HRC | Corporate Equality Index 2023-2024

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>Equality at the Fortune-Ranked Companies</a> </li> <li class="py-4 sm-d:py-8 leading-squeeze sm:leading-tight"> <a class="text-theme-link-default-blue-400 text-16 hover:text-theme-link-hover-default-blue-300 hover:underline" href="#accelerating-global-equality" data-track-gtm="HRC Reports|Utility Navigation Jump Link|Accelerating Global Equality" >Accelerating Global Equality</a> </li> <li class="py-4 sm-d:py-8 leading-squeeze sm:leading-tight"> <a class="text-theme-link-default-blue-400 text-16 hover:text-theme-link-hover-default-blue-300 hover:underline" href="#hrc-equidad-programs" data-track-gtm="HRC Reports|Utility Navigation Jump Link|Spotlight: HRC's Equidad(e) Programs" >Spotlight: HRC's Equidad(e) Programs</a> </li> </ul> </li> <div class="border-b border-current pt-8 opacity-20"></div> <li class="flex w-full items-center pt-20 pb-12"> <a class="text-theme-link-default-blue-400 type-eyebrow text-14 hover:text-theme-link-hover-default-blue-300 hover:underline lg:text-16" 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Reports|Utility Navigation Jump Link|Spotlight: Corporate Initiatives Including the Count Us In Pledge and Business Coalition for the Equality Act" >Spotlight: Corporate Initiatives Including the Count Us In Pledge and Business Coalition for the Equality Act</a> </li> <div class="border-b border-current pt-8 opacity-20"></div> <li class="flex w-full items-center pt-20 pb-12"> <a class="text-theme-link-default-blue-400 type-eyebrow text-14 hover:text-theme-link-hover-default-blue-300 hover:underline lg:text-16" href="#rating-system-methodology" data-track-gtm="HRC Reports|Utility Navigation Jump Link|Rating System and Methodology" >Rating System and Methodology</a> </li> <li class="list-none pb-4 sm:pb-2" > <ul> <li class="py-4 sm-d:py-8 leading-squeeze sm:leading-tight"> <a class="text-theme-link-default-blue-400 text-16 hover:text-theme-link-hover-default-blue-300 hover:underline" href="#scoring-criteria" data-track-gtm="HRC Reports|Utility Navigation Jump Link|Scoring Criteria" 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https://hrc.imgix.net/CEI-Cover-Images_TOC.png?auto=compress%2Cformat&fillTransforms=1&fit=clip&q=90&w=960&s=8787a93747128f553fb6aa5fc7d9a471 960w" width="3223" height="4171" > </div><nav class="max-w-full w-450"> <h2 class="mb-20 md-d:hidden text-theme-headline-default-magenta-500 heading-32">What's Inside:</h2> <ul class="w-full"> <li class="flex w-full items-center pt-20 pb-12"> <a class="text-theme-link-default-blue-400 type-eyebrow text-14 hover:text-theme-link-hover-default-blue-300 hover:underline lg:text-16" href="#presidents-letter" data-track-gtm="HRC Reports|Utility Navigation Jump Link|Message from the HRC Foundation President" >Message from the HRC Foundation President</a> </li> <div class="border-b border-current pt-8 opacity-20"></div> <li class="flex w-full items-center pt-20 pb-12"> <a class="text-theme-link-default-blue-400 type-eyebrow text-14 hover:text-theme-link-hover-default-blue-300 hover:underline lg:text-16" href="#executive-summary" data-track-gtm="HRC Reports|Utility Navigation Jump Link|Executive Summary" >Executive Summary</a> </li> <div class="border-b border-current pt-8 opacity-20"></div> <li class="flex w-full items-center pt-20 pb-12"> <a class="text-theme-link-default-blue-400 type-eyebrow text-14 hover:text-theme-link-hover-default-blue-300 hover:underline lg:text-16" href="#key-findings" data-track-gtm="HRC Reports|Utility Navigation Jump Link|Key Findings" >Key Findings</a> </li> <li class="list-none pb-4 sm:pb-2" > <ul> <li class="py-4 sm-d:py-8 leading-squeeze sm:leading-tight"> <a class="text-theme-link-default-blue-400 text-16 hover:text-theme-link-hover-default-blue-300 hover:underline" href="#transgender-inclusion-in-the-workplace-healthcare-and-beyond" data-track-gtm="HRC Reports|Utility Navigation Jump Link|Transgender Inclusion in the Workplace: Healthcare and Beyond" >Transgender Inclusion in the Workplace: Healthcare and Beyond</a> </li> <li class="py-4 sm-d:py-8 leading-squeeze sm:leading-tight"> <a class="text-theme-link-default-blue-400 text-16 hover:text-theme-link-hover-default-blue-300 hover:underline" href="#equality-fortune-companies" data-track-gtm="HRC Reports|Utility Navigation Jump Link|Equality at the Fortune-Ranked Companies" >Equality at the Fortune-Ranked Companies</a> </li> <li class="py-4 sm-d:py-8 leading-squeeze sm:leading-tight"> <a class="text-theme-link-default-blue-400 text-16 hover:text-theme-link-hover-default-blue-300 hover:underline" href="#accelerating-global-equality" data-track-gtm="HRC Reports|Utility Navigation Jump Link|Accelerating Global Equality" >Accelerating Global Equality</a> </li> <li class="py-4 sm-d:py-8 leading-squeeze sm:leading-tight"> <a class="text-theme-link-default-blue-400 text-16 hover:text-theme-link-hover-default-blue-300 hover:underline" href="#hrc-equidad-programs" data-track-gtm="HRC Reports|Utility Navigation Jump Link|Spotlight: HRC's Equidad(e) Programs" >Spotlight: HRC's Equidad(e) Programs</a> </li> </ul> </li> <div class="border-b border-current pt-8 opacity-20"></div> <li class="flex w-full items-center pt-20 pb-12"> <a class="text-theme-link-default-blue-400 type-eyebrow text-14 hover:text-theme-link-hover-default-blue-300 hover:underline lg:text-16" href="#findings" data-track-gtm="HRC Reports|Utility Navigation Jump Link|Findings" >Findings</a> </li> <li class="list-none pb-4 sm:pb-2" > <ul> <li class="py-4 sm-d:py-8 leading-squeeze sm:leading-tight"> <a class="text-theme-link-default-blue-400 text-16 hover:text-theme-link-hover-default-blue-300 hover:underline" href="#criteria-1-workforce-protections" data-track-gtm="HRC Reports|Utility Navigation Jump Link|Criteria 1: Workforce Protections" >Criteria 1: Workforce Protections</a> </li> <li class="py-4 sm-d:py-8 leading-squeeze sm:leading-tight"> <a class="text-theme-link-default-blue-400 text-16 hover:text-theme-link-hover-default-blue-300 hover:underline" href="#criteria-2-inclusive-benefits" data-track-gtm="HRC Reports|Utility Navigation Jump Link|Criteria 2: Inclusive Benefits" >Criteria 2: Inclusive Benefits</a> </li> <li class="py-4 sm-d:py-8 leading-squeeze sm:leading-tight"> <a class="text-theme-link-default-blue-400 text-16 hover:text-theme-link-hover-default-blue-300 hover:underline" href="#criteria-3-support-inclusive-culture" data-track-gtm="HRC Reports|Utility Navigation Jump Link|Criteria 3: Supporting an Inclusive Culture & Corporate Social Responsibility" >Criteria 3: Supporting an Inclusive Culture & Corporate Social Responsibility</a> </li> <li class="py-4 sm-d:py-8 leading-squeeze sm:leading-tight"> <a class="text-theme-link-default-blue-400 text-16 hover:text-theme-link-hover-default-blue-300 hover:underline" href="#criteria-4-corporate-social-responsibility" data-track-gtm="HRC Reports|Utility Navigation Jump Link|Criteria 4: Corporate Social Responsibility" >Criteria 4: Corporate Social Responsibility</a> </li> </ul> </li> <div class="border-b border-current pt-8 opacity-20"></div> <li class="flex w-full items-center pt-20 pb-12"> <a class="text-theme-link-default-blue-400 type-eyebrow text-14 hover:text-theme-link-hover-default-blue-300 hover:underline lg:text-16" href="#spotlight-equality-public-square" data-track-gtm="HRC Reports|Utility Navigation Jump Link|Spotlight: Corporate Initiatives Including the Count Us In Pledge and Business Coalition for the Equality Act" >Spotlight: Corporate Initiatives Including the Count Us In Pledge and Business Coalition for the Equality Act</a> </li> <div class="border-b border-current pt-8 opacity-20"></div> <li class="flex w-full items-center pt-20 pb-12"> <a class="text-theme-link-default-blue-400 type-eyebrow text-14 hover:text-theme-link-hover-default-blue-300 hover:underline lg:text-16" href="#rating-system-methodology" data-track-gtm="HRC Reports|Utility Navigation Jump Link|Rating System and Methodology" >Rating System and Methodology</a> </li> <li class="list-none pb-4 sm:pb-2" > <ul> <li class="py-4 sm-d:py-8 leading-squeeze sm:leading-tight"> <a class="text-theme-link-default-blue-400 text-16 hover:text-theme-link-hover-default-blue-300 hover:underline" href="#scoring-criteria" data-track-gtm="HRC Reports|Utility Navigation Jump Link|Scoring Criteria" >Scoring Criteria</a> </li> </ul> </li> <div class="border-b border-current pt-8 opacity-20"></div> <li class="flex w-full items-center pt-20 pb-12"> <a class="text-theme-link-default-blue-400 type-eyebrow text-14 hover:text-theme-link-hover-default-blue-300 hover:underline lg:text-16" href="#acknowledgements" data-track-gtm="HRC Reports|Utility Navigation Jump Link|Acknowledgements" >Acknowledgements</a> </li> </ul> </nav> </div> </div> </div> </div> </span> <div data-module="lazy-fade"> <div class="relative" id="presidents-letter" data-label="partial-toc-anchor" x-intersect="currentSection = 'presidents-letter'" > <a href="#table-of-contents" class="skip-link"> <span class="icon absolute rect-24 -top-16 sm:-top-12 left-1/2 transform-x-center z-1"></span> Return to Table of Contents </a> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #fcf5e0; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #002677; --theme-accent: #ff4198; --theme-border: #ffffff;" data-animate data-label="partial-executive-intro" > <div class="wrapper -lg -padded" data-animate-target> <div class="flex-grid"> <div class="flex-grid-col w-full sm:w-1/3 print:w-1/3"> <img alt="" class="w-full" src="data:image/svg+xml;charset=utf-8,%3Csvg%20xmlns%3D%27http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%27%20width%3D%271659%27%20height%3D%272112%27%20style%3D%27background%3Atransparent%27%2F%3E" sizes="100vw" srcset="https://hrc.imgix.net/Kelley-headshot-FNL.jpg?auto=compress%2Cformat&fit=clip&q=90&w=320&s=ba7291506339bdc23c816a7d5de7cc80 320w, https://hrc.imgix.net/Kelley-headshot-FNL.jpg?auto=compress%2Cformat&fit=clip&q=90&w=520&s=39c6971fbc81c4c1fe5214b0381aacb6 520w, https://hrc.imgix.net/Kelley-headshot-FNL.jpg?auto=compress%2Cformat&fit=clip&q=90&w=720&s=bd55e9b7ccee6425f3b0e4d8868d24bb 720w, https://hrc.imgix.net/Kelley-headshot-FNL.jpg?auto=compress%2Cformat&fit=clip&q=90&w=920&s=8effb9ea93d447fbe835a66231563a04 920w, https://hrc.imgix.net/Kelley-headshot-FNL.jpg?auto=compress%2Cformat&fit=clip&q=90&w=1000&s=92bdfb2375ae418938a454ec403a5bf1 1000w" width="1659" height="2112" > </div> <div class="flex-grid-col w-full sm:w-2/3 print:w-2/3"> <h2 class="heading-48 text-theme-headline-default-current"> Message from the HRC Foundation President </h2> <div class="rich-text leading-snug lg:leading-normal my-16 md:my-24 lg:my-32 text-16 lg:text-18"> <p dir="ltr">It is with a profound sense of gratitude, a heart full of determination and a clear vision of the work ahead that I am proud to announce the 21st Corporate Equality Index (CEI) report. This year, an unprecedented 842 businesses have stepped up, earning the highest marks for their commitment to LGBTQ+ equality. This isn't just a number; it's a powerful statement about where we stand as a society and where we need to head.</p> <p dir="ltr">Back in 2002, when this journey began, only 13 companies reached the top score. Today, we're celebrating not just growth but a deepening commitment to true equality. This report is more than a set of scores. It's a roadmap for ensuring that every LGBTQ+ individual has a fair chance to succeed in the workplace, backed by policies and practices that recognize their worth and dignity.</p> <p dir="ltr">As we mark two decades of progress, our mission evolves to meet the ever-changing challenges facing the LGBTQ+ community. This year, we're expanding our focus to include areas like LGBTQ+ family formation rights, enhanced transgender-inclusive healthcare, intersectional analyses of workplace dynamics, comprehensive gender transition guidelines, and better access to LGBTQ+ healthcare resources. These aren't just policy changes; they're life-changing actions that make a real difference.</p> <p dir="ltr">The Corporate Equality Index is a critical tool in this fight. It reaches across industries, influencing Fortune 500 companies, major law firms, and countless other businesses. It's about more than compliance; it's about changing hearts and minds, and fostering workplaces where everyone, regardless of who they love or how they identify, is valued and respected.</p> <p dir="ltr">In this year's report, we're seeing incredible momentum, with 128 new companies joining our cause. This is a clear sign that our message is resonating, that businesses are recognizing the value and necessity of inclusivity.</p> <p dir="ltr">However, let's be clear: there's still much work to be done. The ongoing State of Emergency for LGBTQ+ folks is a glaring reminder that our fight for equality and justice is far from over. We must continue to push, to advocate, and to demand policies and practices that ensure true equality for all.</p> <p dir="ltr">As you read through this report, see it as more than a summary of progress. It's a call to action. We must recommit ourselves to the fight for a world where every LGBTQ+ person can live freely, without fear, and with the full rights and recognition they deserve. The path toward liberation and equality is long, but together, we can build a future where everyone, regardless of their sexual orientation or gender identity, has a fair and equal chance to thrive.<br /></p> </div> <p class="leading-snug lg:leading-normal lg:text-18"> <span class="block font-bold uppercase"> Kelley Robinson (she/her/hers) </span> <span class="sr-only">,</span> <span class="block">President</span> <span class="sr-only">,</span> <span class="block">Human Rights Campaign Foundation</span> </p> </div> </div> </div> </section> <section class="section bg-theme-bg-default-white" style="--theme-bg: #002677; --theme-text: #ffffff; --theme-link: #ffffff; --theme-link-hover: #ffffff; --theme-button-bg: #002677; --theme-button-bg-hover: #002677; --theme-button-text: #002677; --theme-button-text-hover: #002677; --theme-headline: #002677; --theme-accent: #002677; --theme-border: #002677;" data-animate data-label="partial-image" > <div class="" data-animate-target > <figure class="" data-label="component-image"> <img alt="" class="mx-auto block w-full" src="data:image/svg+xml;charset=utf-8,%3Csvg%20xmlns%3D%27http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%27%20width%3D%27600%27%20height%3D%27226%27%20style%3D%27background%3Atransparent%27%2F%3E" sizes="100vw" srcset="https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/CEI-2023-Header-Exec-Summary.svg?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=226&q=90&w=600&s=7ac369d87f3e906d105fb5432ae16b42 600w, https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/CEI-2023-Header-Exec-Summary.svg?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=301&q=90&w=800&s=edccfffa2942b9bcc2e5470147a024ba 800w, https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/CEI-2023-Header-Exec-Summary.svg?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=376&q=90&w=1000&s=3b3dde441806ed8392427deda28a3642 1000w, https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/CEI-2023-Header-Exec-Summary.svg?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=451&q=90&w=1200&s=d6808ef3136ebab04b4fb779a076e79c 1200w, https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/CEI-2023-Header-Exec-Summary.svg?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=526&q=90&w=1400&s=6da06c40bd0df55f17925deec240c006 1400w, https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/CEI-2023-Header-Exec-Summary.svg?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=602&q=90&w=1600&s=7394d909e3cea6ecb59dff01a2163521 1600w, https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/CEI-2023-Header-Exec-Summary.svg?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=677&q=90&w=1800&s=ecf6494ac923fb329f996e8917bf96a9 1800w, https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/CEI-2023-Header-Exec-Summary.svg?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=722&q=90&w=1920&s=b310a20e8089b684816a07e9e6a673e9 1920w" width="600" height="226" > </figure> </div> </section> </div> <div class="relative" id="executive-summary" data-label="partial-toc-anchor" x-intersect="currentSection = 'executive-summary'" > <a href="#table-of-contents" class="skip-link"> <span class="icon absolute rect-24 -top-16 sm:-top-12 left-1/2 transform-x-center z-1"></span> Return to Table of Contents </a> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #042b44; --theme-link-hover: #042b44; --theme-button-bg: #ff4198; --theme-button-bg-hover: #ff4198; --theme-button-text: #ffffff; --theme-button-text-hover: #fdc800; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #ff4198;" data-animate data-label="partial-combo-columns" > <div class="wrapper -lg -padded" data-animate-target> <div class="wrapper -sm"> <h2 class="heading-32 text-center text-theme-headline-default-current">In this 21st edition of the Human Rights Campaign Foundation’s Corporate Equality Index, HRC implemented a new and more robust survey for employers nationwide.</h2> </div> <div class="" > <div class="flex-grid justify-center items-stretch mb-0 md:-mx-32 mt-24 lg:mt-64" > <div class="flex-grid-col md:px-32 md:py-0 w-full pb-32 md:w-1/2 print:w-1/2" > <div class="" > <div class="rich-text -sm"> <p>As we move into our third decade of impacting workplaces on the behalf of LGBTQ+ workers and their families, HRC has once again raised the bar for what it means to be a corporate ally for LGBTQ+ inclusion. This year’s survey was harder than ever before. During this year’s survey cycle, we saw state legislators attack our transgender and non-binary community members and we saw extremists in opposition of LGBTQ+ equality, take aim at our corporate partners. These attacks were geared towards removing protections for LGBTQ+ people and attacking LGBTQ+ workers' ability to exist in society as their true selves, beyond the workplace. Even in this State of Emergency for LGBTQ+ people, corporations rose to the challenge and continued their commitment to maintaining and improving upon their workplace environments to be inclusive of all employees. This year's CEI survey saw <strong>545</strong> businesses meet the evolved criteria, earning all 100 points and HRCs 2023-2024 “Equality 100 Award'' as a Leader in LGBTQ+ Workplace Inclusion. HRC knows it takes a lot of hard work and internal champions to meet the new standards of the CEI and many companies are well into their journey to earn top scores on the tool. This year we have more companies scoring 90 or higher than ever before. This shows that the nation’s top employers are serious about their commitment to inclusion and that the CEI is the foundational blueprint utilized by employers to help them on that journey. </p> <p>Top-rated CEI employers come from nearly every industry and region of the United States and represent employers in all 50 states. To earn top ratings, employers took concrete and dedicated steps to establish and implement comprehensive policies, benefits, and practices that ensure greater equity for LGBTQ+ workers and their families. The current CEI rating criteria had four key pillars: </p> <ul><li><strong>Nondiscrimination policies across business entities; </strong></li><li><strong>Equitable benefits for LGBTQ+ workers and their families; </strong></li><li><strong>Supporting an inclusive culture; and, </strong></li><li><strong>Corporate social responsibility.</strong></li></ul> <p>Since 2002, the Human Rights Campaign Foundation has published the CEI report based largely on the annual CEI survey administered to hundreds of major global employers. The first Index in 2002 had just 13 companies with a score of 100, in comparison to the 545 companies that, as of this edition, earned a perfect score.<br /></p> </div> </div> </div> <div class="flex-grid-col md:px-32 md:py-0 w-full pb-0 md:w-1/2 print:w-1/2" > <div class="" > <div class="rich-text -sm"> <p dir="ltr">Companies rated in the CEI include Fortune magazine’s 500 largest publicly traded businesses (Fortune 500), American Lawyer magazine’s top 200 revenue-grossing law firms (AmLaw 200), and hundreds of mid- to large-sized businesses that are publicly- or privately-held.</p> <p dir="ltr">The CEI helps guide the wide-scale adoption of LGBTQ+ specific practices and language within existing business structures. For example, where businesses enumerate federally protected categories of workers in their non-discrimination policies (e.g. based on race, religion, disability, etc.), the HRC Foundation evaluates them on the inclusion of “sexual orientation” and “gender identity” protections. In terms of benefits, the HRC Foundation evaluates employers on the provision of health insurance coverage for same- and different-sex spouses and partners. In addition, the HRC Foundation assesses the availability of routine, chronic care, and transition-related medical coverage for transgender employees and dependents. </p> <p dir="ltr">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. Lastly, major businesses have a range of engagement programs for their target markets and the communities in which they operate, such as advertising, public policy engagement, supplier diversity, philanthropy, and sponsorship. We seek the inclusion of the LGBTQ+ community in these external engagement efforts.</p> <p dir="ltr">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. The CEI serves as a roadmap to LGBTQ+ inclusive policies and practices, but it cannot provide a holistic assessment of the unique workplace cultures and individual experiences that characterize different employers. A CEI rating is one key evaluation metric, among others, in assessing the LGBTQ+ inclusiveness of any employer or provider of goods or services.</p> <p dir="ltr">In addition to the ongoing commitment of the many prior participants, the 2023-2024 CEI shows a significant growth in the number of newly participating businesses. This year’s report contains <strong>128 </strong>new businesses from over <strong>35 </strong>industries that opted into the survey.</p> <p dir="ltr">The following report is reflective of verified data submitted to the HRC Foundation as well as independent research on non-responding businesses. Wherever credit can be verified, all ranked businesses will receive it, irrespective of their participation in the CEI survey.<br /></p> </div> </div> </div> </div> </div> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #fcf5e0; --theme-text: #042b44; --theme-link: #042b44; --theme-link-hover: #042b44; --theme-button-bg: #042b44; --theme-button-bg-hover: #042b44; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #0045bb; --theme-border: #042b44;" data-animate data-label="partial-combo-columns" > <div class="wrapper -lg -padded" data-animate-target> <div class="wrapper -sm"> <h2 class="heading-32 text-center text-theme-headline-default-current">This year HRC declared a State of Emergency: How 2023 impacted progress</h2> </div> <div class="" > <div class="flex-grid justify-center items-stretch mb-0 md:-mx-32 mt-24 lg:mt-64" > <div class="flex-grid-col md:px-32 md:py-0 w-full pb-32 md:w-1/2 print:w-1/2" > <div class="" > <div class="rich-text -sm"> <p dir="ltr">This year, for the first time in HRC’s more than 40 year history, we officially declared a state of emergency for LGBTQ+ people in the U.S. In 2023 LGBTQ+ people faced an unprecedented and dangerous spike in anti-LGBTQ+ legislative assaults in state houses all over the country. More than 605 anti-LGBTQ+ bills have been introduced in 41 states and over 220 of those bills explicitly targeted the transgender community, particularly trans and nonbinary youth. Many of these bills aimed to limit or restrict access to gender affirming care for transgender and nonbinary minors, creating barriers to access safe and age appropriate medical care. Some of this legislation also aims to limit access to gender affirming care for adults. 86 of those have passed into law this year alone, more than doubling 2022’s number which was previously the worst year on record for legislative attacks. </p> <p dir="ltr"><strong>Anti-LGBTQ+ legislation creates real, measurable, and tangible strain on business operations broadly and individual workers and their families. </strong></p> <p dir="ltr">HRC's analysis of the 17th Annual LGBTQ+ Community Survey, fielded this year with over 14,000 LGBTQ+ adults from all 50 states and Washington, DC, found that nearly 80% of LGBTQ+ adults report gender-affirming care bans make them feel less safe and 1 in 3 LGBTQ+ adults would consider moving from a state that enacted a ban like this.This rise in anti-LGBTQ+ legislation and rhetoric is rooted in <a href="https://www.hrc.org/press-releases/icymi-alliance-defending-freedom-exposed-for-its-extremism-organized-long-game-to-dismantle-equality-and-oppress-diversity-in-the-u-s">well-coordinated, well-funded opposition groups</a> who have also exploited the historic pro-equality support of the business community in order to advance their policy goals that roll back protections for LGBTQ+ people.</p> </div> </div> </div> <div class="flex-grid-col md:px-32 md:py-0 w-full pb-0 md:w-1/2 print:w-1/2" > <div class="" > <div class="rich-text -sm"> <p dir="ltr">The truth remains that pro-LGBTQ+ legislation engenders real, measurable, and tangible benefits for LGBTQ+ workers and employees with LGBTQ+ family members. And, the American public has never been more out and allied, with pro-equality sentiments at some of the highest rates ever. More people are openly identifying as LGBTQ+ today than ever before. HRC’s<a href="https://hrc-prod-requests.s3-us-west-2.amazonaws.com/Future-of-Work-FINALv2.pdf" target="_blank" rel="noreferrer noopener"> Future-proofing Business Report </a>states Gen Z and Millennials continue to represent larger shares of the population, the size of the openly LGBTQ+ and pro-equality workforce will only continue to grow. In addition to being more likely to identify openly as LGBTQ+ themselves, these younger generations hold more pro-equality, LGBTQ+ affirming attitudes and beliefs than older generations, especially in the workplace. Research shows that U.S. employees are 4.5 times more likely to want to work at a company if it publicly supports and demonstrates a commitment to expanding and protecting LGBTQ+ rights. On the flipside, research shows that more than 52% of Gen Z and millennials who were unsatisfied with the progress their current organization was making in creating a diverse and inclusive environment stated they intended to leave their job within two years. The current and emerging workforce is looking to employers to use their platforms to advocate for those who have been historically marginalized in the workplace and in society; especially BIPOC, transgender, and nonbinary people within the larger LGBTQ+ community. </p> <p dir="ltr">Employers that actively stay engaged in tools that inform how they can show up better for LGBTQ+ workers and their families, both inside and outside of the workplace, are among the most successful companies. HRC has been tracking corporate progress on LGBTQ+ inclusion through the CEI for over 20 years, and each year the number of participants grows. Active participants share that they experience higher brand recognition and better brand reputation, greater success with recruiting and retaining talent, and increased sales and customer loyalty. The business case for workplace inclusion is clear - it is not only the right thing to do, it's imperative for business growth and success now and in the years to come.<br /></p> </div> </div> </div> </div> </div> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #fcf5e0; --theme-text: #042b44; --theme-link: #042b44; --theme-link-hover: #042b44; --theme-button-bg: #042b44; --theme-button-bg-hover: #042b44; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #0045bb; --theme-border: #042b44; --theme-repeated: 1;" data-animate data-label="partial-embed" > <div class="wrapper -lg -padded print:hidden" data-animate-target > <script id="infogram_0_76f52c04-96be-4f71-a6db-f9fb53bb44db" title="CEI 2023 State of Emergency Infographic" src="https://e.infogram.com/js/dist/embed.js?m86" type="text/javascript"></script> </div> <div class="wrapper -lg -padded hidden print:block"> <section class="section bg-theme-bg-default-white" style="--theme-bg: #fcf5e0; --theme-text: #042b44; --theme-link: #042b44; --theme-link-hover: #042b44; --theme-button-bg: #042b44; --theme-button-bg-hover: #042b44; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #0045bb; --theme-border: #042b44; --theme-repeated: 1;" data-animate data-label="partial-image" > <div class="wrapper -lg -padded" data-animate-target > <figure class="" data-label="component-image"> <img alt="" class="mx-auto block w-full" src="data:image/svg+xml;charset=utf-8,%3Csvg%20xmlns%3D%27http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%27%20width%3D%27600%27%20height%3D%27230%27%20style%3D%27background%3Atransparent%27%2F%3E" sizes="100vw" srcset="https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/cei-2023-state-of-emergency-infographic.png?