This represents a robust 14 percent increase in top-rated employers over the prior year and, given that the initial report had 32 top scorers, an almost 700 percent increase since the programs inaugural report in 2018. Transgender Inclusion in the Workplace: Accelerating Progress. 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. Components Of Brand Equity. 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. Expert Answer. The four components of the Corporate Equality Index are: 1. You can unsubscribe at any time. The process towards LGBTQ+ inclusion does not end with nondiscrimination policies. The fit between the observable proxy or "construct" (the governance index) and the underlying concept (governance) is known as construct validity. Businesses were invited to provide HRC Foundation staff with any additional information or updates before this report went to print. With the CEI as a blueprint, HRC established a formal program aimed at growing LGBTQ+ inclusive practices and policies across workplaces in Mexico. The Human Rights Campaign uses cookies to improve your site experience. Nestl proudly announced that three of its U.S. business unitsNestl USA, Nestl Health Science and Nestl Purina PetCarereceived scores 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 LGBTQ+ workplace equality. (he/him) 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. Corporate Social Responsibility (20 points possible). Equity: Generally speaking, equity is the value of an asset less the amount of all liabilities on that asset. Corporate giving to organizations promoting LGBTQ+ health, education or political efforts further demonstrates this commitment to broader LGBTQ+ equality. Wherever credit can be verified, all ranked businesses will receive it, irrespective of their participation in the CEI survey. The Human Rights Campaign Foundation understands the dedication to LGBTQ+ inclusion that is required for a company to score 100% on the CEI for the entirety of the reports 20-year history and would like to use this 20th-anniversary edition to sincerely show appreciation for the companies that have done so. . Businesses owned by a larger U.S.-incorporated entity must be rated and represented on the CEI and its related publications as part of the larger entity. We are thrilled about the progress that we have made over the last 20 years and recognize that the work must continue. IN THE U.S. EMPLOYER-PROVIDED HEALTH INSURANCE IS THE SINGLE LARGEST source of healthcare coverage. In addition, the reach of many ERGs extends beyond the everyday affairs of an employer to policy making, representing the employer at professional events and external activities, participating in prospective employee recruitment efforts, mentoring, and other retention-focused programming. Public commitment in the CEI is measured through a number of individual engagements, namely through. 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). of CEI participants (1,268 of 1,271 respondents) documented that they include gender identity in their employment nondiscrimination policy. In addition, the HRC Foundation assesses the availability of routine, chronic care, and transition-related medical coverage for transgender employees and dependents. 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 . 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. The CEI is the nation's foremost benchmarking survey and report measuring corporate policies and practices related to LGBTQ workplace equality. Apart from actual wages paid, benefits can account, on average, for approximately 30 percent of employees overall compensation (BOL 2019). Corporate philanthropic activities ranging from financial support to in-kind donations of products or services can bolster a businesss profile in the LGBTQ+ community. 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). 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. Determines the value of diversity management for the future. The results of the 2022 CEI showcase how companies . 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. *Note: Due to the staggered timelines of the ranking lists and when contact lists are made available, the ranking year lags the CEI survey year by one year and the CEI publication year by up to two years. 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. Fortune 500-ranked businesses that, after multiple invitations, have never responded to the CEI survey were evaluated independently and have designated unofficial ratings listed in gray in Appendix A. More than 242 employers earned top ratings and the HRC Foundations designation of Best Places to Work for LGBTQ+ Equality or Mejores Lugares para Trabajar LGBTQ+'' in the 2022 HRC Equidad MX 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. Findings in the 2022 CEI report are based on the 1,271 officially rated businesses. By amending their benefits structures, employers ensure that they extend this valuable bundle of benefits to their workforce equitably, irrespective of sexual orientation and gender identity. The requirement is that a top-rated business must implement internal requirements prohibiting company or law firm philanthropic giving to non-religious organizations that have a written policy of discrimination on the basis of sexual orientation and gender identity or have a policy explicitly permitting its own chapters, affiliates, etc. 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. The Human Rights Campaign, All Rights Reserved. Scores from 1 to 2.66 were considered in the "low" range, scores from 2.67 to 4.33 were considered in the "moder- ate" range, and scores . For the 13th consecutive year, Oracle 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 LGBTQIA+ workplace equality. In this role, she facilitates the global workplace equality initiatives and provides logistical support for the entire Workplace Equality Program team. More than half (57%) of LGBT+ employees believe their gender identity and . 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. Bob Witeck Vice President and Corporate Secretary 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. Strategic Trade-offs (Prioritization) Visioning involves setting the high-level direction of the organization - namely the vision, mission, and potentially corporate values. The Human Rights Campaign Foundation would also like to acknowledge that 2021 was the deadliest year in history for transgender and non-binary people. 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 CEI-rated employers (510 of 1,271 respondents) allow employees the option to self-identify as LGBTQ+ in anonymous employee engagement surveys or as part of data collection on confidential employee forms and 37% (470 of 1,271 respondents) allow self-identification in the HRIS system. 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. 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. The number of employers officially rated has expanded from 319 original participants to a current participant count of 1,271, encompassing all major industry sectors. This core issue is rarely addressed in corporate governance research. Keisha attained her Juris Doctor degree from the University of Maryland School of Law. That's our purpose. The toolkit includes the HRC Foundations best practice guidance on transgender inclusive policies and practices (including sample policies) as well as guidance for implementing transgender-inclusive healthcare benefits. 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. To learn more, please read our Privacy Policy. 4. While many of these recruiting events went in virtual 2020, CEI-rated businesses remained engaged. On June 15, 2020, the Supreme Court of the United States issued a 6-3 decision confirming that discrimination on the basis of sexual orientation and gender identity are forms of sex discrimination and therefore are prohibited under the federal employment nondiscrimination law Title VII of the Civil Rights Act of 1964. Coqual, Linda Jolly 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. RaShawn Hawkins, SHRM-CP (she/her) is the Deputy Director of the Workplace Equality Program at the Human Rights Campaign Foundation. Abercrombie & Fitch, Willard L. McCloud, III(he/him)Vice President - Diversity, Equity and InclusionZimmer Biomet, Karen Morgan(she/her/they/them) 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. He speaks with Shery Ahn and . 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. of CEI-rated businesses (591 of 1,271 respondents) attended an LGBTQ+ specific recruiting event or function. This years CEI reflects substantial growth in LGBTQ+ workplace equality and inclusion measures. We seek the inclusion of the LGBTQ+ community in these external engagement efforts. IN LIGHT OF POLICY AND BENEFITS expansion, the HRC Foundation has rolled out a number of studies and resources aimed at making the policies and benefits part of an everyday workplace practice of LGBTQ+ inclusion. That quest to bring joy is at the center of every business decision we make. 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.. Notably, HRC launched two additional Equidad(e) programs in 2021, one in Argentina and the other in Brazil. Since its inception, the pioneering program modeled after HRCs Corporate Equality Index has experienced substantial growth in promoting LGBTQ+ inclusive workplaces throughout the country. 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. An outstanding 1,271 companies actively participated in the CEI 2022 Survey. of employee groups reported in the CEI (1,013 of 1,046) are sponsored by an executive champion. Cei as a blueprint, HRC established a formal Program aimed at growing LGBTQ+ inclusive and! Namely through support for the future programs in 2021, one in Argentina and the other Brazil! We have made over the last 20 years and recognize that the work must continue with! 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