Corporate Equality Index2012

Human Rights Campaign FoundationJune 2011

Goal:

equal protections, benefits and climate for LGBT workers

36states

because of their

gender identity in

because of their

sexual orientation in

it’s 2011

and it’s still legal to fire people

29 states

CEI 2011 - 337 at 100%

• Includes 144 Fortune 500’s

• Includes 97 law firms

• Total 616 rated businesses

1326

56

101

138

195

260

305

337

2002 2003 2004 2005 2006 2008 2009 2010 2011

4

Equality is Good for Business

www.hrc.org/buyersguide

www.hrc.org/placestowork

Input...

CEI Criteria

Federal and State Laws

Workplace Diversity Leaders

LGBT Workplace Advocates

LGBT Workers / Community

Members

Participating Businesses

HRC Business Council &

Staff

2012 Criteria changes announced in

2009, effective this year

CEI2012

non-discrimination policy sexual orientation

gender identity

employment benefits equal partner/spousal benefits

transgender-inclusive insurance

organizational competency diversity/competency training and

metrics

employee network group

engagement or diversity metrics

external engagement

responsible citizenship

2012 CEI Criteria–

effective June 2011 (for the 2012 CEI Survey and Report)

all benefits provided equally(i.e., benefits offered to spouses also offered to partners, including FMLA, adoption assistance benefits)

partner benefits recognize state-registered same-sex domestic partners, civil union partners and spouses in states that recognize them(i.e., don’t require additional documentation such as an affidavit)

equal partner/spousal benefits

2012 CEI Criteria–

removes transgender exclusions

explicitly references WPATH Standards of Care for medically necessary treatment

at least one plan avail. to all employees (and dependents)

documentation to HRC

transgender-inclusive insurance

2012 CEI Criteria–

HRC: www.hrc.org/issues/transgender_inclusive_benefits.htm

WPATH: www.wpath.org/Documents2/socv6.pdf

CEI 2011: 85 employers report trans-inclusive plansavailable to 2,994,373 employees & their family members

http://www.hrc.org/documents/HRC-CEI-2011-Final.pdf

11

3M Co.

Aetna Inc.

Alcatel-Lucent

American Express Co.

Ameriprise Financial Inc.

AT&T Inc.

Avaya Inc.

Baker & McKenzie

Bank of America Corp.

Barclays Capital

Bingham McCutchen LLP

Booz Allen Hamilton Inc.

Campbell Soup Co.

Cardinal Health Inc.

Carlton Fields PA

Chrysler LLC

Cisco Systems Inc.

Citigroup Inc.

Clifford Chance US LLP

Coca-Cola Co., The

Covington & Burling LLP

Crowell & Moring LLP

Cummins Inc.

Deloitte LLP

Deutsche Bank

Diageo North America

DLA Piper

E. I. du Pont de Nemours &Co. (DuPont)

Eastman Kodak Co.

Edwards Angell Palmer & Dodge LLP

Ernst & Young LLP

Exelon Corp.

Faegre & Benson LLP

Federal Home Loan Mortgage Corp. (Freddie Mac)

Ford Motor Co.

Fried, Frank, Harris, Shriver & Jacobson LLP

Genentech Inc.

General Motors Corp.

Goldman Sachs Grp Inc., The

Google Inc.

Harris Bankcorp Inc.

Herman Miller Inc.

Hinshaw & Culbertson LLP

Intel Corp.

International Business Machines Corp. (IBM)

J.P. Morgan Chase & Co.

Johnson & Johnson

K&L Gates LLP

Katten Muchin Rosenman LLP

Kimpton Hotel & Restaurant Grp Inc.

Kirkland & Ellis LLP

KPMG LLP

Kraft Foods Inc.

Latham & Watkins LLP

Littler Mendelson PC

Marriott International Inc.

Marsh & McLennan Co’s Inc.

McGraw-Hill Co’s Inc., The

Microsoft Corp.

Morgan Stanley

Morrison & Foerster LLP

Nike Inc.

