Rating Workplaces on Lesbian, Gay, Bisexual, Transgender and Queer Equality
Human Rights Campaign Foundation
OVER ITS 19-YEAR HISTORY, THE HUMAN RIGHTS CAMPAIGN’S Corporate Equality Index (CEI) has been the driving force for the adoption of equitable workplace policies, practices and benefits for lesbian, gay, bisexual, transgender and queer (LGBTQ) people in the United States and beyond.
Our participating companies know that building an LGBTQ-inclusive workplace is not just the right thing to do — it is also the best business decision — allowing companies to attract, retain and engage top talent. And their commitment to building inclusion has only strengthened over the past year, with a record-breaking number of corporations achieving top marks. Many of these companies have also continued their crucial support of legislation such as the Equality Act that would protect and empower their LGBTQ employees and customers across all areas of life. In the face of grave and unprecedented challenges over the past year, the businesses featured in the CEI made LGBTQ equality a priority.
From the previously unimaginable impact of the COVID-19 pandemic, to a long overdue reckoning with racial injustice, 2020 was truly a year like none other. Business leaders across the country were called upon to face these challenges head on. Companies that have long invested in diversity & inclusion efforts were forced to take stock of their progress; and, like most institutions, many found opportunity to deepen their commitment to advance equity for all.
New and necessary efforts are underway in recruiting, professional development, training and community engagement to advance equity for employees of color, particularly those who are Black and Latinx, across the Fortune 500 and beyond. Alongside these efforts, companies are bringing greater recognition to the challenges of those living at the intersections of multiple marginalized identities. These are important steps, but they are only the beginning.
As we recognize the progress that has been made, two key questions for business leaders are: what will you do to define or better define the values of your businesses and what will you do to advance the lived experience of justice and equity for workers of marginalized identities in the coming year and beyond?
In other words, diversity and inclusion policies and practices advanced through tools like the CEI are critical, but meaningful change requires more. It requires breathing life into these policies and practices in real and tangible ways.
At the Human Rights Campaign, we stand ready to support you in addressing these questions and more. Together, we will continue to advance inclusion, equity and belonging for everyone.
Alphonso David , President , Human Rights Campaign Foundation
IN THIS 19TH EDITION OF THE HUMAN RUGHTS Campaign Foundation’s Corporate Equality Index, a record-breaking 767 businesses met all the criteria to earn a 100 percent rating and the designation of being a “Best Place to Work for LGBTQ Equality.” Top-rated CEI employers come from nearly every industry and region of the United States. To earn top ratings, employers took concrete steps to establish and implement comprehensive policies, benefits and practices that ensure greater equity for LGBTQ workers and their families. The CEI rating criteria have four key pillars:
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 top-rated companies.
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 publicly and privately held mid- to large-sized businesses.
The CEI helps guide the wide-scale adoption of LGBTQspecific practices and language within existing business structures. For example, where businesses enumerate federally protected categories of workers in their nondiscrimination 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. Where major businesses regularly provide education, training and accountability measures on diversity and inclusion in the workplace, the HRC Foundation seeks to ensure 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.
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.
In addition to the ongoing commitment the many prior participants, the 2021 CEI shows significant growth in the number of newly participating businesses. This year’s report contains over 80 new businesses from over 20 industries that opted into the survey.
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.
Unwavering Commitment: Record Number of Top Scoring Companies
Despite the COVID-19 global health pandemic and its corresponding economic pressures, a record-breaking 767 businesses earned 100 percent on the 2021 CEI and the designation of being one of the “Best Places to Work for LGBTQ Equality.”
This year’s CEI reflects growth across every measurement category, from the adoption of inclusive nondiscrimination policies to equitable benefits to efforts to engage the LGBTQ community.
Transgender Inclusion in the Workplace: Accelerating Progress
The most considerable progress measured over the 19 year history of the CEI and continuing in 2021 has been the wide-scale adoption of transgender-inclusive initiatives across businesses.
A full 94 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) and 99 percent of the entire CEI universe of businesses offer explicit gender identity nondiscrimination protections (up from 5 percent in 2002).
Driving a sea change in the adoption of nondiscrimination policies including “gender identity”
71 percent of the Fortune 500 and over 91 percent of all CEI-rated businesses offer transgender-inclusive health insurance coverage, up from 0 in 2002 and 22 times as many businesses as twelve years ago. 97 new employers offer this coverage according to the 2021 report.
The number of CEI participating companies who offer transgender-inclusive health insurance coverage, has increased 22 times since 2009
Over six hundred and twenty major businesses have adopted gender transition guidelines to establish best practices in transgender inclusion for managers and teams.
233 OF THE FORTUNE 500-RANKED BUSINESSES achieved a 100 percent rating (compared to 214 last year), with 14 of the top 20 Fortune-ranked businesses at this top score. 96 percent of the Fortune 500 include “sexual orientation” in their nondiscrimination policies and 94 percent include “gender identity.” Over two-thirds of Fortune 500 companies offer transgender-inclusive healthcare benefits.
A record 366 of Fortune 500 businesses have official CEI ratings based on submitted surveys (as compared to 359 last year), with an average rating of 76 compared to an average of 71 last year. The Fortune 1000 list of the largest publicly traded companies was invited to take part in the Corporate Equality Index survey for the tenth year in a row.
