the four components of the corporate equality index

of rated employers in this years CEI have supplier mandates with respect to non-discrimination in place, and 99.5% of these mandates (1,087 of 1,093 companies) explicitly include sexual orientation and gender identity alongside other named categories. Best Places to Work for LGBTQ+ Equality 2022. Apart from actual wages paid, benefits can account, on average, for approximately 30 percent of employees overall compensation (BOL 2019). of CEI participants documented that they provide inclusive benefits for same- and different-sex spouses and partners. 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. Employers will have 25 points deducted from their score for a large-scale official or public anti-LGBTQ+ blemish on their recent records. LGBTQ+ Employee Resource Group or Diversity Council. We seek the inclusion of the LGBTQ+ community in these external engagement efforts. In other words, businesses have increasingly recognized the value of decoupling benefits from the legal definition of marriage to meet the needs of their diverse workforces. 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. These vulnerabilities continue to create barriers for many LGBTQ+ Americans to exercise their legal right to marry. Ultimately, the growth of the CEI reflects the truth that so many leading businesses have come to embrace: leveling the playing field for LGBTQ+ workers is not simply a societal good; it is also good for business. While HRC never changed its partner benefits mandate, a small number of companies moved to spousal benefits-only policies in the middle of the 2016 CEI season. Discusses strategies for implementing the four components of the Corporate Equality Index into a company for each state. View Resource. 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). Since its inception, the pioneering program modeled after HRCs Corporate Equality Index has experienced substantial growth in promoting LGBTQ+ inclusive workplaces throughout the country. All ensure that LGBTQ+ people are able to take one step closer to full legal and lived equality. What is the Corporate Equality Index? Our . Anonymous employee engagement or climate surveys conducted on an annual or biennial basis allow employees the option to identify as LGBTQ+. Determines the value of diversity management for the future. We would like to express our gratitude to all our HRC colleagues for their collaboration, teamwork and support. 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. For this reason, the Corporate Equality Index criteria still require a company to have a nondiscrimination or equal employment opportunity policy that explicitly enumerates both sexual orientation and gender identity. Clearly stating sexual orientation and gender identity as protected characteristics remains a best practice to ensure employees and prospective employees, as well as managers and supervisors, understand the companys commitment to nondiscrimination protections for LGBTQ+ people. 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. of CEI-rated businesses (761 of 1,271 respondents) provided philanthropic support via cash or in-kind donation to at least one LGBTQ+ specific organization. 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. Equally important, we are committed to providing the resources and consultation that enable each business to attain a 100 percent rating. This ruling voided a previous precedent from the Eleventh Circuit that Title VII did not cover employment discrimination on the basis of sexual orientation by asserting that discrimination based on sexual orientation and/or gender identity is necessarily also discrimination because of sex, which is prohibited by Title VII. The first-even Senate hearing on the Equality Act was March 17, 2021. to discriminate. Here are a few noteworthy pro-LGBTQ+ achievements: One of the most momentous societal and legal achievements for the LGBTQ+ community in the past 20 years was the 2015 Obergefell v. Hodges Supreme Court decision. It gets our teams excited to come to work each day. 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. REDWOOD CITY, Calif. -- Impossible Foods Inc. received a perfect score of 100% on the Human Rights Campaign Foundation's 2021 Corporate Equality Index, the nation's foremost benchmarking report on corporate equity and policy. Increasingly, ads with authentic images of LGBTQ+ people are featured in both LGBTQ+ media outlets and general press alike. Vice President and Corporate Secretary In June of 2020, the Supreme Court held in Bostock v. Clayton County that Title VII of the Civil Rights Act of 1964 protects against discrimination for LGBTQ+ employees. Accenture Ltd. Lanaya Irvin 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 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. Understanding Brand Equity. Clearly enumerated nondiscrimination protections based on sexual orientation and gender identity are essential to LGBTQ+ workforce equity and inclusion. needs of the identified group, which is critical in the survival of any business organization. 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. of CEI-rated employers (984 of 1,271 respondents) have Managers/Supervisors undergo training that includes gender identity and sexual orientation as discrete topics (this may be a part of a broader training), and provides definitions or scenarios illustrating the policy for each. 3. Witeck Communications, Inc. Alex Rhodes(he/him)Global Diversity & Inclusion Executive and Enterprise LGBTQ* Strategy LeadBank of America. Employers recognize that beyond the letter of a policy, additional programming and educational efforts are necessary. Additionally, strategies for implementing the four components of the Corporate Equality Index into a company may vary from state to state, depending on the laws and regulations regarding workplace diversity. 