the four components of the corporate equality index
the four components of the corporate equality index
The updated areas of impact for the criteria will be as follows: Driving equality in LGBTQ+ family formation; Raising the standards for transgender-inclusive healthcare by expanding the mandatory service and treatment options; Best practices for utilizing intersectional examination of workplace inequality through training and data collection; Mandatory gender transition guidelines and workplace policies to promote and ensure gender inclusivity; and. Accordingly, we will be raising the bar for CEI participants in 2023 to reflect new opportunities companies can seize to support their LGBTQ+ workers. Courtney Stanford (she/her) is the Coordinator for the Workplace Equality Program at the Human Rights Campaign Foundation. 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. 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. of CEI participants (975 of 1,271 respondents) documented that they provide inclusive benefits for same- and different-sex spouses and partners. By using this site, you agree to our use of cookies. He speaks with Shery Ahn and . 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. 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.. Before joining HRCF, Raina began their professional career conducting research on gender equity in education and the workplace. Companies continue to amplify their global LGBTQ+ inclusion efforts through the targeted expansion of equitable benefits and inclusive practices. 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. . Over the last seven years, countless companies in all 50 states have spoken out against attempts to undermine LGBTQ+ civil rights. 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. For companies with operations outside of the U.S., the policy must be extended across the global workforce. 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. HRC Foundation staff provided additional assistance and direct consultation throughout the process and reviewed submitted documentation (required within each section) for appropriate language and consistency with survey answers. 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. The bill also prohibits discrimination in public spaces and services and protects against discrimination in the receipt of federal funding on the basis of sex, sexual orientation, and gender identity. Employee inclusion. President & Founder 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. 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). Businesses are rated on a scale from 0 to 100, with a certain number of points awarded for meeting each criterion. The Equality Act was introduced in the House of Representatives by Rep. David Cicilline (D-RI) on February 18, 2021, and in the Senate by Sens. Tyson Foods, Michelle Phillips The results of the 2022 CEI showcase how companies . 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. To secure full credit for benefits criteria, each benefit must be available to all benefits-eligible U.S. employees. In addition, the HRC Foundation assesses the availability of routine, chronic care, and transition-related medical coverage for transgender employees and dependents. We seek the inclusion of the LGBTQ+ community in these external engagement efforts. The accompanying four illustrations from Tiernan Brady, a political and LGBT+ privileges campaigner, assist with making sense of the Irish . A CEI rating is one key evaluation metric, among others, in assessing the LGBTQ+ inclusiveness of any employer or provider of goods or services. (he/him) Inclusive Benefits (30 points possible) To secure full credit for benefits criteria, each benefit must be available to . 662 major businesses have adopted gender transition guidelines to establish best practices in transgender inclusion for managers and teams. 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. Joni Madison (she/her/hers) 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. By using this site, you agree to our use of cookies. Businesses' Commitment to LGBTQ+ Employees, 15 of the Top 20 Fortune-Ranked Companies Received 100% Ratings. Individual company scores based on the CEI criteria can be found online at https://www.hrc.org/resources/employers. Board (or other governing body) member demographic data collection include the option for individuals to report their sexual orientation and gender identity or self-identity as LGBTQ+, Gender transition guidelines with supportive restroom, dress code and documentation guidance, Implementation of the at least one (1) of the following policies or practices, Trans-inclusive restroom/facilities policy, Policies/procedures that allow for optional sharing of gender pronouns, 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, Marketing or advertising to LGBTQ consumers (e.g. ), the HRC Foundation evaluates them on the inclusion of sexual orientation and gender identity protections. January 27, 2022. The Walt Disney Company proudly announces that for the 16th year in a row it received a score of 100 on the Human Rights Campaign Foundation's Corporate Equality Index, the nation's foremost benchmarking survey and report measuring corporate policies and practices related to LGBTQ+ workplace equality. 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). 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. Vice President & Relationship Manager, Global Its primary source of data are surveys but researchers cross-check business policy and their implications for LGBT workers and public records independently. Employees who do not identify as LGBTQ+ themselves, but are invested in workplace inclusion and equality, are increasing their numbers within ERG ranks. 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. Outreach or Engagement with LGBTQ+ Community. 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. The Components of Corporate Strategy are: Visioning. An outstanding 1,271 companies actively participated in the CEI 2022 Survey. To obtain full credit in this criterion, employers must show at least three types of organizational competency programming. . Top-rated CEI employers come from nearly every industry and region of the United States. Employers recognize that beyond the letter of a policy, additional programming and educational efforts are necessary. 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. 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. Rating Criteria for the 2023 CEI. The CEI continues to reflect best practices for LGBTQ+ workers and their families. of employee groups reported in the CEI (1,013 of 1,046) are sponsored by an executive champion. 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. The index is made up of four sub-components including economic participation, education, health, and political empowerment as well as providing a selection of contextual . Establish best practices for LGBTQ+ workers and their families sponsored by an executive champion (. Employers come from nearly every industry and region of the 2022 CEI showcase how.. Lgbtq+ employees, 15 of the United States scale from 0 to,... 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