the four components of the corporate equality indexthe four components of the corporate equality index

She attained a Bachelors of Business Administration with a concentration in Finance, with honors, from Howard University. For example, where businesses enumerate federally protected categories of workers in their non-discrimination policies (e.g. The company donated $1,095,500 . Workforce Protections (30 points possible) Policy includes sexual orientation for all operations (15) Policy includes gender identity or expression for all operations (15) 2. IN THE U.S. EMPLOYER-PROVIDED HEALTH INSURANCE IS THE SINGLE LARGEST source of healthcare coverage. This is an important first step in measuring our progress towards LGBTQ+ workplace equality. Keisha attained her Juris Doctor degree from the University of Maryland School of Law. She is licensed to practice law in Maryland and the District of Columbia. Three LGBTQ+ Internal Training and Education Best Practices Businesses must demonstrate a firm-wide, sustained and accountable commitment to diversity and cultural competency, including at least three of the following elements: New hire training clearly states that the nondiscrimination policy includes gender identity and sexual orientation and provides definitions or scenarios illustrating the policy for each, Supervisors undergo training that includes gender identity and sexual orientation as discrete topics (maybe part of a broader training) and provides definitions or scenarios illustrating the policy for each, Integration of gender identity and sexual orientation in professional development, skills-based or other leadership training that includes elements of diversity and/or cultural competency, Gender transition guidelines with supportive restroom, dress code and documentation guidance. Vice President and Chief DE&I Officer Abercrombie & Fitch, Willard L. McCloud, III(he/him)Vice President - Diversity, Equity and InclusionZimmer Biomet, Karen Morgan(she/her/they/them) Components Of Brand Equity. #1 - David Aaker Model. Responses to some individual questions are reported in aggregate on the following pages to indicate national trends and facilitate benchmarking. (he/him) Workforce Protections (5 points possible) Policy includes sexual orientation and gender identity/gender identity or expression for all operations (5) 2. 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. Equity: Generally speaking, equity is the value of an asset less the amount of all liabilities on that asset. Witeck Communications, Inc. Alex Rhodes(he/him)Global Diversity & Inclusion Executive and Enterprise LGBTQ* Strategy LeadBank of America. 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. Linda graduated from Towson University with degrees in Business Administration and Marketing Intelligence. He speaks with Shery Ahn and . Larcker, Richardson and Tuna (2007) and Dey (2008) are exceptions. 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. Driving a sea change in the adoption of nondiscrimination policies including gender identity. "When the Human Rights Campaign Foundation created the CEI 20 . According to the study by Popular Information, it's also "Divide all year" as Comcast has donated more than $1.1m to anti-LGBTQ+ politicians in the past two years. Inclusive Benefits (30 points possible) To secure full credit for benefits criteria, each benefit must be available to . . IN THIS 19TH EDITION OF THE HUMAN RUGHTS 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 CEI employers come from nearly every industry and region of the United States. Supplier diversity programs ensure that the procurement process includes specific opportunities for minority-owned businesses, including women-owned, veteran-owned and, more recently, LGBTQ+ owned businesses. Ad campaigns and sponsorships further this message of company values to the public. 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. 3. 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. Competitive employer-provided benefits packages are critical to attracting and retaining talent. 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. Linda Ochoa (she/her) is the Assistant for the Workplace Equality Program at the Human Rights Campaign Foundation. of CEI rated employers explicitly include sexual orientation as a part of their nondiscrimination policy. 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 Walt Disney Company proudly announces that for the 16th year in a row it received a score of 100 on the Human Rights Campaign Foundation's Corporate Equality Index, the nation's foremost benchmarking survey and report measuring corporate policies and practices related to LGBTQ+ workplace equality. This year, of the 1,160 businesses with at least one inclusive plan, 1,088 also eliminated all exclusions across plans. Vice President and Corporate Secretary 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. Although the transgender community received the brunt of discriminatory legislation, anti-LGBTQ+ bills took other forms as well, and one of the most notable trends was a resurgence of laws that carve all-new religious exemptions into existing laws that allows people to refuse to serve LGBTQ+ individuals. Many employers assumed that the marriage ruling obviated the need for partner benefits; however, this is not true. 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. Discusses strategies for implementing the four components of the Corporate Equality Index into a company for each state. 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. of CEI participants (975 of 1,271 respondents) documented that they provide inclusive benefits for same- and different-sex spouses and partners. Jan 27, 2022, 09:03 ET. Determines the value of diversity management for the future. 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. In addition to the self-reporting provided through the CEI survey, we investigated and cross-checked the policies and practices of the rated businesses, any connections with organizations that engage in anti-LGBTQ+ activities, and news accounts of efforts that undermine LGBTQ+ equality writ large (e.g., through case law efforts or public policy lobbying actions). However, companies opposed (and still oppose) these discriminatory bills. Rating Criteria for the 2023 CEI. The elite distinction is the result of a cross-functional effort led by Impossible Pride, Impossible Foods' LGBTQ+ . 