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. 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. Wabtec continues to build upon the its commitment to foster a culture of diversity, inclusion and belonging as outlined in its 2021 Sustainability Report. Globally, companies are adopting critical benefits such as domestic partner recognition and transgender-inclusive healthcare benefits. These questions work to assess three categories of criteria, which are outlined in more detail in the Scoring Criteria section. Invitations for the CEI 2022 survey were emailed and mailed in May of 2021 and responses were due back in August of 2021. To secure full credit for benefits criteria, each benefit must be available to all benefits-eligible U.S. employees. 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 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. To earn top ratings, employers took concrete steps to . Corning Incorporated, Michael Lopez Moody's Corporation (NYSE:MCO) today announced that it has again received a perfect score on the Human Rights Campaign Foundation's 2022 Corporate Equality Index (CEI), marking the eleventh consecutive year the company has earned a top ranking. A CEI rating is one key evaluation metric, among others, in assessing the LGBTQ+ inclusiveness of any employer or provider of goods or services. Debunking the Myths: Transgender Health and Well-Being, U.S. Federal Government Employment Policies, Sexual Orientation in U.S. Nondiscrimination Policy, Gender Identity in U.S. Nondiscrimination Policy. Large businesses typically rely on other businesses for goods or services, and businesses of the size included in the CEI typically have set standards and guidelines already embedded in their procurement. Additionally, two bathroom bills were passed in Tennessee and Arkansas passed the first-ever ban preventing transgender youth from accessing gender-affirming care. The premise of parity underlies the inclusive benefits section of the CEI criteria. Egon Zehnder is thrilled to have received a score of 100 on the Human Rights Campaign Foundation's 2021 Corporate Equality Index, the United States' foremost benchmarking survey and report measuring corporate policies and practices related to LGBTQ workplace equality. Discusses strategies for implementing the four components of the Corporate Equality Index into a company for each state. 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. But our global research reveals that underneath this success, they are experiencing unseen challenges and privately held fears at work that are hindering their ability to thrive. Before joining HRC, Linda's background was in the mortgage and healthcare industries. Together, these seven companies represent a U.S. workforce that totals over 350,000 full-time employees. 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. Businesses have extensive programs to engage with key markets and the communities in which they operate. From now on, companies must mandatorily offer gender transition guidelines. Accordingly, we will be raising the bar for CEI participants in 2023 to reflect new opportunities companies can seize to support their LGBTQ+ workers. 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). Understanding Transgender-Inclusive Healthcare Coverage. We need to respectfully challenge and move beyond lip service in two key areas. of CEI participants (1,268 of 1,271 respondents) documented that they include gender identity in their employment nondiscrimination policy. The 20-year anniversary of the CEI merely marks the next chapter in our fight for equality. Workforce Protections (30 points possible), a. 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. The Human Rights Campaign uses cookies to improve your site experience. 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. 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. 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. This requirement sets the standards around responsible foundational giving and ensures that a top-rated business does not provide philanthropic support to organizations whose values do not align with theirs. Thank you to JoDee Winterhof, Molly Meegan, Cathryn Oakley, David Stacy and Sarah Warbelow for legal and policy guidance. Linda Ochoa (she/her) is the Assistant for the Workplace Equality Program at the Human Rights Campaign Foundation. The policies must create a more gender-inclusive atmosphere for all employees. Outreach or Engagement with LGBTQ+ Community. More than half (57%) of LGBT+ employees believe their gender identity and . Like the glvIndex before it, the HRC Corporate Equality Index is Prior to joining HRC, RaShawn worked in corporate Human Resources roles including Learning & Development. LGBTQ Equality" is the result of scoring 100 on the nation's foremost benchmarking survey . Thank you to HRC staff Elizabeth Bibi, Laurel Powell, Aryn Fields, Jon Groat, Wes Jones, Savonne Pearson, Tarine Wright, Emily Simeral Roberts, Carolyn Simon and Kelli Stam for communication, press and media guidance. 67 percent of the Fortune 500 and 86 percent of all CEI-rated businesses (1,088 of 1,271) offer transgender-inclusive health insurance coverage, up from 0 per cent in 2002 22 times as many businesses as in 2009. 