Businesses' Commitment to LGBTQ Employees
|All Fortune 500||Fortune 500 Participants||Fortune 500 Non-Responders|
|Sexual Orientation in U.S. Nondiscrimination Policy||96%||100%||81%|
|Gender Identity in U.S. Nondiscrimination Policy||94%||100%||73%|
|Domestic Partner Benefits||57%||75%||0%|
|Organizational LGBTQ Competency||71%||92%||0%|
|Public Commitment to the LGBTQ Community||70%||92%||0%|
|Average 2021 CEI Score||76%||92%||26%|
14 of the Top 20 Fortune-Ranked Companies Received 100% Ratings
|Fortune 1000||2021 CEI Score|
|Exxon Mobil Corp.||2||85|
|UnitedHealth Group Inc.||6||100|
|CVS Health Corp.||8||90|
|Ford Motor Co.||12||80|
|General Motors Co.||13||90|
|Costco Wholesale Corp.||14||60|
|Cardinal Health Inc.||16||100|
|JPMorgan Chase & Co.||18||100|
|Verizon Communications Inc.||19||100|
|The Kroger Co.||20||100|
The business case for equality knows no borders
OVER THE NEARLY 20 YEAR HISTORY OF THE CORPORATE EQUALITY INDEX, ONE thing is patently clear: equality is good business. Being an LGBTQ-inclusive1 employer is good for recruitment, retention, engagement and - ultimately - the bottom line. What began as largely U.S. and European efforts to create LGBTQ-inclusive workplaces is now a much larger conversation among international stakeholders. In a global marketplace, equality knows no borders.
Working hand-in-hand with businesses, HRC elevated the case that inclusion efforts could not stop at any one border. Employee mobility alone necessitates that LGBTQ employees have confidence that they are valued and protected members of the workforce wherever they are assigned. As multinational companies adopted inclusive policies and practices in the U.S. and elsewhere, HRC encouraged them to consider how this impacted the workforce in countries less friendly - both in terms of the law and the culture - to LGBTQ people. 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 wider 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 extended their LGBTQ-inclusive nondiscrimination policies globally. With the 2021 CEI, 57 percent of rated companies have global operations and 99 percent extend those protections globally.
And the progress does not stop with nondiscrimination policies. Companies continue to double down on their global LGBTQ inclusion efforts through the expansion of equitable benefits and inclusive practices. Globally, companies are adopting critical benefits such as domestic partner recognition and transgender-inclusive healthcare benefits and deepening employee engagement efforts such as the expansion of employee resource groups for LGBTQ workers and their allies. While the CEI criteria do not currently assess these efforts, the CEI survey does collect 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.
1 At HRC we use the acronym “LGBTQ” for the greater lesbian, gay, bisexual, transgender and queer communities. We recognize 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 (i.e., our Mexico- and Chile-based workplace inclusion programs use LGBT rather than LGBTQ).
THANKS TO HRC’S WORK WITH COMPANIES in the U.S., hundreds of thousands of LGBTQ workers and their families benefit from inclusive workplace policies, practices and benefits. Following the unprecedented success of the CEI, with many U.S.-based multinationals eager to replicate practices across their global footprint, the HRC Foundation saw an opportunity to expand its work with the business community in the Americas.
With the CEI as a blueprint, HRC established a formal program aimed to grow 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 ADIL (Alianza por la Diversidad e Inclusión Laboral) to officially launch the HRC Equidad MX: Global Workplace Equality Program in 2016. Since its inception, the pioneering program — modeled after HRC’s CEI — has experienced substantial growth in promoting LGBT-inclusive workplaces throughout the country.
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 — for 2021, more than 200 employers earned top ratings
and the HRC Foundation’s designation of “Best Places to Work for LGBT Equality” or “Mejores Lugares para Trabajar LGBT” in the 2021 HRC Equidad MX report. This represents a robust 77 percent increase in top-rated employers over the prior year and an incredible 562 percent increase since the program’s inaugural report in 2018.
Next, the HRC Foundation expanded its LGBTQ workplace inclusion efforts to South America by partnering with Fundación Iguales, Chile’s largest LGBTQ advocacy group, to promote LGBT inclusive policies and protections among Chilean businesses and corporations through HRC Equidad CL. Launched in 2018, the Chilean-based program assessed more than 30 companies in its inaugural 2019 report and 15 of them received the HRC Foundation’s designation of “Mejores Lugares para Trabajar LGBT.” For the latest report in 2020 the program grew by 103 percent, rating a total of 63 companies with 20 earning top marks. The 2021 Equidad CL report will be released later this year.
Through the CEI, Equidad MX and Equidad CL programs, the HRC Foundation has established guidelines to implement LGBTQ-inclusive policies, best practices and benefits across national and international corporations, impacting more than 39 million employees worldwide. Learn more at hrc.im/GlobalWorkplacePrograms.
The following 12 companies have the distinction of earning top scores on all three of HRC's Corporate Equality measures: the Corporate Equality Index, Equidad MX and Equidad CL:
In addition to the triple winners, the following 68 companies earned top marks on both the Corporate Equality Index and Equidad MX:
THE CORPORATE EQUALITY INDEX 2021 ASKED PARTICIPANTS a series of questions about LGBTQ-inclusive policies, practices and benefits. Those questions work to assess three 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 www.hrc.org/cei/search.
Criteria 1: Workforce Protections
Criteria 2: Inclusive Benefits
Criteria 3: Supporting an Inclusive Culture & Corporate Social Responsibility
Criteria 1: Workforce Protections
THE WORKFORCE PROTECTIONS CRITERIA OF THE CEI CALL FOR A WRITTEN employment nondiscrimination policy that includes both “sexual orientation” and “gender identity” across all operations. For companies with operations outside of the U.S., the policy must be extended across the global workforce. 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 nondiscrimination policies.
of CEI participants (1,142 of 1,142 respondents) documented that they include “sexual orientation” in their employment nondiscrimination policy.
of CEI participants (1,139 of 1,142 respondents) documented that they include “gender identity” in their employment nondiscrimination policy.
Clearly enumerated nondiscrimination protections based on sexual orientation and gender identity are essential to LGBTQ workforce equity and inclusion. The policies help to ensure:
Furthermore, these policies represent minimal upfront costs and rates of litigation upon implementation are consistent with other protected classes.
A Changing Landscape: Nineteen Years of Driving Adoption of Inclusive Policies
The U.S. Supreme Court Affirms LGBTQ Nondiscrimination Protections in Bostock v. Clayton County, Georgia
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. This landmark decision stemmed from three cases: Altitude Express Inc. v. Zarda; Bostock v. Clayton County, Georgia; and R.G. & G.R. Harris Funeral Homes Inc. v. Equal Employment and Opportunity Commission. The first two cases concerned gay men who were fired because of their sexual orientation, and the third, a transgender woman (Aimee Stephens) who was fired because of her gender identity. The Supreme Court consolidated these cases - now known as Bostock v. Clayton County - and issued a single opinion in which it held that “an employer who fires an individual merely for being gay or transgender violates Title VII.” The decision is huge news for the LGBTQ community and has implications that will 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 Bostock 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.
