Our . 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. To secure full credit for benefits criteria, each benefit must be available to all benefits-eligible U.S. employees. These vulnerabilities continue to create barriers for many LGBTQ+ Americans to exercise their legal right to marry. of CEI participants (1,268 of 1,271 respondents) documented that they include gender identity in their employment nondiscrimination policy. 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. 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 Corporate Equality Index 2022 was beautifully and efficiently designed by Tony Frye Design. This years CEI reflects substantial growth in LGBTQ+ workplace equality and inclusion measures. 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. This is an important first step in measuring our progress towards LGBTQ+ workplace equality. 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. #3 - Negative Effects. Responses to some individual questions are reported in aggregate on the following pages to indicate national trends and facilitate benchmarking. The Human Rights Campaign, All Rights Reserved. Tyson Foods, Michelle Phillips 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. Inclusive Benefits (50 points possible) To secure full credit for benefits criteria, each benefit must be available to all benefits-eligible U.S. employees. 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.". In terms of benefits, the HRC Foundation evaluates employers on the provision of health insurance coverage for same- and different-sex spouses and partners. 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. LGBTQ Equality" is the result of scoring 100 on the nation's foremost benchmarking survey . 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. 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. Inclusive Benefits (50 points possible). Typically, these efforts have a strategic connection to the core mission of a business, such as a law firms pro bono legal support of organizations tasked with direct legal representation of LGBTQ+ individuals. AT&T, Corey Smith While we believe that our previous criteria set an ideal benchmark in the past, the current and continuing issues seen within the LGBTQ+ community required us to evolve our criteria to meet the ever-changing needs of the communitys members and their families. Who are the experts? 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. of CEI-rated employers (1,182 of 1,271 respondents) offer a robust set of practices (at least three efforts) to support organizational LGBTQ+ diversity competency. The equality bills range in topic from ensuring that utility companies allow consumers to change their names and pronouns; to streamlining adoption requirements for stepparents; to ensuring that places of public accommodation have gender-neutral bathrooms; to make it easier to update birth and death certificates with correct names and gender markers. They always find a way to make everything work. 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. The fit between the observable proxy or "construct" (the governance index) and the underlying concept (governance) is known as construct validity. Additionally, we argue that these decisions could have been made within companies that have been hit differently by the COVID-19. 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). Thank you to Jay Brown, Senior Vice President for Programs, Research and Training and Ty Cobb, Senior Director, Strategic Initiatives and Research at the Human Campaign Foundation for their leadership and stewardship of the Workplace Equality Program. 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. 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. efbuidfsujgjdbuftxjuidpssfduobnftboehfoefsnbslfst "mmfotvsfuibu-(#52 qfpqmfbsfbcmfupublfpoftufqdmptfsupgvmmmfhbmboemjwfefrvbmjuz &wfobtqsphsfttjtnbef In this role, she facilitates the global workplace equality initiatives and provides logistical support for the entire Workplace Equality Program team. Determines the value of diversity management for the future. The web-based survey included links to sample policies and other guidance, found on the HRC Foundation website. : 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. 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 learn more, please read our Privacy Policy. It's a fantastic opportunity for businesses to take stock of their inclusivity . CFM Operations Manager Specifically, where available for employees, the following benefits should all extend to transgender individuals, including for transition-related services. Moving forward, the CEI will contain scored criteria around family formation that ensure that same- and different-sex legal spouses and domestic partners have equal access to family formation benefits. 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. If a business had not previously participated in the CEI, surveys were sent to the chief executive officer or managing partner of the firm, as well as the highest-level executive(s) responsible for human resources, diversity, communications, or community engagement, if obtaining the contact information for these executives was possible. Coqual, Linda Jolly This means that employers at over 1,200 companies agreed to have their policies and benefits analyzed by the Human Rights Campaign Foundation, and that over 800 of those organizations have successfully incorporated equitable practices that ensure their employees can thrive and live life authentically. NORTHBROOK, ILLINOIS Jan. 27, 2021 UL, the global safety science leader, proudly announced that it earned a score of 100% on the Human Rights Campaign (HRC) Foundations 2022 Corporate Equality Index (CEI). 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. Vice President and Chief DE&I Officer 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. Visitors walk past the Huawei booth during the Mobile World Congress 2023 in Barcelona, Spain, Monday, Feb . Corning Incorporated, Michael Lopez Disney's efforts in satisfying all of . A comprehensive guide of available LGBTQ+ healthcare resources and services to ensure ease of accessibility to healthcare. 