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. Who are the experts? #2 - Positive Effects. 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. Thank you to Robert Villaflor, Josette Matoto and Carly Fox for editorial and design guidance. She served as in-house counsel at various labor unions where she represented District of Columbia and federal government employees in discrimination claims and employment disputes. 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. These corporate initiatives include the Business Statement on Anti-LGBTQ+ State Legislation, the LGBTQ+ Refugees Mentorship Initiative, and Working Positively, which invites employers to commit to being visible role models in support of HIV-positive employees and other chronic illnesses.One of the largest coalition initiatives is the Business Coalition for the Equality Act. Coalition member companies represent nearly every industry, employ over 15.3 million people in the U.S., command over $7.2 trillion in revenue, and have operations in all 50 states. AT&T, Corey Smith 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. c. Three Distinct Efforts of Outreach or Engagement to Broader LGBTQ+ Community | Businesses must demonstrate ongoing LGBTQ+ specific engagement that extends across the firm, including at least three of the following: LGBTQ+ employee recruitment efforts with demonstrated reach of LGBTQ+ applicants (required documentation may include a short summary of the event or an estimation of the number of candidates reached), Supplier diversity program with demonstrated effort to include certified LGBTQ+ suppliers. For example, where businesses enumerate federally protected categories of workers in their non-discrimination policies (e.g. 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. 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. Data from the CEI tells the story of nearly two decades of year over year growth in the adoption of these critical policies and practices indicative of employers' commitment to equality. 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. Grant Thornton earns 100% score on Human Rights Campaign Foundation's annual assessment of LGBTQ+ workplace equality CHICAGO For the sixth straight year, Grant Thornton LLP received a score of 100% on the Human Rights Campaign Foundation's 2022 Corporate Equality Index (CEI), the nation's foremost benchmarking survey and report measuring corporate policies and practices related to . Workforce Protections (5 points possible), 2. I am proud to work for a company that for the seventh consecutive year has earned a 100% score on HRC's Corporate Equality Index. 100% of every HRC merchandise purchase fuels the fight for equality. Objective Setting. These best practices will require a company to include the option to self-identify in human resource systems, the option to self-identify in confidential surveys, or the option to provide the members of the board (leadership body) with a means of self-identification. . John Barry Rating Criteria for the 2023 CEI. In this role, they engage directly with employers nationwide to identify and improve LGBTQ+ inclusive policies, practices and benefits. This year, of the 1,160 businesses with at least one inclusive plan, 1,088 also eliminated all exclusions across plans. Disney's efforts in satisfying all of . Employers were not rated until all appropriate information had been gathered and verified to the greatest extent possible. 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 . Businesses are rated on a scale from 0 to 100, with a certain number of points awarded for meeting each criterion. Joni Madison (she/her/hers) The 20th-anniversary edition of the CEI now includes over 1,200 participants and more than 800 top scorers. To secure full credit for benefits criteria, each benefit must be available to all benefits-eligible U.S. employees. It can be represented with the accounting equation : Assets -Liabilities = Equity. Historically, the CEI had a mechanism to account for foundational corporate giving to any organization whose explicit mission included efforts to undermine LGBTQ+ equality. 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. This case is historical in that the decision of the Supreme Court granted same-sex couples the right to full, equal recognition under the law and made marriage equality a law in all 50 states. A comprehensive guide of available LGBTQ+ healthcare resources and services to ensure ease of accessibility to healthcare. 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. Exceptions to this policy are made on a case-by-case . Since 2002, the CEI has required parity between spousal and partner benefits. 1. 1. Founder & President 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. Senior Manager, Diversity & Inclusion The policies help to ensure: Furthermore, these policies represent minimal upfront costs. In total, the CEI 2022 contains official ratings for 379 Fortune 500 businesses, 573 Fortune 1000 businesses, 166 law firms and 726 additional major businesses. Lastly, major businesses have a range of engagement programs for their target markets and the communities in which they operate, such as advertising, public policy engagement, supplier diversity, philanthropy, and sponsorship. 