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. #3 - Negative Effects. The Corporate Equality Index is a measurement tool that assesses the degree to which LGBTQ individuals are included in corporate America 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. It gets our teams excited to come to work each day. A comprehensive guide of available LGBTQ+ healthcare resources and services to ensure ease of accessibility to healthcare. 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. of CEI-rated businesses (1,160 of 1,271 respondents) offer at least one transgender-inclusive plan option with current market standard coverage, up from 0 in 2002 and just 8% in the 2009 CEI report. : 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. 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 . 3. THE CORPORATE EQUALITY INDEX 2022 ASKED PARTICIPANTS a series of questions about LGBTQ+ inclusive policies, practices and benefits. 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. 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. Businesses have extensive programs to engage with key markets and the communities in which they operate. They always find a way to make everything work. 138 Newly rated companies. To learn more, please read our Privacy Policy. 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. The release of the first edition of the report revealed that 13 of the original 319 participants earned a score of 100% an impressive achievement considering the unfavorable attitudes toward the LGBTQ+ community that were prevalent in the early 2000s. 1. (he/him/el) When the Corporate Equality Index first launched in 2002, there were a total of 319 participants. 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. Human Rights Campaign Foundation. In this role, she fields questions from employers and employees nationwide about the CEI process, works on CEI survey review, and provides logistical support for the entire Workplace Equality Program team. With many multinational companies employing persons outside of the United States, HRC encouraged CEI participants to consider how their adopted inclusive policies and practices could and would impact their workforces in countries with less tolerant legal and cultural stances towards LGBTQ+ communities. Corporate Social Responsibility (20 points possible). This comprehensive metric is provided as accountability for employers to devote resources to creating and maintaining a climate of inclusion. For the second year in a row, the company was recognized in the Human Rights Campaign Foundation's 2022 Corporate Equality Index (CEI), the standard for measuring policies and practices that promote a LGBTQ-inclusive workplace. Supplier/Vendor Standards Include LGBTQ+ Nondiscrimination. 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). ERGs have embraced allies as critical supporters of the full LGBTQ+ community, as allies bring their own unique voice and vantage point to workplace equality. Employees who do not identify as LGBTQ+ themselves, but are invested in workplace inclusion and equality, are increasing their numbers within ERG ranks. Despite the disruption of the COVID-19 epidemic and the cancellation of in-person events worldwide, CEI-rated businesses followed through on their commitments to LGBTQ+ community engagement throughout the year largely by leveraging online and virtual engagement platforms. Apart from actual wages paid, benefits can account, on average, for approximately 30 percent of employees overall compensation (BOL 2019). 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. NIKE, Steve Smotherman Richard Clark 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. The remaining 28 states offer either no LGBTQ+ non-discrimination protections or in some way exclude a key group from their laws, leaving these groups without legislative protection. The Corporate Equality Index has become a quintessential achievement for the Human Rights Campaign Foundation. The bill awaits consideration by the full Senate. These resources and additional materials to help employers close the gap between inclusive policy and practice can be found at www.hrc.org/transtoolkit. The Corporate Equality Index 2022 was beautifully and efficiently designed by Tony Frye Design. 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. 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, 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. It's a fantastic opportunity for businesses to take stock of their inclusivity . A CEI rating is one key evaluation metric, among others, in assessing the LGBTQ+ inclusiveness of any employer or provider of goods or services. The four components of the Corporate Equality Index are: 1. Additionally, we argue that these decisions could have been made within companies that have been hit differently by the COVID-19. Until LGBTQ+ Americans have full equality through the federal Equality Act, domestic partner benefits will remain an essential CEI standard that helps to fill the void left by federal and state law and ensure LGBTQ+ workers and their families receive equitable benefits whether married or partnered. 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. Thank you to JoDee Winterhof, Molly Meegan, Cathryn Oakley, David Stacy and Sarah Warbelow for legal and policy guidance. Objective Setting. This framework was widened in 2016 to hold companies accountable for any giving to a non-religious organization with an explicit policy of discrimination against LGBTQ+ people. 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. The profile and impact of an employee resource group is greatly enhanced by an active executive champion for the group. Since its launch in 2002, employees, consumers and investors have used the CEI as a comprehensive tool to determine what a companys policies are before they accept a job, buy a product or invest their money. 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. The Human Rights Campaign reports on news, events and resources of the. Employers recognize that beyond the letter of a policy, additional programming and educational efforts are necessary. of CEI rated employers explicitly include sexual orientation as a part of their nondiscrimination policy. 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 . We join the ranks of 767 major U.S. businesses that also earned top marks . For companies with operations outside of the U.S., the policy must be extended across the global workforce. 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. 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. Discusses strategies for implementing the four components of the Corporate Equality Index into a company for each state. 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. 