Corporate Equality Index 2012

Progress and Preparing for the New Criteria

Our Goal

equal protections and benefits for LGBT workers

CEI as Change Agent

• Only national benchmarking survey on LGBT workplace inclusion

• Engaged hundreds of Fortune and other major US Employers; increased equal benefits and policies for millions of workers

• Criteria changed in 2006, 2009 announced for 2012 CEI (administered June 2011)

Input...

CEI Criteria

Federal and State Laws

Workplace Diversity Leaders

LGBT Workplace Advocates

LGBT Workers / Community

Members

Participating Businesses

HRC Business Council &

Staff

End benefits discrimination for transgender employees and dependents

Equal benefits for partners and spouses

Organizational competency on LGBT inclusion

Demonstrated, public commitment to LGBT community

At least 12 months advance notice of changes

Transparency of criteria and scoring

Rigorous, fair and achievable criteria

CEI 2012: New Criteria Objectives

New Criteria Tenets

non-discrimination policy gender identity

sexual orientation

employment benefits transgender-inclusive insurance

equal partner/spousal benefits

organizational competency diversity/competency training and

metrics

employee group

engagement or diversity metrics

external engagement

responsible citizenship

2012 CEI Criteria 2011-

2012 CEI: Criteria

• Non-discrimination policy includes sexual orientation 15

• Non-discrimination policy includes gender identity and/or expression 15

• Domestic partner health insurance 15

• Full parity for partners across all other benefits 10

• Transgender-inclusive healthcare coverage 10

• LGBT Organizational competency 10

• LGBT employee resource group (or LGBT-inclusive diversity council) 10

• Advertising, Marketing and Philanthropy 15

• Action that would undermine the goal of LGBT equality 0/-25

Points PossibleCEI Criteria

___

100

30

all benefits provided equally as allowed by law

Including retirement, relocation/travel, employee discounts and other “soft” benefits

equal benefits for partners

removes transgender exclusions

explicitly references WPATH Standards of Care for medically necessary treatment (incl. 2008 clarification)

at least one plan avail. to all employees (and dependents)

documentation to HRCHRC: www.hrc.org/issues/transgender_inclusive_benefits.htm

WPATH: www.wpath.org/Documents2/socv6.pdf

Trans-inclusivehealthcarecoverage

→ Plan documentation must be readily available to employees and must clearly communicate inclusive insurance by September 2011

→ Benefits available to other employees must extend to transgender individuals, available by open enrollment 2012.

→ The following benefits should all extend to transgender individuals, including for services related to transgender transition (e.g., medically necessary services related to sex reassignment)

→ Dollar maximums on this area of coverage must meet or exceed $75,000.

Trans-inclusivehealthcarecoverage

CEI 2011: 85 employers report trans-inclusive plansavailable to 2,994,373 employees & their family members

http://www.hrc.org/documents/HRC-CEI-2011-Final.pdf

11

3M Co.

Aetna Inc.

Alcatel-Lucent

American Express Co.

Ameriprise Financial Inc.

AT&T Inc.

Avaya Inc.

Baker & McKenzie

Bank of America Corp.

Barclays Capital

Bingham McCutchen LLP

Booz Allen Hamilton Inc.

Campbell Soup Co.

Cardinal Health Inc.

Carlton Fields PA

Chrysler LLC

Cisco Systems Inc.

Citigroup Inc.

Clifford Chance US LLP

Coca-Cola Co., The

Covington & Burling LLP

Crowell & Moring LLP

Cummins Inc.

Deloitte LLP

Deutsche Bank

Diageo North America

DLA Piper

E. I. du Pont de Nemours &Co. (DuPont)

Eastman Kodak Co.

Edwards Angell Palmer & Dodge LLP

Ernst & Young LLP

Exelon Corp.

Faegre & Benson LLP

Federal Home Loan Mortgage Corp. (Freddie Mac)

Ford Motor Co.

Fried, Frank, Harris, Shriver & Jacobson LLP

Genentech Inc.

General Motors Corp.

Goldman Sachs Grp Inc., The

Google Inc.

Harris Bankcorp Inc.

Herman Miller Inc.

Hinshaw & Culbertson LLP

Intel Corp.

International Business Machines Corp. (IBM)

J.P. Morgan Chase & Co.

Johnson & Johnson

K&L Gates LLP

Katten Muchin Rosenman LLP

Kimpton Hotel & Restaurant Grp Inc.

Kirkland & Ellis LLP

KPMG LLP

Kraft Foods Inc.

Latham & Watkins LLP

Littler Mendelson PC

Marriott International Inc.

Marsh & McLennan Co’s Inc.

McGraw-Hill Co’s Inc., The

Microsoft Corp.

Morgan Stanley

Morrison & Foerster LLP

Nike Inc.

Northern Trust Corp.

Oracle Corp.

Paul, Hastings, Janofsky & Walker LLP

PG&E Corp.

Pillsbury Winthrop Shaw Pittman LLP

PricewaterhouseCoopers LLP

Replacements Ltd.

Robins, Kaplan, Miller & CiresiLLP

Schiff Hardin LLP

Sears Holdings Corp.

Shearman & Sterling LLP

Sonnenschein, Nath & Rosenthal LLP

Squire, Sanders & Dempsey LLP

State Farm Group

Sun Microsystems Inc.

Sutherland Asbill & Brennan LLP

TD Bank, N.A.

Thomson Reuters

UAL Corp. (United Airlines)

Walt Disney Co.

Wells Fargo & Co.

White & Case LLP

Wilmer Cutler Pickering Hale & Dorr LLP

Yahoo! Inc.,

Examples: Transgender Exclusions

“ Services for, or leading to, sex transformation surgery.”

“ Gender Transformation: treatment or surgery to change gender including any direct or indirect complications or aftereffects thereof.”

“ Expenses for, or related to, sex change surgery or to any treatment of gender identity disorders.”

“ Transsexual surgery including medical or psychological counseling and hormonal therapy in preparation for, or subsequent to, any such surgery.”

Transgender-Inclusive Insurance

Aetna

BCBS

Cigna

Harvard Pilgrim

HealthNet

Health Partners

Humana

Medica

Kaiser Permanente

United Health

Wellpoint

Finding Insurance for Transition-Related Care: http://www.hrc.org/issues/workplace/benefits/15534.htm

Insurance carriers/administrators that offer at least basic coverage

organizational competency

at least three:

new hire training

supervisor training

leadership training

gender transition guidelines

senior management performance measures LGBT diversity

anonymous surveys collect gender identity/sexual orientation data

employee records allow collection of gender identity/sexual orientation data (must include appropriate security/privacy safeguards)

public engagement

at least three:

LGBT recruitment efforts

LGBT supplier diversity program

marketing or advertising to LGBT consumers

philanthropic support of an LGBT organization

publicly support LGBT equality under the law (local, state or federal)

30

resources

www.hrc.org/newcei

www.hrc.org/transbenefits

report: best practices in transgender-inclusive insurance

Workplace Project staff

Business Council Members