the four components of the corporate equality index

The Human Rights Campaign Foundation is excited to share the upcoming changes to the CEI and is grateful for the opportunity to raise the bar for LGBTQ+ inclusive workplaces. Non-discrimination policies 2. 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. (he/him) Inclusive Benefits (30 points possible) To secure full credit for benefits criteria, each benefit must be available to . "Building equality in our workplace by empowering, supporting, developing and advancing the careers of our associates enriches our culture and ensures we drive LGBTQ+ Employee Resource Group or Diversity Council. With the additional 112 Fortune 500 businesses that have unofficial ratings, the total number of rated businesses is 1,383. 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. According to McWilliams et al. All ensure that LGBTQ+ people are able to take one step closer to full legal and lived equality. 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. The web-based survey included links to sample policies and other guidance, found on the HRC Foundation website. Thank you to HRC staff Elizabeth Bibi, Laurel Powell, Aryn Fields, Jon Groat, Wes Jones, Savonne Pearson, Tarine Wright, Emily Simeral Roberts, Carolyn Simon and Kelli Stam for communication, press and media guidance. Corporate Equality Index 2022. Companies were rated on a scale of 0 percent to 100 per- , 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 Human Rights Campaign Corporate Equality Index has awarded Tesla as one of 2021's Best Places to Work for LGBTQ Equality. HRC is proud to partner with leading employers on corporate initiatives that drive equality. The results of the 2022 CEI showcase how companies . We show that the U.S. anti-discriminatory laws prohibiting discrimination in the workplace based on sexual orientation and gender identity (i.e. 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. In total, 732 businesses met the standard in 2019, 836 in 2020, 892 in 2021, and 975 in 2022. She is licensed to practice law in Maryland and the District of Columbia. (he/him) Inclusive Benefits (50 points possible) To secure full credit for benefits criteria, each benefit must be available to all benefits-eligible U.S. employees. Since the 2015 U.S. Supreme Court decision in Obergefell v. Hodges, which brought marriage equality nationwide by ruling that marriage is a fundamental right to which same-sex couples should have the same access as opposite-sex couples, employers have sought to do the right thing in the name of equality and provide spousal benefits to both same- and different-sex married couples. : 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. Discusses strategies for implementing the four components of the Corporate Equality Index into a company for each state. Understanding Brand Equity. Linda Ochoa (she/her) is the Assistant for the Workplace Equality Program at the Human Rights Campaign Foundation. The process towards LGBTQ+ inclusion does not end with nondiscrimination policies. of CEI-rated employers (1,182 of 1,271 respondents) offer a robust set of practices (at least three efforts) to support organizational LGBTQ+ diversity competency. Historically, the CEI had a mechanism to account for foundational corporate giving to any organization whose explicit mission included efforts to undermine LGBTQ+ equality. 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. #1 - Consumer Perception. The policies must create a more gender-inclusive atmosphere for all employees. While many of these recruiting events went in virtual 2020, CEI-rated businesses remained engaged. Husch Blackwell has earned a perfect score on the Human Rights Campaign (HRC) Corporate Equality Index (CEI) for the sixth year in a row. of employee groups reported in the CEI (1,013 of 1,046) are sponsored by an executive champion. 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. 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. In her spare time, she is a pro bono attorney at the Whitman Walker Clinic and assists clients with legal filings for name and gender marker changes. 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 years report contains 138 new businesses from over 20 industries that opted into the survey. It can be represented with the accounting equation : Assets -Liabilities = Equity. We use the Human Rights Campaign's Corporate Equality Index (CEI) of 398 (1592 firm-year observations) U.S. firms between . 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. . She holds a BA in Interdepartmental Studies from the University of Iowa. We look forward to the inclusion of this data in the 21st edition of the Corporate Equality Index. 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. Coqual, Linda Jolly 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. (she/her/they/them)(Business Council Co-Chair)Chief Executive Officer In addition, equitable benefits structures align with the principle of equal compensation for equal work. 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. Most employers have reported an overall increase of less than 3.5 percent in total benefits costs when they implement partner benefits and marginal increases related to transgender-inclusive healthcare coverage (i.e., a fraction of a decimal point of cost calculations). This year marks the Human Rights Campaign Foundations (HRCF) 20th edition of the Corporate Equality Index (CEI), the premier survey benchmarking tool on how corporations across the United States and beyond are adopting equitable workplace policies, practices and benefits for LGBTQ+ employees. Employee inclusion. #3 - Negative Effects. of CEI participants (1,269 of 1,271 respondents) documented that they include sexual orientation in their employment nondiscrimination policy. This guide must include contact information for relevant and related organizations and/or persons of interest, a full breakdown of the appeals process, a detailed FAQ, and must, ultimately, be comprehensive in its nature. of CEI participants (975 of 1,271 respondents) documented that they provide inclusive benefits for same- and different-sex spouses and partners. Notably, 97 percent of the entire CEI universe of businesses offer explicit gender identity non-discrimination protections (up from 5 percent in 2002). *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. Thank you to Robert Villaflor, Josette Matoto and Carly Fox for editorial and design guidance. The inaugural edition of the CEI included 319 participants, with 13 companies achieving top scores. TEANECK, N.J., Jan. 27, 2022 - Cognizant (Nasdaq: CTSH), earned a score of 100 on the Human Rights Campaign Foundation's 2022 Corporate Equality Index, the nation's foremost benchmarking survey and report measuring corporate policies and practices related to LGBTQ+ workplace equality. The equality bills range in topic from ensuring that utility companies allow consumers to change their names and pronouns; to streamlining adoption requirements for stepparents; to ensuring that places of public accommodation have gender-neutral bathrooms; to make it easier to update birth and death certificates with correct names and gender markers. 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. Keisha attained her Juris Doctor degree from the University of Maryland School of Law. 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. 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 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. 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