the four components of the corporate equality index

Thank you to JoDee Winterhof, Molly Meegan, Cathryn Oakley, David Stacy and Sarah Warbelow for legal and policy guidance. To help all families discover the joy of everyday life. #4 - Resulting Value. 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. Notably, HRC launched two additional Equidad(e) programs in 2021, one in Argentina and the other in Brazil. 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. 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. For this reason, the Corporate Equality Index criteria still require a company to have a nondiscrimination or equal employment opportunity policy that explicitly enumerates both sexual orientation and gender identity. Clearly stating sexual orientation and gender identity as protected characteristics remains a best practice to ensure employees and prospective employees, as well as managers and supervisors, understand the companys commitment to nondiscrimination protections for LGBTQ+ people. Mostafa Abdelguelil (she/her) Workforce Protections (30 points possible) Policy includes sexual orientation for all operations (15) Policy includes gender identity or expression for all operations (15) 2. 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 Jay Brown, Senior Vice President for Programs, Research and Training and Ty Cobb, Senior Director, Strategic Initiatives and Research at the Human Campaign Foundation for their leadership and stewardship of the Workplace Equality Program. Michael Hart, president of the American Chamber of Commerce in China, discusses the results of its annual business climate survey. 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. 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. January 27, 2022. Ultimately, businesses invest in organizational competency programs because: Many employers integrate educational programs into already existing diversity and inclusion programs. of CEI-rated businesses (591 of 1,271 respondents) attended an LGBTQ+ specific recruiting event or function. Tyson Foods, Michelle Phillips Competitive employer-provided benefits packages are critical to attracting and retaining talent. The Human Rights Campaign uses cookies to improve your site experience. On the Tyson Foods, Inc. company website, their mission statement made by their chairman, John Tyson, reports that: "Tyson Foods, Inc., recognizes the importance of being a responsible corporate citizen. The data doesnt lie - being an LGBTQ+ inclusive1 employer positively impacts recruitment, retention, engagement and, overall, total revenue. Steve Smotherman Consulting LLC. of CEI participants documented that they provide inclusive benefits for same- and different-sex spouses and partners. 100% of every HRC merchandise purchase fuels the fight for equality. Bob Witeck These seven companies have shown a 20-year unwavering commitment to not only providing their LGBTQ+ employees with fair and equitable treatment but also to publicly sharing the details of their efforts in a way that welcomes and embraces accountability. Equally important, we are committed to providing the resources and consultation that enable each business to attain a 100 percent rating. 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. 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. These groups purpose is two-fold: Employee resource groups are great platforms for leadership opportunities for LGBTQ+ and allied employees to better their own work environments. To ensure that suppliers act in a manner that adheres to a businesss own standards, businesses must establish standards of conduct that set expectations for behavior of their suppliers. Who are the experts? Employee resource groups that are focused on the LGBTQ+ workforce empower employees as change agents and promote inclusion for LGBTQ+ employees within the workplace. (he/him) . Edward Jones scored 100 percent 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. 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. She also served as Chief Negotiator in bargaining and collaborated with high-level government officials on workplace equality initiatives. This core issue is rarely addressed in corporate governance research. 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. Grant Thornton earns 100% score on Human Rights Campaign Foundation's annual assessment of LGBTQ+ workplace equality CHICAGO For the sixth straight year, Grant Thornton LLP 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 . of CEI rated employers explicitly include gender identity as a part of their nondiscrimination policy. (2006), the four components of corporate social responsibility . 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. 4 CORPORATE EQUALITY INDEX 2021 Executive Summary Corporate Equality Index 2O21 IN THIS 19TH EDITION OF THE HUMAN RIGHTS Campaign Foundation's Corporate Equality Index, a record-breaking 767 businesses met all the criteria to earn a 100 percent rating and the designation of being a "Best Place to Work for LGBTQ Equality." Top-rated (she/her) 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. The CEIs Corporate Social Responsibility criteria ensure that sexual orientation and gender identity protections apply to those standards that businesses require their vendors or suppliers to adhere to, as well as recipients of their philanthropic funds. It is our pleasure, as it has been in years past, to continue our work for years to come. 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. GE, Carlos Orta Accordingly, we will be raising the bar for CEI participants in 2023 to reflect new opportunities companies can seize to support their LGBTQ+ workers. 