662 major businesses have adopted gender transition guidelines to establish best practices in transgender inclusion for managers and teams. To earn top ratings, these employers took concrete steps to establish and implement comprehensive policies, benefits and practices that ensure greater equity for LGBTQ+ workers and their families. All ensure that LGBTQ+ people are able to take one step closer to full legal and lived equality. HRC acquired the glvIndex in 2001, renamed it and slightly modified the system. The pandemic has caused temporary disturbances in the production and commercialization of goods and services that have translated into tensions in the sales figures, causing serious liquidity problems, drops in profitability, and increased risk. The CEI will now require that at least one company training, provided to all employees, that addresses LGBTQ+ intersectionality within the workplace. The HRC Foundations CEI rating system is designed for mid- to large-sized businesses (500 full-time employees and above) and divided into three key categories of criteria: Launched in 2002, the CEI is the first internationally recognized benchmarking report for businesses to gauge their level of LGBTQ+ workplace inclusion against competitors. 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. 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.". While Bostock explains that discrimination on the basis of sex necessarily includes discrimination on the basis of sexual orientation and gender identity, those words are not explicitly enumerated. The 2022 Equidad CL report will be released later this year. 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. The CEI is a national benchmarking survey and report that measures and tracks corporate policies and practices related to LGBTQ+ workplace equality. This is an important first step in measuring our progress towards LGBTQ+ workplace equality. (2019). of CEI-rated employers (661 of 1,271 respondents) have instituted Gender Transition Guidelines with supportive restroom, dress code and documentation guidance to proactively support transitioning employees, their managers and their colleagues. Where major businesses regularly provide education, training, and accountability measures on diversity and inclusion in the workplace, the HRC Foundation seeks to ensure that these systems include the LGBTQ+ workforce. These two newest programs, Equidad AR and Equidade BR, were created in partnership with Instituto de Polticas Pblicas LGBT (AR), Instituto Mais Diversidade (BR), and Forum de Empresas de Direitos LGBTI+ (BR) to recognize employers in Latin American countries that are committed to adopting critical LGBTQ+ inclusive policies and practices for their employees and assisting in the global advancement of LGBTQ+ equality. An outstanding 1,271 companies actively participated in the CEI 2022 Survey. CFM Operations Manager Best Places to Work for LGBTQ+ Equality 2022. From now on, companies must mandatorily offer gender transition guidelines. Human Rights Campaign Foundations Corporate Equality Index is the national benchmarking tool on corporate policies, practices and benefits pertinent to lesbian, gay, bisexual, transgender and queer employees. That quest to bring joy is at the center of every business decision we make. 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. The goal of this guide is to ensure that any employee who may need information on these key topics can readily access it in one, convenient location and will have the tools necessary to easily troubleshoot issues in attaining the healthcare benefits and treatment that they need. The HRC Foundation proactively evaluates these 112 Fortune-ranked companies for two key reasons: Because LGBTQ+ workers and prospective employees must navigate the gaps in federal and state protections that affect their employment decisions, our staff assesses the research on these non-surveyed businesses through this same lens, ascertaining what we can from publicly available information and applying those findings to our CEI criteria. major businesses have adopted gender transition guidelines to establish best practices in transgender inclusion for managers and teams. of CEI-rated employers (1,182 of 1,271 respondents) offer a a robust set of practices (at least three efforts) to support organizational LGBTQ diversity competency. 100% of every HRC merchandise purchase fuels the fight for equality. 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. 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 participants (1,268 of 1,271 respondents) documented that they include gender identity in their employment nondiscrimination policy. (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 . Assistant Vice President, Public Affairs & Strategic Alliances Although there has been great progress seen in the area of LGBTQ+ issues, there is still much work left to be done. 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. 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 policies must create a more gender-inclusive atmosphere for all employees. Director, Global Diversity & Inclusion Clearly enumerated nondiscrimination protections based on sexual orientation and gender identity are essential to LGBTQ+ workforce equity and inclusion. The company donated $1,095,500 . Each year the Human Rights [] These questions work to assess three categories of criteria, which are outlined in more detail in the Scoring Criteria section. Marketing or advertising to LGBTQ+ consumers (e.g. #1 - Consumer Perception. Rates of litigation, upon implementation, are consistent with other protected classes. 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. With the CEI as a blueprint, HRC established a formal program aimed at growing LGBTQ+ inclusive practices and policies across workplaces in Mexico. of CEI-rated businesses with supplier diversity programs (656 of 726) specifically include LGBTQ+ owned enterprises in their programs. 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. The four components help in addressing the. Additionally, the CEI includes a set of standards around foundational giving to fully align a businesss actions with its core values and to raise the bar for corporate social responsibility. Today, the Human Rights Campaign announced the results of their annual Corporate Equality Index, and for the fifth consecutive year EA is proud to have received a 100% rating from the survey. 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). The elite distinction is the result of a cross-functional effort led by Impossible Pride, Impossible Foods' LGBTQ+ . The Equality Act passed in the U.S. House of Representatives on February 25, 2021, with a bipartisan vote of 224-206. This years CEI reflects substantial growth in LGBTQ+ workplace equality and inclusion measures. We combined the four items into a Supervisor/Team Leader Equity Index that ranges from a low of 1 to a high of 6, with higher scores indi- cating greater perceptions of supervisor/team leader equity. 1. However, companies opposed (and still oppose) these discriminatory bills. Discusses strategies for implementing the four components of the Corporate Equality Index into a company for each state. Wabtec continues to build upon the its commitment to foster a culture of diversity, inclusion and belonging as outlined in its 2021 Sustainability Report. Jeff Merkley (D-OR), Tammy Baldwin (D-WI), and Cory Booker (D-NJ) on February 23, 2021. of CEI rated employers explicitly include gender identity as a part of their nondiscrimination policy. 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. To LGBTQ+ workplace Equality designed by Tony Frye Design 1,268 of 1,271 respondents ) documented they..., Impossible Foods & # x27 ; s a fantastic opportunity for businesses to take one step to! Renamed it and slightly modified the system 1,271 companies actively participated in the U.S., the policy must extended! 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