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. RaShawn Hawkins, SHRM-CP (she/her) is the Deputy Director of the Workplace Equality Program at the Human Rights Campaign Foundation. 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. 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. 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. 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. Businesses have extensive programs to engage with key markets and the communities in which they operate. Next, the HRC Foundation expanded its LGBTQ+ workplace inclusion efforts to South America by partnering with Fundacin Iguales, Chiles largest LGBTQ+ advocacy group, to promote LGBTQ+ inclusive policies and protections among Chilean businesses and corporations through HRC Equidad CL. To secure full credit for benefits criteria, each benefit must be available to all benefits-eligible U.S. employees. Forty New Jersey businesses are among America's leading companies and law firms meeting strengthened criteria to meet the evolving needs of the lesbian, gay, bisexual, transgender and queer (LGBTQ) community around the world, according to the 2018 Corporate Equality Index (CEI) released by the Human Rights . Thank you to Alec Carrasco and Christal Jones for their database knowledge and expertise. Anonymous employee engagement or climate surveys conducted on an annual or biennial basis allow employees the option to identify as LGBTQ+. The index is a national benchmarking tool on corporate policies and practices relevant to LGBTQ+ employees. 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. 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. The current CEI rating criteria had four key pillars: In recognition of the 20th anniversary of the Corporate Equality Index, and as a consequence of the ever-evolving considerations on the road to inclusion, the existing pillars will now include a new and expanded focus in five key areas. We reviewed their content and use your feedback to keep the . In 2009, the HRC Foundation announced a major change to what would be the 2012 CEI criteria. Thank you to JoDee Winterhof, Molly Meegan, Cathryn Oakley, David Stacy and Sarah Warbelow for legal and policy guidance. 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. needs of the identified group, which is critical in the survival of any business organization. "Building equality in our workplace by empowering, supporting, developing and advancing the careers of our associates enriches our culture and ensures we drive Corporate giving to organizations promoting LGBTQ+ health, education or political efforts further demonstrates this commitment to broader LGBTQ+ equality. Workforce Protections (5 points possible), 2. 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. This landmark ruling is among the most impactful in history for the LGBTQ+ community. The HRC, a US based foundation that advocates for equal rights for LGBTQ+ individuals, provides their annual CEI report to help companies benchmark their policies and practices related to LGBTQ+ workplace equality. Discusses strategies for implementing the four components of the Corporate Equality Index into a company for each state. Feb. 27, 2023, at 2:09 a.m. Huawei Dominates MWC Mobile Tech Fair Despite US Sanctions. The decision was major news for the LGBTQ+ community and had implications that can eventually reach civil rights laws forbidding discrimination in education, health care, housing, and many more areas of law. Over 50 persons who identified as transgender or non-binary are known to have experienced violent deaths in 2021, with more than 50% of those victims being Black or Latinx. 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. 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. They always find a way to make everything work. In June of 2020, the Supreme Court held in Bostock v. Clayton County that Title VII of the Civil Rights Act of 1964 protects against discrimination for LGBTQ+ employees. 4. 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. 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. (he/him) Thank you to Robert Villaflor, Josette Matoto and Carly Fox for editorial and design guidance. 258 OF THE FORTUNE 500-RANKED BUSINESSES achieved a 100 percent rating (compared to 233 last year), with 15 of the top 20 Fortune-ranked businesses at this top score. The scheduled roll-out of the new criteria will enable us to devote substantial time, energy, and resources to collaborate with companies in an effort to bring real change to the community. Prior to joining HRC, Keisha practiced law for over a decade. 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. 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. Many employers have begun to comprehensively address health insurance coverage for transgender individuals, and most have experienced insignificant or no premium increases as a result. Michael Hart, president of the American Chamber of Commerce in China, discusses the results of its annual business climate survey. The realization of this 20th anniversary was only made possible by the hard work and dedication of the past and present staff and leadership of the HRC Foundation, along with the assistance of HRCs valued partners, volunteers, and donors. 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. 1. 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. 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. Typically, these efforts have a strategic connection to the core mission of a business, such as a law firms pro bono legal support of organizations tasked with direct legal representation of LGBTQ+ individuals. . 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. The policies must create a more gender-inclusive atmosphere for all employees. Exceptions to this policy are made on a case-by-case . 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. of employee groups reported in the CEI (1,013 of 1,046) are sponsored by an executive champion. Licensed to practice law in Maryland and the District of Columbia graduated from Towson University degrees! Robert Villaflor, Josette Matoto and Carly Fox for editorial and design guidance employees option... Communities in which they operate ) are sponsored by an Executive champion her Juris Doctor degree the... 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