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=230&q=90&w=600&s=c6ab1299a0ea2def547211cca12352b7 600w, https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/cei-2023-state-of-emergency-infographic.png?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=306&q=90&w=800&s=27b59726ad5678669c8337a66e2a8df7 800w, https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/cei-2023-state-of-emergency-infographic.png?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=383&q=90&w=1000&s=9417c66b38eea4aead599c26e740ae5b 1000w, https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/cei-2023-state-of-emergency-infographic.png?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=393&q=90&w=1027&s=1df5fc4328e5c1d9bba0cb5c1a7d3d9c 1027w" width="600" height="230" > </figure> </div> </section> </div> </section> </div> <div class="relative" id="key-findings" data-label="partial-toc-anchor" x-intersect="currentSection = 'key-findings'" > <a href="#table-of-contents" class="skip-link"> <span class="icon absolute rect-24 -top-16 sm:-top-12 left-1/2 transform-x-center z-1"></span> Return to Table of Contents </a> <section class="section bg-theme-bg-default-white" style="--theme-bg: #d80367; --theme-text: #ffffff; --theme-link: #ffffff; --theme-link-hover: #ffffff; --theme-button-bg: #d80367; --theme-button-bg-hover: #d80367; --theme-button-text: #ffffff; --theme-button-text-hover: #ffffff; --theme-headline: #ffffff;" data-animate data-label="partial-image" > <div class="" data-animate-target > <figure class="" data-label="component-image"> <img alt="" class="mx-auto block w-full" src="data:image/svg+xml;charset=utf-8,%3Csvg%20xmlns%3D%27http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%27%20width%3D%27600%27%20height%3D%27226%27%20style%3D%27background%3Atransparent%27%2F%3E" sizes="100vw" srcset="https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/CEI-2023-Header-Key-Findings.svg?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=226&q=90&w=600&s=362a2eff95dd2975bbb7b9f8915c0a05 600w, https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/CEI-2023-Header-Key-Findings.svg?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=301&q=90&w=800&s=3829f835a2a85610b1aacca72ebfeaa7 800w, https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/CEI-2023-Header-Key-Findings.svg?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=376&q=90&w=1000&s=a1416c660660445028c6a0acc8775d02 1000w, https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/CEI-2023-Header-Key-Findings.svg?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=451&q=90&w=1200&s=22637bfd64fdbab995cc625090ef1140 1200w, https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/CEI-2023-Header-Key-Findings.svg?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=526&q=90&w=1400&s=ac69f1b6f50e8acf0989c98538e8de30 1400w, https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/CEI-2023-Header-Key-Findings.svg?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=602&q=90&w=1600&s=0b1fed0af47e7201f125cbb4e68e6bd9 1600w, https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/CEI-2023-Header-Key-Findings.svg?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=677&q=90&w=1800&s=d489331f1079bdaf0134de40735696c4 1800w, https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/CEI-2023-Header-Key-Findings.svg?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=722&q=90&w=1920&s=6620b1de8c6bdb7376a72c541083e47d 1920w" width="600" height="226" > </figure> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #fcf5e0; --theme-text: #042b44; --theme-link: #042b44; --theme-link-hover: #042b44; --theme-button-bg: #042b44; --theme-button-bg-hover: #042b44; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #0045bb; --theme-border: #042b44;" data-animate data-label="partial-copy" > <div class="wrapper -sm -padded" data-animate-target> <div class="rich-text" > <p style="text-align: center" class="large-style heading-32">Key Findings<br /></p> </div> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #fcf5e0; --theme-text: #042b44; --theme-link: #042b44; --theme-link-hover: #042b44; --theme-button-bg: #042b44; --theme-button-bg-hover: #042b44; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #0045bb; --theme-border: #042b44; --theme-repeated: 1;" data-animate data-label="partial-combo-columns" > <div class="wrapper -lg -padded" data-animate-target> <div class="" > <div class="flex-grid justify-center items-stretch mb-0 md:-mx-32" > <div class="flex-grid-col md:px-32 md:py-0 w-full pb-32 md:w-1/3 print:w-1/3" > <div class="" > <div class="print:hidden"> <script id="infogram_0_347f21d2-3b4c-4700-9f26-ac1334d6d349" title="539 businesses Equality 100" src="https://e.infogram.com/js/dist/embed.js?bXI" type="text/javascript"></script> </div> <div class="hidden print:block"> <section class="section bg-theme-bg-default-white" style="--theme-bg: #fcf5e0; --theme-text: #042b44; --theme-link: #042b44; --theme-link-hover: #042b44; --theme-button-bg: #042b44; --theme-button-bg-hover: #042b44; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #0045bb; --theme-border: #042b44; --theme-repeated: 1;" data-animate data-label="partial-image" > <div class="wrapper -lg -padded" data-animate-target > <figure class="" data-label="component-image"> <img alt="" class="mx-auto block w-full" src="data:image/svg+xml;charset=utf-8,%3Csvg%20xmlns%3D%27http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%27%20width%3D%27600%27%20height%3D%27763%27%20style%3D%27background%3Atransparent%27%2F%3E" sizes="100vw" srcset="https://hrc.imgix.net/CEI2023_545BusinessesEquality100_Infogram.png?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=763&q=90&w=600&s=e4169b2c0fca64556980a0898f6415de 600w, https://hrc.imgix.net/CEI2023_545BusinessesEquality100_Infogram.png?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=608&q=90&w=478&s=81393ac285ca9561a033d687eaf408ad 478w" width="600" height="763" > </figure> </div> </section> </div> </div> </div> <div class="flex-grid-col md:px-32 md:py-0 w-full pb-0 md:w-1/2 print:w-1/2" > <div class="" > <div class="rich-text -sm"> <p dir="ltr">Despite the opposition's efforts to remove access to care and other basic human rights for LGBTQ+ people and to stop corporations from championing LGBTQ+ inclusion, <strong>545 </strong>businesses earned 100 points on the 2023-2024 CEI, earning a designation as “Equality 100 Award: Leaders in LGBTQ+ Inclusion”.<br /></p> <p dir="ltr">This year’s CEI reflects substantial growth in LGBTQ+ workplace equality and inclusion measures. HRC’s continued commitment to advancing inclusion in everyday lives of LGBTQ+ workers and that is why this year’s survey requires more of businesses than ever before. Since HRC announced the criteria evolution for the CEI in early 2022, companies have taken tremendous strides to meet this new criteria. These include policies that assist leaders when some on their team is transitioning, to employers providing opportunities for LGBTQ+ employees to self disclose and includes new resources that help LGBTQ+ employees learn what benefits are available to them without outing themselves. Companies are establishing essential policies that create safe and affirming workplace environments for all.</p> </div> </div> </div> </div> </div> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #fcf5e0; --theme-text: #042b44; --theme-link: #042b44; --theme-link-hover: #042b44; --theme-button-bg: #042b44; --theme-button-bg-hover: #042b44; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #0045bb; --theme-border: #042b44; --theme-repeated: 1;" data-animate data-label="partial-copy" > <div class="wrapper -sm -padded" data-animate-target> <div class="rich-text" > <p style="text-align: center" class="large-style heading-32">Topline Findings from New Criteria</p> </div> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #fcf5e0; --theme-text: #042b44; --theme-link: #042b44; --theme-link-hover: #042b44; --theme-button-bg: #042b44; --theme-button-bg-hover: #042b44; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #0045bb; --theme-border: #042b44; --theme-repeated: 1;" data-animate data-label="partial-combo-columns" > <div class="wrapper -lg -padded" data-animate-target> <div class="" > <div class="flex-grid justify-center items-stretch mb-0 md:-mx-32 md:pb-32 lg:pb-64" > <div class="flex-grid-col md:px-32 md:py-0 w-full pb-32 md:w-2/3 print:w-2/3" > <div class="" > <div class="print:hidden"> <script id="infogram_0_adf011f3-f02f-4205-bf21-1b8b8a101f81" title="CEI 2023: Topline Findings-Gender Transition" src="https://e.infogram.com/js/dist/embed.js?Y7i" type="text/javascript"></script> </div> <div class="hidden print:block"> <section class="section bg-theme-bg-default-white" style="--theme-bg: #fcf5e0; --theme-text: #042b44; --theme-link: #042b44; --theme-link-hover: #042b44; --theme-button-bg: #042b44; --theme-button-bg-hover: #042b44; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #0045bb; --theme-border: #042b44; --theme-repeated: 1;" data-animate data-label="partial-image" > <div class="wrapper -lg -padded" data-animate-target > <figure class="" data-label="component-image"> <img alt="" class="mx-auto block w-full" src="data:image/svg+xml;charset=utf-8,%3Csvg%20xmlns%3D%27http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%27%20width%3D%27600%27%20height%3D%27357%27%20style%3D%27background%3Atransparent%27%2F%3E" sizes="100vw" srcset="https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/cei-2023-topline-findings-gender-transition.png?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=357&q=90&w=600&s=517c8ed0e143063a73209a3abadcce01 600w, https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/cei-2023-topline-findings-gender-transition.png?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=476&q=90&w=800&s=ac4785fc5eaecd98fe51df6588e0812f 800w, https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/cei-2023-topline-findings-gender-transition.png?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=481&q=90&w=808&s=1358d6d06d8dfc918f561d566a41bf49 808w" width="600" height="357" > </figure> </div> </section> </div> </div> </div> </div> </div> <div class="" > <div class="flex-grid justify-center items-stretch mb-0 md:-mx-32 md:pb-32 lg:pb-64" > <div class="flex-grid-col md:px-32 md:py-0 w-full pb-32 md:w-2/3 print:w-2/3" > <div class="" > <div class="print:hidden"> <script id="infogram_0_98194e7e-5c8e-4623-ad37-45ef8830b762" title="CEI 2023: Topline Findings-Data Collection" src="https://e.infogram.com/js/dist/embed.js?Uwx" type="text/javascript"></script> </div> <div class="hidden print:block"> <section class="section bg-theme-bg-default-white" style="--theme-bg: #fcf5e0; --theme-text: #042b44; --theme-link: #042b44; --theme-link-hover: #042b44; --theme-button-bg: #042b44; --theme-button-bg-hover: #042b44; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #0045bb; --theme-border: #042b44; --theme-repeated: 1;" data-animate data-label="partial-image" > <div class="wrapper -lg -padded" data-animate-target > <figure class="" data-label="component-image"> <img alt="" class="mx-auto block w-full" src="data:image/svg+xml;charset=utf-8,%3Csvg%20xmlns%3D%27http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%27%20width%3D%27600%27%20height%3D%27357%27%20style%3D%27background%3Atransparent%27%2F%3E" sizes="100vw" srcset="https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/cei-2023-topline-findings-data-collection.png?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=357&q=90&w=600&s=9edd3e421edd6d09e4c97a5365070304 600w, https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/cei-2023-topline-findings-data-collection.png?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=476&q=90&w=800&s=af65adaf2a086afba519b3d83b6b573f 800w, https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/cei-2023-topline-findings-data-collection.png?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=481&q=90&w=808&s=db98529353c41fc11eb1e4eeb208b87f 808w" width="600" height="357" > </figure> </div> </section> </div> </div> </div> </div> </div> <div class="" > <div class="flex-grid justify-center items-stretch mb-0 md:-mx-32" > <div class="flex-grid-col md:px-32 md:py-0 w-full pb-0 md:w-2/3 print:w-2/3" > <div class="" > <div class="print:hidden"> <script id="infogram_0_4a28eb75-0e96-4bb2-bfc6-ef5cbc831c1c" title="CEI 2023: Topline Findings-Benefits Guide" src="https://e.infogram.com/js/dist/embed.js?FfC" type="text/javascript"></script> </div> <div class="hidden print:block"> <section class="section bg-theme-bg-default-white" style="--theme-bg: #fcf5e0; --theme-text: #042b44; --theme-link: #042b44; --theme-link-hover: #042b44; --theme-button-bg: #042b44; --theme-button-bg-hover: #042b44; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #0045bb; --theme-border: #042b44; --theme-repeated: 1;" data-animate data-label="partial-image" > <div class="wrapper -lg -padded" data-animate-target > <figure class="" data-label="component-image"> <img alt="" class="mx-auto block w-full" src="data:image/svg+xml;charset=utf-8,%3Csvg%20xmlns%3D%27http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%27%20width%3D%27600%27%20height%3D%27220%27%20style%3D%27background%3Atransparent%27%2F%3E" sizes="100vw" srcset="https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/cei-2023-topline-findings-benefits-guide.png?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=220&q=90&w=600&s=6409d316b4b597052bd97d165d7b95d3 600w, https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/cei-2023-topline-findings-benefits-guide.png?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=293&q=90&w=800&s=10d01f62226ec7c5b9f7dfddca55e103 800w, https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/cei-2023-topline-findings-benefits-guide.png?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=296&q=90&w=808&s=d0ac26d280d0f8ada1951dcbe8c168f3 808w" width="600" height="220" > </figure> </div> </section> </div> </div> </div> </div> </div> </div> </section> </div> <div class="relative" id="transgender-inclusion-in-the-workplace-healthcare-and-beyond" data-label="partial-toc-anchor" x-intersect="currentSection = 'Transgender-Inclusion-in-the-Workplace-Healthcare-and-Beyond'" > <a href="#table-of-contents" class="skip-link"> <span class="icon absolute rect-24 -top-16 sm:-top-12 left-1/2 transform-x-center z-1"></span> Return to Table of Contents </a> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #fcf5e0; --theme-text: #042b44; --theme-link: #042b44; --theme-link-hover: #042b44; --theme-button-bg: #042b44; --theme-button-bg-hover: #042b44; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #0045bb; --theme-border: #042b44; --theme-repeated: 1;" data-animate data-label="partial-copy" > <div class="wrapper -sm -padded" data-animate-target> <div class="rich-text" > <p style="text-align: center" class="medium-style heading-24">Transgender Inclusion in the Workplace: Healthcare and Beyond</p> </div> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #fcf5e0; --theme-text: #042b44; --theme-link: #042b44; --theme-link-hover: #042b44; --theme-button-bg: #042b44; --theme-button-bg-hover: #042b44; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #0045bb; --theme-border: #042b44; --theme-repeated: 1;" data-animate data-label="partial-combo-columns" > <div class="wrapper -lg -padded" data-animate-target> <div class="" > <div class="flex-grid justify-center items-stretch mb-0 md:-mx-32" > <div class="flex-grid-col md:px-32 md:py-0 w-full pb-32 md:w-1/3 print:w-1/3" > <div class="" > <div class="print:hidden"> <script id="infogram_0_604a4d06-dc15-47f0-9006-7b54643524f4" title="CEI 2023 - Trans Inclusion in Workplace" src="https://e.infogram.com/js/dist/embed.js?UYY" type="text/javascript"></script> </div> <div class="hidden print:block"> <section class="section bg-theme-bg-default-white" style="--theme-bg: #fcf5e0; --theme-text: #042b44; --theme-link: #042b44; --theme-link-hover: #042b44; --theme-button-bg: #042b44; --theme-button-bg-hover: #042b44; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #0045bb; --theme-border: #042b44; --theme-repeated: 1;" data-animate data-label="partial-image" > <div class="wrapper -lg -padded" data-animate-target > <figure class="" data-label="component-image"> <img alt="" class="mx-auto block w-full" src="data:image/svg+xml;charset=utf-8,%3Csvg%20xmlns%3D%27http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%27%20width%3D%27600%27%20height%3D%271034%27%20style%3D%27background%3Atransparent%27%2F%3E" sizes="100vw" srcset="https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/cei-2023-trans-inclusion-in-workplace.png?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=1034&q=90&w=600&s=de708a10dd8fdca7c4e9a7697de245a7 600w, https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/cei-2023-trans-inclusion-in-workplace.png?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=690&q=90&w=400&s=acaf6e95888d26f0006bebfbaedf1f68 400w, https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/cei-2023-trans-inclusion-in-workplace.png?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=600&q=90&w=348&s=6f7b24d52dd815a25e7b0933411e3eee 348w" width="600" height="1034" > </figure> </div> </section> </div> </div> </div> <div class="flex-grid-col md:px-32 md:py-0 w-full pb-32 md:w-1/3 print:w-1/3" > <div class="" > <div class="rich-text -sm"> <p dir="ltr">The most considerable progress measured over the 20-year history of the CEI, is the wide-scale adoption of transgender-inclusive initiatives by participating businesses. These initiatives provide a more holistic approach to transgender inclusion in the workplace, it goes beyond inclusive healthcare offerings. </p> <p dir="ltr">A full <strong>90</strong> 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). Notably, <strong>95 </strong>percent of the entire CEI universe of businesses offer explicit gender identity non-discrimination protections (up from 5 percent in 2002). </p> <p dir="ltr"><strong>73 </strong>percent of the Fortune 500 and <strong>94 </strong>percent of all CEI-rated businesses (1298 of 1384 offer transgender-inclusive health insurance coverage, up from 0 per cent in 2002 – <strong>25 </strong>times as many businesses as in 2009. <strong>108</strong> new employers offer this coverage according to the 2023-2024 report.<br /></p> </div> </div> </div> <div class="flex-grid-col md:px-32 md:py-0 w-full pb-0 md:w-1/3 print:w-1/3" > <div class="" > <div class="rich-text -sm"> <p dir="ltr">This year, in order to achieve top rating on the CEI, employers must provide gender transition guidelines to establish best practices in transgender inclusion in the workplace. More than six in ten of CEI-rated businesses offer robust diversity and inclusion programs that specifically include training on gender identity. Today, hundreds of employers also equip managers with gender transition guidelines, a set of considerations and protocols for transitioning employees. Over <strong>974</strong> major employers reported the adoption of these guidelines in the 2023-2024 CEI. </p> <p dir="ltr">Employees shouldn’t have to “out” themselves or have uncomfortable conversations with leadership when important life events occur in order to get access to applicable information, especially for LGBTQ+ employees. Creating a comprehensive guide that showcases what benefits that impact LGBTQ+ employees and their families is essential. That is why an LGBTQ+ benefits guide is now part of the CEI criteria. <strong>63%</strong> of our rated companies rose to the challenge and created LGBTQ+ benefits guides to ensure all employees know what inclusive benefits and services their employer provides.<br /></p> </div> </div> </div> </div> </div> </div> </section> </div> <div class="relative" id="equality-fortune-companies" data-label="partial-toc-anchor" x-intersect="currentSection = 'equality-fortune-companies'" > <a href="#table-of-contents" class="skip-link"> <span class="icon absolute rect-24 -top-16 sm:-top-12 left-1/2 transform-x-center z-1"></span> Return to Table of Contents </a> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0;" data-animate data-label="partial-combo-columns" > <div class="wrapper -lg -padded" data-animate-target> <div class="wrapper -sm"> <h2 class="heading-32 text-center text-theme-headline-default-current">Equality at the Fortune-Ranked Companies</h2> </div> <div class="" > <div class="flex-grid justify-center items-stretch mb-0 md:-mx-32 mt-24 lg:mt-64" > <div class="flex-grid-col md:px-32 md:py-0 w-full pb-0 md:w-1/2 print:w-1/2" > <div class="" > <div class="rich-text -sm"> <p dir="ltr"><strong>173 </strong><strong>OF THE FORTUNE 500-RANKED BUSINESSES achieved a 100</strong> <strong>point rating</strong> , with <strong>15</strong> of the <strong>top </strong><strong>25 </strong>Fortune-ranked businesses at this top score. <strong>91</strong> percent of the Fortune 500 include “sexual orientation” and “gender identity” in their nondiscrimination policies. Over <strong>77</strong><strong> percent</strong> of Fortune 500 companies offer transgender-inclusive healthcare benefits.</p> <p dir="ltr">In this year's report, <strong>378</strong> of Fortune 500 businesses have official CEI ratings based on submitted surveys , with an average rating of <strong>86</strong><strong>. </strong>The Fortune 1000, a list of the largest publicly-traded and privately-held companies in the United States, was invited to take part in the Corporate Equality Index survey for the thirteenth year in a row.<br /></p> </div> </div> </div> </div> </div> </div> </section> </div> <div class="relative" id="accelerating-global-equality" data-label="partial-toc-anchor" x-intersect="currentSection = 'accelerating-global-equality'" > <a href="#table-of-contents" class="skip-link"> <span class="icon absolute rect-24 -top-16 sm:-top-12 left-1/2 transform-x-center z-1"></span> Return to Table of Contents </a> <section class="section bg-theme-bg-default-white" style="--theme-bg: #fedb00; --theme-text: #002677; --theme-link: #002677; --theme-link-hover: #002677; --theme-button-bg: #fedb00; --theme-button-bg-hover: #fedb00; --theme-button-text: #002677; --theme-button-text-hover: #002677; --theme-headline: #002677;" data-animate data-label="partial-image" > <div class="wrapper -lg -padded" data-animate-target > <figure class="" data-label="component-image"> <img alt="" class="mx-auto block w-full" src="data:image/svg+xml;charset=utf-8,%3Csvg%20xmlns%3D%27http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%27%20width%3D%27600%27%20height%3D%27357%27%20style%3D%27background%3Atransparent%27%2F%3E" sizes="100vw" srcset="https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/CEI-2023-Global-Equity.svg?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=357&q=90&w=600&s=6e413c0b3c3a155f4ec18bfaf3ad7a66 600w, https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/CEI-2023-Global-Equity.svg?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=477&q=90&w=800&s=c8dac67139727910ce913047b2579062 800w, https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/CEI-2023-Global-Equity.svg?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=479&q=90&w=804&s=ebf75973185e65b6c717d27e46e5275c 804w" width="600" height="357" > </figure> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #fedb00; --theme-text: #002677; --theme-link: #002677; --theme-link-hover: #002677; --theme-button-bg: #fedb00; --theme-button-bg-hover: #fedb00; --theme-button-text: #002677; --theme-button-text-hover: #002677; --theme-headline: #002677; --theme-repeated: 1;" data-animate data-label="partial-copy" > <div class="wrapper -sm -padded" data-animate-target> <div class="rich-text" > <h2 class="large-style heading-32" style="text-align: center"><strong>Accelerating Global Equality</strong></h2> <h3 class="medium-style heading-24" style="text-align: center"><strong>The business case for equality knows no borders</strong><strong><br /></strong></h3> <p dir="ltr">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. The bottom line is undeniable – in a global marketplace, <strong>equality knows no borders</strong>.</p> <p dir="ltr">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. 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. </p> <p dir="ltr">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. This change helped drive more widespread adoption of nondiscrimination policies that include sexual orientation and gender identity protections. In 2016, 54% of CEI-rated companies had global operations and 95 percent of those companies extended their LGBTQ+ inclusive nondiscrimination policies globally. With the 2023-2024 CEI, <strong>65</strong> percent of rated companies have global operations and over <strong>99</strong> percent extend those protections globally.</p> <p dir="ltr">The process towards LGBTQ+ inclusion does not end with nondiscrimination policies. Companies continue to amplify their global LGBTQ+ inclusion efforts through the targeted expansion of equitable benefits and inclusive practices. Globally, companies are adopting critical benefits such as domestic partner recognition and transgender-inclusive healthcare benefits, as well as organizational training and capacity building. These companies are also deepening employee engagement efforts by expanding employee resource groups for LGBTQ+ workers and their allies. </p> <p dir="ltr">In the past, and for this 2023-2024 edition, the CEI survey collected information on global efforts to provide domestic partner benefits and transgender-inclusive benefits, support for global chapters of employee resource groups, and whether companies engage externally with LGBTQ+ communities outside the U.S. Across all categories, a majority of companies report extending these benefits and inclusive practices beyond U.S. borders.</p> <p dir="ltr"><sup><br />1</sup><sup> </sup><sup>At the HRC Foundation, we use the acronym “LGBTQ+” to represent the diversity of the greater lesbian, gay, bisexual, transgender and queer communities. We recognize that this acronym is U.S.-centric and that communities around the world recognize different identities and acronyms. When working in different communities, we adjust our language to reflect local customs.</sup></p> </div> </div> </section> <section class="section bg-theme-bg-default-white" style="--theme-bg: #ffffff; --theme-text: #6b6b6b; --theme-link: #6b6b6b; --theme-link-hover: #ff4198; --theme-button-bg: #0045bb; --theme-button-bg-hover: #003399; --theme-button-text: #0045bb; --theme-button-text-hover: #003399; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0;" data-animate data-label="partial-image" > <div class="wrapper -lg -padded" data-animate-target > <figure class="" data-label="component-image"> <img alt="" class="mx-auto block w-full" src="data:image/svg+xml;charset=utf-8,%3Csvg%20xmlns%3D%27http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%27%20width%3D%27600%27%20height%3D%27357%27%20style%3D%27background%3Atransparent%27%2F%3E" sizes="100vw" srcset="https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/CEI-2023-Equidad-Spotlight-Header-2.svg?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=357&q=90&w=600&s=5e814e8734678611c06b4233faf6f1e2 600w, https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/CEI-2023-Equidad-Spotlight-Header-2.svg?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=477&q=90&w=800&s=a4c41e789b865ff172456fb0a01ae1c4 800w, https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/CEI-2023-Equidad-Spotlight-Header-2.svg?