The Bostock Decision & the CEI
While Bostock explains that discrimination on the basis of sex necessarily includes discrimination on the basis of sexual orientation and gender identity, those words are not explicitly enumerated. 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.
The decision is huge news for the LGBTQ community and has implications that will eventually reach civil rights laws forbidding discrimination in education, health care, housing and many more areas of law.
Criteria 2: Inclusive Benefits
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 account on average for approximately 30 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.
Most employers have reported an overall increase of less than 3.5 percent in total benefits costs when they implement partner benefits and marginal increases related to transgender-inclusive healthcare coverage (i.e. a fraction of a decimal point of cost calculations).
The HRC Foundation rates and gives guidance on two key components of equal health insurance benefits:
In addition, employers are rated on having full parity across their entire suite of benefits – including non-healthcare benefits such as leave, retirement and others – between spouses and partners.
LGBTQ-inclusive benefits packages are:
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 people (people who are not transgender), 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.
Continued Need for Partner Benefits
Since 2002, the CEI has required parity between spousal and partner benefits. After the United States v. Windsor and before the Obergefell v. Hodges 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 that continue to affect LGBTQ individuals’ freedom beyond their right to marry.
Since the 2015 U.S. Supreme Court decision in Obergefell v. Hodges, which brought marriage equality nationwide by ruling that marriage is a fundamental right to which same-sex couples should have the same access as opposite-sex couples, employers have sought to do the right thing in the name of equality and provide spousal benefits to both same- and different-sex married couples. Many employers assumed that the marriage ruling obviated the need for partner benefits; however, this is not true. 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 and these vulnerabilities continue to create barriers for many LGBTQ Americans to exercising their legal right to marry. In the absence of sexual orientation and gender identity protections through federal and consistent state law, LGBTQ individuals remain vulnerable to discrimination in housing, access to public places, federal funding, credit, education, jury service, and, in some cases, employment (for employees not covered under Title VII). While LGBTQ Americans can get legally married, this lack of guaranteed protection in other domains means a newly married LGBTQ couple are at risk for eviction from their home by a discriminatory landlord that sees their wedding photos on social media. 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.
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 and these vulnerabilities continue to create barriers for many LGBTQ Americans to exercising their legal right to marry.
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. In other words, businesses have increasingly recognized the value of decoupling benefits from the legal definition of marriage to meet the needs of their diverse workforces.
While HRC never changed its partner benefits mandate, a small number of companies moved to spousal benefits-only policies in the middle of the 2016 CEI season. Out of an abundance of understanding for participating companies, credit was given for spousal equivalent benefits in the 2016-18 CEIs. After wide-scale education and outreach efforts, the 2019 CEI resumed enforcement of the standard for both same- and different-sex domestic partner benefits. 732 businesses met the standard in 2019, 836 in 2020, and 893 in 2021. The CEI continues to reflect best practices for LGBTQ workers and their families.
of CEI participants (893 of 1,142 respondents) documented that they provide inclusive benefits for same- and different-sex spouses and partners.
Understanding Transgender-Inclusive Healthcare Coverage
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.
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.
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 to not just mitigate one or more exclusions but 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.
of CEI-rated businesses (a record 1,040 of 1,142 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 1,040 businesses with at least one inclusive plan, 996 also eliminated all exclusions across plans.
Growth of Trans Benefits Over Time
Criteria 3: Supporting an Inclusive Culture & Corporate Social Responsibility
of CEI-rated employers (1,052 of 1,142 respondents) offer a robust set of practices (at least three efforts) to support organizational LGBTQ diversity competency.
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.
Ultimately, businesses invest in organizational competency programs because:
Many employers integrate educational programs into already existing diversity and inclusion programs. To obtain full credit in this criterion, employers must show at least three types of organizational competency programming. This comprehensive metric is provided as accountability for employers to devote resources to creating and maintaining a climate of inclusion.
of CEI-rated employers (1,033 of 1,142 respondents) have training for New Hires that clearly states that the nondiscrimination policy includes gender identity and sexual orientation, and provides definitions or scenarios illustrating the policy for each.
of CEI-rated employers (960 of 1,142 respondents) have Managers/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.
of CEI-rated employers (570 of 1,142 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 or in the HRIS system.
of CEI-rated employers (624 of 1,142 respondents) have instituted Gender Transition Guidelines with supportive restroom, dress code and documentation guidance to proactively support transitioning employees, their managers and their colleagues.
of CEI-rated employers (570 of 1,142 respondents) include LGBTQ diversity metrics as part of senior management/executive leadership performance standards.
IN LIGHT OF POLICY AND BENEFITS expansion, the HRC Foundation has rolled out a number of studies and resources aimed at making the policies and benefits part of an everyday workplace practice of LGBTQ inclusion.
In 2018, the HRC Foundation released A Workplace Divided: Understanding the Climate for LGBTQ Workers Nationwide (available at www.hrc.org/climate) demonstrating that despite significant progress, 46% of LGBTQ workers say they are closeted at work.
The widely used Transgender Inclusion in the Workplace: A Toolkit for Employers (available at www.hrc.org/transtoolkit) is a comprehensive resource to guide employer transgender inclusion efforts. The toolkit includes the HRC Foundation’s best practice guidance on transgender inclusive policies and practices (including sample policies) as well as guidance for implementing transgender-inclusive healthcare benefits. Addressing the gap in training and education materials, the toolkit includes scenario-based learning that uses real life examples from HRC’s work with businesses to illuminate the everyday experiences of transgender workers on the job.
These resources and additional materials to help employers close the gap between inclusive policy and practice can be found at www.hrc.org/transtoolkit.
