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^ "HRC "Buying for Equality" Consumer Guide Released" . EDGE Boston. 2008-11-24 . Retrieved 2008-11-26 .

^ Corporate Equality Index 2009, p.10

^ Jump up to: a b Sposato, Martin; Feeke, Simon; Anderson-Walsh, Paul; Spencer, Linbert (2015-01-01). "Diversity, inclusion and the workplace-equality index: the ingredients for organizational success" . Human Resource Management International Digest . 23 (5): 16–17. doi : 10.1108/HRMID-05-2015-0085 . ISSN 0967-0734 .

^ Jump up to: a b c d Παρναβέλας, Χρήστος (2019). Corporate equality index : a benchmarking tool for LGBTQ workplace equality (Thesis).

^ "Corporate Equality Index FAQ" . Jan 28, 2021 . Retrieved Feb 3, 2021 .

^ Jump up to: a b Nicole Christine Raeburn (2004). Changing Corporate America from Inside Out: Lesbian and Gay Workplace Rights . University of Minnesota Press. pp. 142–. ISBN 978-0-8166-3998-4 .

^ Here Publishing (29 October 2002). "The Advocate" . The Advocate : The National Gay & Lesbian Newsmagazine . Here Publishing: 30–. ISSN 0001-8996 .

^ Jump up to: a b http://www.hrc.org/issues/4783.htm Archived 2011-01-11 at the Wayback Machine

^ "Corporate Equality Index: Rating American Workplaces on Lesbian, Gay, Bisexual and Transgender Equality" (PDF) . Archived (PDF) from the original on 2011-10-13 . Retrieved 2020-01-17 .

^ Hossain, Mohammed; Atif, Muhammad; Ahmed, Ammad; Mia, Lokman (2020-12-01). "Do LGBT Workplace Diversity Policies Create Value for Firms?" . Journal of Business Ethics . 167 (4): 775–791. doi : 10.1007/s10551-019-04158-z . ISSN 1573-0697 . S2CID 159092938 .

^ "Municipal Equality Index" .

^ "Healthcare Equality Index" .

^ Johnston, Derek; Malina, Mary A. (2008-10-01). "Managing Sexual Orientation Diversity The Impact on Firm Value". Group & Organization Management . 33 (5): 602–625. doi : 10.1177/1059601108321833 . ISSN 1059-6011 . S2CID 143626320 .

^ Ellen Hornsby Eunice (2006). "Using policy to drive organizational change". New Directions for Adult and Continuing Education . 2006 (112): 73–83. doi : 10.1002/ace.238 .

^ "Society for industrial and organizational psychology" (PDF) . Archived from the original (PDF) on 2016-09-10 . Retrieved 2020-01-17 .

^ Johnston, Derek; Malina, Mary A. (2008-10-01). "Managing Sexual Orientation Diversity: The Impact on Firm Value" . Group & Organization Management . doi : 10.1177/1059601108321833 . S2CID 143626320 .

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The Corporate Equality Index is a report published by the Human Rights Campaign Foundation as a tool to rate American businesses on their treatment of gay , lesbian , bisexual and transgender employees, consumers and investors. Its primary source of data are surveys [1] but researchers cross-check business policy and their implications for LGBT workers and public records independently. [2] The index has been published annually since 2002. Additionally, the CEI focuses on the positive associations of equality promoting policies and LGBT supporting businesses which has developed to reflect a positive correlation between the promotion of LGBT equality and successful organizations. Following the top 100 corporations that are publicly ranked under the CEI, participating organizations remain anonymous. For businesses looking to enforce and expand LGBT diverse and inclusive policies, the CEI provides a framework that allows businesses to recognize and address issues and policies that restrict equality for LGBT people in the workplace. [3]

The CEI criteria are established by four main pillars: "non-discrimination policies across business entities, equitable benefits for LGBTQ workers and their families, internal education and accountability metrics to promote LGBTQ inclusion competency, [and] public commitment to LGBTQ equality". [4] In the most recent modified CEI criteria, a fifth pillar is considered, where "businesses must not have any kind of involvement with anti-LGBT organizations or activity". [4]

The HRC Foundation lists the scoring criteria as follows, stating however that "The criteria have always been intended to evolve as more employers adopt existing criteria and new best practices emerge." [5]

Since 2002, the Corporate Equality Index has been published by the Human Rights Campaign. It was originally modeled after the Gay and Lesbian Values Index, a rating system that was designed by journalist Grant Lukenbill. [6] When the HRC modified it, it became a 100-point system, as opposed to Grant's 10-point one. [7] In its first year, the Corporate Equality Index awarded its 100 percent rating to 13 businesses. [8]
Each year, there has been an increase in the number of businesses that achieve this rating. In the 2011 index, 337 companies received the 100 percent rating. [9]
The criteria for the index has changed since its first publication. Beginning in 2006, transgender rights issues became more imperative to the index than they had previously been; consequently, the 2012 index will include more updated criteria regarding benefits of partnerships and transgender inclusivity. [8]

Following the introduction of the CEI, some participating businesses chose to remain anonymous despite the possibility of being ranked within the top 100 positions under the CEI criteria. The few organizations that chose to opt-out of CEI ranking publicity was due to concern of losing business and firm-value for supporting LGBT workplace equality. In recent years, businesses have outspokenly publicized their support for LGBT equality. Because of this, increasingly significant positive correlations between promotion of LGBT equality and firm-value have resulted. For corporations looking to broaden diversity and inclusion within its labor force, it “is about the power that an organization can derive from deliberately nurturing and integrating heterogeneous groups of people so that they fit together”. [3] [10]