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=479&q=90&w=804&s=db8d2d84da4841e893affc0262ce9282 804w" width="600" height="357" > </figure> </div> </section> </div> <div class="relative" id="hrc-equidad-programs" data-label="partial-toc-anchor" x-intersect="currentSection = 'hrc-equidad-programs'" > <a href="#table-of-contents" class="skip-link"> <span class="icon absolute rect-24 -top-16 sm:-top-12 left-1/2 transform-x-center z-1"></span> Return to Table of Contents </a> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #ffffff; --theme-text: #6b6b6b; --theme-link: #6b6b6b; --theme-link-hover: #ff4198; --theme-button-bg: #0045bb; --theme-button-bg-hover: #003399; --theme-button-text: #0045bb; --theme-button-text-hover: #003399; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-combo-columns" > <div class="wrapper -lg -padded" data-animate-target> <div class="wrapper -sm"> <h2 class="heading-32 text-center text-theme-headline-default-current">Spotlight: HRC's Equidad(e) Programs</h2> </div> <div class="" > <div class="flex-grid justify-center items-stretch mb-0 md:-mx-32 mt-24 lg:mt-64" > <div class="flex-grid-col md:px-32 md:py-0 w-full pb-32 md:w-1/2 print:w-1/2" > <div class="" > <div class="rich-text -sm"> <p dir="ltr">Thanks to HRC’s 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. 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 HRC Foundation expanding into the business community in the Americas.</p> <p dir="ltr">With the CEI as a model, HRC established a formal program aimed at growing LGBTQ+ inclusive practices and policies across workplaces in Mexico. After years of working with corporate partners, civil society organizations, and other stakeholders, including embassies and the American Chamber of Commerce, the HRC Foundation partnered with <strong>Alianza por la Diversidad e Inclusión Laboral (ADIL)</strong> to officially launch the HRC Equidad MX: Workplace Equality Program in 2016. Since its inception, the pioneering program has experienced substantial growth in promoting LGBTQ+ inclusive workplaces throughout the country.</p> <p>The groundbreaking success of HRC Equidad MX is reflected in the increasing number of companies participating in the survey and achieving top ratings for LGBTQ+ workplace equality. This year, <strong>253</strong> employers earned top ratings and the HRC Foundation’s designation of “Best Places to Work for LGBTQ+ Equality” or “Mejores Lugares para Trabajar LGBTQ+'' in the 2023 HRC Equidad MX report. This represents a <strong>4</strong> percent increase in the number of top-scoring employers over the prior year and, given that the initial report had <strong>32</strong> top-scorers, an almost <strong>700</strong> percent increase since the program’s inaugural report in 2018.</p> </div> </div> </div> <div class="flex-grid-col md:px-32 md:py-0 w-full pb-32 md:w-1/2 print:w-1/2" > <div class="" > <div class="rich-text -sm"> <p dir="ltr">Next, the HRC Foundation expanded its LGBTQ+ workplace inclusion efforts to South America by partnering with <strong>Fundación Iguales</strong>, Chile’s largest LGBTQ+ advocacy group, to promote LGBTQ+ inclusive policies and protections among Chilean businesses and corporations through HRC Equidad CL. The program launched in 2018, the Chilean-based program assessed <strong>31</strong> companies in its inaugural 2019 report and 15 of them received the HRC Foundation’s designation of “Mejores Lugares para Trabajar LGBT.” For the report in 2023, the program grew by <strong>16</strong> percent, rating a total of <strong>157</strong> companies with <strong>57</strong> earning top scores. </p> <p dir="ltr">Based on the success of the Equidad Programs in Mexico and Chile, the HRC Foundation expanded its efforts in South America to both Argentina and Brazil in 2021. Equidad AR was developed in partnership with <strong>Instituto de Políticas Públicas LGBT</strong>, and the number of participating companies has grown <strong>43</strong> percent, from <strong>63</strong> companies in its inaugural year to <strong>76</strong> companies in 2023. Of these, <strong>49</strong> earned the top score, a <strong>123</strong> percent increase from the <strong>22</strong> top scorers in 2023. Equidade BR, our first Portuguese-language program, was established with <strong>Instituto Mais Diversidade</strong>. In 2023, the program grew by <strong>52</strong> percent, rating a total of <strong>91</strong> companies with <strong>57</strong> earning the maximum score, a <strong>50</strong> percent increase from the <strong>38</strong> top scorers and <strong>60</strong> participating companies in 2022. To date, <strong>622</strong> companies are participating in the Equidad/e programs across Latin America and we look forward to increasing our engagement over the coming year. </p> <p dir="ltr">We invite all companies that have operations in Mexico, Chile, Brazil, and Argentina to encourage their regional counterparts to participate in our global programs and extend their support for LGBTQ+ inclusion in the workplace throughout the region. Through the CEI, Equidad MX, Equidad CL, Equidad AR, and Equidade BR programs, the HRC Foundation has established guidelines to implement LGBTQ+ inclusive policies, best practices, and benefits across national and international corporations, impacting more than <strong>39</strong> million employees worldwide.<br /></p> </div> </div> </div> <div class="flex-grid-col md:px-32 md:py-0 w-full pb-0 md:w-2/3 print:w-2/3" > <div class="" > <div class="rich-text -sm"> <p style="text-align: center"><strong><br /></strong></p> <p style="text-align: center"><strong>Learn more at <a href="http://www.hrc.im/GlobalWorkplacePrograms" target="_blank" rel="noreferrer noopener">www.hrc.im/GlobalWorkplacePrograms</a></strong></p> </div> </div> </div> </div> </div> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-accordion" > <div class="wrapper -md -padded" data-animate-target> <div> <div class="border-b-2 border-theme-border-default-blue-200 py-16 relative"> <div id="item-1963151" class="pointer-events-none absolute top-0 left-0 z-0 w-full -mt-80 pt-80 md:-mt-128 md:pt-128" data-label="partial-anchor" > </div> <h2> <button class="flex items-center justify-between text-left w-full text-20 font-bold leading-tight" aria-controls="item-1963151-content" aria-expanded="false" id="item-1963151-control" data-track-gtm="Accordion Interactions|https://reports.hrc.org/corporate-equality-index-2023?_ga=2.171909097.813418501.1715705627-1127660814.1715705627|Quintuple Certification" > <span> Quintuple Certification </span> <span class="icon rect-14 ml-12 flex-grow-0 flex-shrink-0 parent-expanded:hidden"><svg viewBox="0 0 14 14" fill="none" xmlns="http://www.w3.org/2000/svg" aria-hidden="true"><path d="M14 6.99963C14 7.55192 13.5523 7.99963 13 7.99963H8V12.9996C8 13.5519 7.55228 13.9996 7 13.9996C6.44772 13.9996 6 13.5519 6 12.9996V7.99963H1C0.447715 7.99963 0 7.55192 0 6.99963C0 6.44735 0.447715 5.99963 1 5.99963H6V0.999634C6 0.447349 6.44772 -0.000366211 7 -0.000366211C7.55228 -0.000366211 8 0.447349 8 0.999634V5.99963H13C13.5523 5.99963 14 6.44735 14 6.99963Z" fill="#0045BB"/></svg></span> <span class="icon rect-14 ml-12 flex-grow-0 flex-shrink-0 hidden parent-expanded:block"><svg viewBox="0 0 19 3" fill="none" xmlns="http://www.w3.org/2000/svg" aria-hidden="true"><path d="M7.89938 2.77067H17.1162C17.6088 2.77067 18.0081 2.37137 18.0081 1.87881C18.0081 1.38624 17.6088 0.986938 17.1162 0.986938H10.4266H1.20974C0.717174 0.986938 0.317871 1.38624 0.317871 1.87881C0.317871 2.37137 0.717173 2.77067 1.20974 2.77067H7.89938Z" fill="#0045BB"/></svg></span> </button> </h2> <div class="hidden rich-text -sm py-16 lg:pr-160" id="item-1963151-content" aria-labelledby="item-1963151-control" data-module="toggle" data-toggle-class-hide="hidden" data-toggle-load-anchor="item-1963151" > <p dir="ltr" style="text-align: center"><strong>The following </strong><strong>5 </strong><strong>companies have the distinction of earning top scores on</strong><strong> all of HRC'</strong><strong>s Corporate Equality measures: the Corporate Equality Index, Equidad MX, Equidad CL, Equidad AR, and Equidade BR. </strong><br /></p> <p dir="ltr" style="text-align: center">Currently, HRC and its partners are still in the process of collecting data for the 2024 survey reports for Equidad CL, Equidad AR, and Equidade BR. Data used for these lists are from their most current reports.</p> <ul><li>Bayer U.S. LLC</li><li>Boston Consulting Group</li><li>GE Appliances</li><li>JPMorgan Chase & Co</li><li>SAP America Inc.</li></ul> </div> </div> </div> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-accordion" > <div class="wrapper -md -padded" data-animate-target> <div> <div class="border-b-2 border-theme-border-default-blue-200 py-16 relative"> <div id="item-1963153" class="pointer-events-none absolute top-0 left-0 z-0 w-full -mt-80 pt-80 md:-mt-128 md:pt-128" data-label="partial-anchor" > </div> <h2> <button class="flex items-center justify-between text-left w-full text-20 font-bold leading-tight" aria-controls="item-1963153-content" aria-expanded="false" id="item-1963153-control" data-track-gtm="Accordion Interactions|https://reports.hrc.org/corporate-equality-index-2023?_ga=2.171909097.813418501.1715705627-1127660814.1715705627|Quadruple Certification" > <span> Quadruple Certification </span> <span class="icon rect-14 ml-12 flex-grow-0 flex-shrink-0 parent-expanded:hidden"><svg viewBox="0 0 14 14" fill="none" xmlns="http://www.w3.org/2000/svg" aria-hidden="true"><path d="M14 6.99963C14 7.55192 13.5523 7.99963 13 7.99963H8V12.9996C8 13.5519 7.55228 13.9996 7 13.9996C6.44772 13.9996 6 13.5519 6 12.9996V7.99963H1C0.447715 7.99963 0 7.55192 0 6.99963C0 6.44735 0.447715 5.99963 1 5.99963H6V0.999634C6 0.447349 6.44772 -0.000366211 7 -0.000366211C7.55228 -0.000366211 8 0.447349 8 0.999634V5.99963H13C13.5523 5.99963 14 6.44735 14 6.99963Z" fill="#0045BB"/></svg></span> <span class="icon rect-14 ml-12 flex-grow-0 flex-shrink-0 hidden parent-expanded:block"><svg viewBox="0 0 19 3" fill="none" xmlns="http://www.w3.org/2000/svg" aria-hidden="true"><path d="M7.89938 2.77067H17.1162C17.6088 2.77067 18.0081 2.37137 18.0081 1.87881C18.0081 1.38624 17.6088 0.986938 17.1162 0.986938H10.4266H1.20974C0.717174 0.986938 0.317871 1.38624 0.317871 1.87881C0.317871 2.37137 0.717173 2.77067 1.20974 2.77067H7.89938Z" fill="#0045BB"/></svg></span> </button> </h2> <div class="hidden rich-text -sm py-16 lg:pr-160" id="item-1963153-content" aria-labelledby="item-1963153-control" data-module="toggle" data-toggle-class-hide="hidden" data-toggle-load-anchor="item-1963153" > <p style="text-align: center"><strong>The following </strong><strong>10 </strong><strong>companies have the distinction of earning top scores on </strong><strong>four </strong><strong>of HRC's Corporate Equality measures.</strong><br /></p> <ul><li>Accenture</li><li>BASF Corp.</li><li>Cummins Inc.</li><li>Ernst & Young LLP</li><li>Lexmark International Inc.</li><li>Medtronic PLC</li><li>Oracle Corp.</li><li>PepsiCo Inc.</li><li>Thomson Reuters</li><li>Uber Technologies Inc.</li></ul> </div> </div> </div> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-accordion" > <div class="wrapper -md -padded" data-animate-target> <div> <div class="border-b-2 border-theme-border-default-blue-200 py-16 relative"> <div id="item-1932194" class="pointer-events-none absolute top-0 left-0 z-0 w-full -mt-80 pt-80 md:-mt-128 md:pt-128" data-label="partial-anchor" > </div> <h2> <button class="flex items-center justify-between text-left w-full text-20 font-bold leading-tight" aria-controls="item-1932194-content" aria-expanded="false" id="item-1932194-control" data-track-gtm="Accordion Interactions|https://reports.hrc.org/corporate-equality-index-2023?_ga=2.171909097.813418501.1715705627-1127660814.1715705627|Triple Certification" > <span> Triple Certification </span> <span class="icon rect-14 ml-12 flex-grow-0 flex-shrink-0 parent-expanded:hidden"><svg viewBox="0 0 14 14" fill="none" xmlns="http://www.w3.org/2000/svg" aria-hidden="true"><path d="M14 6.99963C14 7.55192 13.5523 7.99963 13 7.99963H8V12.9996C8 13.5519 7.55228 13.9996 7 13.9996C6.44772 13.9996 6 13.5519 6 12.9996V7.99963H1C0.447715 7.99963 0 7.55192 0 6.99963C0 6.44735 0.447715 5.99963 1 5.99963H6V0.999634C6 0.447349 6.44772 -0.000366211 7 -0.000366211C7.55228 -0.000366211 8 0.447349 8 0.999634V5.99963H13C13.5523 5.99963 14 6.44735 14 6.99963Z" fill="#0045BB"/></svg></span> <span class="icon rect-14 ml-12 flex-grow-0 flex-shrink-0 hidden parent-expanded:block"><svg viewBox="0 0 19 3" fill="none" xmlns="http://www.w3.org/2000/svg" aria-hidden="true"><path d="M7.89938 2.77067H17.1162C17.6088 2.77067 18.0081 2.37137 18.0081 1.87881C18.0081 1.38624 17.6088 0.986938 17.1162 0.986938H10.4266H1.20974C0.717174 0.986938 0.317871 1.38624 0.317871 1.87881C0.317871 2.37137 0.717173 2.77067 1.20974 2.77067H7.89938Z" fill="#0045BB"/></svg></span> </button> </h2> <div class="hidden rich-text -sm py-16 lg:pr-160" id="item-1932194-content" aria-labelledby="item-1932194-control" data-module="toggle" data-toggle-class-hide="hidden" data-toggle-load-anchor="item-1932194" > <p style="text-align: center"><strong><strong>The following </strong><strong>30 </strong><strong>companies have the distinction of earning top scores on </strong><strong>three </strong><strong>of HRC's Corporate Equality measures.</strong></strong><br /></p> <ul><li>Accor</li><li>American Airlines</li><li>Avery Dennison</li><li>Bain & Co. Inc/ Bridgespan Group</li><li>Bank of America Corp.</li><li>BlackRock</li><li>Bristol Myers Squibb</li><li>Capgemini America, INC</li><li>Cargill Inc.</li><li>Cognizant Technology Solutions</li><li>Dell Technologies Inc.</li><li>Dow</li><li>Ford Motor Co.</li><li>HP Inc</li><li>IBM Corp.</li><li>Intel Corp.</li><li>Johnson & Johnson</li><li>KPMG LLP</li><li>Manpower Group</li><li>March & McLennan Companies Inc.</li><li>Mattel Inc.</li><li>McDonald’s Corp.</li><li>McKinsey & Co. Inc.</li><li>Merck Sharp & Dohme LTD</li><li>Novo Nordisk Inc.<br /></li><li>Procter & Gamble Co.</li><li>Salesforce</li><li>Sodexo Inc.</li><li>Ternium</li><li>Walt Disney Co., The<br /> </li></ul> </div> </div> </div> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-accordion" > <div class="wrapper -md -padded" data-animate-target> <div> <div class="border-b-2 border-theme-border-default-blue-200 py-16 relative"> <div id="item-1932200" class="pointer-events-none absolute top-0 left-0 z-0 w-full -mt-80 pt-80 md:-mt-128 md:pt-128" data-label="partial-anchor" > </div> <h2> <button class="flex items-center justify-between text-left w-full text-20 font-bold leading-tight" aria-controls="item-1932200-content" aria-expanded="false" id="item-1932200-control" data-track-gtm="Accordion Interactions|https://reports.hrc.org/corporate-equality-index-2023?_ga=2.171909097.813418501.1715705627-1127660814.1715705627|Double Certification" > <span> Double Certification </span> <span class="icon rect-14 ml-12 flex-grow-0 flex-shrink-0 parent-expanded:hidden"><svg viewBox="0 0 14 14" fill="none" xmlns="http://www.w3.org/2000/svg" aria-hidden="true"><path d="M14 6.99963C14 7.55192 13.5523 7.99963 13 7.99963H8V12.9996C8 13.5519 7.55228 13.9996 7 13.9996C6.44772 13.9996 6 13.5519 6 12.9996V7.99963H1C0.447715 7.99963 0 7.55192 0 6.99963C0 6.44735 0.447715 5.99963 1 5.99963H6V0.999634C6 0.447349 6.44772 -0.000366211 7 -0.000366211C7.55228 -0.000366211 8 0.447349 8 0.999634V5.99963H13C13.5523 5.99963 14 6.44735 14 6.99963Z" fill="#0045BB"/></svg></span> <span class="icon rect-14 ml-12 flex-grow-0 flex-shrink-0 hidden parent-expanded:block"><svg viewBox="0 0 19 3" fill="none" xmlns="http://www.w3.org/2000/svg" aria-hidden="true"><path d="M7.89938 2.77067H17.1162C17.6088 2.77067 18.0081 2.37137 18.0081 1.87881C18.0081 1.38624 17.6088 0.986938 17.1162 0.986938H10.4266H1.20974C0.717174 0.986938 0.317871 1.38624 0.317871 1.87881C0.317871 2.37137 0.717173 2.77067 1.20974 2.77067H7.89938Z" fill="#0045BB"/></svg></span> </button> </h2> <div class="hidden rich-text -sm py-16 lg:pr-160" id="item-1932200-content" aria-labelledby="item-1932200-control" data-module="toggle" data-toggle-class-hide="hidden" data-toggle-load-anchor="item-1932200" > <p style="text-align: center"><strong>The following </strong><strong>80 </strong><strong>companies have the distinction of earning top scores on </strong><strong>two </strong><strong>of HRC's Corporate Equality measures.</strong></p> <p dir="ltr"></p> <p dir="ltr">3M Co.</p> <p dir="ltr">AbbVie Inc.</p> <p dir="ltr">Alcon Inc.</p> <p dir="ltr">Amazon.com Inc. </p> <p dir="ltr">Amgen Inc. </p> <p dir="ltr">Atento </p> <p dir="ltr">AT&T Inc.</p> <p dir="ltr">Banco Santander </p> <p dir="ltr">Baker & McKenzie LLP</p> <p dir="ltr">Beckton Dickinson</p> <p dir="ltr">Beiersdorf</p> <p dir="ltr">Boehringer Ingelheim</p> <p dir="ltr">British Embassy</p> <p dir="ltr">Brown-Forman Corp. </p> <p dir="ltr">Carrier Global Corporation</p> <p dir="ltr">CBRE Inc. </p> <p dir="ltr">Chubb Seguros </p> <p dir="ltr">Coca-Cola Co., The</p> <p dir="ltr">Colgate-Palmolive Co.</p> <p dir="ltr">Corteva </p> <p dir="ltr">Cushman & Wakefield </p> <p dir="ltr">Deloitte LLP</p> <p dir="ltr">Diageo North America</p> <p dir="ltr">DirectTV</p> <p dir="ltr">Eaton Corp </p> <p dir="ltr">Ecolab Inc. </p> <p dir="ltr">ERM</p> <p dir="ltr">Flextronics</p> <p dir="ltr">General Motors Co. </p> <p dir="ltr">Gilead Sciences Inc. </p> <p dir="ltr">Globant</p> <p dir="ltr">Google Inc. </p> <p dir="ltr">Greenberg Traurig LLP</p> <p dir="ltr">Honeywell International Inc. </p> <p dir="ltr">HSBC USA</p> <p dir="ltr">Hyatt Hotels Corp. </p> <p dir="ltr">IHG Hotels & Resorts </p> <p dir="ltr">Ingredion Inc. </p> <p dir="ltr">Interpublic Group of Companies Inc. </p> <p dir="ltr">Kearney </p> <p dir="ltr">KPMG</p> <p dir="ltr">Marriott International Inc. </p> <p dir="ltr">Mars Inc.</p> <p dir="ltr">Metlife</p> <p dir="ltr">Microsoft Corp.</p> <p dir="ltr">MillerKnoll</p> <p dir="ltr">Mondeléz International </p> <p dir="ltr">Nestlé USA Inc. </p> <p dir="ltr">New York Life Insurance Company</p> <p dir="ltr">Nielsen</p> <p dir="ltr">Nike Inc.</p> <p dir="ltr">Omnicom Group </p> <p dir="ltr">PayPal Holdings Inc.</p> <p dir="ltr">Pfizer Inc. </p> <p dir="ltr">PwC </p> <p dir="ltr">Randstad </p> <p dir="ltr">Reckitt</p> <p dir="ltr">S.C. Johnson & Son Inc. </p> <p dir="ltr">S&P Global</p> <p dir="ltr">Sanofi</p> <p dir="ltr">Schneider Electric </p> <p dir="ltr">Scotiabank México </p> <p dir="ltr">Sephora </p> <p dir="ltr">Shell USA, Inc.</p> <p dir="ltr">Siemens Medical Solutions USA Inc.</p> <p dir="ltr">Softtek </p> <p dir="ltr">Starbucks Corp. </p> <p dir="ltr">Steelcase Inc. </p> <p dir="ltr">Syngenta </p> <p dir="ltr">Unilever</p> <p dir="ltr">Univar Solutions Inc. </p> <p dir="ltr">Wabtec Corporation </p> <p dir="ltr">Walmart Inc. </p> <p dir="ltr">Warner Music Group</p> <p dir="ltr">Whirlpool Corp.</p> <p dir="ltr">Willis Towers Watson </p> <p dir="ltr">Zurich North America</p> </div> </div> </div> </div> </section> </div> <div class="relative" id="findings" data-label="partial-toc-anchor" x-intersect="currentSection = 'findings'" > <a href="#table-of-contents" class="skip-link"> <span class="icon absolute rect-24 -top-16 sm:-top-12 left-1/2 transform-x-center z-1"></span> Return to Table of Contents </a> <section class="section bg-theme-bg-default-white" data-animate data-label="partial-image" > <div class="" data-animate-target > <figure class="" data-label="component-image"> <img alt="" class="mx-auto block w-full" src="data:image/svg+xml;charset=utf-8,%3Csvg%20xmlns%3D%27http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%27%20width%3D%27600%27%20height%3D%27226%27%20style%3D%27background%3Atransparent%27%2F%3E" sizes="100vw" srcset="https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/CEI-2023-Header-Findings.svg?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=226&q=90&w=600&s=15a35fcbf77de0eb1d438f335b519ec4 600w, https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/CEI-2023-Header-Findings.svg?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=301&q=90&w=800&s=c0d6f753eee40d975b348aa353457818 800w, https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/CEI-2023-Header-Findings.svg?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=376&q=90&w=1000&s=dab500775bdd48da09bd0f7eb1fa9920 1000w, https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/CEI-2023-Header-Findings.svg?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=451&q=90&w=1200&s=9f3f3cb8a86cf962711b10b084e79015 1200w, https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/CEI-2023-Header-Findings.svg?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=526&q=90&w=1400&s=d525576a37ca7e7e8ac371a0923d19cd 1400w, https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/CEI-2023-Header-Findings.svg?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=602&q=90&w=1600&s=1fae0b7dc2c7f119771d26f1d1922f36 1600w, https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/CEI-2023-Header-Findings.svg?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=677&q=90&w=1800&s=498194a02e4eb46a3ca2ce37e96c7178 1800w, https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/CEI-2023-Header-Findings.svg?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=722&q=90&w=1920&s=d8b4482169da34f11c2107da197c304e 1920w" width="600" height="226" > </figure> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-combo-columns" > <div class="wrapper -lg -padded" data-animate-target> <div class="" > <div class="flex-grid justify-center items-stretch mb-0 md:-mx-32" > <div class="flex-grid-col md:px-32 md:py-0 w-full pb-0 md:w-2/3 print:w-2/3" > <div class="" > <div class="rich-text -sm"> <p dir="ltr">THE CORPORATE EQUALITY INDEX 2023-2024 asked participants a series of questions about LGBTQ+ inclusive policies, practices and benefits. These questions work to assess four categories of criteria, which are outlined in more detail in the Scoring Criteria section. Responses to some individual questions are reported in aggregate on the following pages to indicate national trends and facilitate benchmarking. Individual company scores based on the CEI criteria can be found online at <a href="http://www.hrc.org/cei/search">www.hrc.org/cei/search</a>.</p> <p class="large-style heading-32"><a href="#criteria-1-workforce-protections">Criteria 1: Workforce Protections</a><br /></p> <ul><li>Include sexual orientation</li><li>Include gender identity</li></ul> <p class="large-style heading-32"><a href="#criteria-2-inclusive-benefits">Criteria 2: Inclusive Benefits</a></p> <ul><li>Spousal and domestic partner, medical, and other benefits</li><li>Inclusive family formation benefits</li><li>Transgender-inclusive health insurance</li><li>LGBTQ+ Benefits Guide</li></ul> <p class="large-style heading-32"><a href="#criteria-3-support-inclusive-culture">Criteria 3: Supporting an Inclusive Culture</a></p> <ul><li>LGBTQ+ internal education and training best practices</li><li>LGBTQ+ Data Collection</li><li>Transgender Inclusive best practices</li><li>LGBTQ+ employee resource group or diversity council</li></ul> <p class="large-style heading-32"><a href="#criteria-4-corporate-social-responsibility">Criteria 4: Corporate Social Responsibility</a></p> <ul><li>Efforts in Outreach and Engagement to broader LGBTQ+ community</li><li>LGBTQ+ corporate social responsibility-supplier standards and philanthropic giving guidelines.</li></ul> </div> </div> </div> </div> </div> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" > <div class="wrapper -lg -padded"> <hr class="border-theme-border-default-gray-300"> </div> </section> </div> <div class="relative" id="criteria-1-workforce-protections" data-label="partial-toc-anchor" x-intersect="currentSection = 'criteria-1-workforce-protections'" > <a href="#table-of-contents" class="skip-link"> <span class="icon absolute rect-24 -top-16 sm:-top-12 left-1/2 transform-x-center z-1"></span> Return to Table of Contents </a> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-copy" > <div class="wrapper -sm -padded" data-animate-target> <div class="rich-text" > <p class="large-style heading-32" style="text-align: center">Criteria 1: Workforce Protections</p> <p>THE WORKFORCE PROTECTIONS criteria of the CEI call for a written employment non-discrimination policy across all operations that includes both “sexual orientation” and “gender identity”. For companies with operations outside of the U.S., the policy must be extended across the global workforce. </p> <p>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 non-discrimination policies. The 2020 SCOTUS ruling of <a href="https://www.hrc.org/press-releases/human-rights-campaign-celebrates-anniversary-of-bostock-v-clayton-calls-for-passage-of-nondiscrimination-protections-for-lgbtq-people">Bostock v. Clayton County</a>, cemented federal protections for LGBTQ+ workers, that discrimination on the basis of sexual orientation and gender identity is a form of sex discrimination prohibited by Title VII of the Civil Rights Act of 1964.</p> </div> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-combo-columns" > <div class="wrapper -lg -padded" data-animate-target> <div class="" > <div class="flex-grid justify-center items-stretch mb-0 md:-mx-32" > <div class="flex-grid-col md:px-32 md:py-0 w-full pb-32 md:w-1/3 print:w-1/3" > <div class="md:relative md:top-1/2 md:transform-y-center" > <div class="print:hidden"> <script id="infogram_0_8dc36223-5265-467f-a28e-ccc299e32f98" title="CEI 2023: Donut Chart 1 - 97%" src="https://e.infogram.com/js/dist/embed.js?dbD" type="text/javascript"></script> </div> <div class="hidden print:block"> <section class="section bg-theme-bg-default-white" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-image" > <div class="wrapper -lg -padded" data-animate-target > <figure class="" data-label="component-image"> <img alt="" class="mx-auto block w-full" src="data:image/svg+xml;charset=utf-8,%3Csvg%20xmlns%3D%27http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%27%20width%3D%27600%27%20height%3D%27611%27%20style%3D%27background%3Atransparent%27%2F%3E" sizes="100vw" srcset="https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/cei-2023-donut-chart-1-97.png?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=611&q=90&w=600&s=4822e6e5f356d65597d0262a7f7ec7de 600w, https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/cei-2023-donut-chart-1-97.png?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=571&q=90&w=561&s=0c8c1fbe25ebe1f039ab209b83e7b5a9 561w" width="600" height="611" > </figure> </div> </section> </div> </div> </div> <div class="flex-grid-col md:px-32 md:py-0 w-full pb-0 md:w-2/3 print:w-2/3" > <div class="md:relative md:top-1/2 md:transform-y-center" > <div class="rich-text -sm"> <p dir="ltr" class="medium-style heading-24">of CEI participants (1340 of 1384 respondents) documented that they include “sexual orientation” and “gender identity” in their employment non-discrimination policy.<br /></p> </div> </div> </div> </div> </div> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-copy" > <div class="wrapper -sm -padded" data-animate-target> <div class="rich-text" > <p>Clearly enumerated nondiscrimination protections based on sexual orientation and gender identity are essential to LGBTQ+ workforce equity and inclusion. The policies help to ensure:</p> <ul><li><strong>Equal opportunity for all employees;</strong></li><li><strong>Diverse talent acquisition and retention for broader economic growth; and,</strong></li><li><strong>Employers are kept space with changing legal and public opinion landscapes.</strong></li></ul> <p>Furthermore, these policies represent minimal upfront costs. Rates of litigation, upon implementation, are consistent with other protected classes.</p> </div> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #fedb00; --theme-text: #002677; --theme-link: #002677; --theme-link-hover: #002677; --theme-button-bg: #fedb00; --theme-button-bg-hover: #fedb00; --theme-button-text: #002677; --theme-button-text-hover: #002677; --theme-headline: #002677;" data-animate data-label="partial-combo-columns" > <div class="wrapper -lg -padded" data-animate-target> <div class="" > <div class="flex-grid justify-center items-stretch mb-0 md:-mx-32" > <div class="flex-grid-col md:px-32 md:py-0 w-full pb-0 md:w-2/3 print:w-2/3" > <div class="md:relative md:top-1/2 md:transform-y-center" > <div class="rich-text -sm"> <p class="large-style heading-32">The Bostock Decision & the CEI</p> <p>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.</p> <p>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. It is important to note that while <em>Bostock</em> 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.</p> <p>While <em>Bostock </em>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. 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 company’s commitment to nondiscrimination protections for LGBTQ+ people.