LGBTQ Employee Resource Group or Diversity Council
Many large employers have formally recognized employee resource groups (also known as an employee network, business resource or affinity groups) for diverse populations of their workforce, including women, people of color, veterans, parents, people of varied abilities and LGBTQ & Allied people. These groups’ purpose is two-fold:
ERGs 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 policymaking, representing the employer at professional events and external activities, participating in prospective employee recruitment efforts, mentoring, and other retention-focused programming.
LGBTQ/A ERGs 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.
of CEI-rated employers (1,081 of 1,142 respondents) have an employee resource group or diversity council that includes LGBTQ and allied employees and programming.
Employees who do not identity as LGBTQ themselves, but are invested in equality and workplace inclusion are increasing their numbers within ERG ranks. While ERGs’ mission statements are specific to LGBTQ inclusion, increasingly ally-identified colleagues are encouraged to join as membership is not limited to those who are LGBTQ but open to all supporters of equality.
of those companies with an officially recognized LGBTQ employee group (938 of 974) report the ERG is expressly for LGBTQ and Allied employees.
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 groups is greatly enhanced by an active executive champion for the group.
of employee groups reported in the CEI (938 of 974) are sponsored by an executive champion.
Outreach or Engagement with LGBTQ Community
Despite the disruption of the COVID-19 epidemic with cancellation of in-person events worldwide, CEI-rated businesses followed-through on their commitments to LGBTQ community engagement throughout the year largely by leveraging online and virtual engagement platforms.
of CEI-rated businesses (1,056 of 1,142 respondents) met the standard of demonstrating a least three efforts of public commitment to the LGBTQ community.
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:
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.
Businesses see advantages in going public with their commitment to equality, including:
Professional events such as the annual Out & Equal Workplace Summit, Lavender Law conference and the Reaching Out MBA 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 of these recruiting events went to virtual platforms in 2020, CEI-rated businesses remained engaged.
of CEI-rated businesses (584 of 1,142 respondents) attended an LGBTQ-specific recruiting event or function.
Marketing & Advertising
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.
of CEI-rated businesses (728 of 1,142 respondents) ran LGBTQ-specific ads or marketing content or sponsored LGBTQ inclusive events such as Pride.
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.
of CEI-rated businesses (732 of 1,142 respondents) provided philanthropic support via cash or in-kind donation to at least one LGBTQ specific organization.
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 as 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 is 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.
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
of CEI-rated businesses with supplier diversity programs (599 of 681) specifically include LGBTQ-owned enterprises in their programs.
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.
Corporate Social Responsibility
A business’s nondiscrimination 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.
Supplier/Vendor Standards Include LGBTQ Nondiscrimination
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. In order to ensure that suppliers act in a manner that adheres to a business’s own standards, it is necessary for businesses to establish standards of conduct that set expectations for behavior of their suppliers.
of rated employers in this year’s CEI have supplier mandates with respect to nondiscrimination in place, and 99% of these mandates (1,020 of 1,030 companies) explicitly include sexual orientation and gender identity alongside other named categories.
Philanthropic Giving Guidelines
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.
The requirement is that a top-rated business must implement internal requirements prohibiting company or law firm philanthropic giving to nonreligious 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.
of CEI-rated businesses (971 of 1,142 respondents) have written giving guidelines that prohibit philanthropic support of non-religious organizations with an explicit policy of discrimination towards LGBTQ people.
Equality in the Public Square
SINCE 2015, THE RATES OF CORPORATE ENGAGEMENT ON MATTERS OF LGBTQ EQUALITY UNDER the law and LGBTQ-related public policy have skyrocketed. Ever since the historic Obergefell decision enshrining marriage equality as the law of the land, state legislators across the country have responded with a proliferation of hundreds of anti-LGBTQ bills.
Businesses, however, decidedly oppose these discriminatory bills. Over the last six years, businesses have repeatedly spoken out and rebuked attempts from state-to-state to undermine LGBTQ civil rights at record rates. Corporate leaders are driven not only by principle but also by the understanding that anti-LGBTQ bills that attempt to curb access to public services for transgender people, or deny basic services to LGBTQ families, or preempt local nondiscrimination ordinances put their employees, their employees’ families, and their customers at risk. Plainly, they are bad for business.
CEI-rated employers are on record supporting broad issues of LGBTQ equality at the local, state and federal levels as well as through amicus briefs with the courts because they know equality is good for business.
HRC’s Business Coalition for the Equality Act is a group of over 320 leading U.S. employers that support the Equality Act, federal legislation that would provide the same basic protections to LGBTQ people as are provided to other protected groups under federal law. Coalition member companies represent nearly every industry, employ over 12.3 million people in the U.S., command over $5.7 trillion in revenue and have operations in all 50 states.
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 for LGBTQ people in housing, credit, and jury service. The bill would also prohibit discrimination in public spaces and services, and federal funding on the basis of sex, sexual orientation, and gender identity.
Private sector support for the federal Equality Act surged in the last year. At present, over 320 major employers are signatories on HRC’s Business Coalition for the Equality Act.
Corporate Equality Index 2021
Rating System and Methodology
The HRC Foundation’s CEI rating system is designed for mid to large businesses (500 full time employees and above) and divided into three key categories of criteria:
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 growing the number of highly-rated employers, the CEI has seen success in the reach of the survey. The number of employers officially rated from the first CEI to the present has expanded from 319 to 1,142, encompassing all major industry sectors. Invitations and Participation
The largest and most successful U.S. employers are invited to participate in the CEI and are identified through the following lists*:
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.
*Note on timing of the lists. 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 publication year by up to two years
How We Obtain the Information
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 on the HRC Foundation website.
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.
Invitations for the CEI 2021 survey were emailed and mailed in June 2020 and responses were due back September 2020. If a business had previously participated in the CEI, surveys were first sent to the individuals 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 when it was possible to obtain their contact information. 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 antiLGBTQ 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 extent possible. Businesses were invited to provide HRC Foundation staff with any additional information or updates before this report was published.