Northern Trust Corp.

Oracle Corp.

Paul, Hastings, Janofsky & Walker LLP

PG&E Corp.

Pillsbury Winthrop Shaw Pittman LLP

PricewaterhouseCoopers LLP

Replacements Ltd.

Robins, Kaplan, Miller & CiresiLLP

Schiff Hardin LLP

Sears Holdings Corp.

Shearman & Sterling LLP

Sonnenschein, Nath & Rosenthal LLP

Squire, Sanders & Dempsey LLP

State Farm Group

Sun Microsystems Inc.

Sutherland Asbill & Brennan LLP

TD Bank, N.A.

Thomson Reuters

UAL Corp. (United Airlines)

Walt Disney Co.

Wells Fargo & Co.

White & Case LLP

Wilmer Cutler Pickering Hale & Dorr LLP

Yahoo! Inc.,

Examples: Transgender Exclusions“ Services for, or leading to, sex transformation surgery.”

“ Gender Transformation: treatment or surgery to change gender including any direct or indirect complications or aftereffects thereof.”

“ Expenses for, or related to, sex change surgery or to any treatment of gender identity disorders.”

“ Transsexual surgery including medical or psychological counseling and hormonal therapy in preparation for, or subsequent to, any such surgery.”

2012 CEI Criteria–

Aetna

BCBS

Cigna

Harvard Pilgrim

HealthNet

Health Partners

Humana

Medica

Kaiser Permanente

United Health

Wellpoint

Finding Insurance for Transition-Related Care: http://www.hrc.org/issues/workplace/benefits/15534.htm

Insurance carriers/

administrators that offer at least basic coverage

new benefits must be available to employees by open enrollment 2012

plans typically negotiated once each year at most

major changes must be determined well in advance of negotiations

benefits changes must be announced to employees by Sept. 2011

equal partner/spousal benefits

transgender-inclusive insurance

2012 CEI Criteria–

at least three: new hire training

supervisor training

leadership training

gender transition guidelines

senior management performance measures LGBT diversity

anonymous surveys of all employees collect gender identity/sexual orientation data

employee records collect gender identity/sexual orientation data

firm-wide diversity and competency training and metrics

2012 CEI Criteria–

www.hrc.org/LGBTselfid

at least three: LGBT recruitment efforts

LGBT supplier diversity program

marketing or advertising to LGBT consumers

philanthropic support of an LGBT organization

publicly support LGBT equality under the law (local, state or federal)

firm-wide public engagement

2012 CEI Criteria–

policies must be in place when 2012 survey is submitted in September

efforts occurred within the last year/ since 2011 survey

opportunity to share unique or best practices with HRC

firm-wide LGBT competency

public engagement

2012 CEI Criteria–

Timeline & Survey Features

Survey / Criteria Timeline

2010 CEI – 2.0 Criteria• Feb. 2009 New Criteria announced• March 2009 survey mailed w/ new criteria questions and guidance• Sept. 2009 report with 2.0 ratings

2011 CEI – 2.0 Criteria• April 2010 survey mailed w/ preliminary rating based on new criteria• June 2010 survey due• Oct. 2010 report with new criteria elements highlighted (85)

2012 CEI – New Criteria• March 2011 extra time given for companies to prepare for new criteria• June 2011 survey mailed new criteria applied• Sept. 2, 2011 survey due• Nov. 2011 report with 2012 ratings, new criteria• Open enrollment 2012 benefits changes effective

CEI 2012 Timeline

Survey Invitations Mailed June 8Survey Submission Deadline September 2HRC Confirms Preliminary Rating October 2011Rating Finalized October 2011

CEI 2011 Release November 2011Buyers Guide Release November 2011Best Places to Work Release January 2012Best Places to Work 2011 Awards and Award for Workplace Equality InnovationReception Spring 2012

Questionsdetailed information about the 2012 Criteria available:

www.hrc.org/NewCEI

resources available: www.hrc.org/workplace

e-mail questions to:cei@hrc.org