</p> </div> </div> </div> </div> </div> </div> </section> </div> <div class="relative" id="criteria-2-inclusive-benefits" data-label="partial-toc-anchor" x-intersect="currentSection = 'criteria-2-inclusive-benefits'" > <a href="#table-of-contents" class="skip-link"> <span class="icon absolute rect-24 -top-16 sm:-top-12 left-1/2 transform-x-center z-1"></span> Return to Table of Contents </a> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0;" data-animate data-label="partial-copy" > <div class="wrapper -sm -padded" data-animate-target> <div class="rich-text" > <p class="large-style heading-32" style="text-align: center">Criteria 2: Inclusive Benefits</p> <p dir="ltr">IN THE U.S., EMPLOYER-PROVIDED HEALTH INSURANCE IS THE SINGLE LARGEST source of healthcare coverage. Competitive employer-provided benefits packages are critical to attracting and retaining talent. Widespread employer adoption of such packages helps to ensure that offering LGBTQ+ inclusive benefits to employees and their families is a low-cost, high-return proposition for businesses. In addition, equitable benefits structures align with the principle of equal compensation for equal work. Apart from actual wages paid, benefits can account, on average, for approximately <strong>30</strong> percent of employees’ overall compensation (BOL 2019). 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. </p> <p dir="ltr">Most employers have reported an overall increase of less than <strong>3.5</strong> 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). </p> <p dir="ltr">The HRC Foundation rates and gives guidance on two key components of equal health insurance benefits:</p> <ul><li dir="ltr"><p dir="ltr"><strong>Parity between benefits available for employees’ spouses and partners; and,</strong></p></li><li dir="ltr"><p dir="ltr"><strong>Affirmative transgender-inclusive healthcare benefits and removal of all broad exclusions to coverage across plan offerings.</strong></p></li></ul> <p dir="ltr">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. </p> <p dir="ltr">LGBTQ+ inclusive benefits packages are:</p> <ul><li dir="ltr"><p dir="ltr"><strong>Necessary for talent acquisition and retention and broader economic growth;</strong></p></li><li dir="ltr"><p dir="ltr"><strong>Equal compensation for equal work;</strong></p></li><li dir="ltr"><p dir="ltr"><strong>Helping employers keep pace with changing legal landscape and workforce expectations; and,</strong></p></li><li dir="ltr"><p dir="ltr"><strong>Minimal upfront costs (on average 1% increase for corporate employers’ overall health insurance costs).</strong></p></li></ul> <p dir="ltr">The premise of parity underlies the inclusive benefits section of the CEI criteria. In its CEI scoring, the HRC Foundation does not penalize an employer if a particular benefit is not offered to any employees but holds employers accountable to provide LGBTQ+ employees and their families with the same benefits available to other employees across available benefits packages. For example, where routine care, hormone therapies, and medically necessary surgeries are available to cisgender (non-transgender) people, these same healthcare benefits must also be extended to transgender people covered by the plan. 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.<br /></p> </div> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" > <div class="wrapper -lg -padded"> <hr class="border-theme-border-default-gray-300"> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-copy" > <div class="wrapper -sm -padded" data-animate-target> <div class="rich-text" > <p class="medium-style heading-24" style="text-align: center">Continued Need for Partner Benefits</p> <p>Since 2002, the CEI has required parity between spousal and partner benefits. After the <em>United States v. Windsor</em> and before the <em>Obergefell v. Hodges</em> Supreme Court rulings, HRC released a position paper cautioning against a marriage-only standard for accessing healthcare coverage, which is an unreasonable standard given the many other legal vulnerabilities beyond their right to marry that continue to affect LGBTQ+ individuals’ freedom.</p> <p dir="ltr">Since the 2015 U.S. Supreme Court decision in <em>Obergefell v. Hodges</em>, 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. In December 2022, the U.S. Senate passed the Respect for Marriage Act (RMA) — a bill that will codify federal marriage equality by guaranteeing the federal rights, benefits and obligations of marriages in the federal code; repeal the discriminatory Defense of Marriage Act (DOMA); and affirm that public acts, records and proceedings should be recognized by all states. By doing so, it protects the status quo that exists following the U.S. Supreme Court’s landmark rulings in <em>Loving v. Virginia</em> (1967), <em>Windsor v. United States</em> (2013) and <em>Obergefell v. Hodges</em> (2015) — decisions that together made equal marriage the law of the land.</p> <p dir="ltr">While marriage equality is undoubtedly a monumental step toward full equality, LGBTQ+ individuals remain at risk for discrimination in many other aspects of daily life. 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.</p> <p dir="ltr">Domestic partner benefits do not only serve same-sex couples. In fact, over the last decade, most businesses that have offered same-sex partner benefits also extended these to different-sex partners. Employers have increasingly recognized the value of providing necessary benefits to meet the needs of their diverse workforces.</p> <p>In total, <strong>962</strong> businesses met the standard in this year’s survey. The CEI continues to reflect best practices for LGBTQ+ workers and their families.</p> </div> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-combo-columns" > <div class="wrapper -lg -padded" data-animate-target> <div class="" > <div class="flex-grid justify-center items-stretch mb-0 md:-mx-32" > <div class="flex-grid-col md:px-32 md:py-0 w-full pb-32 md:w-1/3 print:w-1/3" > <div class="md:relative md:top-1/2 md:transform-y-center" > <div class="print:hidden"> <script id="infogram_0_2f438996-2f28-47f3-94e7-d133c4fbd1cf" title="CEI 2023: 70% Donut" src="https://e.infogram.com/js/dist/embed.js?Kye" type="text/javascript"></script> </div> <div class="hidden print:block"> <section class="section bg-theme-bg-default-white" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-image" > <div class="wrapper -lg -padded" data-animate-target > <figure class="" data-label="component-image"> <img alt="" class="mx-auto block w-full" src="data:image/svg+xml;charset=utf-8,%3Csvg%20xmlns%3D%27http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%27%20width%3D%27600%27%20height%3D%27602%27%20style%3D%27background%3Atransparent%27%2F%3E" sizes="100vw" srcset="https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/cei-2023-70-donut.png?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=602&q=90&w=600&s=94bcb1a8be23b8d233ebda2103c1a42a 600w, https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/cei-2023-70-donut.png?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=562&q=90&w=560&s=d85b139618707fa4a4643a07ad1dc23d 560w" width="600" height="602" > </figure> </div> </section> </div> </div> </div> <div class="flex-grid-col md:px-32 md:py-0 w-full pb-0 md:w-2/3 print:w-2/3" > <div class="md:relative md:top-1/2 md:transform-y-center" > <div class="rich-text -sm"> <p class="medium-style heading-24">of CEI participants (962 of 1384 respondents) documented that they provide inclusive benefits for same-and different-sex spouses and partners.</p> </div> </div> </div> </div> </div> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-copy" > <div class="wrapper -sm -padded" data-animate-target> <div class="rich-text" > <p class="medium-style heading-24" style="text-align: center">Understanding Transgender-Inclusive Healthcare Coverage </p> <p>In 2004, the HRC Foundation identified transgender-inclusive healthcare coverage as a focus area for educational outreach and as a scored component of the CEI criteria. </p> <p dir="ltr">From 2006 through 2011, a top CEI score meant businesses needed to mitigate at least one exclusion among five critical categories of transgender healthcare, namely: mental health, pharmacy benefits for hormone therapy, medical visits and lab procedures related to hormone therapy, surgical procedures, and short-term leave for surgical procedures. While awareness of barriers to transgender healthcare coverage steadily increased, a majority of CEI-rated businesses plateaued in offering mental healthcare coverage and/or short-term leave for surgical procedures and did not mitigate exclusions related to other medically necessary treatments. </p> <p dir="ltr">In 2009, the HRC Foundation announced a major change to what would be the 2012 CEI criteria. To earn a top rating of 100 percent, a business needed not just to mitigate one or more exclusions but also to address the root problem of transgender exclusion in coverage and fully affirm healthcare coverage for medically necessary transition-related care and other routine and chronic conditions. The HRC Foundation embarked on a massive campaign of educational and consultative efforts to address healthcare and insurance disparities for the transgender population and their families, including outreach to leading health insurance companies, direct consultation with both fully- and self-insured employers to modify their health insurance plans, and collection and dissemination of cost and utilization data from leading businesses.<br /></p> </div> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-combo-columns" > <div class="wrapper -lg -padded" data-animate-target> <div class="" > <div class="flex-grid justify-center items-stretch mb-0 md:-mx-32" > <div class="flex-grid-col md:px-32 md:py-0 w-full pb-32 md:w-1/3 print:w-1/3" > <div class="md:relative md:top-1/2 md:transform-y-center" > <div class="print:hidden"> <script id="infogram_0_521f311f-1688-4ad5-a881-b9239811ef64" title="CEI 2023: 91% Pink Donut" src="https://e.infogram.com/js/dist/embed.js?sNl" type="text/javascript"></script> </div> <div class="hidden print:block"> <section class="section bg-theme-bg-default-white" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-image" > <div class="wrapper -lg -padded" data-animate-target > <figure class="" data-label="component-image"> <img alt="" class="mx-auto block w-full" src="data:image/svg+xml;charset=utf-8,%3Csvg%20xmlns%3D%27http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%27%20width%3D%27600%27%20height%3D%27590%27%20style%3D%27background%3Atransparent%27%2F%3E" sizes="100vw" srcset="https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/cei-2023-91-pink-donut.png?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=590&q=90&w=600&s=8d422de3974e2b0c68ad5ea3d157983a 600w, https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/cei-2023-91-pink-donut.png?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=568&q=90&w=578&s=29806b961eb1241bb983d125c1ce897e 578w" width="600" height="590" > </figure> </div> </section> </div> </div> </div> <div class="flex-grid-col md:px-32 md:py-0 w-full pb-0 md:w-2/3 print:w-2/3" > <div class="md:relative md:top-1/2 md:transform-y-center" > <div class="rich-text -sm"> <p dir="ltr" class="medium-style heading-24">of CEI-rated businesses (1298 of 1384 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. This year, of the 1298 businesses with at least one inclusive plan, 1231 also eliminated all exclusions across plans.<br /></p> </div> </div> </div> </div> </div> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-copy" > <div class="wrapper -sm -padded" data-animate-target> <div class="rich-text" > <p style="text-align: center" class="medium-style heading-24">Growth of Trans Benefits Over Time</p> </div> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-embed" > <div class="wrapper -lg -padded print:hidden" data-animate-target > <script id="infogram_0_7aff01bb-f3a7-40f3-a538-4b134cf72f58" title="CEI 2023: Growth of Trans Benefits Over Time" src="https://e.infogram.com/js/dist/embed.js?Ugx" type="text/javascript"></script> </div> <div class="wrapper -lg -padded hidden print:block"> <section class="section bg-theme-bg-default-white" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-image" > <div class="wrapper -lg -padded" data-animate-target > <figure class="" data-label="component-image"> <img alt="" class="mx-auto block w-full" src="data:image/svg+xml;charset=utf-8,%3Csvg%20xmlns%3D%27http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%27%20width%3D%27600%27%20height%3D%27394%27%20style%3D%27background%3Atransparent%27%2F%3E" sizes="100vw" srcset="https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/cei-2023-growth-of-trans-benefits-over-time.png?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=394&q=90&w=600&s=111d447754edda3326ca95590856849e 600w, https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/cei-2023-growth-of-trans-benefits-over-time.png?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=492&q=90&w=749&s=87a469f51358debbfa43fc9acf1b91da 749w" width="600" height="394" > </figure> </div> </section> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" > <div class="wrapper -lg -padded"> <hr class="border-theme-border-default-gray-300"> </div> </section> </div> <div class="relative" id="criteria-3-support-inclusive-culture" data-label="partial-toc-anchor" x-intersect="currentSection = 'criteria-3-support-inclusive-culture'" > <a href="#table-of-contents" class="skip-link"> <span class="icon absolute rect-24 -top-16 sm:-top-12 left-1/2 transform-x-center z-1"></span> Return to Table of Contents </a> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-copy" > <div class="wrapper -sm -padded" data-animate-target> <div class="rich-text" > <p style="text-align: center" class="large-style heading-32">Criteria 3: Supporting an Inclusive Culture</p> <p style="text-align: center" class="medium-style heading-24">LGBTQ+ Internal Training and Accountability</p> </div> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-combo-columns" > <div class="wrapper -lg -padded" data-animate-target> <div class="" > <div class="flex-grid justify-center items-stretch mb-0 md:-mx-32" > <div class="flex-grid-col md:px-32 md:py-0 w-full pb-32 md:w-1/3 print:w-1/3" > <div class="md:relative md:top-1/2 md:transform-y-center" > <div class="print:hidden"> <script id="infogram_0_b7ff2dd6-0b05-4d0f-94cf-d38f25149827" title="CEI 2023: 62% Blue Donut" src="https://e.infogram.com/js/dist/embed.js?cWz" type="text/javascript"></script> </div> <div class="hidden print:block"> <section class="section bg-theme-bg-default-white" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-image" > <div class="wrapper -lg -padded" data-animate-target > <figure class="" data-label="component-image"> <img alt="" class="mx-auto block w-full" src="data:image/svg+xml;charset=utf-8,%3Csvg%20xmlns%3D%27http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%27%20width%3D%27600%27%20height%3D%27594%27%20style%3D%27background%3Atransparent%27%2F%3E" sizes="100vw" srcset="https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/cei-2023-62-blue-donut.png?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=594&q=90&w=600&s=35af8aa1607eb13a9544d4669e47a722 600w, https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/cei-2023-62-blue-donut.png?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=558&q=90&w=564&s=b569a248f193e49efdd0371b8b4ea2ed 564w" width="600" height="594" > </figure> </div> </section> </div> </div> </div> <div class="flex-grid-col md:px-32 md:py-0 w-full pb-0 md:w-2/3 print:w-2/3" > <div class="md:relative md:top-1/2 md:transform-y-center" > <div class="rich-text -sm"> <p class="medium-style heading-24">of CEI-rated employers (861 of 1384 respondents) offer a robust set of practices (at least four efforts) to support organizational LGBTQ+ diversity competency.</p> </div> </div> </div> </div> </div> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-copy" > <div class="wrapper -sm -padded" data-animate-target> <div class="rich-text" > <p dir="ltr">Equitable policies and benefits are critical to LGBTQ+ inclusion in the workforce but alone are not sufficient to support a truly inclusive culture within a workplace. Employers recognize that beyond the letter of a policy, additional programming and educational efforts are necessary. </p> <p dir="ltr">Ultimately, businesses invest in organizational competency programs because:</p> <ul><li dir="ltr"><p dir="ltr"><strong>Policy does not equal practice;</strong></p></li><li dir="ltr"><p dir="ltr"><strong>Invisible diversity requires unique training focus and defined safe space programs and resources. Which is why intersectional education is key to any inclusive workplace; </strong></p></li><li dir="ltr"><p dir="ltr"><strong>Senior-level buy-in and accountability metrics effect change quickly and for the long term; and,</strong></p></li><li dir="ltr"><p dir="ltr"><strong>Retaining workers is largely about everyday experiences on the job.</strong></p></li></ul> <p dir="ltr">Many employers integrate educational programs into already existing diversity and inclusion programs. To obtain full credit in this criterion, employers must show at least four types of organizational competency programs and one of those programs needs to include the core components of intersectionality in the workplace. LGBTQ+ workers hold multiple identities and those who carry more than one historically marginalized identity, move through the world and the workplace with an experience that’s greater than the sum of its parts. That is why we require that businesses provide explicit intersectionality training to their workforce. This comprehensive metric is provided as accountability for employers to devote resources to creating and maintaining a climate of inclusion.</p> <p dir="ltr">Some of the most common forms of LGBTQ+ inclusion efforts are: </p> <ul><li dir="ltr"><p dir="ltr"><strong>Diversity training programs such as new hire, manager, and professional development training;</strong></p></li><li dir="ltr"><p dir="ltr"><strong>LGBTQ+ metrics through self-identification programs;</strong></p></li><li dir="ltr"><p dir="ltr"><strong>Performance evaluation mechanisms for senior leadership; and,</strong></p></li><li dir="ltr"><p dir="ltr"><strong>Integration of intersectionality in professional development, skills-based or other trainings </strong></p></li></ul> </div> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-combo-columns" > <div class="wrapper -lg -padded" data-animate-target> <div class="" > <div class="flex-grid justify-center items-stretch mb-0 md:-mx-32 md:pb-32 lg:pb-64" > <div class="flex-grid-col md:px-32 md:py-0 w-full pb-32 md:w-1/3 print:w-1/3" > <div class="md:relative md:top-1/2 md:transform-y-center" > <div class="print:hidden"> <script id="infogram_0_c50c1245-c678-45aa-a366-eb355a2bb321" title="CEI 2023 74% Blue Donut" src="https://e.infogram.com/js/dist/embed.js?MYW" type="text/javascript"></script> </div> <div class="hidden print:block"> <section class="section bg-theme-bg-default-white" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-image" > <div class="wrapper -lg -padded" data-animate-target > <figure class="" data-label="component-image"> <img alt="" class="mx-auto block w-full" src="data:image/svg+xml;charset=utf-8,%3Csvg%20xmlns%3D%27http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%27%20width%3D%27600%27%20height%3D%27589%27%20style%3D%27background%3Atransparent%27%2F%3E" sizes="100vw" srcset="https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/cei-2023-74-blue-donut.png?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=589&q=90&w=600&s=5dfbf145f023063645cf7a1ab28b0999 600w, https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/cei-2023-74-blue-donut.png?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=549&q=90&w=559&s=ee2a0fbcf375ef677458d57da6e0d2dc 559w" width="600" height="589" > </figure> </div> </section> </div> </div> </div> <div class="flex-grid-col md:px-32 md:py-0 w-full pb-32 md:w-2/3 print:w-2/3" > <div class="md:relative md:top-1/2 md:transform-y-center" > <div class="rich-text -sm"> <p class="medium-style heading-24">of CEI-rated employers (1024 of 1384 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.</p> </div> </div> </div> </div> </div> <div class="" > <div class="flex-grid justify-center items-stretch mb-0 md:-mx-32 md:pb-32 lg:pb-64" > <div class="flex-grid-col md:px-32 md:py-0 w-full pb-32 md:w-1/3 print:w-1/3" > <div class="md:relative md:top-1/2 md:transform-y-center" > <div class="print:hidden"> <script id="infogram_0_3ee7dcb3-336f-4838-b6c6-5d516a02b14c" title="CEI 2023 72% Blue Donut" src="https://e.infogram.com/js/dist/embed.js?ZI0" type="text/javascript"></script> </div> <div class="hidden print:block"> <section class="section bg-theme-bg-default-white" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-image" > <div class="wrapper -lg -padded" data-animate-target > <figure class="" data-label="component-image"> <img alt="" class="mx-auto block w-full" src="data:image/svg+xml;charset=utf-8,%3Csvg%20xmlns%3D%27http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%27%20width%3D%27600%27%20height%3D%27610%27%20style%3D%27background%3Atransparent%27%2F%3E" sizes="100vw" srcset="https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/cei-2023-72-blue-donut.png?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=610&q=90&w=600&s=1b99a2348e0729236d966ecc6f23ccd5 600w, https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/cei-2023-72-blue-donut.png?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=554&q=90&w=545&s=9e2f6dbdb5f9d5d70333b9aa6dc51b43 545w" width="600" height="610" > </figure> </div> </section> </div> </div> </div> <div class="flex-grid-col md:px-32 md:py-0 w-full pb-32 md:w-2/3 print:w-2/3" > <div class="md:relative md:top-1/2 md:transform-y-center" > <div class="rich-text -sm"> <p class="medium-style heading-24">of CEI-rated employers (1000 of 1384 respondents) have integrated intersectionality into their training offerings in professional development, skills-based, or other training.</p> </div> </div> </div> </div> </div> <div class="" > <div class="flex-grid justify-center items-stretch mb-0 md:-mx-32" > <div class="flex-grid-col md:px-32 md:py-0 w-full pb-32 md:w-1/3 print:w-1/3" > <div class="md:relative md:top-1/2 md:transform-y-center" > <div class="print:hidden"> <script id="infogram_0_98fdd465-7800-45bc-9278-4748e85a6467" title="CEI 2023: 49% Blue Donut" src="https://e.infogram.com/js/dist/embed.js?ZXh" type="text/javascript"></script> </div> <div class="hidden print:block"> <section class="section bg-theme-bg-default-white" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-image" > <div class="wrapper -lg -padded" data-animate-target > <figure class="" data-label="component-image"> <img alt="" class="mx-auto block w-full" src="data:image/svg+xml;charset=utf-8,%3Csvg%20xmlns%3D%27http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%27%20width%3D%27600%27%20height%3D%27594%27%20style%3D%27background%3Atransparent%27%2F%3E" sizes="100vw" srcset="https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/cei-2023-49-blue-donut.png?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=594&q=90&w=600&s=9a6b8012e63ee63c66f558a6f348b450 600w, https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/cei-2023-49-blue-donut.png?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=553&q=90&w=559&s=fe6c695725a4cda6c1059c9dc231d66c 559w" width="600" height="594" > </figure> </div> </section> </div> </div> </div> <div class="flex-grid-col md:px-32 md:py-0 w-full pb-0 md:w-2/3 print:w-2/3" > <div class="md:relative md:top-1/2 md:transform-y-center" > <div class="rich-text -sm"> <p class="medium-style heading-24">of CEI-rated employers (678 of 1384 respondents) include LGBTQ+ diversity metrics as part of senior management/executive leadership performance standards.</p> </div> </div> </div> </div> </div> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-copy" > <div class="wrapper -sm -padded" data-animate-target> <div class="rich-text" > <p dir="ltr" style="text-align: center" class="medium-style heading-24"> LGBTQ+ Data Collection</p> <p dir="ltr">It is imperative to the future success of any company to understand the lived experiences of your workers to ensure implemented policies and practices have the intended impact. In order to do so, employers have sought ways to learn more about their workforce to build intentional initiatives that impact every employee in a positive way. Asking your employees to share details about themselves and their families can be seem like a risky thing for some employees, especially collecting data on identities that have historically not been accepted in the workplace or deemed “unprofessional” based on limited and outdated concepts of professionalism, especially those concepts rooted in assimilation versus individuality.</p> <p dir="ltr">Over the years, companies have employed multiple methods of collecting this data, including employee engagement surveys and employee resource group membership, but these methods are limited and have yielded minimal data on which to base to take action on. Employee engagement surveys are an example of one of those methods. These surveys can include optional questions that allow LGBTQ+ employees to self-identify based on gender identity or sexual orientation. This year, HRC saw a record number of companies collecting LGBTQ+ data from their employees. 832 companies are tracking sexual orientation and gender identity in their human resource information systems (HRIS), which is a 77% increase over the 2022 CEI.</p> </div> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-combo-columns" > <div class="wrapper -lg -padded" data-animate-target> <div class="" > <div class="flex-grid justify-center items-stretch mb-0 md:-mx-32 md:pb-32 lg:pb-64" > <div class="flex-grid-col md:px-32 md:py-0 w-full pb-32 md:w-1/3 print:w-1/3" > <div class="md:relative md:top-1/2 md:transform-y-center" > <div class="print:hidden"> <script id="infogram_0_c00f50ac-2eb1-4e8a-adf0-1d813b3debdc" title="CEI 2023: 40% Blue Donut" src="https://e.infogram.com/js/dist/embed.js?TAE" type="text/javascript"></script> </div> <div class="hidden print:block"> <section class="section bg-theme-bg-default-white" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-image" > <div class="wrapper -lg -padded" data-animate-target > <figure class="" data-label="component-image"> <img alt="" class="mx-auto block w-full" src="data:image/svg+xml;charset=utf-8,%3Csvg%20xmlns%3D%27http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%27%20width%3D%27600%27%20height%3D%27604%27%20style%3D%27background%3Atransparent%27%2F%3E" sizes="100vw" srcset="https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/CEI2023_40BlueDonut_Infogram.png?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=604&q=90&w=600&s=2979ca6b0ecd315d70e7ab1eba677bda 600w, https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/CEI2023_40BlueDonut_Infogram.png?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=561&q=90&w=557&s=45df60c6164707f8a96d0611bce4a432 557w" width="600" height="604" > </figure> </div> </section> </div> </div> </div> <div class="flex-grid-col md:px-32 md:py-0 w-full pb-32 md:w-2/3 print:w-2/3" > <div class="md:relative md:top-1/2 md:transform-y-center" > <div class="rich-text -sm"> <p class="medium-style heading-24">of CEI-rated employers (555 of 1384 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.</p> </div> </div> </div> </div> </div> <div class="" > <div class="flex-grid justify-center items-stretch mb-0 md:-mx-32 md:pb-32 lg:pb-64" > <div class="flex-grid-col md:px-32 md:py-0 w-full pb-32 md:w-1/3 print:w-1/3" > <div class="md:relative md:top-1/2 md:transform-y-center" > <div class="print:hidden"> <script id="infogram_0_48db688b-083b-4ca2-acb3-943d31c2c147" title="CEO 2023: 60% Blue Donut" src="https://e.infogram.com/js/dist/embed.js?7Ix" type="text/javascript"></script> </div> <div class="hidden print:block"> <section class="section bg-theme-bg-default-white" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-image" > <div class="wrapper -lg -padded" data-animate-target > <figure class="" data-label="component-image"> <img alt="" class="mx-auto block w-full" src="data:image/svg+xml;charset=utf-8,%3Csvg%20xmlns%3D%27http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%27%20width%3D%27600%27%20height%3D%27603%27%20style%3D%27background%3Atransparent%27%2F%3E" sizes="100vw" srcset="https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/ceo-2023-60-blue-donut.png?