With the success of the CEI, the Human Rights Campaign now also publishes a Municipal Equality Index (MEI) for cities, and a Healthcare Equality Index (HEI) for hospitals, also with the goals of fostering best practices regarding LGBT individuals. [11] [12]

There are competing opinions about the effect that a company's rating has on its business. Some say that having a high rating will have a positive impact, while others say that it will cause a company to lose popularity among conservative customers. A study in Colorado showed that having a good rating in the CEI does not harm a company's stocks . [13] The index also encourages companies to change their policies regarding LGBT employees, and in many cases accomplishes this goal. From 2004 to 2005, 92 percent of the corporations listed included transgender discrimination protection where they previously had not. [14] Additionally, many companies are pressured to change policies that have earned them a poor score on the index, due to bad press. This has led to a competitive atmosphere among businesses to stay current in the latest LGBT-related inclusive policies. [6] Larger corporations are much more likely to change LGBT-related policies as a result of the index than small or medium companies are. The Human Rights Campaign focuses on larger companies in the CEI, so smaller businesses are subject to little public backlash due to the efforts of the Human Rights Campaign and the index. [15]

The dynamic growth of the Human Rights Campaign criteria for the CEI is necessary because LGBT legal protections vary depending on location, and broadening the criteria encourages inclusive modification of existing practices to ensure optimal anti-discriminatory environments. This process is done by acknowledging LGBT voices, and addressing their concerns. The CEI’s increasing popularity in relation to successful organizations has encouraged businesses to implement policies subject to the CEI criteria, ultimately attracting the pink dollar and increasing economic profits. Additionally, small and large businesses that go beyond their CEI ranking by integrating the views of LGBT employees and clientele entice innovation while strengthening firm-value. [16] [4]

Since its beginning in 2002, the Corporate Equality Index has had a financial effect on the businesses included in its ratings system. In 2007, the Human Rights Campaign introduced a mobile guide for consumers, allowing anyone to see a company's rating before choosing whether to do business with it, simply by texting the company's name to the index's short code , receiving an immediate response. [17]

Because the CEI’s criteria primarily focuses on aspects relating to larger corporations, smaller organizations are restricted from achieving similar ranking levels under the CEI. This actively demonstrates that businesses better represent LGBT people by addressing their voices and concerns alongside using the CEI as a general guideline for LGBT equality within the workplace. Furthermore, this implies that businesses have the ability to promote and support LGBT equality that go beyond the CEI’s criteria. Because of this, both small and large businesses are encouraged to discuss LGBT workplace policies and practices with LGBT employees in order to ameliorate diversity and inclusion. [4]

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Best Places to Work for LGBTQ+ Equality

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Report Highlights

Celebrating 20 Years of Impact and Progress Towards LGBTQ+ Diversity and Inclusion

379

Fortune 500 employers actively participated in the 2022 CEI

152

American Law Magazine 200 law firms actively participated in the 2021 CEI

Equality At The Fortune-Ranked Companies

99.8%

of CEI rated employers explicitly include “sexual orientation” as a part of their nondiscrimination policy.

99.7%

of CEI rated employers explicitly include “gender identity” as a part of their nondiscrimination policy.

77%

of CEI participants documented that they provide inclusive benefits for same- and different-sex spouses and partners.

91%

of CEI-rated businesses (a record 1,160 of 1,271 respondents) offer at least one transgender-inclusive plan option with current market standard coverage.

Creating An Inclusive Workplace Culture

Engaging With The LGBTQ+ Community and Corporate Social Responsibility

Supporting Equality in the Public Square

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Human Rights Campaign Foundation’s Corporate Equality Index is the national benchmarking tool on corporate policies, practices and benefits pertinent to lesbian, gay, bisexual, transgender and queer employees.
As the national benchmarking tool measuring policies, practices and benefits pertinent to lesbian, gay, bisexual, transgender and queer (LGBTQ+) employees, the Human Rights Campaign Foundation’s Corporate Equality Index is a primary driving force for LGBTQ+ workplace inclusion. Data from the CEI tells the story of nearly two decades of year over year growth in the adoption of these critical policies and practices indicative of employers' commitment to equality.
The HRC Foundation's Corporate Equality Index continues to show incredible growth in the number of employers that are committed to implementing LGBTQ-inclusive policies and practices.
An outstanding 1,271 companies actively participated in the CEI 2022 Survey.

In the 2022 CEI, 842 employers achieved a top score of 100 and earning the coveted title of “Best Place to Work for LGBTQ+ Equality.”

138 companies, from nearly every industry, participated in the CEI for the first time this year.

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.

of CEI-rated employers (1,182 of 1,271 respondents) offer a a robust set of practices (at least three efforts) to support organizational LGBTQ diversity competency.

of CEI-rated employers (1,179 of 1,271 respondents) have an employee resource group or diversity council that includes LGBTQ and allied employees and programming.

major businesses have adopted gender transition guidelines to establish best practices in transgender inclusion for managers and teams.

Despite the uncertainty caused by the ongoing COVID-19 pandemic, CEI-rated businesses followed-through on their commitments to LGBTQ community engagement throughout the year by participating in both virtual and in-person events.
The CEI’s Corporate Social Responsibility criteria also ensure that sexual orientation and gender identity protections apply to those s
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