In total, the sources used include:
If a business was found to have a connection with an anti-LGBTQ organization or activity, the HRC Foundation contacted the business and provided an opportunity to respond and ensure, to the best of its ability, that no such action would occur in the future and to mitigate the harm done. Businesses unwilling to do so are penalized 25 points from their overall rating through Criterion 4.
Official and Unofficial Ratings
The HRC Foundation may rate businesses that have not submitted a survey this year if the business had 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 for any updates or clarification prior to the report release.
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 113 Fortune-ranked companies for two key reasons:
No matter the rating, any business that participates in the CEI is taking on a transparent, credible process of LGBTQ inclusion. Because LGBTQ workers and prospective employees must navigate the gaps in federal and state protections that affect their employment decisions, our staff views the research on these businesses through this same lens, ascertaining what we can from publicly available information and applying those findings to our CEI criteria.
The HRC Foundation commends those employers that have committed to the public and transparent process of the CEI survey and we invite these 113 companies to do the same.
In total, the CEI 2021 contains official ratings for 366 Fortune 500 businesses, 476 Fortune 1000 businesses, 166 law firms and 500 additional major businesses. With the additional 113 Fortune 500 businesses that have unofficial ratings, the total of rated businesses is 1,255. Findings in the 2021 CEI report are based on the 1,142 officially rated businesses.
Workforce Protections (30 points possible)
a. Policy includes sexual orientation for all operations - 15 points
b. Policy includes gender identity or expression for all operations - 15 points
Inclusive Benefits (30 points possible)
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
a. Equivalency in same- and different-sex spousal medical and soft benefits - 10 points
b. Equivalency in same- and different-sex domestic partner medical and soft benefits - 10 points
c. Equal health coverage for transgender individuals without exclusion for medically necessary care - 10 points
Supporting an Inclusive Culture & Corporate Social Responsibility (40 points possible)
a. Three LGBTQ Internal Training and Education Best Practices Businesses must demonstrate a firm-wide, sustained and accountable commitment to diversity and cultural competency, including at least three of the following elements: - 10 points
b. Employee group –or– Diversity council - 10 points
c. Three Distinct Efforts of Outreach or Engagement to Broader LGBTQ Community Businesses must demonstrate ongoing LGBTQ-specific engagement that extends across the firm, including at least three of the following: 15 points
d. LGBTQ Corporate Social Responsibility - 5 points
Responsible citizenship (-25) - -25 points
Employers will have 25 points deducted from their score for a large-scale official or public antiLGBTQ 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: undue influence by a significant shareholder calculated to undermine a business’s employment policies or practices related to its LGBTQ employees; directing corporate charitable contributions to organizations whose primary mission includes advocacy against LGBTQ equality; opposing shareholder resolutions reasonably aimed at encouraging the adoption of inclusive workplace policies; revoking inclusive LGBTQ policies or practices; or engaging in proven practices that are contrary to the business’s written LGBTQ employment policies.
CEI 2021 Top Score - 100 points
Best Places to Work for LGBTQ Equality 2021
THE HUMAN RIGHTS CAMPAIGN FOUNDATION IS proud to recognize the following 767 businesses that met all the criteria to earn a 100 percent rating and the designation of being a 2021 “Best Place to Work for LGBTQ Equality.” 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.
Abercrombie & Fitch Co.
Adidas North America Inc.
Advanced Micro Devices Inc.
Air Liquide US, LLC
Air Products & Chemicals Inc.
Airbus Americas Inc.
Airlines Reporting Corporation (ARC)
Akamai Technologies Inc.
Akin, Gump, Strauss, Hauer & Feld LLP
Alliant Energy Corp.
Allianz Life Insurance Co. of North America
Ally Financial Inc.
Alston & Bird LLP
Altice USA Inc.
Altria Group Inc.
AMC Entertainment Inc.
American Electric Power Co. Inc.
American Express Company
American Express Global Business Travel
American Family Mutual Insurance Company, S.I
Anheuser-Busch Companies Inc.
Anschutz Entertainment Group, Inc.
Apollo Global Management Inc.
Applied Materials Inc.
AQR Capital Management LLC
Arcadis U.S. Inc.
Arent Fox LLP
Ares Management LLC
Armstrong Teasdale LLP
Arnold & Porter Kaye Scholer LLP
Arthur J. Gallagher & Co.
Arup USA Inc
Ascena Retail Group Inc.
Astellas Pharma US Inc.
AXA Equitable Life
Axiom Global Inc.
BAE Systems Inc.
Bain & Co. Inc./ Bridgespan Group
Baker & Hostetler LLP
Baker & McKenzie LLP
Baker Botts LLP
Ballard Spahr LLP
Bank of America Corp.
The Bank of New York Mellon Corp.
Bank of the West
Barilla America Inc.
Barnes & Noble Inc.
Bass, Berry & Sims PLC
Baxter International Inc.
Bayer U.S. LLC
Becton, Dickinson and Co.
Ben & Jerry’s Homemade Inc.
Best Buy Co. Inc.
BioMarin Pharmaceutical Inc.
Black & Veatch Holding Inc.
Black Knight Inc.
The Blackstone Group LP
Blank Rome LLP
Blue Cross & Blue Shield of Rhode Island
Blue Cross Blue Shield of Florida Inc.
Blue Cross Blue Shield of Massachusetts
Blue Cross Blue Shield of Minnesota
Blue Shield of California
BlueCross BlueShield of Tennessee
BMO Financial Corp.
Boehringer Ingelheim USA Corp.
Boies Schiller Flexner LLP
Booz Allen Hamilton Inc.
Boston Consulting Group
Boston Scientific Corp.
BP America Inc.
Bridgewater Associates LP
Bristol Myers Squibb
Broadridge Financial Solutions Inc.
Brooks Sports Inc.
Brown Brothers Harriman & Co.
Brown Rudnick LLP
Brownstein Hyatt Farber Schreck LLP
Bryan Cave Leighton Paisner LLP
Buchanan Ingersoll & Rooney PC
C&S Wholesale Grocers Inc.
Cadence Design Systems
Cadwalader, Wickersham & Taft LLP
Caesars Entertainment Corp.
Cambia Health Solutions Inc.