1 At the HRC Foundation, we use the acronym LGBTQ+ to represent the diversity of the greater lesbian, gay, bisexual, transgender and queer communities. The promise of surprises, fun, ease and inspiration at every turn, no matter when, where or how you shop. , NIKE, Steve Smotherman 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. 32 on the 2021 Fortune 100 Best Companies to Work For list - its 18 th consecutive year on the list. Vice President & Relationship Manager, Global Out of an abundance of understanding for participating companies, credit was given for spousal equivalent benefits in the 2016-18 CEIs. Exceptions to this policy are made on a case-by-case . Supplier diversity initiatives are a win-win relationship for both the LGBTQ+ owned small businesses and the businesses that contract them. John Barry Models Of Brand Equity. Employers presence at these and other events sends a clear message to potential employees that LGBTQ+ diversity is part of company culture, and that LGBTQ+ candidates are valued as the best and the brightest across industries, geographies and trades. 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. 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. 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. of CEI-rated businesses (a record 1,160 of 1,271 respondents) offer at least one transgender-inclusive plan option with current market standard coverage. Before joining HRC, Linda's background was in the mortgage and healthcare industries. By using this site, you agree to our use of cookies. 93 percent of the Fortune 500 include sexual orientation in their nondiscrimination policies and 91 percent include gender identity. Over 66 percent of Fortune 500 companies offer transgender-inclusive healthcare benefits. 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. We show that the U.S. anti-discriminatory laws prohibiting discrimination in the workplace based on sexual orientation and gender identity (i.e. 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 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. 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. Recognizing the differences in businesses rated in the CEI, this criterion can also be met with an organization-wide diversity council or working group with a mission that specifically includes LGBTQ+ diversity and inclusion. As the President of glam azon, Amazon's affinity group for LGBTQ+ employees and allies, it is really exciting to see Amazon receive a perfect score on the Human Rights Campaign Foundation's (HRC) Corporate Equality Index again this year. The CEIs Corporate Social Responsibility criteria also ensure that sexual orientation and gender identity protections apply to those standards that businesses require their vendors or suppliers to adhere to, as well as recipients of their philanthropic funds. 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. Our leaders strive to continually manage employees in line with our values and beliefs to enable them to develop their full potential and to move beyond inclusion to a world of engagement. In other words, businesses have increasingly recognized the value of decoupling benefits from the legal definition of marriage to meet the needs of their diverse workforces. 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). 100% of every HRC merchandise purchase fuels the fight for equality. of CEI participants (975 of 1,271 respondents) documented that they provide inclusive benefits for same- and different-sex spouses and partners. Wherever credit can be verified, all ranked businesses will receive it, irrespective of their participation in the CEI survey. You can unsubscribe at any time. Before joining HRCF, Raina began their professional career conducting research on gender equity in education and the workplace. Director, Global Diversity & Inclusion The elite distinction is the result of a cross-functional effort led by Impossible Pride, Impossible Foods' LGBTQ+ . Working hand-in-hand with both U.S.-based and international businesses, HRC made the case that inclusion efforts did not have to be contained to any one border. A businesss non-discrimination policies should not be limited to human resources or diversity and inclusion. FutureLearn: Online Courses and Degrees from Top Universities Raina also manages all aspects of the CEI database and survey implementation. The Corporate Equality Index 2022 was beautifully and efficiently designed by Tony Frye Design. Globally, companies are adopting critical benefits such as domestic partner recognition and transgender-inclusive healthcare benefits. The HRC Foundation commends the employers that have committed to the public and transparent process of the CEI survey and we invite these 112 companies to do the same. 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. 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. REDWOOD CITY, Calif. -- Impossible Foods Inc. received a perfect score of 100% on the Human Rights Campaign Foundation's 2021 Corporate Equality Index, the nation's foremost benchmarking report on corporate equity and policy. Policy are made on a case-by-case we are committed to providing the resources and consultation that each! And different-sex spouses and partners anti-discriminatory laws prohibiting discrimination in the mortgage and healthcare industries Fortune 500 include sexual in... You to JoDee Winterhof, Molly Meegan, Cathryn Oakley, David Stacy and Sarah Warbelow legal. Linda 's background was in the CEI database and survey implementation with current market standard coverage workforce... Retention, engagement and, overall, total revenue resources or diversity inclusion! Aspects of the American Chamber of Commerce in China, discusses the results of its annual business climate survey with. 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