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. NEW YORK; Sept. 16, 2019 - For the second consecutive year, Accenture (NYSE: ACN) has been ranked the No. The areas that will be assessed for equality include: Cryopreservation (egg freezing for non-medical reasons); Infertility treatment coverage (outside of in-vitro fertilization); Fertility/in-vitro fertilization coverage; and. 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. Notably, 97 percent of the entire CEI universe of businesses offer explicit gender identity non-discrimination protections (up from 5 percent in 2002). For example, while LGBTQ+ Americans can get legally married, this lack of guaranteed protection in other domains means newly married LGBTQ+ couples are at risk for eviction from their home by a discriminatory landlord that sees their wedding photos on social media. THE WORKFORCE PROTECTIONS CRITERIA OF THE CEI CALL FOR A WRITTEN employment nondiscrimination policy that includes both sexual orientation and gender identity across all operations. In addition to the CEI, the Workplace Equality Program researches, develops, and advocates for greater equity and inclusion for LGBTQ+ workers at the federal, state, and local levels, and provides support to employers seeking to enhance LGBTQ+ inclusion through education, training, policy, and consulting assistance. 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. Workforce Protections (30 points possible), a. (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 . 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. In total, 732 businesses met the standard in 2019, 836 in 2020, 892 in 2021, and 975 in 2022. (2019). Thank you to Alec Carrasco and Christal Jones for their database knowledge and expertise. The entirety of HRCs organizational framework is dedicated to creating and supporting services, programs, and resources to further the advancement of diversity, equity, and inclusion in the LGBTQ+ community. 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. 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. Through these updated areas of impact expound upon our existing criteria, we also hope to elevate the publics understanding of what an LGBTQ+ inclusive workplace looks and feels like. The Human Rights Campaign, All Rights Reserved. #1 - Consumer Perception. We are proud to share that this inclusion leads to proven increases in recruitment and retention of talented and diverse workforces in many work environments. You'll receive email updates from HRC. View Resource. In this second part, we show how to implement this theoretical framework onto a spreadsheet software. With the CEI as a blueprint, HRC established a formal program aimed at growing LGBTQ+ inclusive practices and policies across workplaces in Mexico. The business case for diversity must assume the same level of importance as bottom-line results and market-share . 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). In this role, they engage directly with employers nationwide to identify and improve LGBTQ+ inclusive policies, practices and benefits. Keisha Williams (she/her) is the Human Rights Campaign Foundations Director of the Workplace Equality Program. These vulnerabilities continue to create barriers for many LGBTQ+ Americans to exercise their legal right to marry. The profile and impact of an employee resource group is greatly enhanced by an active executive champion for the group. 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. 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. 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. 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. Businesses were invited to provide HRC Foundation staff with any additional information or updates before this report went to print. The data doesnt lie - being an LGBTQ+ inclusive1 employer positively impacts recruitment, retention, engagement and, overall, total revenue. The most considerable progress measured over the 20-year history of the CEI, which has also been reflected in this 20th edition, is the wide-scale adoption of transgender-inclusive initiatives by participating businesses. 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). To learn more, please read our Privacy Policy. 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. 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. To obtain full credit in this criterion, employers must show at least three types of organizational competency programming. According to McWilliams et al. Businesses have extensive programs to engage with key markets and the communities in which they operate. 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. The Human Rights Campaign, All Rights Reserved. After wide-scale education and outreach efforts, the 2019 CEI resumed enforcement of the standard for both same- and different-sex domestic partner benefits. UnitedHealthcare (retired). This change helped drive more widespread adoption of nondiscrimination policies that include sexual orientation and gender identity protections. Outreach or Engagement with LGBTQ+ Community. Even as progress is made, as of the time of this report, only 22 states (and the District of Columbia) offer full LGBTQ+ non-discrimination protections to their residents. 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. 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. Many employers assumed that the marriage ruling obviated the need for partner benefits; however, this is not true. By the end of the 2021 legislative session, another record 13 bills attacking transgender youth passed into law. Abercrombie & Fitch, Willard L. McCloud, III(he/him)Vice President - Diversity, Equity and InclusionZimmer Biomet, Karen Morgan(she/her/they/them) Discusses strategies for implementing the four components of the Corporate Equality Index into a company for each state. The web-based survey included links to sample policies and other guidance, found on the HRC Foundation website. Corporate giving to organizations promoting LGBTQ+ health, education or political efforts further demonstrates this commitment to broader LGBTQ+ equality. The following report is reflective of verified data submitted to the HRC Foundation as well as independent research on non-responding businesses. These initiatives intend to give more equitable opportunities to those would be small business owners who are more likely to face social and practical barriers to success. For example, this criteria will now require hormone blockers for youth and surgical revision/repair, among other additional medical services and treatment. Like the glvIndex before it, the HRC Corporate Equality Index is a. Following the unprecedented success of the CEI, many United States-based multinational companies became eager to replicate inclusive practices across their global footprint, leading to the work of the HRC Foundation expanding into the business community in the Americas. 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