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Corporate Equality Index: Current Rating Criteria (2006 - Present)

The Corporate Equality Index objectively measures how equitably large private businesses in the United States treat their gay, lesbian, bisexual and transgender employees, consumers and investors.

Rating Criteria (100 total points possible)

  1. Non-discrimination policy, diversity training — sexual orientation 
    1. Equal Employment Opportunity policy includes sexual orientation (15 points)
      [About equal employment opportunity policies]
    2. Diversity training covers sexual orientation (5 points) 
      [Diversity programs]
  2. Non-discrimination policy, diversity training & benefits — gender identity 
    1. Equal Employment Opportunity policy includes gender identity and/or expression (15 points)
      [About equal employment opportunity policies]
    2. Gender identity diversity training offered OR supportive gender transition guidelines in place* (5 points)
      [Diversity programs] [Gender transition guidelines]
    3. Insurance includes access for transitioning individuals for at least one category* (5 points)
      At least one: Counseling by a mental health professional; pharmacy benefits covering hormone therapy; medical visits to monitor the effects of hormone therapy and other associated lab procedures; medically necessary surgical procedures such as hysterectomy; or short-term disability leave for surgical procedures
      [Transgender wellness benefits]
  3. Domestic partner benefits 
    [Domestic partner benefits]
    1. Domestic partner health insurance (15 points)
    2. Domestic partner COBRA, dental, vision and legal dependent coverage* (5 points)
    3. Other domestic partner benefits* (5 points)
      At least three: FMLA-like leave†; bereavement leave†; employer-provided supplemental life insurance for a partner; relocation/travel assistance; adoption assistance; qualified joint and survivor annuity for domestic partners; qualified pre-retirement survivor annuity for domestic partners; retiree healthcare benefits; or employee discounts
  4. GLBT employee resource group / diversity council, or (half credit) Would support a GLBT employee resource group with employer resources if employees expressed an interest  (15 points)
    [Employee resource groups] [Diversity councils]
  5. Engages in appropriate and respectful advertising and marketing or sponsors GLBT community events or organizations (15 points)
    [Marketing, sponsorship and philanthropy]
  6. Employer exhibits responsible behavior toward the GLBT community; does not engage in action that would undermine GLBT equality (0 points)
    Employers found engaging in activities that would undermine GLBT equality will have 15 points removed from their scores.
       
    *  Criterion was added to the Corporate Equality Index in 2006.
    † Benefit provided to the employee on behalf of the employee’s same-sex domestic partner.

The Evolution of the Criteria

The HRC Foundation is committed to maintaining rigorous, transparent and achievable criteria for the Corporate Equality Index and, just as importantly, providing the tools for employers to meet them. Changes to the criteria are made with input from expert GLBT workplace advocates and leaders at the most advanced firms, taking into consideration the changing landscape of legal protections for GLBT employees and their families from state to state.

In 2002, the first HRC Corporate Equality Index rated employers strictly on seven criteria, which remain the basis for today’s rating system. The original criteria were guided in part by the Equality Principles, 10 touch points for businesses demonstrating their commitment to equal treatment of employees, consumers and investors, irrespective of their sexual orientation or gender identity and expression. 

Just 13 businesses received perfect ratings in that first year; by 2005, more than 100 businesses had achieved perfect ratings, with many establishing the next best practices such as spousal-equivalent domestic partner benefits and comprehensive insurance coverage for transgender employees.

In 2006, the HRC Foundation rolled out the second and current version of the Corporate Equality Index criteria, with greater weight given to comprehensive domestic partner benefits and to transgender inclusion; these criteria will remain in effect for the 2009 report. Future changes to the criteria will be announced at least 12 months before going into effect.

Recognizing that many of the businesses rated in the HRC Corporate Equality Index employ thousands of employees that span most, if not all, of the 50 states, each business’s rating should be viewed as a snapshot of its activity. A CEI rating cannot convey all the nuances of a business’s particular approach to GLBT workplace issues.