Cambridge Associates LLC
Capgemini America, INC
Capital Area Services Company, LLC (CASCI)
The Capital Group Companies Inc.
The Capital Markets Company NV
Capital One Financial Corp.
Cardinal Health Inc.
Cargo Transporters Inc.
Carlton Fields P.A.
The Carlyle Group LP
Carrier Global Corporation
Cengage Learning Inc.
Chapman and Cutler LLP
Charles Schwab & Co. Inc.
Chemonics International Inc
Chipotle Mexican Grill Inc.
Choate, Hall & Stewart LLP
Choice Hotels International Inc.
Cimpress USA Inc
Cisco Systems Inc.
CIT Group Inc.
Citizens Financial Group
Citrix Systems Inc.
Cleary Gottlieb Steen & Hamilton LLP
The Clorox Co.
CME Group Inc.
CNA Financial Corporation
The Coca-Cola Co.
Community Care Behavioral Health Organization
Conagra Brands Inc.
Constellation Brands Inc.
Cooper Tire & Rubber Co.
The Cosmopolitan of Las Vegas
Covington & Burling LLP
Cox Enterprises Inc.
Credit Suisse USA Inc.
Crowell & Moring LLP
CSAA Insurance Group
CUNA Mutual Group
Cushman & Wakefield
Danone North America
Davis Polk & Wardwell LLP
Davis Wright Tremaine LLP
Day Pitney LLP
Debevoise & Plimpton LLP
Dell Technologies Inc.
Dentons US LLP
The Depository Trust & Clearing Corp.
Diageo North America
Dickinson Wright PLLC
Discover Financial Services
Dorsey & Whitney LLP
Duane Morris LLP
Duke Energy Corp.
The Dun & Bradstreet Corp.
Dunkin’ Brands Group Inc.
Dykema Gossett PLLC
E&J Gallo Winery
E. I. du Pont de Nemours and Co. (DuPont)
Eastern Bank Corporation/Eastern Bankshares, Inc.
Eastman Chemical Co.
Eastman Kodak Co.
Egon Zehnder International Inc.
Electronic Arts Inc
Eli Lilly & Co.
EMD Serono, MilliporeSigma, and EMD Performance
Emerson Electric Co.
Epsilon Data Management LLC
Ernst & Young LLP
The Estée Lauder Companies Inc.
Eversheds Sutherland (US) LLP
Evolent Health Inc.
Experian North America
FactSet Research Systems Inc.
Faegre Drinker Biddle & Reath LLP
Farmers Insurance Group
Federal Home Loan Mortgage Corp. (Freddie Mac)
Federal National Mortgage Association (Fannie Mae)
Federal Reserve Bank of Atlanta
Federal Reserve Bank of Boston
Federal Reserve Bank of Chicago
Federal Reserve Bank of Cleveland
Federal Reserve Bank of Kansas City
Federal Reserve Bank of Minneapolis
Federal Reserve Bank of New York
Federal Reserve Bank of Philadelphia
Federal Reserve Bank of Richmond
Federal Reserve Bank of San Francisco
Federal Reserve Bank of St Louis
Fenwick & West LLP
Fidelity National Information Services Inc.
Fifth Third Bancorp
Financial Industry Regulatory Authority Inc.
Finnegan, Henderson, Farabow, Garrett & Dunner LLP
First American Financial Corp.
Fish & Richardson PC
Fisher & Phillips LLP
Fitch Group Inc
Foley & Lardner LLP
Foley Hoag LLP
Food Lion, LLC
Fossil Group Inc.
Fox Rothschild LLP
Franklin Templeton Investments
Fredrikson & Byron
Fried, Frank, Harris, Shriver & Jacobson LLP
Frost Brown Todd LLC
Fujitsu America, Inc.
Gannett Co. Inc.
General Mills Inc.
Genworth Financial Inc.
Gerson Lehrman Group Inc
The GIANT Company
Giant Eagle Inc.
Giant of Maryland LLC
Gibson, Dunn & Crutcher LLP
Gilead Sciences Inc.
Global Payments Inc.
The Goldman Sachs Group Inc.
Goodwin Procter LLP
Gordon Rees Scully Mansukhani, LLP
Goulston & Storrs
Grant Thornton LLP
Great River Energy
Greenberg Traurig LLP
The Guardian Life Insurance Co. of America
H&R Block Inc.
Hallmark Cards Inc.
The Hanover Insurance Group Inc.
The Hartford Financial Services Group Inc.
Harvard Pilgrim Health Care Inc.
Haven Behavioral Healthcare
Haynes and Boone LLP
Health Care Service Corp.
Henry Schein Inc.
HERE North America LLC
Herman Miller Inc.
The Hershey Co.
Hertz Global Holdings Inc.
Hewlett Packard Enterprise Co.
Highmark Blue Cross Blue Shield Delaware
Highmark West Virginia
Hinshaw & Culbertson LLP
Hogan Lovells US LLP
Holland & Hart LLP
Holland & Knight LLP
Horizon Blue Cross Blue Shield of New Jersey
Huntington Bancshares Inc.
Hunton Andrews Kurth LLP
Huron Consulting Group Inc.
Husch Blackwell LLP
Hyatt Hotels Corp.
Hyundai Motor America
Ice Miller LLP
IHS Markit Ltd.
IKEA Holding US Inc.
Information Resources Inc.
InterContinental Hotels Group Americas
International Flavors & Fragrances
Interpublic Group of Companies Inc.
Iron Mountain Inc.
J. Crew Group, LLC
Jackson Lewis PC
Jacobs Engineering Group Inc.
Janus Henderson Investors
Jenner & Block LLP
John Hancock Financial Services Inc.
John Wiley & Sons Inc.
Johnson & Johnson
JPMorgan Chase & Co.
K&L Gates LLP
Katten Muchin Rosenman LLP
Kelley Drye & Warren LLP
Kelly Services Inc.
Kering Americas Inc.
Keurig Dr Pepper Inc.