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=603&q=90&w=600&s=429c9108680c6655e13cace9ad0512a2 600w, https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/ceo-2023-60-blue-donut.png?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=558&q=90&w=555&s=990d4770b3cf5492f50dae448463cf49 555w" width="600" height="603" > </figure> </div> </section> </div> </div> </div> <div class="flex-grid-col md:px-32 md:py-0 w-full pb-32 md:w-2/3 print:w-2/3" > <div class="md:relative md:top-1/2 md:transform-y-center" > <div class="rich-text -sm"> <p class="medium-style heading-24">of CEI participants(832 of 1384 respondents) allow self-identification in the HRIS system. This is a 77% growth from 2022’s survey.</p> </div> </div> </div> </div> </div> <div class="" > <div class="flex-grid justify-center items-stretch mb-0 md:-mx-32" > <div class="flex-grid-col md:px-32 md:py-0 w-full pb-32 md:w-1/3 print:w-1/3" > <div class="md:relative md:top-1/2 md:transform-y-center" > <div class="print:hidden"> <script id="infogram_0_b5b5a156-8cb3-4929-b739-2d06ed27c831" title="CEi 2023: 33% Blue Donut" src="https://e.infogram.com/js/dist/embed.js?NMs" type="text/javascript"></script> </div> <div class="hidden print:block"> <section class="section bg-theme-bg-default-white" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-image" > <div class="wrapper -lg -padded" data-animate-target > <figure class="" data-label="component-image"> <img alt="" class="mx-auto block w-full" src="data:image/svg+xml;charset=utf-8,%3Csvg%20xmlns%3D%27http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%27%20width%3D%27600%27%20height%3D%27604%27%20style%3D%27background%3Atransparent%27%2F%3E" sizes="100vw" srcset="https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/CEI2023_33BlueDonut_Infogram.png?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=604&q=90&w=600&s=ca1fa6941baf969402413ec3fb02c20d 600w, https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/CEI2023_33BlueDonut_Infogram.png?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=561&q=90&w=557&s=8d3938ffe7b9072503b062d91f27e61a 557w" width="600" height="604" > </figure> </div> </section> </div> </div> </div> <div class="flex-grid-col md:px-32 md:py-0 w-full pb-0 md:w-2/3 print:w-2/3" > <div class="md:relative md:top-1/2 md:transform-y-center" > <div class="rich-text -sm"> <p dir="ltr" class="medium-style heading-24">of CEI-rated employers (450 of 1384 respondents) include LGBTQ+ diversity metrics as part of Board self-identification data collection efforts. <br /></p> </div> </div> </div> </div> </div> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-copy" > <div class="wrapper -sm -padded" data-animate-target> <div class="rich-text" > <p style="text-align: center" class="medium-style heading-24">Transgender Inclusion Best Practices</p> <p>This year, for the first time, the HRC is requiring businesses to take the next step in transgender workplace inclusion. Providing healthcare and wellness benefits the transgender employees and their families is essential to their very lives, but that’s not all employers can do. When businesses are committed to creating safe and inclusive workplaces, that can only be achieved when all employees are included. Adopting inclusive practices in the workplace help foster a more accepting and affirming workplace, especially for the LGBTQ+ community. Policies such as; inclusive dress codes, transgender inclusive restroom and facility policies, and procedures that allow employees to display their chosen name and display their pronouns in directories. These are examples of a few policies employers should review to ensure every employee can see themselves reflected in it.</p> </div> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-combo-columns" > <div class="wrapper -lg -padded" data-animate-target> <div class="" > <div class="flex-grid justify-center items-stretch mb-0 md:-mx-32 md:pb-32 lg:pb-64" > <div class="flex-grid-col md:px-32 md:py-0 w-full pb-32 md:w-1/3 print:w-1/3" > <div class="md:relative md:top-1/2 md:transform-y-center" > <div class="print:hidden"> <script id="infogram_0_9aa4eee0-4946-4261-98aa-beaafaff7328" title="CEi 2023: 70% Blue Donut" src="https://e.infogram.com/js/dist/embed.js?86Q" type="text/javascript"></script> </div> <div class="hidden print:block"> <section class="section bg-theme-bg-default-white" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-image" > <div class="wrapper -lg -padded" data-animate-target > <figure class="" data-label="component-image"> <img alt="" class="mx-auto block w-full" src="data:image/svg+xml;charset=utf-8,%3Csvg%20xmlns%3D%27http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%27%20width%3D%27600%27%20height%3D%27597%27%20style%3D%27background%3Atransparent%27%2F%3E" sizes="100vw" srcset="https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/cei-2023-70-blue-donut.png?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=597&q=90&w=600&s=f8ad3644d4c2e179323dffc805f0f574 600w, https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/cei-2023-70-blue-donut.png?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=559&q=90&w=562&s=307f243a27b69a2df23dcf936e351f0b 562w" width="600" height="597" > </figure> </div> </section> </div> </div> </div> <div class="flex-grid-col md:px-32 md:py-0 w-full pb-32 md:w-2/3 print:w-2/3" > <div class="md:relative md:top-1/2 md:transform-y-center" > <div class="rich-text -sm"> <p class="medium-style heading-24">of CEI-rated employers (974 of 1384respondents) have instituted Gender Transition Guidelines with supportive policies and documentation guidance to proactively support transitioning employees, their managers and their colleagues.</p> </div> </div> </div> </div> </div> <div class="" > <div class="flex-grid justify-center items-stretch mb-0 md:-mx-32" > <div class="flex-grid-col md:px-32 md:py-0 w-full pb-32 md:w-1/3 print:w-1/3" > <div class="md:relative md:top-1/2 md:transform-y-center" > <div class="print:hidden"> <script id="infogram_0_1e0eb900-f4c0-48c8-a52a-d2754d20cfdc" title="CEI 2023: 63% Blue Donut" src="https://e.infogram.com/js/dist/embed.js?bVQ" type="text/javascript"></script> </div> <div class="hidden print:block"> <section class="section bg-theme-bg-default-white" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-image" > <div class="wrapper -lg -padded" data-animate-target > <figure class="" data-label="component-image"> <img alt="" class="mx-auto block w-full" src="data:image/svg+xml;charset=utf-8,%3Csvg%20xmlns%3D%27http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%27%20width%3D%27600%27%20height%3D%27594%27%20style%3D%27background%3Atransparent%27%2F%3E" sizes="100vw" srcset="https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/cei-2023-63-blue-donut.png?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=594&q=90&w=600&s=14359a3b03e061ec326c9f6400aeee1d 600w, https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/cei-2023-63-blue-donut.png?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=558&q=90&w=564&s=26cd7a8c79ee2516aed7c652e77d162a 564w" width="600" height="594" > </figure> </div> </section> </div> </div> </div> <div class="flex-grid-col md:px-32 md:py-0 w-full pb-0 md:w-2/3 print:w-2/3" > <div class="md:relative md:top-1/2 md:transform-y-center" > <div class="rich-text -sm"> <p class="medium-style heading-24">of CEI-rated employers (867 of 1384 respondents) have instituted workplace policies that provide a safe and affirming experience for transgender and non-binary workers. Policies such as trans-inclusive restrooms, gender neutral dress codes and how an employee’s information is displayed, such as procedures for changing names and pronouns throughout company-wide databases.</p> </div> </div> </div> </div> </div> </div> </section> <section class="section bg-blue-100" data-label="partial-download" > <div class="wrapper -md -padded"> <div class="flex-grid"> <div class="flex-grid-col h-full w-full xs:w-1/3 sm:pr-32"> <img src="https://hrc.imgix.net/2023-Transgender-Toolkit-Cov.png?auto=compress%2Cformat&fit=clip&q=90&w=400&s=3a16e6b98a8f2e7a3f888ff66863b47c" alt="" class="shadow-lg" > </div> <div class="flex-grid-col flex flex-col justify-center w-full xs:w-2/3"> <h2 class="type-meta-label mb-8"> Download </h2> <h3 class="heading-32">Transgender Inclusion in the Workplace: A Toolkit for Employers</h3> <p class="mt-24 md:mt-32"> <a href="https://hrc-prod-requests.s3-us-west-2.amazonaws.com/files/assets/resources/2023-Workplace-Equality-Transgender-Toolkit-PDF-For-Employers.pdf" class="link-btn md:text-18" download> Download PDF <span class="icon rect-24"><svg viewBox="0 0 24 24" xmlns="http://www.w3.org/2000/svg" aria-hidden="true"><path d="M16.9603 8.99997C17.3153 9.36918 17.3153 9.96781 16.9603 10.337L12.7564 14.7231C12.5859 14.9004 12.3547 15 12.1136 15C11.8725 15 11.6412 14.9004 11.4707 14.7231L7.26642 10.337C6.91139 9.96782 6.91139 9.36919 7.26642 8.99997C7.62145 8.63074 8.19706 8.63075 8.55209 8.99997L11.2045 11.772L11.2045 3.94545C11.2045 3.42329 11.6115 3 12.1136 3C12.6157 3 13.0227 3.42329 13.0227 3.94545L13.0227 11.7719L15.6746 9C16.0296 8.63077 16.6052 8.63075 16.9603 8.99997Z" /><path d="M5 19C5 18.4477 5.44772 18 6 18L18 18C18.5523 18 19 18.4477 19 19C19 19.5523 18.5523 20 18 20L6 20C5.44772 20 5 19.5523 5 19Z" /></svg></span> </a> </p> </div> </div> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-copy" > <div class="wrapper -sm -padded" data-animate-target> <div class="rich-text" > <p dir="ltr" style="text-align: center" class="medium-style heading-24">LGBTQ+ Employee Resource Group or Diversity Council</p> <p dir="ltr">Many large employers have formally recognized employee resource groups (ERGs), also known as employee networks, business resources, or affinity groups, for diverse populations of their workforce, including women, people of color, veterans, parents, people of varied abilities, and LGBTQ+ people and their allies. The purpose of these groups is two-fold:</p> <ul><li dir="ltr"><p dir="ltr"><strong>To foster a sense of community and visibility of these diverse populations within a business; and</strong></p></li><li dir="ltr"><p dir="ltr"><strong>To leverage each unique populations’ networks and skills to help accomplish business goals such as market innovation, recruitment and retention of talent. </strong></p></li></ul> <p dir="ltr">Employee resource groups are great platforms for leadership opportunities for LGBTQ+ and allied employees to better their own work environments. 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.</p> <p dir="ltr">Employee resource groups that are focused on the LGBTQ+ workforce empower employees as change agents and promote inclusion for LGBTQ+ employees within the workplace. 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. <br /></p> </div> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-combo-columns" > <div class="wrapper -lg -padded" data-animate-target> <div class="" > <div class="flex-grid justify-center items-stretch mb-0 md:-mx-32" > <div class="flex-grid-col md:px-32 md:py-0 w-full pb-32 md:w-1/3 print:w-1/3" > <div class="md:relative md:top-1/2 md:transform-y-center" > <div class="print:hidden"> <script id="infogram_0_3e140b35-41ce-4b25-85cb-0efbdee1551f" title="CEI 2023: 98% Blue Donut" src="https://e.infogram.com/js/dist/embed.js?KSE" type="text/javascript"></script> </div> <div class="hidden print:block"> <section class="section bg-theme-bg-default-white" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-image" > <div class="wrapper -lg -padded" data-animate-target > <figure class="" data-label="component-image"> <img alt="" class="mx-auto block w-full" src="data:image/svg+xml;charset=utf-8,%3Csvg%20xmlns%3D%27http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%27%20width%3D%27600%27%20height%3D%27604%27%20style%3D%27background%3Atransparent%27%2F%3E" sizes="100vw" srcset="https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/cei-2023-98-blue-donut.png?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=604&q=90&w=600&s=c28119d471dc24400fba020805a3580b 600w, https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/cei-2023-98-blue-donut.png?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=561&q=90&w=557&s=245f8573d3fb8303a91f5347a6bbc904 557w" width="600" height="604" > </figure> </div> </section> </div> </div> </div> <div class="flex-grid-col md:px-32 md:py-0 w-full pb-0 md:w-2/3 print:w-2/3" > <div class="md:relative md:top-1/2 md:transform-y-center" > <div class="rich-text -sm"> <p class="medium-style heading-24">of CEI-rated employers (1354 of 1384 respondents) have an employee resource group or diversity council that includes LGBTQ+ and allied employees and programming.</p> </div> </div> </div> </div> </div> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-copy" > <div class="wrapper -sm -padded" data-animate-target> <div class="rich-text" > <p>Employees who do not identify as LGBTQ+ themselves, but are invested in workplace inclusion and equality, are increasing their numbers within ERG ranks. While mission statements of ERGs are specific to LGBTQ+ inclusion, an increasing number of ally-identified colleagues are encouraged to join as membership is not limited to those who are LGBTQ+ but is open to all supporters of equality.</p> </div> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-combo-columns" > <div class="wrapper -lg -padded" data-animate-target> <div class="" > <div class="flex-grid justify-center items-stretch mb-0 md:-mx-32" > <div class="flex-grid-col md:px-32 md:py-0 w-full pb-32 md:w-1/3 print:w-1/3" > <div class="md:relative md:top-1/2 md:transform-y-center" > <div class="print:hidden"> <script id="infogram_0_c41ba092-7606-4989-946a-8a3d76f05e28" title="Copy: CEI 2023: 98% Blue Donut" src="https://e.infogram.com/js/dist/embed.js?1NL" type="text/javascript"></script> </div> <div class="hidden print:block"> <section class="section bg-theme-bg-default-white" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-image" > <div class="wrapper -lg -padded" data-animate-target > <figure class="" data-label="component-image"> <img alt="" class="mx-auto block w-full" src="data:image/svg+xml;charset=utf-8,%3Csvg%20xmlns%3D%27http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%27%20width%3D%27600%27%20height%3D%27604%27%20style%3D%27background%3Atransparent%27%2F%3E" sizes="100vw" srcset="https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/cei-2023-98-blue-donut.png?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=604&q=90&w=600&s=c28119d471dc24400fba020805a3580b 600w, https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/cei-2023-98-blue-donut.png?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=561&q=90&w=557&s=245f8573d3fb8303a91f5347a6bbc904 557w" width="600" height="604" > </figure> </div> </section> </div> </div> </div> <div class="flex-grid-col md:px-32 md:py-0 w-full pb-0 md:w-2/3 print:w-2/3" > <div class="md:relative md:top-1/2 md:transform-y-center" > <div class="rich-text -sm"> <p class="medium-style heading-24">of those companies with an officially recognized LGBTQ+ employee group (1250 of 1271) report the ERG is expressly for LGBTQ+ and Allied employees.</p> </div> </div> </div> </div> </div> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-copy" > <div class="wrapper -sm -padded" data-animate-target> <div class="rich-text" > <p dir="ltr">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. The profile and impact of an employee resource group is greatly enhanced by an active executive champion for the group. <br /></p> </div> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-combo-columns" > <div class="wrapper -lg -padded" data-animate-target> <div class="" > <div class="flex-grid justify-center items-stretch mb-0 md:-mx-32" > <div class="flex-grid-col md:px-32 md:py-0 w-full pb-32 md:w-1/3 print:w-1/3" > <div class="md:relative md:top-1/2 md:transform-y-center" > <div class="print:hidden"> <script id="infogram_0_843ad1a2-992a-4677-a2e1-990fc785ca90" title="CEO 2023: 97% Blue Donut" src="https://e.infogram.com/js/dist/embed.js?Aap" type="text/javascript"></script> </div> <div class="hidden print:block"> <section class="section bg-theme-bg-default-white" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-image" > <div class="wrapper -lg -padded" data-animate-target > <figure class="" data-label="component-image"> <img alt="" class="mx-auto block w-full" src="data:image/svg+xml;charset=utf-8,%3Csvg%20xmlns%3D%27http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%27%20width%3D%27600%27%20height%3D%27604%27%20style%3D%27background%3Atransparent%27%2F%3E" sizes="100vw" srcset="https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/ceo-2023-97-blue-donut.png?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=604&q=90&w=600&s=41ac75b3883219d1444ae4da418b0d50 600w, https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/ceo-2023-97-blue-donut.png?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=561&q=90&w=557&s=1b66d25a526187e1bd9e0183d240dcb2 557w" width="600" height="604" > </figure> </div> </section> </div> </div> </div> <div class="flex-grid-col md:px-32 md:py-0 w-full pb-0 md:w-2/3 print:w-2/3" > <div class="md:relative md:top-1/2 md:transform-y-center" > <div class="rich-text -sm"> <p class="medium-style heading-24">of employee groups reported in the CEI (1228 of 1271) are sponsored by an executive champion.</p> </div> </div> </div> </div> </div> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-embed" > <div class="wrapper -lg -padded print:hidden" data-animate-target > <script id="infogram_0_b99fc933-bb9a-4e6c-8205-ffd16aa9707d" title="CEI 2023: Executive Allies and Identifying Executives" src="https://e.infogram.com/js/dist/embed.js?T4A" type="text/javascript"></script> </div> <div class="wrapper -lg -padded hidden print:block"> <section class="section bg-theme-bg-default-white" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; 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--theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-combo-columns" > <div class="wrapper -lg -padded" data-animate-target> <div class="" > <div class="flex-grid justify-center items-stretch mb-0 md:-mx-32 md:pb-32 lg:pb-64" > <div class="flex-grid-col md:px-32 md:py-0 w-full pb-32 md:w-1/3 print:w-1/3" > <div class="md:relative md:top-1/2 md:transform-y-center" > <div class="print:hidden"> <script id="infogram_0_843ad1a2-992a-4677-a2e1-990fc785ca90" title="CEO 2023: 97% Blue Donut" src="https://e.infogram.com/js/dist/embed.js?Aap" type="text/javascript"></script> </div> <div class="hidden print:block"> <section class="section bg-theme-bg-default-white" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-image" > <div class="wrapper -lg -padded" data-animate-target > <figure class="" data-label="component-image"> <img alt="" class="mx-auto block w-full" src="data:image/svg+xml;charset=utf-8,%3Csvg%20xmlns%3D%27http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%27%20width%3D%27600%27%20height%3D%27604%27%20style%3D%27background%3Atransparent%27%2F%3E" sizes="100vw" srcset="https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/ceo-2023-97-blue-donut.png?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=604&q=90&w=600&s=41ac75b3883219d1444ae4da418b0d50 600w, https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/ceo-2023-97-blue-donut.png?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=561&q=90&w=557&s=1b66d25a526187e1bd9e0183d240dcb2 557w" width="600" height="604" > </figure> </div> </section> </div> </div> </div> </div> </div> <div class="" > <div class="flex-grid justify-center items-stretch mb-0 md:-mx-32" > <div class="flex-grid-col md:px-32 md:py-0 w-full pb-0 md:w-2/3 print:w-2/3" > <div class="md:relative md:top-1/2 md:transform-y-center" > <div class="print:hidden"> <script id="infogram_0_b99fc933-bb9a-4e6c-8205-ffd16aa9707d" title="CEI 2023: Executive Allies and Identifying Executives" src="https://e.infogram.com/js/dist/embed.js?T4A" type="text/javascript"></script> </div> <div class="hidden print:block"> <section class="section bg-theme-bg-default-white" style="--theme-bg: #ffffff; 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--theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" > <div class="wrapper -lg -padded"> <hr class="border-theme-border-default-gray-300"> </div> </section> </div> <div class="relative" id="criteria-4-corporate-social-responsibility" data-label="partial-toc-anchor" x-intersect="currentSection = 'criteria-4-corporate-social-responsibility'" > <a href="#table-of-contents" class="skip-link"> <span class="icon absolute rect-24 -top-16 sm:-top-12 left-1/2 transform-x-center z-1"></span> Return to Table of Contents </a> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-copy" > <div class="wrapper -sm -padded" data-animate-target> <div class="rich-text" > <p style="text-align: center" class="large-style heading-32">Criteria 4 - Corporate Social Responsibility</p> <p style="text-align: center" class="medium-style heading-24">Efforts in Outreach and Engagement to Broader LGBTQ+ Community</p> </div> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-combo-columns" > <div class="wrapper -lg -padded" data-animate-target> <div class="" > <div class="flex-grid justify-center items-stretch mb-0 md:-mx-32" > <div class="flex-grid-col md:px-32 md:py-0 w-full pb-32 md:w-1/3 print:w-1/3" > <div class="md:relative md:top-1/2 md:transform-y-center" > <div class="print:hidden"> <script id="infogram_0_2b4b2fb9-8a9d-491d-9837-4e2b3a35af42" title="CEI 2023 72% Aqua Donut" src="https://e.infogram.com/js/dist/embed.js?tYL" type="text/javascript"></script> </div> <div class="hidden print:block"> <section class="section bg-theme-bg-default-white" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-image" > <div class="wrapper -lg -padded" data-animate-target > <figure class="" data-label="component-image"> <img alt="" class="mx-auto block w-full" src="data:image/svg+xml;charset=utf-8,%3Csvg%20xmlns%3D%27http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%27%20width%3D%27600%27%20height%3D%27610%27%20style%3D%27background%3Atransparent%27%2F%3E" sizes="100vw" srcset="https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/cei-2023-72-aqua-donut.png?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=610&q=90&w=600&s=426a5457ba3aef83465620856ca9e483 600w, https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/cei-2023-72-aqua-donut.png?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=554&q=90&w=545&s=cd5db8bbf876a82e80940d3a711ccf6e 545w" width="600" height="610" > </figure> </div> </section> </div> </div> </div> <div class="flex-grid-col md:px-32 md:py-0 w-full pb-0 md:w-2/3 print:w-2/3" > <div class="md:relative md:top-1/2 md:transform-y-center" > <div class="rich-text -sm"> <p class="medium-style heading-24">of CEI-rated businesses (994 of 1384 respondents) met the standard of demonstrating at least five efforts of public commitment to the LGBTQ+ community, an increase from three efforts in the previous survey.</p> </div> </div> </div> </div> </div> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-copy" > <div class="wrapper -sm -padded" data-animate-target> <div class="rich-text" > <p dir="ltr">Businesses have extensive programs to engage with key markets and the communities in which they operate. Public commitment in the CEI is measured through a number of individual engagements, namely through:</p> <p dir="ltr">Marketing, advertising and sponsorship efforts as well as;</p> <ul><li dir="ltr"><p dir="ltr"><strong>LGBTQ+ specific recruiting efforts</strong></p></li><li dir="ltr"><p dir="ltr"><strong>Philanthropic contributions</strong></p></li><li dir="ltr"><p dir="ltr"><strong>LGBTQ+ supplier diversity programs; and,</strong></p></li><li dir="ltr"><p dir="ltr"><strong>Public policy weigh-in. </strong></p></li><li dir="ltr"><p dir="ltr"><strong>LGBTQ+ inclusive products and services</strong></p></li></ul> <p dir="ltr">Additionally, the CEI includes a set of standards around foundational giving to fully align a business’s actions with its core values and to raise the bar for corporate social responsibility. </p> <ul><li dir="ltr"><strong>Businesses see advantages in going public with their commitment to equality, including:</strong><ul><li dir="ltr"><p dir="ltr">Reputational benefits to supporting equality groups and programs; </p></li><li dir="ltr"><p dir="ltr">A corporate case for LGBTQ+ legal equality: they are on the right side of history and eliminate barriers to investment;</p></li><li dir="ltr"><p dir="ltr">Attracting and retaining next generation of workers and consumers – the importance of communicating pro-equality messages to millennials; and,</p></li><li dir="ltr"><p dir="ltr">LGBTQ+ public support is seen as a bellwether for broader issues of diversity and inclusion.</p></li></ul></li></ul> </div> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-copy" > <div class="wrapper -sm -padded" data-animate-target> <div class="rich-text" > <p><strong><u><em>Recruiting</em></u></strong><br /></p> <p dir="ltr">Professional events such as the annual Out & Equal Workplace Summit, the Lavender Law Conference, and the Reaching Out MBA (ROMBA) Conference and Career Expo are filled with highly-rated CEI employers looking to attract diverse employees. 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. While many companies experienced budget cuts in DEI programs, CEI-rated businesses remained engaged.<br /></p> </div> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-combo-columns" > <div class="wrapper -lg -padded" data-animate-target> <div class="" > <div class="flex-grid justify-center items-stretch mb-0 md:-mx-32" > <div class="flex-grid-col md:px-32 md:py-0 w-full pb-32 md:w-1/3 print:w-1/3" > <div class="md:relative md:top-1/2 md:transform-y-center" > <div class="print:hidden"> <script id="infogram_0_b062fb80-a1b9-4a10-a279-9b3cc0a52b1f" title="CEI 2023 42% Aqua Donut" src="https://e.infogram.com/js/dist/embed.js?dNs" type="text/javascript"></script> </div> <div class="hidden print:block"> <section class="section bg-theme-bg-default-white" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-image" > <div class="wrapper -lg -padded" data-animate-target > <figure class="" data-label="component-image"> <img alt="" class="mx-auto block w-full" src="data:image/svg+xml;charset=utf-8,%3Csvg%20xmlns%3D%27http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%27%20width%3D%27600%27%20height%3D%27610%27%20style%3D%27background%3Atransparent%27%2F%3E" sizes="100vw" srcset="https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/CEI2023_44AquaDonut_Infogram.png?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=610&q=90&w=600&s=e754aa7d95ee7081bf5aeb3af82582dc 600w, https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/CEI2023_44AquaDonut_Infogram.png?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=554&q=90&w=545&s=9a29c5567858c08356cb01dbbc36fa51 545w" width="600" height="610" > </figure> </div> </section> </div> </div> </div> <div class="flex-grid-col md:px-32 md:py-0 w-full pb-0 md:w-2/3 print:w-2/3" > <div class="md:relative md:top-1/2 md:transform-y-center" > <div class="rich-text -sm"> <p class="medium-style heading-24">of CEI-rated businesses (613 of 1384 respondents) attended an LGBTQ+ specific recruiting event or function.</p> </div> </div> </div> </div> </div> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-copy" > <div class="wrapper -sm -padded" data-animate-target> <div class="rich-text" > <p><strong><u><em>Marketing & Advertising</em></u></strong></p> <p>Ad campaigns and sponsorships further this message of company values to the public. Increasingly, ads with authentic images of LGBTQ+ people are featured in both LGBTQ+ media outlets and general press alike. Corporate philanthropic activities ranging from financial support to in-kind donations of products or services can bolster a business’s profile in the LGBTQ+ community.