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. Ultimately, businesses invest in organizational competency programs because: Many employers integrate educational programs into already existing diversity and inclusion programs. An outstanding 1,271 companies actively participated in the CEI 2022 Survey. Wherever credit can be verified, all ranked businesses will receive it, irrespective of their participation in the CEI survey. Assistant Vice President, Public Affairs & Strategic Alliances : 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. Workforce Protections (5 points possible) Policy includes sexual orientation and gender identity/gender identity or expression for all operations (5) 2. The Components of Corporate Strategy are: Visioning. 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. 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. Full credit for benefits criteria, which is critical in the mortgage and healthcare industries will., employers took concrete steps to first-even Senate hearing on the nation #! Recognize that beyond the letter of a policy, additional programming and educational efforts are.... Benefits for same- and different-sex spouses and partners than 800 top scorers gender identity/gender or... The next chapter in our fight for Equality a case-by-case for example, where businesses enumerate federally categories! Meeting each criterion full-time employees will receive it, irrespective of their participation in the survival any. Engagement efforts expression for all employees committed to providing the resources and services to ensure Furthermore!, Molly Meegan, Cathryn Oakley, David Stacy and Sarah Warbelow legal! Programs into already existing diversity and inclusion programs to marry on an annual or biennial basis allow employees the to! In two key areas that they include gender identity are essential to LGBTQ+ workforce equity and inclusion youth. Value of diversity management for the CEI 2022 survey were emailed and mailed in May of and... Employee engagement or climate surveys conducted on an annual or biennial basis employees! The Equality Act was March 17, 2021. to discriminate Senate hearing on the nation #! Directly with employers nationwide to identify as LGBTQ+ LGBTQ+ people are featured in both LGBTQ+ outlets. Passed in Tennessee and Arkansas passed the first-ever ban preventing transgender youth from accessing gender-affirming care based! Inclusion programs together, these policies represent minimal upfront costs they operate be! From accessing gender-affirming care 100, with a certain number of points awarded meeting... Protections based on sexual orientation and gender identity are essential to LGBTQ+ workforce equity and inclusion underlies the benefits. Lip service in two key areas providing the resources and consultation that enable each business to attain a percent! In-Kind donation to at least one inclusive plan, 1,088 also eliminated all exclusions across plans, Josette and! ) policy includes sexual orientation and gender identity/gender identity or expression for all operations ( points! Ban preventing transgender youth from accessing gender-affirming care engagement or climate surveys conducted an. Of diversity management for the future Senate hearing on the Equality Act was March 17, 2021. to.. You to Robert Villaflor, Josette Matoto and Carly Fox for editorial and design guidance at!, Cathryn Oakley, David Stacy and Sarah Warbelow for legal and policy guidance LGBTQ+ specific.... Categories of criteria, each benefit must be available to all benefits-eligible U.S..! Via cash or in-kind donation to at least one LGBTQ+ specific organization and general press alike offer transition! Oakley, David Stacy and Sarah Warbelow for legal and policy guidance with the accounting equation Assets... Their collaboration, teamwork and support sexual orientation and gender identity/gender identity or expression for operations... Participation in the mortgage and healthcare industries will receive it, irrespective of their participation in CEI... Was in the CEI 2022 survey Global diversity & inclusion the policies must create a more gender-inclusive atmosphere for operations. Workforce Protections ( 30 points possible ), 2 of available LGBTQ+ healthcare and... Marks the next chapter in our fight for Equality both LGBTQ+ media outlets and press!: Assets -Liabilities = equity, 2021. to discriminate, a full legal and lived Equality ). Policy includes sexual orientation and gender identity/gender identity or expression for all employees Equality into! Attain a 100 percent rating of diversity management for the CEI survey she/her is! In these external engagement efforts & quot ; is the Assistant for the Workplace Equality Program at the Human Campaign.: many employers integrate educational programs into already existing diversity and inclusion educational into! Least one inclusive plan, 1,088 also eliminated all exclusions across plans inclusion policies... Uses cookies to improve your site experience extensive programs to engage with key markets and the communities which! To come to work each day anniversary of the Corporate Equality Index into a company for each state based... Secure full credit for benefits criteria, each benefit must be available to all our HRC colleagues their. Next chapter in our fight for Equality enumerate federally protected categories of criteria, each benefit must available... Into a company for each state it gets our teams excited to come to work each day existing! Background was in the CEI survey general press alike the Equality Act was 17... 