Kilpatrick Townsend & Stockton LLP
Kimpton Hotel & Restaurant Group LLC
King & Spalding LLP
Kirkland & Ellis LLP
KKR & Co. LP
The Knot Worldwide
Kobre & Kim
The Kraft Heinz Company
The Kroger Co.
Kutak Rock LLP
L Brands Inc.
L3 Harris Technologies
Laboratory Corporation of America Holdings
Lam Research Corp.
Lane Powell PC
Latham & Watkins LLP
Lendlease Americas Inc.
LENOVO (UNITED STATES) INC.
Leo Burnett Company Inc.
Levi Strauss & Co.
LexisNexis Legal & Professional
Lexmark International Inc.
Liberty Mutual Group
Lincoln National Corp.
Lions Gate Entertainment Corp.
Littler Mendelson PC
Live Nation Entertainment Inc.
Locke Lord LLP
Lockheed Martin Corp.
Loeb & Loeb LLP
Lord, Abbett & Co. LLC
L’Oreal USA Inc.
Lowenstein Sandler LLP
Lowe’s Companies Inc.
LPL Financial Holdings Inc.
M&T Bank Corp.
Macmillan Publishing Group
Macquarie Group Ltd.
Manatt, Phelps & Phillips LLP
Marathon Petroleum Corp.
Marriott International Inc.
Marsh & McLennan Companies Inc.
Massachusetts Mutual Life Insurance Co.
Mathematica Policy Research
Mayer Brown LLP
McDermott Will & Emery LLP
McGraw Hill LLC
McKinsey & Co. Inc.
Medidata Solutions Inc.
Mesirow Financial Holdings Inc.
MGM Resorts International
Michael Best & Friedrich LLP
Michael Page International Inc
Micron Technology Inc.
Mintz, Levin, Cohn, Ferris, Glovsky & Popeo PC
Mitchell Gold + Bob Williams
Molson Coors Brewing
Mondelēz International Inc.
Montgomery McCracken Walker & Rhoads LLP
Moore & Van Allen PLLC
Morgan, Lewis & Bockius LLP
Morris, Manning & Martin LLP
Morrison & Foerster LLP
Motorola Solutions Inc.
MUFG Union Bank, N.A.
Munger, Tolles & Olson LLP
National CineMedia Inc.
National Grid USA
Nestlé Purina PetCare Co.
Nestlé USA Inc.
Nestlé Health Science
Nestlé Waters North America Inc.
Neuberger Berman Group LLC
New Belgium Brewing Company
New York Life Insurance Company
Newell Brands Inc.
Nixon Peabody LLP
Northern Trust Corp.
Northrop Grumman Corp.
Northwestern Mutual Life Insurance
Norton Rose Fulbright
Novartis Pharmaceuticals Corp.
Ocean Spray Cranberries Inc.
Office Depot Inc.
The Ogilvy Group Inc.
Ogletree, Deakins, Nash, Smoak & Stewart
O’Melveny & Myers LLP
Orrick, Herrington & Sutcliffe LLP
Otis Worldwide Corporation
Palo Alto Networks
Papa John’s International Inc.
Patterson Belknap Webb & Tyler LLP
Paul Hastings LLP
PayPal Holdings Inc.
Peapod Digital Labs LLC
Peloton Interactive Inc.
Perkins and Will Inc.
Perkins Coie LLP
Pernod Ricard USA LLC
Pillsbury Winthrop Shaw Pittman LLP
Pitney Bowes Inc.
The PNC Financial Services Group Inc.
Portland General Electric Co.
Principal Financial Group
Procter & Gamble Co.
Proskauer Rose LLP
Prudential Financial Inc.
Publicis Healthcare Communications
Quaintance-Weaver Management, LLC
Quarles & Brady LLP
Quest Diagnostics Inc.
Quinn Emanuel Urquhart & Sullivan LLP
Qurate Retail Group
Ralph Lauren Corp.
Raymond James Financial Inc.
Raytheon Technologies Corp.
RBC Capital Markets LLC
RBC Wealth Management
Re:Sources USA Inc.
Reed Smith LLP
Regions Financial Corp.
Restaurant Brands International
Retail Business Services
Reynolds American Inc.
Robert W. Baird & Co. Incorporated
Robins Kaplan LLP
Roche Diagnostics Corp.
Rockland Trust Co.
Rockwell Automation Inc.
Rolls-Royce North America (USA) Holdings Co.
Ropes & Gray LLP
Royal Caribbean Cruises Ltd.
RSM US LLP
S&P Global Inc.
S.C. Johnson & Son Inc.
Saatchi & Saatchi North America Inc.
Samsung Electronics America Inc.
SAP America Inc.
Saul Ewing Arnstein & Lehr LLP
Schiff Hardin LLP
Schulte, Roth & Zabel LLP
Science Applications International Corp.
Seacoast National Bank
Seagate Technology plc
Seyfarth Shaw LLP
Shake Shack Inc.
Shearman & Sterling LLP
Shell Oil Co.
Sheppard, Mullin, Richter & Hampton LLP
Shook, Hardy & Bacon LLP
Sidley Austin LLP
Siemens Healthineers USA
Siemens Medical Solutions USA Inc.
Simpson Thacher & Bartlett LLP
SIRIUS XM + Pandora
Skadden, Arps, Slate, Meagher & Flom LLP
Snell & Wilmer
Sony Corporation of America
Sony Electronics Inc.
Sony Interactive Entertainment LLC
Sony Pictures Entertainment Inc.
Southwest Airlines Co.
SPARC Group LLC
Squire Patton Boggs
Standard Insurance Co.
Stanley Black & Decker Inc.
State Farm Group
State Street Corp.
Steptoe & Johnson LLP
Stoel Rives LLP
The Stop & Shop Supermarket Company, LLC
Subaru of America Inc.
Sumitomo Mitsui Banking Corporation
T. Rowe Price Associates Inc.
Takeda Pharmaceuticals USA Inc.
TD Bank, N.A.
TD Securities (USA) LLC
TDS Telecommunications, LLC
TE Connectivity Inc.
Tech Data Corp.
Teva Pharmaceutical USA Inc.