</p> </div> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-combo-columns" > <div class="wrapper -lg -padded" data-animate-target> <div class="" > <div class="flex-grid justify-center items-stretch mb-0 md:-mx-32" > <div class="flex-grid-col md:px-32 md:py-0 w-full pb-32 md:w-1/3 print:w-1/3" > <div class="md:relative md:top-1/2 md:transform-y-center" > <div class="print:hidden"> <script id="infogram_0_668a1c60-017b-42c6-ac48-9e2c7af63039" title="CEI 2023 50% Aqua Donut" src="https://e.infogram.com/js/dist/embed.js?ZUH" type="text/javascript"></script> </div> <div class="hidden print:block"> <section class="section bg-theme-bg-default-white" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-image" > <div class="wrapper -lg -padded" data-animate-target > <figure class="" data-label="component-image"> <img alt="" class="mx-auto block w-full" src="data:image/svg+xml;charset=utf-8,%3Csvg%20xmlns%3D%27http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%27%20width%3D%27600%27%20height%3D%27610%27%20style%3D%27background%3Atransparent%27%2F%3E" sizes="100vw" srcset="https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/cei-2023-50-aqua-donut.png?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=610&q=90&w=600&s=0dca4b40ba7c1dbed137cb6a25296fda 600w, https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/cei-2023-50-aqua-donut.png?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=554&q=90&w=545&s=12931e78739db8521ea38139b77f220b 545w" width="600" height="610" > </figure> </div> </section> </div> </div> </div> <div class="flex-grid-col md:px-32 md:py-0 w-full pb-0 md:w-2/3 print:w-2/3" > <div class="md:relative md:top-1/2 md:transform-y-center" > <div class="rich-text -sm"> <p class="medium-style heading-24">of CEI-rated businesses (698 of 1384 respondents) ran LGBTQ+ specific ads or marketing content or sponsored LGBTQ+ inclusive events such as Pride.</p> </div> </div> </div> </div> </div> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-copy" > <div class="wrapper -sm -padded" data-animate-target> <div class="rich-text" > <p><strong><u><em>Philanthropy</em></u></strong></p> <p>Corporate giving to organizations promoting LGBTQ+ health, education or political efforts further demonstrates this commitment to broader LGBTQ+ equality. Typically, these efforts have a strategic connection to the core mission of a business, such as a law firm’s pro bono legal support of organizations tasked with direct legal representation of LGBTQ+ individuals.</p> </div> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-combo-columns" > <div class="wrapper -lg -padded" data-animate-target> <div class="" > <div class="flex-grid justify-center items-stretch mb-0 md:-mx-32" > <div class="flex-grid-col md:px-32 md:py-0 w-full pb-32 md:w-1/3 print:w-1/3" > <div class="md:relative md:top-1/2 md:transform-y-center" > <div class="print:hidden"> <script id="infogram_0_8e3dae8a-9543-4474-8100-b6d8088040d9" title="CEI 2023 64% Aqua Donut" src="https://e.infogram.com/js/dist/embed.js?00K" type="text/javascript"></script> </div> <div class="hidden print:block"> <section class="section bg-theme-bg-default-white" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-image" > <div class="wrapper -lg -padded" data-animate-target > <figure class="" data-label="component-image"> <img alt="" class="mx-auto block w-full" src="data:image/svg+xml;charset=utf-8,%3Csvg%20xmlns%3D%27http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%27%20width%3D%27600%27%20height%3D%27610%27%20style%3D%27background%3Atransparent%27%2F%3E" sizes="100vw" srcset="https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/cei-2023-64-aqua-donut.png?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=610&q=90&w=600&s=f429a590f865c17d529b531ef00f7ac7 600w, https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/cei-2023-64-aqua-donut.png?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=554&q=90&w=545&s=9dbc8f2f077b864d101f49cd2646189d 545w" width="600" height="610" > </figure> </div> </section> </div> </div> </div> <div class="flex-grid-col md:px-32 md:py-0 w-full pb-0 md:w-2/3 print:w-2/3" > <div class="md:relative md:top-1/2 md:transform-y-center" > <div class="rich-text -sm"> <p class="medium-style heading-24">of CEI-rated businesses (885 of 1384 respondents) provided philanthropic support via cash or in-kind donation to at least one LGBTQ+ specific organization.</p> </div> </div> </div> </div> </div> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-copy" > <div class="wrapper -sm -padded" data-animate-target> <div class="rich-text" > <p><strong><u><em>Supplier Diversity </em></u></strong></p> <p dir="ltr">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. 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. Furthermore, there are federal initiatives such as the Center for Veterans Enterprise that are designed to assist U.S. veterans in launching and thriving in private business. These initiatives intend to give more equitable opportunities to those would-be small business owners who are more likely to face social and practical barriers to success. </p> <p dir="ltr">The National LGBT Chamber of Commerce began certifying LGBTQ+ owned small businesses in 2002, a process that requires substantiation of majority LGBTQ+ ownership in a business and verification of a business’ good standing in the community. Supplier diversity initiatives are a win-win relationship for both the LGBTQ+ owned small businesses and the businesses that contract them. <br /></p> </div> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-combo-columns" > <div class="wrapper -lg -padded" data-animate-target> <div class="" > <div class="flex-grid justify-center items-stretch mb-0 md:-mx-32" > <div class="flex-grid-col md:px-32 md:py-0 w-full pb-32 md:w-1/3 print:w-1/3" > <div class="md:relative md:top-1/2 md:transform-y-center" > <div class="print:hidden"> <script id="infogram_0_562dfea5-c50e-47e5-9a07-2367a0742e5c" title="CEI 2023 88% Aqua Donut" src="https://e.infogram.com/js/dist/embed.js?VvI" type="text/javascript"></script> </div> <div class="hidden print:block"> <section class="section bg-theme-bg-default-white" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-image" > <div class="wrapper -lg -padded" data-animate-target > <figure class="" data-label="component-image"> <img alt="" class="mx-auto block w-full" src="data:image/svg+xml;charset=utf-8,%3Csvg%20xmlns%3D%27http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%27%20width%3D%27600%27%20height%3D%27610%27%20style%3D%27background%3Atransparent%27%2F%3E" sizes="100vw" srcset="https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/cei-2023-88-aqua-donut.png?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=610&q=90&w=600&s=1dee3978cf25128565a62a42a18d77a3 600w, https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/cei-2023-88-aqua-donut.png?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=554&q=90&w=545&s=6b3231406da88dd043632898edb707bb 545w" width="600" height="610" > </figure> </div> </section> </div> </div> </div> <div class="flex-grid-col md:px-32 md:py-0 w-full pb-0 md:w-2/3 print:w-2/3" > <div class="md:relative md:top-1/2 md:transform-y-center" > <div class="rich-text -sm"> <p class="medium-style heading-24">of CEI-rated businesses with supplier diversity programs (806 of 912) specifically include LGBTQ+ owned enterprises in their programs.</p> </div> </div> </div> </div> </div> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-copy" > <div class="wrapper -sm -padded" data-animate-target> <div class="rich-text" > <p dir="ltr"></p> <p dir="ltr">These businesses are enjoying a multitude of benefits, including a supply chain that better reflects the diverse communities in which they operate, and in turn, garnering sharper innovation and business solutions.<br /></p> </div> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-copy" > <div class="wrapper -sm -padded" data-animate-target> <div class="rich-text" > <p class="medium-style heading-24">Corporate Social Responsibility</p> <p>A business’s non-discrimination policies should not be limited to human resources or diversity and inclusion. The CEI’s 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.</p> <p><strong><u><em>Supplier/Vendor Standards Include LGBTQ+ Nondiscrimination </em></u></strong></p> <p>Large businesses typically rely on other businesses for goods or services, and businesses of the size included in the CEI typically have set standards and guidelines already embedded in their procurement. To ensure that suppliers act in a manner that adheres to a business’s own standards, businesses must establish standards of conduct that set expectations for behavior of their suppliers.<br /></p> </div> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-combo-columns" > <div class="wrapper -lg -padded" data-animate-target> <div class="" > <div class="flex-grid justify-center items-stretch mb-0 md:-mx-32" > <div class="flex-grid-col md:px-32 md:py-0 w-full pb-32 md:w-1/3 print:w-1/3" > <div class="md:relative md:top-1/2 md:transform-y-center" > <div class="print:hidden"> <script id="infogram_0_931f0fe2-e6b2-41d8-8d6c-5cfe08623d90" title="CEI 2023 82% Aqua Donut" src="https://e.infogram.com/js/dist/embed.js?9BE" type="text/javascript"></script> </div> <div class="hidden print:block"> <section class="section bg-theme-bg-default-white" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-image" > <div class="wrapper -lg -padded" data-animate-target > <figure class="" data-label="component-image"> <img alt="" class="mx-auto block w-full" src="data:image/svg+xml;charset=utf-8,%3Csvg%20xmlns%3D%27http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%27%20width%3D%27600%27%20height%3D%27610%27%20style%3D%27background%3Atransparent%27%2F%3E" sizes="100vw" srcset="https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/cei-2023-82-aqua-donut.png?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=610&q=90&w=600&s=4db1b919fdf006a7bda5d31e74017761 600w, https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/cei-2023-82-aqua-donut.png?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=554&q=90&w=545&s=6325589597fcfac61e08104c914824ec 545w" width="600" height="610" > </figure> </div> </section> </div> </div> </div> <div class="flex-grid-col md:px-32 md:py-0 w-full pb-0 md:w-2/3 print:w-2/3" > <div class="md:relative md:top-1/2 md:transform-y-center" > <div class="rich-text -sm"> <p class="medium-style heading-24">of rated employers in this year’s CEI have supplier mandates with respect to non-discrimination in place, and <strong>98%</strong> of these mandates (1105 of 1131 companies) explicitly include sexual orientation and gender identity alongside other named categories.</p> </div> </div> </div> </div> </div> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-copy" > <div class="wrapper -sm -padded" data-animate-target> <div class="rich-text" > <p><strong><u><em>Philanthropic Giving Guidelines </em></u></strong></p> <p dir="ltr">The HRC Foundation has always held businesses accountable for the types of organizations receiving their philanthropic dollars. Historically, the CEI had a mechanism to account for foundational corporate giving to any organization whose explicit mission included efforts to undermine LGBTQ+ 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. This requirement sets the standards around responsible foundational giving and ensures that a top-rated business does not provide philanthropic support to organizations whose values do not align with theirs.</p> <p dir="ltr">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. to discriminate.<br /></p> </div> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-combo-columns" > <div class="wrapper -lg -padded" data-animate-target> <div class="" > <div class="flex-grid justify-center items-stretch mb-0 md:-mx-32" > <div class="flex-grid-col md:px-32 md:py-0 w-full pb-32 md:w-1/3 print:w-1/3" > <div class="md:relative md:top-1/2 md:transform-y-center" > <div class="print:hidden"> <script id="infogram_0_3f0cfe99-5a91-4757-9493-e76e43294e43" title="CEI 2023 79% Aqua Donut" src="https://e.infogram.com/js/dist/embed.js?Sk8" type="text/javascript"></script> </div> <div class="hidden print:block"> <section class="section bg-theme-bg-default-white" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-image" > <div class="wrapper -lg -padded" data-animate-target > <figure class="" data-label="component-image"> <img alt="" class="mx-auto block w-full" src="data:image/svg+xml;charset=utf-8,%3Csvg%20xmlns%3D%27http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%27%20width%3D%27600%27%20height%3D%27610%27%20style%3D%27background%3Atransparent%27%2F%3E" sizes="100vw" srcset="https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/cei-2023-79-aqua-donut.png?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=610&q=90&w=600&s=462dcb5610676a5282a03822887a237f 600w, https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/cei-2023-79-aqua-donut.png?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=554&q=90&w=545&s=3911841a7c39a66f0c0be4740c04277e 545w" width="600" height="610" > </figure> </div> </section> </div> </div> </div> <div class="flex-grid-col md:px-32 md:py-0 w-full pb-0 md:w-2/3 print:w-2/3" > <div class="md:relative md:top-1/2 md:transform-y-center" > <div class="rich-text -sm"> <p class="medium-style heading-24">of CEI-rated businesses (1090 of 1384 respondents) have written guidelines that prohibit philanthropic support of non-religious organizations with an explicit policy of discrimination towards LGBTQ+ people. </p> </div> </div> </div> </div> </div> </div> </section> <section class="section bg-theme-bg-default-white text-center text-theme-text-default-gray-900" style="--theme-bg: #4ecaff; --theme-text: #002677; --theme-link: #002677; --theme-link-hover: #002677; --theme-button-bg: #4ecaff; --theme-button-bg-hover: #4ecaff; --theme-button-text: #002677; --theme-button-text-hover: #002677; --theme-headline: #002677;" data-animate data-label="partial-section-header" > <div class="wrapper -lg -padded" data-animate-target> <h2 class="heading-60 text-theme-headline-default-current"> Learn More About the New Criteria </h2> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #4ecaff; --theme-text: #002677; --theme-link: #002677; --theme-link-hover: #002677; --theme-button-bg: #4ecaff; --theme-button-bg-hover: #4ecaff; --theme-button-text: #002677; --theme-button-text-hover: #002677; --theme-headline: #002677; --theme-repeated: 1;" data-animate data-label="partial-copy" > <div class="wrapper -sm -padded" data-animate-target> <div class="rich-text" > <h3>Defining New Areas of Impact</h3> <p dir="ltr">The Human Rights Campaign Foundation is grateful for the opportunity to raise the bar for LGBTQ+ inclusive workplaces. This criteria adjustment reflects a 20-year history of observation, learning, and growth that the HRC is proud to continue to this day. While we believe that our previous criteria set an ideal benchmark in the past, the current and continuing issues seen within the LGBTQ+ community required us to evolve our criteria to meet the ever-changing needs of the community’s members and their families. </p> <p dir="ltr">Through these updated areas of impact that expound upon our existing criteria, we hope to elevate the public’s understanding of what an LGBTQ+ inclusive workplace looks and feels like.<br /></p> </div> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #4ecaff; --theme-text: #002677; --theme-link: #002677; --theme-link-hover: #002677; --theme-button-bg: #4ecaff; --theme-button-bg-hover: #4ecaff; --theme-button-text: #002677; --theme-button-text-hover: #002677; --theme-headline: #002677; --theme-repeated: 1;" data-animate data-label="partial-accordion" > <div class="wrapper -md -padded" data-animate-target> <div> <div class="border-b-2 border-theme-border-default-blue-200 py-16 relative"> <div id="item-1932425" class="pointer-events-none absolute top-0 left-0 z-0 w-full -mt-80 pt-80 md:-mt-128 md:pt-128" data-label="partial-anchor" > </div> <h2> <button class="flex items-center justify-between text-left w-full text-20 font-bold leading-tight" aria-controls="item-1932425-content" aria-expanded="false" id="item-1932425-control" data-track-gtm="Accordion Interactions|https://reports.hrc.org/corporate-equality-index-2023?_ga=2.171909097.813418501.1715705627-1127660814.1715705627|New Criteria" > <span> New Criteria </span> <span class="icon rect-14 ml-12 flex-grow-0 flex-shrink-0 parent-expanded:hidden"><svg viewBox="0 0 14 14" fill="none" xmlns="http://www.w3.org/2000/svg" aria-hidden="true"><path d="M14 6.99963C14 7.55192 13.5523 7.99963 13 7.99963H8V12.9996C8 13.5519 7.55228 13.9996 7 13.9996C6.44772 13.9996 6 13.5519 6 12.9996V7.99963H1C0.447715 7.99963 0 7.55192 0 6.99963C0 6.44735 0.447715 5.99963 1 5.99963H6V0.999634C6 0.447349 6.44772 -0.000366211 7 -0.000366211C7.55228 -0.000366211 8 0.447349 8 0.999634V5.99963H13C13.5523 5.99963 14 6.44735 14 6.99963Z" fill="#0045BB"/></svg></span> <span class="icon rect-14 ml-12 flex-grow-0 flex-shrink-0 hidden parent-expanded:block"><svg viewBox="0 0 19 3" fill="none" xmlns="http://www.w3.org/2000/svg" aria-hidden="true"><path d="M7.89938 2.77067H17.1162C17.6088 2.77067 18.0081 2.37137 18.0081 1.87881C18.0081 1.38624 17.6088 0.986938 17.1162 0.986938H10.4266H1.20974C0.717174 0.986938 0.317871 1.38624 0.317871 1.87881C0.317871 2.37137 0.717173 2.77067 1.20974 2.77067H7.89938Z" fill="#0045BB"/></svg></span> </button> </h2> <div class="hidden rich-text -sm py-16 lg:pr-160" id="item-1932425-content" aria-labelledby="item-1932425-control" data-module="toggle" data-toggle-class-hide="hidden" data-toggle-load-anchor="item-1932425" > <h2 dir="ltr">New Criteria 1 - Driving Equality in Family Formation<br /></h2> <p dir="ltr">Moving forward, the CEI will contain scoring criteria around family formation that ensure that same- and different-sex legal spouses and domestic partners have equal access to family formation benefits. The areas that will be assessed for equality include: </p> <ul><li dir="ltr"><p dir="ltr">Adoption;</p></li><li dir="ltr"><p dir="ltr">Cryopreservation (egg freezing for non-medical reasons);</p></li><li dir="ltr"><p dir="ltr">Infertility treatment coverage;</p></li><li dir="ltr"><p dir="ltr">Foster care assistance;</p></li><li dir="ltr"><p dir="ltr">Infertility treatment coverage (outside of in-vitro fertilization);</p></li><li dir="ltr"><p dir="ltr">Fertility/in-vitro fertilization coverage; and,</p></li><li dir="ltr"><p dir="ltr">Surrogacy benefits.</p></li></ul> <h2 dir="ltr">New Criteria 2 - Raising the Standards for Transgender-inclusive Healthcare</h2> <p dir="ltr">Our goal for CEI 2023-2024 was to expand on our goal to move the goalpost regarding equality so that members of the transgender community are not simply given access to healthcare, but can readily receive services, treatment, and care without obstacles. However, 2023 was an unprecedented year for attacks on transgender inclusion. We saw states take aim at removing access to gender affirming care, to banning drag performances. We also saw that the World Professional Association for Transgender Health (WPATH) released a new version of standards or care in October 2022. Due to these circumstances, HRC made the decision to delay the inclusion of a more robust inclusive healthcare criteria. All companies scored in CEI 2023-2024, have been reviewed against legacy trans-inclusive benefits requirements from CEI 2022’s criteria. HRC will review and determine the best opportunity to activate the expanded criteria in the future.</p> <h2 dir="ltr">New Criteria 3 - Supporting an Inclusive Workplace Environment </h2> <p dir="ltr">The CEI will now require that at least one company training, provided to all employees, thoroughly addresses LGBTQ+ intersectionality within the workplace. </p> <p dir="ltr">We will also be expanding data best practices to ensure that companies provide a confidential way for employees to self-identify at all levels of the company. 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. <br /><br /></p> <h2 dir="ltr">New Criteria 4 - Maintaining Mandatory Gender Transition Guidelines to Promote and Ensure Gender Inclusivity </h2> <p dir="ltr">Starting from this survey on, in order to be a top scorer on the CEI, companies must mandatorily offer gender transition guidelines. 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). The policies must create a more gender-inclusive atmosphere for all employees. </p> <h2 dir="ltr">New Criteria 5 - Providing Access to a Comprehensive Guide of Available LGBTQ+ Resources and Services</h2> <p dir="ltr">Finally, companies must provide a guide for family formation, transgender-inclusive healthcare, and HIV services and treatment that is provided annually and upon hire to all employees. 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. 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. <br /></p> </div> </div> </div> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #4ecaff; --theme-text: #002677; --theme-link: #002677; --theme-link-hover: #002677; --theme-button-bg: #4ecaff; --theme-button-bg-hover: #4ecaff; --theme-button-text: #002677; --theme-button-text-hover: #002677; --theme-headline: #002677; --theme-repeated: 1;" data-animate data-label="partial-copy" > <div class="wrapper -sm -padded" data-animate-target> <div class="rich-text" > <h2 style="text-align: center">New Criteria Roll-Out</h2> <p>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 report’s original release schedule. This realignment will enable the report to be accessible before Black Friday and ensure that the CEI can be used as a tool for consumers and the LGBTQ+ community in making purchasing decisions during the year’s busiest holiday season.</p> <p dir="ltr"><em><em>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.</em></em><br /></p> </div> </div> </section> </div> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #4ecaff; --theme-text: #002677; --theme-link: #002677; --theme-link-hover: #002677; --theme-button-bg: #4ecaff; --theme-button-bg-hover: #4ecaff; --theme-button-text: #002677; --theme-button-text-hover: #002677; --theme-headline: #002677; --theme-repeated: 1;" > <div class="wrapper -lg -padded"> <hr class="border-theme-border-default-gray-300"> </div> </section> <div class="relative" id="spotlight-equality-public-square" data-label="partial-toc-anchor" x-intersect="currentSection = 'spotlight-equality-public-square'" > <a href="#table-of-contents" class="skip-link"> <span class="icon absolute rect-24 -top-16 sm:-top-12 left-1/2 transform-x-center z-1"></span> Return to Table of Contents </a> <section class="section bg-theme-bg-default-white" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0;" data-animate data-label="partial-image" > <div class="wrapper -lg -padded" data-animate-target > <figure class="" data-label="component-image"> <img alt="" class="mx-auto block w-full" src="data:image/svg+xml;charset=utf-8,%3Csvg%20xmlns%3D%27http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%27%20width%3D%27600%27%20height%3D%2757%27%20style%3D%27background%3Atransparent%27%2F%3E" sizes="100vw" srcset="https://hrc.imgix.net/SVG-01.svg?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=57&q=90&w=600&s=a105371fe6fb0681d14520d3ff4b7711 600w, https://hrc.imgix.net/SVG-01.svg?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=75&q=90&w=800&s=822a6c6797db69cb6da6142216d0720a 800w, https://hrc.imgix.net/SVG-01.svg?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=94&q=90&w=1000&s=9abb1bfa8076d32253834dd39cf92c4b 1000w, https://hrc.imgix.net/SVG-01.svg?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=113&q=90&w=1200&s=55cb3bc52b9fbfbd4167ab5f21376984 1200w" width="600" height="57" > </figure> </div> </section> <section class="section bg-theme-bg-default-white text-center text-theme-text-default-gray-900" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-section-header" > <div class="wrapper -lg -padded" data-animate-target> <h2 class="heading-60 text-theme-headline-default-current"> Spotlight: Corporate Initiatives Including the Count Us In Pledge and Business Coalition for the Equality Act </h2> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-copy" > <div class="wrapper -sm -padded" data-animate-target> <div class="rich-text" > <p dir="ltr">HRC is proud to partner with leading employers on corporate initiatives that drive equality. These corporate initiatives include the <a href="https://www.hrc.org/resources/business-statement-on-anti-lgbtq-state-legislation">Business Statement</a> on Anti-LGBTQ+ State Legislation with over 300 major employer signatories, the LGBTQ <a href="https://www.tent.org/lgbtq-refugee-mentorship-initiative/" target="_blank" rel="noreferrer noopener">Refugees Mentorship</a> Initiative, and <a href="https://www.workingpositively.hiv/" target="_blank" rel="noreferrer noopener">Working Positively</a>, which invites employers to commit to being visible role models in support of HIV-positive employees and other chronic illnesses.</p> <p dir="ltr">The latest employer activation with HRC is the <a href="https://www.hrc.org/resources/count-us-in-pledge">Count Us In Pledge</a>, an effort to elevate the business sector’s allyship and voice in support of transgender and non-binary people, particularly employees and their families. The pledge, with over 100 large employer signatories, represents a cross-sector commitment to stand in solidarity with the LGBTQ+ community during this unprecedented <a href="https://www.hrc.org/press-releases/for-the-first-time-ever-human-rights-campaign-officially-declares-state-of-emergency-for-lgbtq-americans-issues-national-warning-and-guidebook-to-ensure-safety-for-lgbtq-residents-and-travelers">state of emergency</a> by pledging the following:</p> <ul><li dir="ltr"><p dir="ltr">To be proud and public LGBTQ+ allies, calling on lawmakers to abandon any efforts to discriminate and reject anti-LGBTQ threats to company values of diversity, equity, and inclusion.</p></li><li dir="ltr"><p dir="ltr">To raise up honest and authentic experiences of LGBTQ+ Americans, including those of employees and customers in the transgender and non-binary community; and</p></li><li dir="ltr"><p dir="ltr">To ensure transgender and non-binary employees and their families have access to the health and medical care they need, where possible under the law.</p></li></ul> <p dir="ltr">And one of the largest coalition initiatives is the Business Coalition for the Equality Act. HRC’s Business Coalition for the Equality Act is a group of 552 leading U.S. employers that support the Equality Act, federal legislation that would provide the same basic protections to LGBTQ+ people that are provided to other federally protected groups. Coalition member companies represent nearly every industry, <strong>employ over 15.3 million people</strong> in the U.S., command over <strong>$7.2 trillion</strong> in revenue, and have <strong>operations in all 50 states.</strong></p> <p dir="ltr">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. In addition, the bill provides protections from discrimination in housing, credit, and jury service for LGBTQ+ people. 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.</p> <p dir="ltr">The historic <em>Obergefell v. Hodges</em> case in 2015 gave same-sex couples the right to marriage, and, since then, state legislators across the country have responded by proposing hundreds of anti-LGBTQ+ bills. However, companies opposed (and still oppose) these discriminatory bills. Over the last seven years, countless companies in all 50 states have spoken out against attempts to undermine LGBTQ+ civil rights. 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.</p> <p dir="ltr">CEI-rated employers are on record supporting broad issues of LGBTQ+ equality at the local, state, and federal levels, including through amicus briefs that are submitted during court cases to support pro-LGBTQ+ legislation and rulings.<br /></p> </div> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-copy" > <div class="wrapper -sm -padded" data-animate-target> <div class="rich-text" > <p style="text-align: center"><strong>Private sector support for the federal Equality Act surged within the last two years and, at present, 552 major employers are signatories on HRC’s <em>The Business Coalition for the Equality Act</em>.</strong></p> </div> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-accordion" > <div class="wrapper -md -padded" data-animate-target> <div> <div class="border-b-2 border-theme-border-default-blue-200 py-16 relative"> <div id="item-1932034" class="pointer-events-none absolute top-0 left-0 z-0 w-full -mt-80 pt-80 md:-mt-128 md:pt-128" data-label="partial-anchor" > </div> <h2> <button class="flex items-center justify-between text-left w-full text-20 font-bold leading-tight" aria-controls="item-1932034-content" aria-expanded="false" id="item-1932034-control" data-track-gtm="Accordion Interactions|https://reports.hrc.org/corporate-equality-index-2023?