Resources and Publications
Award for Workplace Equality Innovation 2010: Kimpton Hotels & Restaurants
Kimpton Hotels & Restaurants worked with its fully-insured employee health plans to provide coverage for medically necessary treatments for transgender employees and dependents, in addition to grossing up employees' income to offset imputed income taxes from domestic partner health insurance.San Francisco Transgender Benefit: Actual Cost & Utilization (2001-2006)
The cost of covering transgender employees' health needs proved relatively inexpensive compared to other health needs of the City and County of San Francisco's employees.San Francisco Transgender Benefit: Estimating Cost and Utilization for the "Worst Case" (1997-2001)
San Francisco's transgender benefit was launched in 2001 for its self-funded plan and was designed based on rough, nonscientific data reviews dating back to 1997 using worst case assumptions to counter fears of unknown demand and high costs.San Francisco Transgender Benefit: Actual Claims Experience and Plan Changes (2001-2006)
Degrees of Equality: Openness at Work
Two-thirds (66 percent) of LGBT employees say one reason they are not open to everyone at work is because "it's nobody's business." However, further analysis of survey results reveals that this feeling is strongly tied to reported incidence of negative climate.Degrees of Equality: Self-Disclosing Sexual Orientation and Gender Identity
Seven in 10 (72 percent) LGBT employees say they would self-disclose their sexual orientation or gender identity along with other demographic information in an anonymous human resources survey, while 18 percent say they would not self-disclose and 10 percent say they are not sure whether they would or not.Page 1 of 9 Previous | Next