Texas Instruments Inc.
Thermo Fisher Scientific Inc.
Thompson Coburn LLP
Thompson Hine LLP
Tiffany & Co.
T-Mobile USA Inc.
Toyota Motor North America Inc.
TPG Global LLC
The Transamerica Corp.
The Travelers Companies Inc.
Troutman Pepper Hamilton Sanders LLP
Tufts Health Plan
Turner Construction Co.
Uber Technologies Inc.
UKG (Ultimate Kronos Group)
Under Armour Inc.
United Airlines Holdings, Inc.
United Parcel Service Inc.
United Services Automobile Association
United States Steel Corp.
UnitedHealth Group Inc.
Univar Solutions Inc.
University of Phoenix
Univision Communications Inc.
UPMC Health Plan
Vanguard Group Inc.
Verizon Communications Inc.
Vertex Pharmaceuticals Inc.
Vinson & Elkins LLP
Vorys, Sater, Seymour and Pease LLP
Vox Media Inc.
W.W. Grainger Inc.
Waddell & Reed Financial Inc.
The Walt Disney Co.
Warner Music Group
Weil, Gotshal & Manges LLP
WellCare Health Plans Inc.
Wells Fargo & Co.
The Wendy’s Co.
West Monroe Partners LLC
Western Digital Corp.
White & Case LLP
Wiley Rein LLP
William Blair & Company LLC
Williams Mullen Clark & Dobbins
Willis Towers Watson
Willkie Farr & Gallagher LLP
Wilmer Cutler Pickering Hale & Dorr LLP
Wilson Sonsini Goodrich & Rosati PC
Winston & Strawn LLP
Womble Bond Dickinson (US) LLP
WPP Group USA
Wyndham Hotels & Resorts Inc.
Xcel Energy Inc.
ZS Associates Inc.
All official and unofficial ratings for the 2021 Corporate Equality Index in alphabetical order. To view employer score detail, please visit www.hrc.org/cei/search.
Senior Manager, Diversity & Inclusion Capital One
Vice President & Relationship Manager, Global
Northern Trust Corp.
Wyndolyn (Wendy) C. Bell, MD
Chief Accounting Officer
President & Founder
Lori Fox Diversity Consulting
Vice President and Corporate Secretary
Vice President and Chief Diversity Officer
Hewlett Packard Enterprise
Willard L. McCloud, III
Vice President - Diversity, Equity and Inclusion
Fleet Support Senior Operations Manager
Head of Strategic Growth & Program Development
Jackson Lewis PC
Assistant Vice President, Public Affairs & Strategic Alliances
Director, Global Diversity & Inclusion
Founder & President
Steve Smotherman Consulting LLC
President & Founder
Witeck Communications, Inc.
About the Workplace Equality Program
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 via education, training, policy and consulting assistance.
Meet the Workplace Equality Program Team
Beck Bailey (he/him) is the Director of the Workplace Equality Program at the Human Rights Campaign Foundation and the author of the CEI. In addition to managing the development and publication of the Corporate Equality Index, he oversees the team’s projects related to LGBTQ workplace inclusion including research on the experience of LGBTQ people at work, LGBTQ diversity & inclusion training and education, and mobilizing businesses to support LGBTQ inclusion in the public square. Prior to his work at HRC, Beck spent more than 25 years in the private sector focused primarily on operations and organizational change management. He holds an MBA from the University of Massachusetts Amherst and a BS in Management from Virginia Tech. He proudly sits in the Board of Directors for Reaching Out MBA.
RaShawn Hawkins, SHRMCP (she/her) is the Deputy Director of the WorkplaceEquality Program at the Human Rights Campaign Foundation. As Deputy Director, RaShawn leads the team’s work to create tools for employers to deepen their LGBTQ inclusion efforts including training & education programs, policy guidance and employee engagement resources. Prior to joining HRC, RaShawn worked in corporate Human Resources roles including Learning & Development. She holds a BA in Interdepartmental Studies from University of Iowa.
Milagros Chirinos (she/her) is the Associate Director of Global Business Programs for the HRC Foundation. As Associate Director, Milagros leads HRC’s Equidad MX and CL — two in-country programs designed to promote LGBTQinclusive workplaces in Mexico and Chile respectively. In her four-year tenure, Milagros has deepened HRC’s fieldwork in the Latin American region and has played a leadership role expanding the HRC Global Business programs. Milly was born in Lima, Peru and started her professional career in media and journalism in South Florida. She holds a master’s degree in Hispanic Literature and Culture from the University of South Florida and is currently pursuing a Master of Business Administration from the University of Massachusetts Amherst.
Raina Nelson (they/them) is the Manager of the Corporate Equality Index for the HRC Foundation and co-author of the CEI. In this role, theyengage 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.
Courtney Stanford (she/her) is the Assistant for the Workplace Equality Program at the Human Rights Campaign Foundation. In this role, she fields questions from employers and employees nationwide about the CEI process, works on CEI survey review, and provides logistical support for the entire Workplace Equality Program team. Courtney holds a BA in International Studies and a minor in Environmental Policy from the University of South Florida.
Thank you to Jay Brown, Senior Vice President for Programs, Research and Training at the Human Rights Campaign Foundation for his leadership and stewardship of the Workplace Equality Program.
Thank you to HRC staff Elizabeth Bibi, Aryn Fields, Jon Groat, Wes Jones, Savonne Pearson, Tarine Wright, Emily Simeral Roberts, Carolyn Simon and Kelli Stam for communication, press and media guidance.
Thank you to Alec Carrasco, Sam Putnam and Katie Wetstone for their database knowledge and expertise. They always find a way to make everything work.
Thank you to Robert Villaflor and Ashley Sudney for editorial and design guidance.
Thank you to Asia Arminio, Molly Meegan, Cathryn Oakley, David Stacy and Sarah Warbelow for legal and policy guidance.
We would like to express our gratitude for all our HRC colleagues for their collaboration, teamwork and support.
The Corporate Equality Index 2021 was beautifully and efficiently designed by Tony Frye Design.
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