_ga=2.171909097.813418501.1715705627-1127660814.1715705627|Full list of businesses" > <span> Full list of businesses </span> <span class="icon rect-14 ml-12 flex-grow-0 flex-shrink-0 parent-expanded:hidden"><svg viewBox="0 0 14 14" fill="none" xmlns="http://www.w3.org/2000/svg" aria-hidden="true"><path d="M14 6.99963C14 7.55192 13.5523 7.99963 13 7.99963H8V12.9996C8 13.5519 7.55228 13.9996 7 13.9996C6.44772 13.9996 6 13.5519 6 12.9996V7.99963H1C0.447715 7.99963 0 7.55192 0 6.99963C0 6.44735 0.447715 5.99963 1 5.99963H6V0.999634C6 0.447349 6.44772 -0.000366211 7 -0.000366211C7.55228 -0.000366211 8 0.447349 8 0.999634V5.99963H13C13.5523 5.99963 14 6.44735 14 6.99963Z" fill="#0045BB"/></svg></span> <span class="icon rect-14 ml-12 flex-grow-0 flex-shrink-0 hidden parent-expanded:block"><svg viewBox="0 0 19 3" fill="none" xmlns="http://www.w3.org/2000/svg" aria-hidden="true"><path d="M7.89938 2.77067H17.1162C17.6088 2.77067 18.0081 2.37137 18.0081 1.87881C18.0081 1.38624 17.6088 0.986938 17.1162 0.986938H10.4266H1.20974C0.717174 0.986938 0.317871 1.38624 0.317871 1.87881C0.317871 2.37137 0.717173 2.77067 1.20974 2.77067H7.89938Z" fill="#0045BB"/></svg></span> </button> </h2> <div class="hidden rich-text -sm py-16 lg:pr-160" id="item-1932034-content" aria-labelledby="item-1932034-control" data-module="toggle" data-toggle-class-hide="hidden" data-toggle-load-anchor="item-1932034" > <p dir="ltr">1-800-FLOWERS.COM</p> <p dir="ltr">2U Inc.</p> <p dir="ltr">3M Company</p> <p dir="ltr">ABB Inc.</p> <p dir="ltr">AbbVie Inc.,</p> <p dir="ltr">Abercrombie & Fitch Co.</p> <p dir="ltr">Accenture</p> <p dir="ltr">Adobe Inc.</p> <p dir="ltr">Advance Auto Parts (Advance Holding)</p> <p dir="ltr">ADP</p> <p dir="ltr">Advanced Micro Devices Inc.</p> <p dir="ltr">Aegon Asset Management</p> <p dir="ltr">Aflac Inc.</p> <p dir="ltr">Air Products</p> <p dir="ltr">Airbnb Inc.</p> <p dir="ltr">Airbus</p> <p dir="ltr">Akamai Technologies, Inc.</p> <p dir="ltr">Alaska Airlines</p> <p dir="ltr">Albertsons Companies</p> <p dir="ltr">Alcoa Corp.</p> <p dir="ltr">AlixPartners LLP</p> <p dir="ltr">AllianceBernstein, L.P.</p> <p dir="ltr">Ally Financial Inc.</p> <p dir="ltr">Altice USA Inc.</p> <p dir="ltr">Altria Group Inc.</p> <p dir="ltr">Amalgamated Bank</p> <p dir="ltr">Amazon.com Inc.</p> <p dir="ltr">American Airlines</p> <p dir="ltr">American Eagle Outfitters Inc.</p> <p dir="ltr">American Electric Power Co. Inc.</p> <p dir="ltr">American Express Company</p> <p dir="ltr">American Express Global Business Travel</p> <p dir="ltr">American Honda Motor Co., Inc.</p> <p dir="ltr">Ameriprise Financial, Inc.</p> <p dir="ltr">AMN Healthcare</p> <p dir="ltr">Amyris, Inc.</p> <p dir="ltr">Analog Devices, Inc.</p> <p dir="ltr">Andersen Corporation</p> <p dir="ltr">Ansys, Inc.</p> <p dir="ltr">Anywhere Real Estate</p> <p dir="ltr">Aon PLC</p> <p dir="ltr">Apple Inc.</p> <p dir="ltr">Applied Materials Inc.</p> <p dir="ltr">Arcadis U.S. Inc.</p> <p dir="ltr">Arconic</p> <p dir="ltr">ArentFox Schiff LLP</p> <p dir="ltr">Asana</p> <p dir="ltr">Ascena Retail Group Inc.</p> <p dir="ltr">Aspen Skiing Company</p> <p dir="ltr">Associated Bank</p> <p dir="ltr">AstraZeneca</p> <p dir="ltr">Asurion LLC</p> <p dir="ltr">AT&T Inc.</p> <p dir="ltr">Atlassian</p> <p dir="ltr">Autodesk Inc.</p> <p dir="ltr">AvalonBay Communities Inc.</p> <p dir="ltr">Avery Dennison Corporation</p> <p dir="ltr">Avita Care Solutions/QCare+</p> <p dir="ltr">Avnet, Inc.</p> <p dir="ltr">BAE Systems Inc.</p> <p dir="ltr">Bain & Co. Inc./ Bridgespan Group</p> <p dir="ltr">Baker & McKenzie LLP</p> <p dir="ltr">Baker Tilly US LLC</p> <p dir="ltr">Bank of America Corp.</p> <p dir="ltr">Barclays</p> <p dir="ltr">Bayer U.S. LLC</p> <p dir="ltr">BASF Corp.</p> <p dir="ltr">BCW (Burson Cohn & Wolfe)</p> <p dir="ltr">BD (Becton, Dickinson and Co.)</p> <p dir="ltr">BDO USA, LLC</p> <p dir="ltr">Berkshire Bank</p> <p dir="ltr">Best Buy Co. Inc.</p> <p dir="ltr">Billtrust</p> <p dir="ltr">Biogen</p> <p dir="ltr">BioMarin Pharmaceutical Inc.</p> <p dir="ltr">Bird Rides Inc.</p> <p dir="ltr">Black & Veatch Holding Inc.</p> <p dir="ltr">Black Knight, Inc.</p> <p dir="ltr">BlackRock</p> <p dir="ltr">Block Inc.</p> <p dir="ltr">Bloomberg LP</p> <p dir="ltr">Blue Cross & Blue Shield of Rhode Island</p> <p dir="ltr">Blue Ridge Power</p> <p dir="ltr">BMC Software Inc.</p> <p dir="ltr">BNP Paribas</p> <p dir="ltr">Body Shop, The</p> <p dir="ltr">Boehringer Ingelheim USA Corp.</p> <p dir="ltr">Boies Schiller Flexner LLP</p> <p dir="ltr">Booz Allen Hamilton Inc.</p> <p dir="ltr">Boston Beer Company</p> <p dir="ltr">Boston Celtics</p> <p dir="ltr">Boston Consulting Group</p> <p dir="ltr">Boston Scientific Corp.</p> <p dir="ltr">Box Inc.</p> <p dir="ltr">BP America Inc.</p> <p dir="ltr">Bread Financial</p> <p dir="ltr">Bridgestone Americas Holding Inc.</p> <p dir="ltr">Bridgewater Associates LP</p> <p dir="ltr">Brigham and Women’s Hospital</p> <p dir="ltr">Bright Health Group</p> <p dir="ltr">Bright Horizons</p> <p dir="ltr">Bristol-Myers Squibb Co.</p> <p dir="ltr">Broadridge Financial Solutions Inc.</p> <p dir="ltr">Brooks Sports Inc.</p> <p dir="ltr">Brown-Forman Corp.</p> <p dir="ltr">Brown Harris Stevens</p> <p dir="ltr">Brown Rudnick LLP</p> <p dir="ltr">Buckley LLP</p> <p dir="ltr">C.H. Robinson</p> <p dir="ltr">Caesars Entertainment Corp.</p> <p dir="ltr">California Water Service Group</p> <p dir="ltr">Capgemini Americas, Inc.</p> <p dir="ltr">Capital Group</p> <p dir="ltr">Capital Markets Company, The</p> <p dir="ltr">Capital One Financial Corp.</p> <p dir="ltr">Capri Holdings Limited</p> <p dir="ltr">Cardinal Health Inc.</p> <p dir="ltr">CareSource</p> <p dir="ltr">Cargill Inc.</p> <p dir="ltr">Cargo Transporters, Inc.</p> <p dir="ltr">CarGurus, Inc.</p> <p dir="ltr">Carlson Inc.</p> <p dir="ltr">Carlyle Group LP, The</p> <p dir="ltr">Cengage Learning Inc.</p> <p dir="ltr">Ceridian HCM, Inc.</p> <p dir="ltr">Cerner Corporation</p> <p dir="ltr">Chapman and Cutler LLP</p> <p dir="ltr">Chevron Corp.</p> <p dir="ltr">Children’s Minnesota</p> <p dir="ltr">Chime</p> <p dir="ltr">Chobani</p> <p dir="ltr">Choice Hotels International Inc.</p> <p dir="ltr">Chubb Ltd.</p> <p dir="ltr">CIGNA Corp.</p> <p dir="ltr">Cisco Systems Inc.</p> <p dir="ltr">Citigroup Inc.</p> <p dir="ltr">Citrix Systems Inc.</p> <p dir="ltr">Clorox Company, The</p> <p dir="ltr">CME Group Inc.</p> <p dir="ltr">CNA Financial Corporation</p> <p dir="ltr">Coca-Cola Co., The</p> <p dir="ltr">CohnReznick, LLP</p> <p dir="ltr">Comcast NBCUniversal</p> <p dir="ltr">Compass</p> <p dir="ltr">Constellation Energy Group Inc.</p> <p dir="ltr">Constellations Brands Inc.</p> <p dir="ltr">Converse Inc.</p> <p dir="ltr">Core-Mark</p> <p dir="ltr">CoreLogic</p> <p dir="ltr">Corning</p> <p dir="ltr">Corteva Agriscience</p> <p dir="ltr">Coty Inc.</p> <p dir="ltr">Cox Enterprises Inc.</p> <p dir="ltr">Credit Suisse USA Inc.</p> <p dir="ltr">Crowell & Moring LLP</p> <p dir="ltr">CSAA Insurance Group</p> <p dir="ltr">Cue Health</p> <p dir="ltr">Cummins Inc.</p> <p dir="ltr">CVS Health Corp.</p> <p dir="ltr">Dana-Farber Cancer Institute</p> <p dir="ltr">Daniel J. Edelman Holdings</p> <p dir="ltr">Danone North America</p> <p dir="ltr">Darden Restaurants Inc.</p> <p dir="ltr">Day Pitney LLP</p> <p dir="ltr">Debevoise & Plimpton LLP</p> <p dir="ltr">Del Monte Foods, Inc.</p> <p dir="ltr">Dell Technologies Inc.</p> <p dir="ltr">Deloitte LLP</p> <p dir="ltr">Delta Air Lines Inc.</p> <p dir="ltr">Deluxe Corporation</p> <p dir="ltr">Denny’s Corp.</p> <p dir="ltr">Depository Trust & Clearing Corp., The</p> <p dir="ltr">Deutsche Bank</p> <p dir="ltr">Diageo North America</p> <p dir="ltr">Dickinson Wright PLLC</p> <p dir="ltr">Discover Financial Services</p> <p dir="ltr">Domino’s Pizza</p> <p dir="ltr">DoorDash, Inc.</p> <p dir="ltr">Dow Chemical Co., The</p> <p dir="ltr">Doximity, Inc</p> <p dir="ltr">Dropbox Inc.</p> <p dir="ltr">Duke Energy Corp.</p> <p dir="ltr">Dun & Bradstreet Corp., The</p> <p dir="ltr">DWS</p> <p dir="ltr">E&J Gallo Winery</p> <p dir="ltr">E. I. du Pont de Nemours and Co. (DuPont)</p> <p dir="ltr">E*TRADE Financial Corp.</p> <p dir="ltr">Eastern Bank Corp.</p> <p dir="ltr">Eaton Corp.</p> <p dir="ltr">eBay Inc.</p> <p dir="ltr">Ecolab Inc.</p> <p dir="ltr">Edison International</p> <p dir="ltr">Edward Jones</p> <p dir="ltr">Elastic NV</p> <p dir="ltr">Eli Lilly and Company</p> <p dir="ltr">EMD Serono, MilliporeSigma and EMD Electronics</p> <p dir="ltr">Emerson Electric Co.</p> <p dir="ltr">Empower Retirement</p> <p dir="ltr">Equinix, Inc.</p> <p dir="ltr">Equitable Financial Life Insurance Company</p> <p dir="ltr">Ericsson Inc</p> <p dir="ltr">Ernst & Young LLP</p> <p dir="ltr">Estée Lauder Companies Inc., The</p> <p dir="ltr">Etsy, Inc.</p> <p dir="ltr">Eventbrite</p> <p dir="ltr">Eversource Energy</p> <p dir="ltr">Evolent Health Inc.</p> <p dir="ltr">Exelon Corp.</p> <p dir="ltr">Expedia Group</p> <p dir="ltr">FactSet Research Systems Inc.</p> <p dir="ltr">Fairview Health Services</p> <p dir="ltr">Fiserv Inc.</p> <p dir="ltr">FMC Corporation</p> <p dir="ltr">Food Lion</p> <p dir="ltr">Ford Motor Company</p> <p dir="ltr">Fossil Group Inc.</p> <p dir="ltr">Gap Inc.</p> <p dir="ltr">GE Appliances, A Haier Company</p> <p dir="ltr">Gen Digital</p> <p dir="ltr">General Electric Co.</p> <p dir="ltr">General Mills Inc.</p> <p dir="ltr">General Motors Co.</p> <p dir="ltr">GIANT Food Stores LLC</p> <p dir="ltr">Giant of Maryland LLC</p> <p dir="ltr">Gilead Sciences Inc.</p> <p dir="ltr">Ginkgo Bioworks, Inc.</p> <p dir="ltr">Glassdoor Inc.</p> <p dir="ltr">GlaxoSmithKline</p> <p dir="ltr">GoDaddy Inc.</p> <p dir="ltr">Goldman Sachs & Co. LLC</p> <p dir="ltr">Google Inc.</p> <p dir="ltr">GP Strategies Corporation</p> <p dir="ltr">Grant Thornton LLP</p> <p dir="ltr">Great River Energy</p> <p dir="ltr">Greenway Health, LLC</p> <p dir="ltr">Greenspoon Marder LLP</p> <p dir="ltr">Grove Collaborative</p> <p dir="ltr">Guardian Life Insurance Co. of America, The</p> <p dir="ltr">Guidehouse Inc.</p> <p dir="ltr">Guild</p> <p dir="ltr">Gusto</p> <p dir="ltr">Harley-Davidson Inc.</p> <p dir="ltr">Hannaford Supermarkets</p> <p dir="ltr">Henkel Corporation (North America)</p> <p dir="ltr">HERE North America LLC</p> <p dir="ltr">Herrick, Feinstein LLP</p> <p dir="ltr">Hershey Co., The</p> <p dir="ltr">Hess Corp.</p> <p dir="ltr">Hewlett Packard Enterprise Co.</p> <p dir="ltr">Hexion</p> <p dir="ltr">Hilton Inc.</p> <p dir="ltr">Hiscox USA</p> <p dir="ltr">Hogan Lovells US LLP</p> <p dir="ltr">Holland & Knight LLP</p> <p dir="ltr">Home Depot Inc., The</p> <p dir="ltr">Honeywell International</p> <p dir="ltr">Host Hotels & Resorts Inc.</p> <p dir="ltr">HP Inc.</p> <p dir="ltr">HSF Affiliates LLC</p> <p dir="ltr">HSN Inc.</p> <p dir="ltr">Hughes Hubbard & Reed LLP</p> <p dir="ltr">Husch Blackwell LLP</p> <p dir="ltr">Hyatt Hotels Corp.</p> <p dir="ltr">IBM Corp.</p> <p dir="ltr">ICM Partners</p> <p dir="ltr">IDEX Corp.</p> <p dir="ltr">IGT</p> <p dir="ltr">IHG Hotels & Resorts</p> <p dir="ltr">IHS Markit Ltd.</p> <p dir="ltr">IKEA Holding US Inc.</p> <p dir="ltr">Impossible Foods</p> <p dir="ltr">Information Resources Inc.</p> <p dir="ltr">Infosys</p> <p dir="ltr">Ingersoll-Rand Company</p> <p dir="ltr">Ingram Micro</p> <p dir="ltr">Insight Enterprises Inc.</p> <p dir="ltr">Instacart</p> <p dir="ltr">Intel Corp.</p> <p dir="ltr">International Flavors & Fragrances, Inc.</p> <p dir="ltr">Iron Mountain Inc.</p> <p dir="ltr">J.Crew Group</p> <p dir="ltr">J. M. Smucker Co., The</p> <p dir="ltr">Jacobs Engineering Group, Inc.</p> <p dir="ltr">Jenner & Block LLP</p> <p dir="ltr">JetBlue Airways Corp.</p> <p dir="ltr">John Hancock Financial Services Inc.</p> <p dir="ltr">Johnson & Johnson</p> <p dir="ltr">Johnson Controls Inc.</p> <p dir="ltr">Jones Lang LaSalle (JLL)</p> <p dir="ltr">JPMorgan Chase & Co.</p> <p dir="ltr">JSX</p> <p dir="ltr">Juniper Networks Inc.</p> <p dir="ltr">Kabbage Inc.</p> <p dir="ltr">Kaiser Permanente</p> <p dir="ltr">Kearney Inc.</p> <p dir="ltr">Kellogg Co.</p> <p dir="ltr">Keller Williams Realty Inc.</p> <p dir="ltr">Kenneth Cole Productions Inc.</p> <p dir="ltr">Kerry</p> <p dir="ltr">KeyCorp</p> <p dir="ltr">KIND LLC, </p> <p dir="ltr">Knot Worldwide, The</p> <p dir="ltr">KnowBe4, Inc.</p> <p dir="ltr">Korn Ferry</p> <p dir="ltr">KPMG LLP</p> <p dir="ltr">Kraft Heinz Company, The</p> <p dir="ltr">L3Harris Technologies</p> <p dir="ltr">Lendlease Americas Inc.</p> <p dir="ltr">Lennox International</p> <p dir="ltr">Levi Strauss & Co.</p> <p dir="ltr">Linden Research Inc.</p> <p dir="ltr">Lord, Abbett & Co. LLC</p> <p dir="ltr">Lowenstein Sandler LLP</p> <p dir="ltr">Lush Fresh Handmade Cosmetics</p> <p dir="ltr">Lyft Inc.</p> <p dir="ltr">Macy’s Inc.</p> <p dir="ltr">Mallinckrodt LLC</p> <p dir="ltr">ManpowerGroup</p> <p dir="ltr">Marriott International Inc.</p> <p dir="ltr">Mars Inc.</p> <p dir="ltr">Marsh & McLennan Companies Inc.</p> <p dir="ltr">MassMutual</p> <p dir="ltr">Mastercard</p> <p dir="ltr">Match Group, LLC</p> <p dir="ltr">Mattel Inc.</p> <p dir="ltr">McAfee</p> <p dir="ltr">McCormick & Company, Inc.</p> <p dir="ltr">McDonald’s Corporation</p> <p dir="ltr">McGraw Hill Education</p> <p dir="ltr">McKesson Corporation</p> <p dir="ltr">McKinsey & Co.</p> <p dir="ltr">McKinstry Co. LLC</p> <p dir="ltr">Medline Industries, LP</p> <p dir="ltr">Medtronic PLC</p> <p dir="ltr">Merck</p> <p dir="ltr">Meredith Corp.</p> <p dir="ltr">Meta</p> <p dir="ltr">MetLife Inc.</p> <p dir="ltr">MGM Resorts International</p> <p dir="ltr">Michael Page International Inc.</p> <p dir="ltr">Micron Technology Inc.</p> <p dir="ltr">Microsoft Corp.</p> <p dir="ltr">MillerKnoll, Inc.</p> <p dir="ltr">Mondelez International Inc.</p> <p dir="ltr">Moody’s Corp.</p> <p dir="ltr">Molson Coors LLC</p> <p dir="ltr">Morgan Stanley</p> <p dir="ltr">Morgan, Lewis & Bockius LLP</p> <p dir="ltr">Morningstar Inc.</p> <p dir="ltr">Morris, Manning & Martin LLP</p> <p dir="ltr">Motive Inc.</p> <p dir="ltr">Nasdaq Inc.</p> <p dir="ltr">National Grid USA</p> <p dir="ltr">Nationwide</p> <p dir="ltr">Navient</p> <p dir="ltr">Nestlé</p> <p dir="ltr">Netflix Inc.</p> <p dir="ltr">Neuberger Berman Group LLC</p> <p dir="ltr">New Belgium Brewing Company</p> <p dir="ltr">New York Life Insurance Company</p> <p dir="ltr">NextRoll, Inc.</p> <p dir="ltr">Nielsen</p> <p dir="ltr">Nike Inc.</p> <p dir="ltr">Nordstrom Inc.</p> <p dir="ltr">Norfolk Southern Corporation</p> <p dir="ltr">Northrop Grumman Corp.</p> <p dir="ltr">Novartis Corporation</p> <p dir="ltr">Novo Nordisk Inc.</p> <p dir="ltr">NRP Group, The</p> <p dir="ltr">NTT DATA Services, LLC</p> <p dir="ltr">Nuance Communications</p> <p dir="ltr">OCC</p> <p dir="ltr">Ocean Spray Cranberries Inc.</p> <p dir="ltr">Office Depot Inc.</p> <p dir="ltr">Oportun, Inc.</p> <p dir="ltr">Oracle Corp.</p> <p dir="ltr">Otis Worldwide Corporation</p> <p dir="ltr">Owens Corning</p> <p dir="ltr">Palo Alto Networks</p> <p dir="ltr">Pariveda Solutions Inc.</p> <p dir="ltr">Patagonia Inc.</p> <p dir="ltr">Patreon Inc.</p> <p dir="ltr">Paul Hastings LLP</p> <p dir="ltr">Paylocity</p> <p dir="ltr">PayPal Holdings Inc.</p> <p dir="ltr">PC Connection Inc. (dba Connection)</p> <p dir="ltr">Peloton Interactive Inc</p> <p dir="ltr">PepsiCo Inc.</p> <p dir="ltr">PetSmart Inc.</p> <p dir="ltr">Pfizer Inc.</p> <p dir="ltr">PG&E Corp.</p> <p dir="ltr">Philip Morris International</p> <p dir="ltr">Pinterest Inc.</p> <p dir="ltr">Pioneer Natural Resources</p> <p dir="ltr">PNC Financial Services Group Inc., The</p> <p dir="ltr">Point32Health</p> <p dir="ltr">Point B, Inc.</p> <p dir="ltr">Polsinelli PC</p> <p dir="ltr">Porter Wright Morris & Arthur LLP</p> <p dir="ltr">Portland General Electric</p> <p dir="ltr">Power Home Remodeling Group LLC</p> <p dir="ltr">PPL Corporation</p> <p dir="ltr">Precision Medicine Group, LLC</p> <p dir="ltr">PricewaterhouseCoopers LLP</p> <p dir="ltr">Principal Financial Group</p> <p dir="ltr">Procter & Gamble Co.</p> <p dir="ltr">Pure Storage Inc.</p> <p dir="ltr">PVH Corp.</p> <p dir="ltr">Q-Centrix</p> <p dir="ltr">QUALCOMM Inc.</p> <p dir="ltr">QIAGEN</p> <p dir="ltr">R1 RCM Inc.</p> <p dir="ltr">Radian Group Inc.</p> <p dir="ltr">Ralph Lauren Corporation</p> <p dir="ltr">RAPP Worldwide</p> <p dir="ltr">Raymond James Financial</p> <p dir="ltr">RE/MAX LLC</p> <p dir="ltr">REI Co-op</p> <p dir="ltr">Red Hat Inc.</p> <p dir="ltr">Redfin Corp.</p> <p dir="ltr">Relias LLC</p> <p dir="ltr">RELX</p> <p dir="ltr">Replacements Ltd.</p> <p dir="ltr">RES (Renewable Energy Systems)</p> <p dir="ltr">Rockland Trust Co.</p> <p dir="ltr">Rockwell Automation Inc.</p> <p dir="ltr">Royal Bank of Canada</p> <p dir="ltr">S&C Electric Company</p> <p dir="ltr">S&P Global Inc.</p> <p dir="ltr">Salesforce</p> <p dir="ltr">Samsung Electronics America</p> <p dir="ltr">Sanofi US</p> <p dir="ltr">SAP America Inc.</p> <p dir="ltr">Saul Ewing Arnstein & Lehr LLP</p> <p dir="ltr">Schulte Roth & Zabel LLP</p> <p dir="ltr">Seagate Technology plc</p> <p dir="ltr">Securian Financial Group Inc.</p> <p dir="ltr">Selective Insurance Company of America</p> <p dir="ltr">ServiceSource International, Inc.</p> <p dir="ltr">Seyfarth Shaw LLP</p> <p dir="ltr">Sheppard, Mullin, Richter, & Hampton LLP</p> <p dir="ltr">Shipt</p> <p dir="ltr">Shire PLC</p> <p dir="ltr">Shook, Hardy & Bacon LLP</p> <p dir="ltr">Shutterstock Inc.</p> <p dir="ltr">Siemens Corp.</p> <p dir="ltr">Siemens Medical Solutions USA, Inc.</p> <p dir="ltr">Signet Jewelers</p> <p dir="ltr">SiriusPoint Ltd.</p> <p dir="ltr">Slalom</p> <p dir="ltr">Sodexo Inc.</p> <p dir="ltr">Sony Corporation of America</p> <p dir="ltr">Sony Electronics Inc.</p> <p dir="ltr">Sony Interactive Entertainment Inc.</p> <p dir="ltr">Sony Music Group</p> <p dir="ltr">Southwest Airlines Co.</p> <p dir="ltr">Splunk Inc.</p> <p dir="ltr">Spotify USA Inc.</p> <p dir="ltr">Standard Chartered Bank</p> <p dir="ltr">Stanley Black & Decker Inc.</p> <p dir="ltr">Starbucks Corp.</p> <p dir="ltr">State Street Corporation</p> <p dir="ltr">Steelcase Inc.</p> <p dir="ltr">Stop & Shop Supermarket Company, LLC, The</p> <p dir="ltr">Strategic Education, Inc.</p> <p dir="ltr">SUEZ Water Technologies and Solutions</p> <p dir="ltr">Sun Life U.S.</p> <p dir="ltr">Sunrun Inc.</p> <p dir="ltr">SurveyMonkey, Inc.</p> <p dir="ltr">Sweetgreen, Inc.</p> <p dir="ltr">Synchrony</p> <p dir="ltr">Sysco</p> <p dir="ltr">T-Mobile USA Inc.</p> <p dir="ltr">Takeda Pharmaceuticals USA Inc.</p> <p dir="ltr">Tapestry, Inc.</p> <p dir="ltr">Target Corp.</p> <p dir="ltr">TD Ameritrade</p> <p dir="ltr">TD Bank, N.A.</p> <p dir="ltr">Tech Data Corp.</p> <p dir="ltr">TEGNA Inc.</p> <p dir="ltr">Tesla Inc.</p> <p dir="ltr">Teva Pharmaceuticals</p> <p dir="ltr">Texas Instruments</p> <p dir="ltr">Thermo Fisher Scientific</p> <p dir="ltr">TIAA</p> <p dir="ltr">Tiffany & Co.</p> <p dir="ltr">Tillamook County Creamery Association</p> <p dir="ltr">Toyota Motor North America Inc.</p> <p dir="ltr">TPG Global LLC</p> <p dir="ltr">TransUnion</p> <p dir="ltr">TriNet Group, Inc.</p> <p dir="ltr">TripAdvisor Inc.</p> <p dir="ltr">Truist Financial Corporation</p> <p dir="ltr">Turner Construction Co.</p> <p dir="ltr">Tyson Food Inc.</p> <p dir="ltr">U.S. Bancorp</p> <p dir="ltr">Uber Technologies Inc.</p> <p dir="ltr">UKG (Ultimate Kronos Group)</p> <p dir="ltr">UL Inc.</p> <p dir="ltr">Under Armour Inc.</p> <p dir="ltr">Unilever</p> <p dir="ltr">Union Pacific Railroad</p> <p dir="ltr">United Airlines</p> <p dir="ltr">United Natural Foods, Inc.</p> <p dir="ltr">United Parcel Service Inc.</p> <p dir="ltr">Univar Solutions, Inc.</p> <p dir="ltr">Universal Music Group</p> <p dir="ltr">Univision Communications Inc.</p> <p dir="ltr">Upwork Inc.</p> <p dir="ltr">Vanguard Group Inc.</p> <p dir="ltr">Verizon Communications Inc.</p> <p dir="ltr">Vertex Pharmaceuticals Inc.</p> <p dir="ltr">VF Corp</p> <p dir="ltr">Viiv Healthcare</p> <p dir="ltr">Visa</p> <p dir="ltr">Vizient Inc.</p> <p dir="ltr">VMware Inc.</p> <p dir="ltr">VMLY&R</p> <p dir="ltr">W. W. Grainger, Inc.</p> <p dir="ltr">Wabtec Corporation</p> <p dir="ltr">Walt Disney Co., The</p> <p dir="ltr">Warby Parker</p> <p dir="ltr">Warner Music Group</p> <p dir="ltr">Wawa</p> <p dir="ltr">WE Communications</p> <p dir="ltr">Wellmark Blue Cross Blue Shield</p> <p dir="ltr">Wells Fargo & Co.</p> <p dir="ltr">Western Digital</p> <p dir="ltr">West Monroe Partners LLC</p> <p dir="ltr">WestRock</p> <p dir="ltr">Whirlpool Corp.</p> <p dir="ltr">Wiley</p> <p dir="ltr">Williams-Sonoma Inc.</p> <p dir="ltr">Wipro</p> <p dir="ltr">Wise</p> <p dir="ltr">Workday Inc.</p> <p dir="ltr">WPP</p> <p dir="ltr">Wpromote</p> <p dir="ltr">Wunderman Thompson</p> <p dir="ltr">Wyndham Hotels & Resorts Inc.</p> <p dir="ltr">Xcel Energy Inc.</p> <p dir="ltr">Xerox Corp.</p> <p dir="ltr">Xperi</p> <p dir="ltr">Xylem Inc.</p> <p dir="ltr">Yelp Inc.</p> <p dir="ltr">Yext Inc.</p> <p dir="ltr">Zendesk, Inc.</p> <p dir="ltr">Ziff Davis</p> <p dir="ltr">Zillow Group</p> <p dir="ltr">Zimmer Biomet Holdings Inc.</p> <p dir="ltr">Zoetis Inc.</p> <p dir="ltr">Zynga Inc.</p> </div> </div> </div> </div> </section> </div> <div class="relative" id="rating-system-methodology" data-label="partial-toc-anchor" x-intersect="currentSection = 'rating-system-methodology'" > <a href="#table-of-contents" class="skip-link"> <span class="icon absolute rect-24 -top-16 sm:-top-12 left-1/2 transform-x-center z-1"></span> Return to Table of Contents </a> <section class="section bg-theme-bg-default-white text-center text-theme-text-default-gray-900" style="--theme-bg: #fcf5e0; --theme-text: #042b44; --theme-link: #042b44; --theme-link-hover: #042b44; --theme-button-bg: #042b44; --theme-button-bg-hover: #042b44; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #0045bb; --theme-border: #042b44;" data-animate data-label="partial-section-header" > <div class="wrapper -lg -padded" data-animate-target> <h2 class="heading-60 text-theme-headline-default-current"> Rating System and Methodology </h2> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #fcf5e0; --theme-text: #042b44; --theme-link: #042b44; --theme-link-hover: #042b44; --theme-button-bg: #042b44; --theme-button-bg-hover: #042b44; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #0045bb; --theme-border: #042b44; --theme-repeated: 1;" data-animate data-label="partial-copy" > <div class="wrapper -sm -padded" data-animate-target> <div class="rich-text" > <h2 style="text-align: center" class="small-style heading-20"><strong>Corporate Equality Index 2023-2024</strong></h2> <p dir="ltr">The HRC Foundation’s CEI rating system is designed for mid- to large-sized businesses (500 full-time employees and above) and divided into three key categories of criteria:</p> <ul><li dir="ltr"><p dir="ltr"><strong>Non-discrimination policies across business entities;</strong></p></li><li dir="ltr"><p dir="ltr"> <strong>Equitable benefits for LGBTQ+ workers and their families; and,</strong></p></li><li dir="ltr"><p dir="ltr"><strong>Supporting an inclusive culture and corporate social responsibility.</strong></p></li></ul> <p dir="ltr">Launched in 2002, the CEI is the first internationally recognized benchmarking report for businesses to gauge their level of LGBTQ+ workplace inclusion against competitors. In addition to seeing a growth in the number of highly-rated employers, the CEI has also seen great success in the reach of the survey. <strong>The number of employers officially rated has expanded from 319 original participants to a current participant count of </strong><strong>1384</strong>, encompassing all major industry sectors.</p> <p> </p> <p><strong>Invitations and Participation</strong></p> <p dir="ltr">The largest and most successful U.S. employers are invited to participate in the CEI and are identified through the following lists*:</p> <ul><li dir="ltr"><p dir="ltr"><strong>Fortune magazine’s 1,000 largest publicly- and privately-traded businesses (2022 Fortune 1,000); and</strong></p></li><li dir="ltr"><p dir="ltr"><strong>American Lawyer magazine’s top 200 revenue-grossing law firms (2022 AmLaw 200).</strong></p></li></ul> <p dir="ltr">Additionally, any private-sector, for-profit employer with 500 or more full-time U.S. employees can request to participate, including those that are privately held.</p> <p dir="ltr"><strong><em>*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.</em></strong></p> <p><br /></p> <p><em></em><strong>How We Obtain Information</strong></p> <p dir="ltr">The primary source of information for the Corporate Equality Index rating each business received is the CEI survey sent every year to previous and prospective respondents. The web-based survey included links to sample policies and other guidance, found on the HRC Foundation website.</p> <p dir="ltr">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.</p> <p dir="ltr">Invitations for the CEI 2023-2024 survey were emailed and mailed in April of 2023 and responses were due back in July of 2023. If a business had previously participated in the CEI, surveys were first sent to the individual(s) responsible for prior submissions. If a business had not previously participated in the CEI, surveys were sent to the chief executive officer or managing partner of the firm, as well as the highest-level executive(s) responsible for human resources, diversity, communications, or community engagement, if obtaining the contact information for these executives was possible. </p> <p dir="ltr">The information required to generate CEI ratings for businesses is difficult to ascertain from public records alone. 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). Employers were not rated until all appropriate information had been gathered and verified to the greatest extent possible. Businesses were invited to provide HRC Foundation staff with any additional information or updates before this report went to print.</p> <p dir="ltr">In total, the sources used include:</p> <ul><li dir="ltr"><p dir="ltr"><strong>The HRC Foundation’s CEI survey;</strong></p></li><li dir="ltr"><p dir="ltr"><strong>Internal Revenue Service 990 tax filings reviewed for any business foundation’s gifts to anti-LGBTQ+ groups;</strong></p></li><li dir="ltr"><p dir="ltr"><strong>Case law and news accounts regarding findings of discrimination and corporate responsibility and the LGBTQ+ community-at-large; and,</strong></p></li><li dir="ltr"><p dir="ltr"><strong>Individuals that report verifiable information to the HRC Foundation.</strong></p></li></ul> <p dir="ltr">If a business was found to have a connection with an anti-LGBTQ+ organization or activity, the HRC Foundation contacted the business and provided it with an opportunity to respond and, to the best of its ability, to mitigate the harm done and ensure that no such action would occur in the future. Businesses unwilling to do so would have been penalized up to - 25 points from their overall rating through Criterion 5.</p> <p dir="ltr">With the rise of extremists attacks on corporate advocacy and a businesses support of the LGBTQ+ community, the Human Rights Campaign revised the CEI’s Responsible Citizenship criterion to provide better guidance on the need for businesses to reaffirm support for the community when facing anti-LGBTQ+ attacks. Employers will receive up to 25 points deducted from their score for a large-scale official or public anti-LGBTQ+ blemish on their recent records. Scores on this criterion are based on information that has come to HRC’s attention related to topics including but not limited to: </p> <ul><li dir="ltr"><p dir="ltr">advocating for public policies or regulations related to LGBTQ+ equality that would be detrimental to employees and their families.</p></li><li dir="ltr"><p dir="ltr">undue influence by a significant shareholder calculated to undermine a business’s employment policies or practices related to its LGBTQ+ employees; </p></li><li dir="ltr"><p dir="ltr">opposing shareholder resolutions reasonably aimed at encouraging the adoption of inclusive workplace policies;</p></li><li dir="ltr"><p dir="ltr">revoking inclusive LGBTQ+ policies or practices; </p></li><li dir="ltr"><p dir="ltr">engaging in proven practices that are contrary to the business’s written LGBTQ+ employment policies.</p></li><li dir="ltr"><p dir="ltr">directing corporate charitable contributions to organizations whose primary mission includes advocacy against LGBTQ+ equality; </p></li><li dir="ltr"><p dir="ltr">failing to uphold established commitments to the LGBTQ+ community resulting from pressure from anti-LGBTQ+ extremists</p></li></ul> <p dir="ltr">We define recent records: the time period your current CEI is published until the next CEI report is published, the following survey cycle. This time period is typically 1 year. </p> <p><strong>Official and Unofficial Ratings</strong></p> <p dir="ltr">The HRC Foundation may have rated businesses that did not submit a survey for a 2023-2024 rating if the business has submitted a survey in previous years and the information is determined to be accurate, or, if the HRC Foundation has obtained sufficient information to provide an individual rating. 