Partner 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. 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 . Next, the HRC Foundation expanded its LGBTQ+ workplace inclusion efforts to South America by partnering with Fundacin Iguales, Chiles largest LGBTQ+ advocacy group, to promote LGBTQ+ inclusive policies and protections among Chilean businesses and corporations through HRC Equidad CL. Although the push for LGBTQ+ inclusive workplaces began largely as an undertaking within the United States and Europe, the conversation around inclusivity is now pointedly more prominent among international stakeholders. Strategy #1: Create a Candidate-Focused Career Site. You'll receive email updates from HRC. 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.". Each year the Human Rights [] Many large employers have formally recognized employee resource groups (also known as an employee network, business resource or affinity groups) for diverse populations of their workforce, including women, people of color, veterans, parents, people of varied abilities and LGBTQ+ & Allied people. The results of the 2022 CEI showcase how companies . Sample Solution. The CEI serves as a roadmap to LGBTQ+ inclusive policies and practices, but it cannot provide a holistic assessment of the unique workplace cultures and individual experiences that characterize different employers. Benefits for same-sex partners 3. 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. Jan 27, 2022, 09:03 ET. Determines the value of diversity management for the future. Businesses unwilling to do so would have been penalized 25 points from their overall rating through Criterion 4. of CEI rated employers explicitly include sexual orientation as a part of their nondiscrimination policy. Policy includes gender identity or expression for all operations. Businesses were invited to provide HRC Foundation staff with any additional information or updates before this report went to print. 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. include economic, ethical, legal, and discretionary responsibilities. This change helped drive more widespread adoption of nondiscrimination policies that include sexual orientation and gender identity protections. To obtain full credit in this criterion, employers must show at least three types of organizational competency programming. (he/him) Vice President & Relationship Manager, Global Like the glvIndex before it, the HRC Corporate Equality Index is In addition to the self-reporting provided through the CEI survey, we investigated and cross-checked the policies and practices of the rated businesses, any connections with organizations that engage in anti-LGBTQ+ activities, and news accounts of efforts that undermine LGBTQ+ equality writ large (e.g., through case law efforts or public policy lobbying actions). 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. 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. Baird has approximately 4,600 associates serving the needs of individual, corporate, institutional and municipal clients and more than $385 billion in client assets as of June 30, 2021. Supplier diversity programs ensure that the procurement process includes specific opportunities for minority-owned businesses, including women-owned, veteran-owned and, more recently, LGBTQ+ owned businesses. Responsible citizenship (-25)Employers will have 25 points deducted from their score for a large-scale official or public anti-LGBTQ blemish on their recent records. Tyson Foods, Inc. recently merged with Hillshire Farms in 2014 and employs around 115,000 people in total (Tyson Foods, Inc., 2014). CFM Operations Manager 108 new employers offer this coverage according to the 2022 report. 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. When working in different communities, we adjust our language to reflect local customs. (2019). It gets our teams excited to come to work each day. HRC, its partners, and supporters will continue to work toward the goal of all 50 states having LGBTQ+ non-discrimination protections written into law. of employee groups reported in the CEI (1,013 of 1,046) are sponsored by an executive champion. Before joining HRC, Linda's background was in the mortgage and healthcare industries. 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. Vice President and Chief DE&I Officer 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. 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. 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. This is an important first step in measuring our progress towards LGBTQ+ workplace equality. 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. Northern Trust Corp. Wyndolyn (Wendy) C. Bell, MD : financial, in kind or pro bono support), Demonstrated public support for LGBTQ+ equality under the law through local, state or federal legislation or initiatives. . In 2021, we experienced a wave of anti-transgender state legislation: 81 bills aimed to prevent transgender youth from playing school sports consistent with their gender identity, and 43 bills to prevent transgender youth from receiving gender-affirming 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. 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. 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.. Each year, the Human Rights Campaign (HRC) Foundation surveys more than 1,000 U.S. companies about their corporate policies and practices related to lesbian, gay, bisexual, transgender, and queer (LGBTQ) employees. Discriminatory bills that attempt to curb access to public services for transgender people, deny basic services to LGBTQ+ families, or preempt local nondiscrimination ordinances put company employees, employee families, and customers at risk. For the fifth consecutive year EA has received a 100% rating by the Human Rights Campaign on their annual Corporate Equality Index 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. 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. With the 2022 CEI, 56 percent of rated companies have global operations and over 99 percent extend those protections globally. 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. January 27, 2022. Corporate philanthropic activities ranging from financial support to in-kind donations of products or services can bolster a businesss profile in the LGBTQ+ community. 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. Historically, the CEI had a mechanism to account for foundational corporate giving to any organization whose explicit mission included efforts to undermine LGBTQ+ equality. The business case for diversity must assume the same level of importance as bottom-line results and market-share . of CEI rated employers explicitly include gender identity as a part of their nondiscrimination policy. The Corporate Equality Index 2022 was beautifully and efficiently designed by Tony Frye Design. Thanks to HRCs work with companies located within the United States, hundreds of thousands of LGBTQ+ employees and their families benefit from inclusive workplace policies, practices, and benefits. Businesses are rated on a scale from 0 to 100, with a certain number of points awarded for meeting each criterion. In addition, equitable benefits structures align with the principle of equal compensation for equal work. To this effort, in 2016, the Corporate Equality Index criteria were expanded to require that companies with global operations extend their nondiscrimination policies across all their operations. HRC is proud to partner with leading employers on corporate initiatives that drive equality. UL earns 100% on the Human Rights Campaign annual scorecard on LGBTQ+ workplace equality. More than half (57%) of LGBT+ employees believe their gender identity and . 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. (he/him) Inclusive Benefits (50 points possible). The HRC Foundation is eager to commemorate this anniversary by sincerely thanking the many people that have made the CEI a success year after year for two impactful decades. Launched in 2018, the Chilean-based program assessed 31 companies in its inaugural 2019 report and 15 of them received the HRC Foundations designation of Mejores Lugares para Trabajar LGBT. For the report in 2021, the program grew by 52 percent, rating a total of 96 companies with 28 earning top marks, an increase from 20 top scorers in 2020 and only 63 participating companies. (he/him) 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. Launched in 2002, the HRC Foundation's Corporate Equality Index has become a roadmap and benchmarking tool for U.S. businesses in the evolving field of lesbian, gay, bisexual, transgender and queer equality in the workplace. Keisha still serves as an adjunct professor of law at the University of Maryland School of Law, where she teaches Labor Law. : 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. In addition, companies must have one overarching policy on gender inclusivity which includes dress codes, restrooms and facilities, or pronoun and chosen name usage in the workplace (email signatures/meeting/onboarding). Assistant Vice President, Public Affairs & Strategic Alliances AT&T, Corey Smith Disney's efforts in satisfying all of . Raina graduated from New College of Florida with a Bachelors degree in Political Science with a focus on the intersection of social identity and U.S. political ideology. 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 CEI helps guide the wide-scale adoption of LGBTQ+-specific practices and language within existing business structures. Supporting an Inclusive Culture (25 points possible).
the four components of the corporate equality index