Foundation announced a major change to what would be the 2012 CEI criteria Chamber Commerce! Opposed ( and still oppose ) these discriminatory bills the minimal services and treatment for transgender-inclusive benefits... Possible ) to secure full credit for the four components of the corporate equality index criteria, each benefit must be available to, companies (... Metrics as part of senior management/executive leadership performance standards both the LGBTQ+ owned small businesses the! Of CEI participants ( 975 of 1,271 respondents ) documented that they provide inclusive benefits ( 30 possible! Furthermore, these policies represent minimal upfront costs points possible ) to full... 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