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. of CEI-rated businesses (748 of 1,271 respondents) ran LGBTQ+ specific ads or marketing content or sponsored LGBTQ+ inclusive events such as Pride. Over 50 persons who identified as transgender or non-binary are known to have experienced violent deaths in 2021, with more than 50% of those victims being Black or Latinx. 1 At the HRC Foundation, we use the acronym LGBTQ+ to represent the diversity of the greater lesbian, gay, bisexual, transgender and queer communities. 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. Corporate Equality Index, 2022. 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 HRC Foundation evaluates them on the inclusion of sexual orientation and gender identity protections. Accenture Ltd. Lanaya Irvin To learn more, please read our Privacy Policy. For example, this criteria will now require hormone blockers for youth and surgical revision/repair, among other additional medical services and treatment. Lesbian, gay, bisexual, transgender and queer people continue to face discrimination in employment because of their sexual orientation and/or gender identity, creating a need for explicit nondiscrimination policies. Over the last seven years, countless companies in all 50 states have spoken out against attempts to undermine LGBTQ+ civil rights. The Fortune 1000, a list of the largest publicly-traded and privately-held companies in the United States, was invited to take part in the Corporate Equality Index survey for the twelfth year in a row. 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. Prior to joining HRC, Keisha practiced law for over a decade. The Human Rights Campaign reports on news, events and resources of the. 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. We join the ranks of 767 major U.S. businesses that also earned top marks . The data doesnt lie - being an LGBTQ+ inclusive1 employer positively impacts recruitment, retention, engagement and, overall, total revenue. 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. Businesses owned by a larger U.S.-incorporated entity must be rated and represented on the CEI and its related publications as part of the larger entity. include economic, ethical, legal, and discretionary responsibilities. The business case for diversity must assume the same level of importance as bottom-line results and market-share . Prior to joining HRC, RaShawn worked in corporate Human Resources roles including Learning & Development. 1. In both cases, the HRC Foundation notified the business of the official rating and gave them an opportunity to provide updates or clarification prior to the report release. 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. HRCs Business Coalition for the Equality Act is a group of 503 leading U.S. employers that support the Equality Act, federal legislation that would provide the same basic protections to LGBTQ+ people that are provided to other federally protected groups. Abercrombie & Fitch, Willard L. McCloud, III(he/him)Vice President - Diversity, Equity and InclusionZimmer Biomet, Karen Morgan(she/her/they/them) Exceptions to this policy are made on a case-by-case . To secure full credit for benefits criteria, each benefit must be available to all benefits-eligible U.S. employees. Recognition designates Emerson among Best Places to Work for LGBTQ Equality. The four components of the Corporate Equality Index are: 1. 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. 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. LGBTQ+ Employee Resource Group or Diversity Council. (NYSE: HUM), proudly announced that it received a score of 100 on the Human Rights Campaign Foundation's 2022 Corporate Equality Index, the nation's foremost benchmarking survey and report . The premise of parity underlies the inclusive benefits section of the CEI criteria. Companies rated in the CEI include Fortune magazines 500 largest publicly traded businesses (Fortune 500), American Lawyer magazines top 200 revenue-grossing law firms (AmLaw 200), and hundreds of mid- to large-sized businesses that are publicly- or privately-held. Together, these seven companies represent a U.S. workforce that totals over 350,000 full-time employees. HRC acquired the glvIndex in 2001, renamed it and slightly modified the system. The policies must create a more gender-inclusive atmosphere for all employees. of those companies with an officially recognized LGBTQ+ employee group (1,011 of 1,046) report the ERG is expressly for LGBTQ+ and Allied employees. The HRC Foundation embarked on a massive campaign of educational and consultative efforts to address healthcare and insurance disparities for the transgender population and their families, including outreach to leading health insurance companies, direct consultation with both fully- and self-insured employers to modify their health insurance plans, and collection and dissemination of cost and utilization data from leading businesses. 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. An outstanding 1,271 companies actively participated in the CEI 2022 Survey. Despite the uncertainty caused by the ongoing COVID-19 pandemic, CEI-rated businesses followed-through on their commitments to LGBTQ community engagement throughout the year by participating in both virtual and in-person events. In our paper we discuss what can usefully be said about . Equity: Generally speaking, equity is the value of an asset less the amount of all liabilities on that asset. Under the TD Ready Commitment and its four key, interconnected drivers of: Financial Security, Vibrant Planet, Connected Communities, and Better Health; we are targeting a total of $1 billion by . of employee groups reported in the CEI (1,013 of 1,046) are sponsored by an executive champion. Its primary source of data are surveys but researchers cross-check business policy and their implications for LGBT workers and public records independently. (he/him) Against attempts to undermine LGBTQ+ civil rights workforce that totals over 350,000 full-time employees in. 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