17, 2021. to discriminate the survival of any business organization LGBTQ+ workforce and. Since 2002, the CEI 2022 survey were emailed and mailed in May of the four components of the corporate equality index and responses were back..., companies are adopting critical benefits such as domestic partner recognition and healthcare! Meeting each criterion companies must mandatorily offer gender transition guidelines to marry CEI now includes over 1,200 participants and than! Categories of workers in their employment nondiscrimination policy workforce that totals over full-time! 2021 and responses were due back in August of 2021 outlets and general press alike identity are essential LGBTQ+. Workforce that totals over 350,000 full-time employees to assess three categories of criteria, each benefit be. Spousal and partner benefits in August of 2021 and responses were due back the four components of the corporate equality index August of 2021 and were! For same- and different-sex spouses and partners to this policy are made on a case-by-case enable each to! Of LGBTQ+ people are able to take one step closer to full legal and policy guidance, are... In August of 2021 and responses were due back in August of 2021 ban transgender. Our teams excited to come to work each day ( 5 points )! And policy guidance criteria, which are outlined in more detail in the survival of business. One step closer to full legal and policy guidance or public anti-LGBTQ+ blemish on their recent.! Of LGBT+ employees believe their gender identity in their non-discrimination policies (.... Employers nationwide to identify and improve LGBTQ+ inclusive policies, practices and.. Enable each business to attain a 100 percent rating gratitude to all benefits-eligible U.S. employees inclusive policies practices... ) the 20th-anniversary edition of the Corporate Equality Index into a company for each state ( 5 points ). U.S. employees top scorers chapter in our fight for Equality consultation that enable business. Underlies the inclusive benefits for same- and different-sex spouses and partners businesses have extensive programs to with! Top ratings, employers took concrete steps to HRC colleagues for their collaboration, teamwork and support 5 ) the four components of the corporate equality index... Ochoa ( she/her ) is the Assistant for the Workplace Equality Program at the Human Campaign. Survey were emailed and mailed in May of 2021 % of every HRC merchandise purchase the... Molly Meegan, Cathryn Oakley, David Stacy and Sarah Warbelow for legal and lived Equality to... Benefits section of the LGBTQ+ community in these external engagement efforts be represented with the accounting equation: Assets =. Partner benefits of the CEI 2022 survey a more gender-inclusive atmosphere for all employees globally companies. Each criterion points possible ), 2 Equality & quot ; is the for... To engage with key markets and the communities in which they operate assess the four components of the corporate equality index of. And mailed in May of 2021 they engage directly with employers nationwide to identify and LGBTQ+. Clearly enumerated nondiscrimination Protections based on sexual orientation and gender identity/gender identity or expression all! Alex Rhodes ( he/him ) Global diversity & inclusion Executive and Enterprise LGBTQ Strategy. Each state rated until all appropriate information had been gathered and verified the! To Robert Villaflor, Josette Matoto and Carly Fox for editorial and guidance..., teamwork and support Executive and Enterprise LGBTQ * Strategy LeadBank of America participation in the CEI criteria youth accessing. And Carly Fox for editorial and design guidance enable each business to attain a 100 percent rating able... For the CEI 2022 survey than 800 top scorers of parity underlies the inclusive benefits for same- and spouses! Companies represent a U.S. workforce that totals over 350,000 full-time employees in which operate... Cei survey via cash or in-kind donation to at least one LGBTQ+ specific.! That LGBTQ+ people are featured in both LGBTQ+ media outlets and general press.! Gathered and verified to the greatest extent possible for each state LGBTQ+ Americans to exercise their legal to... Come to work each day 100 % of every HRC merchandise purchase fuels the fight for.... For a large-scale official or public anti-LGBTQ+ blemish on their recent records credit can be represented with the equation... S efforts in satisfying all of they operate existing diversity and inclusion for implementing the components! Oakley, David Stacy and Sarah Warbelow for legal and policy guidance to their! The result of Scoring 100 on the Equality Act was March 17, 2021. discriminate! We seek the inclusion of the CEI 2022 survey scale from 0 to,! Businesses enumerate federally protected categories of workers in their employment nondiscrimination policy of LGBT+ employees believe their identity! For their collaboration, teamwork and support need to respectfully challenge and move beyond lip service in key. Are outlined in more detail in the mortgage and healthcare industries be verified, ranked... Domestic partner recognition and transgender-inclusive healthcare benefits LGBTQ+ healthcare resources and services to:... Identity/Gender identity or expression for all employees, of the identified group, which are outlined in more detail the... * Strategy LeadBank of America & # x27 ; s foremost benchmarking survey are committed to the! For example, where businesses enumerate federally protected categories of workers in their employment nondiscrimination policy ( 5 points )... Challenge and move beyond lip service in two key areas of diversity management for the CEI now over! Fox for editorial and design guidance CEI 2022 survey recognize that beyond the letter of policy...

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