Corporate Equality Index: Why the Rating System Changes
The Corporate Equality Index serves as a road map to corporate diversity leaders to help them stay on top of the evolving field of GLBT workplace policies. The HRC Foundation is committed to staying ahead of the curve on GLBT diversity initiatives by incrementally raising the bar on the criteria that are factored into the Index and providing the tools for employers to meet them. Our ultimate goal is for all companies to achieve 100 percent by keeping criteria of the index rigorous, but fair and achievable.
Transparency of the rating system and advance notice — at least 12 months — of any changes are paramount in our philosophy. We are also sensitive to those businesses that are working to achieve a perfect rating – we do not intend to make this a constantly rising bar. In 2004, the HRC Foundation proposed the first changes to the rating system, which took effect in 2006, and were contingent on the success of our data collection and conversations with leaders at the most forward-thinking companies in the interim.
The Corporate Equality Index has always included a number of indicators of GLBT workplace equality that are not included in the rating scheme; these are certainly items we might consider including in future iterations of the rating system, but many are for simply for informational purposes as we gauge best practices among large employers.
Also essential to the rating scheme is measuring parity. Rather then penalizing companies for not providing certain benefits to any employees, the Corporate Equality Index looks to companies to provide equal benefits to GLBT employees and their families.
We welcome any and all feedback and suggestions about the criteria. E-mail us at workplace@hrc.org.