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.</p> <p dir="ltr">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. The HRC Foundation proactively evaluates these <strong>111 </strong>Fortune-ranked companies for two key reasons:</p> <ul><li dir="ltr"><p dir="ltr"><strong>To provide the public with accurate information on these major employers; and,</strong></p></li><li dir="ltr"><p dir="ltr"><strong>To ensure that the CEI is truly a benchmarking report among peers.</strong></p></li></ul> <p dir="ltr">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.</p> <p dir="ltr">No matter the rating, any business that participates in the CEI is taking on a transparent, credible process of LGBTQ+ inclusion. The HRC Foundation commends the employers that have committed to the public and transparent process of the CEI survey and we invite these <strong>111 </strong>companies to do the same.</p> <p>In total, the CEI 2023-2024 contains official ratings for <strong>489 </strong>Fortune 500 businesses, <strong>633 </strong>Fortune 1000 businesses, <strong>163 </strong>law firms and <strong>698 </strong>additional major businesses. With the additional <strong>111 </strong>Fortune 500 businesses that have unofficial ratings, the total number of rated businesses is <strong>1,496</strong>. Findings in the 2023-2024 CEI report are based on the <strong>1,386</strong> officially rated businesses.<br /></p> </div> </div> </section> </div> <div class="relative" id="scoring-criteria" data-label="partial-toc-anchor" x-intersect="currentSection = 'scoring-criteria'" > <a href="#table-of-contents" class="skip-link"> <span class="icon absolute rect-24 -top-16 sm:-top-12 left-1/2 transform-x-center z-1"></span> Return to Table of Contents </a> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #fcf5e0; --theme-text: #042b44; --theme-link: #042b44; --theme-link-hover: #042b44; --theme-button-bg: #042b44; --theme-button-bg-hover: #042b44; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #0045bb; --theme-border: #042b44; --theme-repeated: 1;" data-animate data-label="partial-accordion" > <div class="wrapper -md -padded" data-animate-target> <div> <div class="border-b-2 border-theme-border-default-blue-200 py-16 relative"> <div id="item-1932055" class="pointer-events-none absolute top-0 left-0 z-0 w-full -mt-80 pt-80 md:-mt-128 md:pt-128" data-label="partial-anchor" > </div> <h2> <button class="flex items-center justify-between text-left w-full text-20 font-bold leading-tight" aria-controls="item-1932055-content" aria-expanded="false" id="item-1932055-control" data-track-gtm="Accordion Interactions|https://reports.hrc.org/corporate-equality-index-2023?_ga=2.171909097.813418501.1715705627-1127660814.1715705627|Scoring Criteria" > <span> Scoring Criteria </span> <span class="icon rect-14 ml-12 flex-grow-0 flex-shrink-0 parent-expanded:hidden"><svg viewBox="0 0 14 14" fill="none" xmlns="http://www.w3.org/2000/svg" aria-hidden="true"><path d="M14 6.99963C14 7.55192 13.5523 7.99963 13 7.99963H8V12.9996C8 13.5519 7.55228 13.9996 7 13.9996C6.44772 13.9996 6 13.5519 6 12.9996V7.99963H1C0.447715 7.99963 0 7.55192 0 6.99963C0 6.44735 0.447715 5.99963 1 5.99963H6V0.999634C6 0.447349 6.44772 -0.000366211 7 -0.000366211C7.55228 -0.000366211 8 0.447349 8 0.999634V5.99963H13C13.5523 5.99963 14 6.44735 14 6.99963Z" fill="#0045BB"/></svg></span> <span class="icon rect-14 ml-12 flex-grow-0 flex-shrink-0 hidden parent-expanded:block"><svg viewBox="0 0 19 3" fill="none" xmlns="http://www.w3.org/2000/svg" aria-hidden="true"><path d="M7.89938 2.77067H17.1162C17.6088 2.77067 18.0081 2.37137 18.0081 1.87881C18.0081 1.38624 17.6088 0.986938 17.1162 0.986938H10.4266H1.20974C0.717174 0.986938 0.317871 1.38624 0.317871 1.87881C0.317871 2.37137 0.717173 2.77067 1.20974 2.77067H7.89938Z" fill="#0045BB"/></svg></span> </button> </h2> <div class="hidden rich-text -sm py-16 lg:pr-160" id="item-1932055-content" aria-labelledby="item-1932055-control" data-module="toggle" data-toggle-class-hide="hidden" data-toggle-load-anchor="item-1932055" > <table><tbody><tr><td><p dir="ltr"><strong>Criteria 1</strong></p></td><td><p dir="ltr"><strong>Workforce Protections (5 points possible)</strong></p> <p dir="ltr"><strong>Employment Non-Discrimination</strong></p> <p dir="ltr">Businesses’ employment non-discrimination policy must include the terms “sexual orientation” and “gender identity or expression” (or “gender identity”) for all operations</p></td><td><strong>5 points</strong><br /> <p dir="ltr"><br /></p></td></tr><tr><td><p dir="ltr"><strong>Criteria 2</strong></p></td><td><p dir="ltr"><strong>Inclusive Benefits (50 points possible)</strong><br /></p> <p dir="ltr">To secure full credit for benefits criteria, each benefit must be available to all benefits-eligible U.S. employees. In areas where more than one health insurance plan is available, at least one inclusive plan must be available.</p> <p dir="ltr"><strong>a. Equivalency in same- and different-sex spousal medical and soft benefits </strong></p> <p dir="ltr"><strong>b. Equivalency in same- and different-sex domestic partner medical and soft benefits </strong></p> <p dir="ltr"><strong>c. Equal health coverage for transgender individuals without exclusion for medically necessary care </strong></p> <ul><li dir="ltr">Equal health coverage for transgender individuals without exclusions for medically necessary care<ul><li dir="ltr"><p dir="ltr">Insurance contract explicitly affirms coverage and contains no blanket exclusions for coverage</p></li><li dir="ltr"><p dir="ltr">Insurance contract and/or policy documentation is based on the World Professional Association for Transgender Health (WPATH) Standards of Care</p></li><li dir="ltr"><p dir="ltr">Plan documentation must be readily available to employees and must clearly communicate inclusive insurance options to employees and their eligible dependents.</p></li><li dir="ltr">Other benefits available for other medical conditions are also available to transgender individuals. Specifically, where available for employees, the following benefits should all extend to transgender individuals, including for transition-related services:<ul><li dir="ltr"><p dir="ltr">Short term medical leave</p></li><li dir="ltr"><p dir="ltr">Mental health benefits</p></li><li dir="ltr"><p dir="ltr">Pharmaceutical coverage (e.g., for hormone replacement therapies)</p></li><li dir="ltr"><p dir="ltr">Coverage for medical visits or laboratory services</p></li><li dir="ltr"><p dir="ltr">Coverage for reconstructive surgical procedures related to sex reassignment</p></li></ul></li></ul></li></ul> <p dir="ltr"><strong>d. LGBTQ+ Benefits Guide</strong>. Business must provide an LGBTQ+ inclusive benefits guide for its employees</p></td><td><strong><br /></strong><br /> <strong><br /></strong><br /> <strong><br /></strong><br /> <strong><br /></strong><br /> <strong>10 points</strong><strong><br /></strong> <p dir="ltr"><strong>10 points</strong></p> <p dir="ltr"><strong>25 points</strong></p> <p dir="ltr"><strong><strong>5 points</strong><br /></strong></p></td></tr><tr><td><p dir="ltr">Criteria 3 </p></td><td><p dir="ltr"><strong>Supporting an Inclusive Culture & Corporate Social Responsibility (25 points possible)</strong><br /></p> <p dir="ltr"><strong>a. LGBTQ+ Internal Training and Accountability</strong></p> <p dir="ltr">Businesses must demonstrate a firm-wide, sustained and accountable commitment to diversity and cultural competency, including at least four of the following elements:</p> <ul><li dir="ltr"><p dir="ltr">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</p></li><li dir="ltr"><p dir="ltr">Supervisors undergo training that includes gender identity and sexual orientation as discrete topics (may be part of a broader training), and provides definitions or scenarios illustrating the policy for each</p></li><li dir="ltr"><p dir="ltr">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</p></li><li dir="ltr"><p dir="ltr">Senior management/executive performance measures include LGBTQ+ diversity metrics</p></li><li dir="ltr"><p dir="ltr">Integration of intersectionality in professional development, skills-based, or other training (required for credit)</p></li></ul> <p dir="ltr"><strong>b. LGBTQ+ Data Collection</strong></p> <p dir="ltr">Businesses must implement at least one of the following LGBTQ+ data collection efforts</p> <ul><li dir="ltr"><p dir="ltr">Anonymous employee engagement or climate surveys conducted on an annual or biennial basis allow employees the option to identify as LGBTQ+</p></li><li dir="ltr"><p dir="ltr">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.</p></li><li dir="ltr"><p dir="ltr">Board (or other governing body) member demographic data collection include the option for individuals to report their sexual orientation and gender identity or self-identity as LGBTQ+</p></li></ul> <p dir="ltr"><strong>c. Transgender Inclusion Best Practices</strong></p> <p dir="ltr">Businesses must have both of the following transgender inclusive best practices</p> <ul><li dir="ltr"><p dir="ltr">Gender transition guidelines with supportive restroom, dress code and documentation guidance</p></li><li dir="ltr">Implementation of the at least one (1) of the following policies or practices<ul><li dir="ltr"><p dir="ltr">Trans-inclusive restroom/facilities policy</p></li><li dir="ltr"><p dir="ltr">Gender-neutral dress code</p></li><li dir="ltr"><p dir="ltr">Policies/procedures that allow for optional sharing of gender pronouns</p></li></ul></li></ul> <p dir="ltr"><strong>d. Employee Group or Diversity Council</strong></p> <p dir="ltr">Businesses must have either of the following: </p> <ul><li dir="ltr"><p dir="ltr">LGBTQ+ Employee Resource Group</p></li><li dir="ltr"><p dir="ltr">LGBTQ+ Diversity Council</p></li></ul></td><td><p dir="ltr"><strong>5 points</strong></p> <strong><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /></strong> <p dir="ltr"><strong>5 points</strong><br /></p> <p dir="ltr"><strong>5 points</strong></p> <strong><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /></strong><strong>10 points</strong><strong><br /></strong></td></tr><tr><td><p dir="ltr">Criteria 4</p></td><td><p dir="ltr"><strong>Corporate Social Responsibility (20)</strong><br /></p> <p dir="ltr"><strong>a. Efforts of Outreach or Engagement to Broader LGBTQ+ Community</strong></p> <p dir="ltr">Businesses must demonstrate ongoing LGBTQ+ specific engagement that extends across the firm, this includes at least five of the following:</p> <ul><li dir="ltr"><p dir="ltr">LGBTQ+ employee recruitment efforts with demonstrated reach of LGBTQ+ applicants (required documentation may include a short summary of the event or an estimation of the number of candidates reached)</p></li><li dir="ltr"><p dir="ltr">Supplier diversity program with demonstrated effort to include certified LGBTQ+ suppliers</p></li><li dir="ltr"><p dir="ltr">Marketing or advertising to LGBTQ+ consumers (e.g.: advertising with LGBTQ+ content, advertising in LGBTQ+ media or sponsoring LGBTQ+ organizations and events)</p></li><li dir="ltr"><p dir="ltr">Philanthropic support of at least one LGBTQ+ organization or event (e.g.: financial, in kind or pro bono support)</p></li><li dir="ltr"><p dir="ltr">Demonstrated public support for LGBTQ+ equality under the law through local, state or federal legislation or initiatives</p></li><li dir="ltr"><p dir="ltr">LGBTQ+ inclusive products and services</p></li></ul> <p dir="ltr"><strong>b. LGBTQ+ Corporate Social Responsibility</strong></p> <p dir="ltr">Businesses must have both of the following:</p> <ul><li dir="ltr"><p dir="ltr">Contractor/supplier non-discrimination standards</p></li><li dir="ltr"><p dir="ltr">Philanthropic Giving Guidelines</p></li></ul></td><td class="focus-visible"><p dir="ltr"><strong>15 points</strong></p> <p dir="ltr"><strong><br /></strong></p> <p dir="ltr"><strong><br /></strong></p> <p dir="ltr"><strong><br /></strong></p> <p dir="ltr"><strong><br /></strong></p> <p dir="ltr"><strong><br /></strong></p> <p dir="ltr"><strong><br /></strong></p> <p dir="ltr"><strong><br /></strong></p> <p dir="ltr"><strong><br /></strong></p> <p dir="ltr"><strong><br /></strong></p> <p dir="ltr"><strong>5 points<br /></strong></p></td></tr><tr><td>Criteria 5</td><td><p dir="ltr"><strong>Responsible Citizenship</strong><br /></p> <p dir="ltr">Employers will receive up to 25 points deducted from their score for a large-scale official or public anti-LGBTQ+ blemish on their recent records. Scores on this criterion are based on information that has come to HRC’s attention related to topics that are harmful to the advancement of LGBTQ+ equality and inclusion.</p></td><td class="focus-visible"><p dir="ltr"><strong>Up to -25 points</strong></p></td></tr></tbody></table> </div> </div> </div> </div> </section> </div> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0;" data-animate data-label="partial-copy" > <div class="wrapper -sm -padded" data-animate-target> <div class="rich-text" > <p dir="ltr"><strong>THE HUMAN RIGHTS CAMPAIGN FOUNDATION IS</strong> announcing the rebrand of the CEI’s 100 point distinction. This honor was previously known as “Best Places to Work '' and served as a tool to celebrate companies that made the commitment to LGBTQ+ inclusion and earned a 100 point score on the CEI. However, we know that there is more that companies can do, beyond the policies and best practices outlined by the CEI and the title “Best Places to Work'' didn't accurately capture what it means to be a top scoring company on the index. HRC also wanted to continue to recognize and celebrate companies that are earning that top score of 100 on the new, more robust CEI. HRC is proud to recognize the following <strong>545 </strong>businesses that met all the criteria to earn a 100 percent rating and the new designation of being a 2023-2024 “Equality 100 Award: Leaders in LGBTQ+ Inclusion” recipient. Top-rated CEI employers come from nearly every industry and region of the United States. To earn top ratings, these employers took concrete steps to establish and implement comprehensive policies, benefits and practices that ensure greater equity for LGBTQ workers and their families. We are honored to recognize the following companies:<br /></p> </div> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" > <div class="wrapper -lg -padded"> <hr class="border-theme-border-default-gray-300"> </div> </section> <div class="relative" id="acknowledgements" data-label="partial-toc-anchor" x-intersect="currentSection = 'acknowledgements'" > <a href="#table-of-contents" class="skip-link"> <span class="icon absolute rect-24 -top-16 sm:-top-12 left-1/2 transform-x-center z-1"></span> Return to Table of Contents </a> <section class="section bg-theme-bg-default-white" style="--theme-bg: #15e48d; --theme-text: #ffffff; --theme-link: #ffffff; --theme-link-hover: #ffffff; --theme-button-bg: #ffffff; --theme-button-bg-hover: #ffffff; --theme-button-text: #ffffff; --theme-button-text-hover: #ffffff; --theme-headline: #15e48d; --theme-accent: #15e48d; --theme-border: #15e48d;" data-animate data-label="partial-image" > <div class="" data-animate-target > <figure class="" data-label="component-image"> <img alt="" class="mx-auto block w-full" src="data:image/svg+xml;charset=utf-8,%3Csvg%20xmlns%3D%27http%3A%2F%2Fwww.w3.org%2F2000%2Fsvg%27%20width%3D%27600%27%20height%3D%27226%27%20style%3D%27background%3Atransparent%27%2F%3E" sizes="100vw" srcset="https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/CEI-2023-Header-Acknowledgements.svg?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=226&q=90&w=600&s=535dd85931e23062c4f5706af8f6e5b0 600w, https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/CEI-2023-Header-Acknowledgements.svg?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=301&q=90&w=800&s=872dfd37ec5b40d21f061122d837ab6b 800w, https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/CEI-2023-Header-Acknowledgements.svg?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=376&q=90&w=1000&s=7a0a80ed33f69b64661c40e2634feefb 1000w, https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/CEI-2023-Header-Acknowledgements.svg?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=451&q=90&w=1200&s=85b4be207a5d4762a8c6e10c818f1d20 1200w, https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/CEI-2023-Header-Acknowledgements.svg?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=526&q=90&w=1400&s=ba041c81f35ab903630a9d7d5ae00930 1400w, https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/CEI-2023-Header-Acknowledgements.svg?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=602&q=90&w=1600&s=e52f8e96dbfb9f30885eaa76f19475df 1600w, https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/CEI-2023-Header-Acknowledgements.svg?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=677&q=90&w=1800&s=821b4bdf2849b93d44164ae9738da26e 1800w, https://hrc.imgix.net/Report-Design-Graphics/CEI-images/CEI-2023/CEI-2023-Header-Acknowledgements.svg?auto=compress%2Cformat&crop=focalpoint&fit=crop&fp-x=0.5&fp-y=0.5&h=722&q=90&w=1920&s=6a679e5af144fd85620820d78da91ec2 1920w" width="600" height="226" > </figure> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #fcf5e0; --theme-text: #042b44; --theme-link: #042b44; --theme-link-hover: #042b44; --theme-button-bg: #042b44; --theme-button-bg-hover: #042b44; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #0045bb; --theme-border: #042b44;" data-animate data-label="partial-combo-columns" > <div class="wrapper -lg -padded" data-animate-target> <div class="" > <div class="wrapper -sm"> <h3 class="heading-20 text-center text-theme-headline-default-current" >The Human Rights Campaign Business Advisory Council was founded in 1997. Members provide expert advice and counsel to the HRC Workplace Equality Program on lesbian, gay, bisexual, transgender and queer workplace issues based on their business experience and knowledge.</h3> </div> <div class="flex-grid justify-center items-stretch mb-0 md:-mx-32 mt-24 lg:mt-64" > <div class="flex-grid-col md:px-32 md:py-0 w-full pb-32 md:w-1/2 print:w-1/2" > <div class="" > <div class="rich-text -sm"> <p><strong>Mostafa Abdelguelil</strong>, he/him (Business Council Co-Chair)<br />Director, Diversity, Equity & Inclusion <br /><em>Adobe</em><br /><br /><strong>John Barry</strong>, he/him<br />Vice President & Senior Relationship Manager, Global Funds Services<br /><em>Northern Trust Corp.</em><br /><br /><strong>Lanaya Irvin</strong>, she/her, they/them (Business Council Co-Chair)<br />Chief Executive Officer<br /><em>Coqual</em></p> <p><strong>Linda Jolly</strong>, she/her<br />Vice President and Corporate Secretary<br /><em>Corning Incorporated</em></p> <p dir="ltr"><strong>Michael Lopez</strong>,<strong> </strong>he/him<br />Senior Vice President - Inclusion, Diversity & Culture <br /><em>HSBC</em><br /><br /><strong>Willard L. McCloud, III</strong>, he/him<br />Vice President - Diversity, Equity and Inclusion (DEI) and Environmental, Social and Governance (ESG)<br /><em>Zimmer Biomet</em></p> </div> </div> </div> <div class="flex-grid-col md:px-32 md:py-0 w-full pb-0 md:w-1/2 print:w-1/2" > <div class="" > <div class="rich-text -sm"> <p><strong>Karen Morgan</strong>, she/her/they/them<br /> Fleet Support Senior Operations Manager<br /><em>GE Aviation</em><br /><br /><strong>Michelle Phillips</strong>,<strong> </strong>she/her<br /> Principal<br /> <em>Jackson Lewis PC</em></p> <p><strong>Scott Sapperstein</strong>,<strong> </strong>he/him<br /> Assistant Vice President, Public Affairs<br /> <em>AT&T</em></p> <p><strong>Corey Smith</strong>,<strong> </strong>he/him<br />Leader in Diversity, Equity and Inclusion<br /><em>Consultant</em><br /></p> <p><strong>Bob Witeck</strong>,<strong> </strong>he/him<br /> President & Founder<br /> <em>Witeck Communications, Inc.</em></p> <p><strong>Alex Rhodes</strong>,<strong> </strong>he/him<br />Global Diversity & Inclusion Executive and Enterprise LGBTQ* Strategy Lead<br /><em>Bank of America</em></p> </div> </div> </div> </div> </div> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0;" data-animate data-label="partial-copy" > <div class="wrapper -sm -padded" data-animate-target> <div class="rich-text" > <p style="text-align: center" class="large-style heading-32">About the Workplace Equality Program</p> <p style="text-align: center">The Corporate Equality Index is a project of the Workplace Equality Program at the Human Rights Campaign Foundation. 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.<br /></p> </div> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" > <div class="wrapper -lg -padded"> <hr class="border-theme-border-default-gray-300"> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-combo-columns" > <div class="wrapper -lg -padded" data-animate-target> <div class="" > <div class="flex-grid justify-center items-stretch mb-0 md:-mx-32" > <div class="flex-grid-col md:px-32 md:py-0 w-full pb-0 md:w-2/3 print:w-2/3" > <div class="md:relative md:top-1/2 md:transform-y-center" > <div class="rich-text -sm"> <p class="medium-style heading-24" style="text-align: center"><strong>Meet the Workplace Equality Program Team</strong><br /></p> <p dir="ltr"><strong><strong>RaShawn "Shawnie" Hawkins, SHRM-CP</strong> </strong>(she/her) is the Director for the Workplace Equality Program at HRC Foundation. She has been an advocate and educator on LGBTQ+ workplace inclusion for over 15 years. In this role with HRC, she is responsible for managing key corporate and constituent engagement programs, namely educational resource development, training, ongoing communication platforms and multimedia projects addressing current and emerging LGBTQ+ subjects for advancing workplace inclusion efforts. Before joining the Foundation, she worked in the corporate space as a Human Resources Business Partner and as a Leadership Development professional, designing and implementing training curriculums for organizations across multiple industries like retail and telecommunications. RaShawn holds a BS from the University of Iowa and has a Leading in Diversity, Equity, and Inclusion certification from Northwestern University.</p> <p dir="ltr"><strong><strong><strong>Marcos Garcia</strong></strong> </strong>(he/him) is the Deputy Director of the Workplace Equality Program at the HRC Foundation. In this role he leads the Corporate Equality Index, Daily, Marcos works hand-in-hand with corporate executives to tackle gaps in workplace inclusion and ensure LGBTQ+ inclusive initiatives are implemented appropriately. Prior to this role, Marcos served as the Deputy Director of Healthcare Equality and Data Management at HRC. For ten years, Marcos worked with healthcare executives to address LGBTQ+ inclusion in patient care and workplace inclusion for healthcare employees at hospitals and outpatient healthcare facilities via the Healthcare Equality Index. Marcos holds a Bachelor's Degree in Neuroscience and Behavior from Columbia University in the City of New York.</p> <p dir="ltr"><strong>Carlhey Bolz</strong> (she/her) is the Deputy Director of Global Business Engagement for the Workplace Equality Program at the HRC Foundation. In her role, Carlhey leads HRC’s Equidad MX, CL, AR, and Equidade BR—four in-country programs designed to promote LGBTQ-inclusive workplaces in Mexico, Chile, Argentina, and Brazil respectively. Carlhey has over 10 years of project management and stakeholder engagement experience, she previously designed and implemented curriculum for entrepreneurs from across the Western Hemisphere for a fellowship program, she also launched the first global supplier diversity program with women-owned businesses in Japan, and she spent nearly three years in Peru serving as a Peace Corps Volunteer working with rural youth to promote leadership, gender equality, and higher education. Carlhey holds a Master of International Development Policy—with specializations in Latin American and Caribbean Studies and Peace & Conflict Resolution—from the Sanford School of Public Policy at Duke University and a Bachelor of Arts in political science and psychology from the University of Arizona.</p> <p dir="ltr"><strong><strong>Raina Nelson</strong></strong> (they/them) is the Associate Director of the Corporate Equality Index for the Human Rights Campaign Foundation and co-author of the CEI. In this role, they engage directly with employers nationwide to identify and improve LGBTQ+ inclusive policies, practices and benefits. Raina also manages all aspects of the CEI database and survey implementation. Before joining HRCF, Raina began their professional career conducting research on gender equity in education and the workplace. Raina graduated from New College of Florida with a Bachelor’s degree in Political Science with a focus on the intersection of social identity and U.S. political ideology.</p> <p><strong>Treacy Diaz</strong> (she/her) is the Workplace Equality Program coordinator at the Human Rights Campaign Foundation. In her role, she manages the CEI inbox fielding questions from employers and employees nationwide about the CEI process, handles the yearly CEI survey review, and provides general support for the Workplace Equality Program. Treacy has many years of experience working for private firms and non-profit organizations regarding civil rights and social justice.</p> <p><strong>Baylee Wechsler</strong> (she/her) is the Global Coordinator for the Workplace Equality Program at the Human Rights Campaign Foundation. In this role, she facilitates the global workplace equality initiatives and provides logistical support for the entire Workplace Equality Program team. Before joining HRCF, Baylee worked in a variety of social justice advocacy spaces. Baylee holds a dual Bachelor’s degree in International Development Studies and Gender Studies and a minor in Spanish Language from the University of California, Los Angeles.</p> </div> </div> </div> </div> </div> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" > <div class="wrapper -lg -padded"> <hr class="border-theme-border-default-gray-300"> </div> </section> <section class="section bg-theme-bg-default-white text-theme-text-default-gray-900" style="--theme-bg: #ffffff; --theme-text: #042b44; --theme-link: #0045bb; --theme-link-hover: #02429e; --theme-button-bg: #0045bb; --theme-button-bg-hover: #02429e; --theme-button-text: #042b44; --theme-button-text-hover: #042b44; --theme-headline: #0045bb; --theme-accent: #ff4198; --theme-border: #d0d0d0; --theme-repeated: 1;" data-animate data-label="partial-copy" > <div class="wrapper -sm -padded" data-animate-target> <div class="rich-text" > <p class="medium-style heading-24"><strong>Special Thanks </strong></p> <p dir="ltr">Thank you to Jay Brown, Chief of Staff, and Eric Bloem, Vice President, Programs and Corporate Advocacy at the Human Campaign Foundation for their leadership and stewardship of the Workplace Equality Program. </p> <p dir="ltr">Thank you to HRC staff Christopher Huntley, Sam Lau, Hillary Esquina, Laurel Powell, Drew Daniels, Jose Soto, Simon Garcia, and Jared Todd for communication, press and media guidance.</p> <p dir="ltr">Thank you to Alec Carrasco for his database knowledge and expertise. You always find a way to make everything work. </p> <p dir="ltr">Thank you to Josette Matoto, Bob Villaflor, and Carly Fox for editorial and design guidance.</p> <p dir="ltr">Thank you to JoDee Winterhof, Ani Fête-Crews, Cathryn Oakley, David Stacy and Sarah Warbelow for legal and policy guidance.</p> <p dir="ltr">We would like to express our gratitude to all our HRC colleagues for their collaboration, teamwork and support.<br /></p> </div> </div> </section> </div> </div> </div> </main> <div> <section class="bg-blue-100 section" data-label="partial-cta-split" > <div class="wrapper -lg -padded"> <div class="lg:flex"> <div class="section bg-yellow-500 relative z-1 lg-d:mb-48 lg:w-2/3"> <div class="relative h-full wrapper -lg -padded z-2"> <div class="flex flex-col justify-center text-center h-full text-theme-text-default-gray-900" > <h2 class="heading-48" > Love conquers hate. </h2> <div class="mt-24"> <a class="btn md-d:block -magenta" href="/donate" data-track-gtm="Footer CTA|Corporate 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