of CEI-rated businesses (1,021 of 1,271 respondents) have written giving guidelines that prohibit philanthropic support of non-religious organizations with an explicit policy of discrimination towards LGBTQ people. 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. 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. 100% of every HRC merchandise purchase fuels the fight for equality. 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. 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 process towards LGBTQ+ inclusion does not end with nondiscrimination policies. This comprehensive metric is provided as accountability for employers to devote resources to creating and maintaining a climate of inclusion. In this second part, we show how to implement this theoretical framework onto a spreadsheet software. 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. Witeck Communications, Inc. Alex Rhodes(he/him)Global Diversity & Inclusion Executive and Enterprise LGBTQ* Strategy LeadBank of America. We show that the U.S. anti-discriminatory laws prohibiting discrimination in the workplace based on sexual orientation and gender identity (i.e. This change helped drive more widespread adoption of nondiscrimination policies that include sexual orientation and gender identity protections. Interim President Thank you to Robert Villaflor, Josette Matoto and Carly Fox for editorial and design guidance. We recognize that this acronym is U.S.-centric and that communities around the world recognize different identities and acronyms. Equity: Generally speaking, equity is the value of an asset less the amount of all liabilities on that asset. A record 379 of Fortune 500 businesses have official CEI ratings based on submitted surveys (as compared to 366 last year), with an average rating of 76, a rating that remains consistent with that of last year. 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. 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. Debunking the Myths: Transgender Health and Well-Being, U.S. Federal Government Employment Policies, Sexual Orientation in U.S. Nondiscrimination Policy, Gender Identity in U.S. Nondiscrimination Policy. To this effort, in 2016, the Corporate Equality Index criteria were expanded to require that companies with global operations extend their nondiscrimination policies across all their operations. 138 Newly rated companies. Following the release of this report, the 2023 CEI report will be open for survey submission in the Spring of 2023 and released in November of 2023 to realign with the reports original release schedule. 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. 108 new employers offer this coverage according to the 2022 report. 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. 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. Employees who do not identify as LGBTQ+ themselves, but are invested in workplace inclusion and equality, are increasing their numbers within ERG ranks. These best practices will require a company to include the option to self-identify in human resource systems, the option to self-identify in confidential surveys, or the option to provide the members of the board (leadership body) with a means of self-identification. 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. The following report is reflective of verified data submitted to the HRC Foundation as well as independent research on non-responding businesses. Prior to joining HRC, Keisha practiced law for over a decade. In terms of benefits, the HRC Foundation evaluates employers on the provision of health insurance coverage for same- and different-sex spouses and partners. To help all families discover the joy of everyday life. The Equality Act creates clear, consistent protections to prohibit discrimination on the basis of sexual orientation and gender identity in employment ensuring that LGBTQ+ employees are hired, fired, and promoted based on their performance. 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. The profile and impact of an employee resource group is greatly enhanced by an active executive champion for the group. Benefits for same-sex partners 3. 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. 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.. Allocation of Resources. 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. By using this site, you agree to our use of cookies. Jan 27, 2022, 09:03 ET. Workplace culture and analytics leader SAS received the top score of 100 on the Human Rights Campaign Corporate Foundation's 2022 Corporate Equality Index (CEI). 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). 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. 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 have extensive programs to engage with key markets and the communities in which they operate. Data from the CEI tells the story of nearly two decades of year over year growth in the adoption of these critical policies and practices indicative of employers' commitment to equality. 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 The Corporate Equality Index 2022 was beautifully and efficiently designed by Tony Frye Design. Apart from actual wages paid, benefits can account, on average, for approximately 30 percent of employees overall compensation (BOL 2019). Vice President and Corporate Secretary IN THE U.S. EMPLOYER-PROVIDED HEALTH INSURANCE IS THE SINGLE LARGEST source of healthcare coverage. He speaks with Shery Ahn and . Determines the value of diversity management for the future. South Dakota and Montana passed RFRA legislation and Ohio passed a medical care refusal bill. In 2016, 54% of CEI-rated companies had global operations and 95 percent of those companies extended their LGBTQ+ inclusive nondiscrimination policies globally. January 27, 2022. 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. Although there has been great progress seen in the area of LGBTQ+ issues, there is still much work left to be done. Council Co-Chair This year Clarivate is proud to make a first appearance in the Human Rights Campaign Foundation's Corporate Equality Index (CEI)joining 1,271 major U.S. businesses that were ranked in 2022. 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