Future of the
Corporate
Equality Index
(CEI) Human Rights Campaign Foundation
March 2009

Goal:
equal
protections and
benefits for LGBT
workers

Input...
LGBT LGBT Workers
Workplace / Community
Advocates Members
Workplace
Participating
Diversity
Businesses
Leaders
CEI HRC Business
Federal and
Council &
State Laws
Criteria Staff

CEI started in 2002

 sexual orientation
Criteria 1.0 –
 gender identity
Requirements
 partner health benefits
 employee network group
 diversity training
 external engagement
 responsible citizenship

 sexual orientation
Criteria 1.0 –
 gender identity
Requirements
 partner health benefits
 employee network group
 diversity training
 external engagement
 responsible citizenship
...both must be included in
non-discrimination policy

 sexual orientation
Criteria 1.0 –
 gender identity
Requirements
 partner health benefits
 employee network group
 diversity training
 external engagement
 responsible citizenship
... marketing, sponsorship or
philanthropy to LGBT
community

 sexual orientation
Criteria 1.0 –
 gender identity
Requirements
 partner health benefits
 employee network group
 diversity training
 external engagement
 responsible citizenship
... business doesn’t do
anything to undermine
LGBT equality

Businesses met criteria!
... and better practices emerged each
year
101
56
26
13
2002 2003 2004 2005

Criteria 1.0
Identified Emerging Standards for
LGBT Workplace Inclusion

Additional criteria
and
added in 2006

 all medical benefits for
Criteria 2.0 – partners
Add’l Requirements
... including COBRA,
dental, vision and
dependent coverage

 all medical benefits for
Criteria 2.0 – partners
Add’l Requirements
 at least three other
benefits for partners
... such as FMLA, retirement,
adoption assistance,
travel, etc.

 all medical benefits for
Criteria 2.0 – partners
Add’l Requirements
 at least three other
benefits for partners
 at least one trans-
inclusive benefit
... including short-term
leave, mental health
counseling, hormone
therapy, surgeries,
doctors visits

 all medical benefits for
Criteria 2.0 – partners
Add’l Requirements
 at least three other
benefits for partners
 at least one trans-
inclusive benefit
 gender transition
guidelines or gender
identity diversity training
available

Businesses met criteria! 260
... and even better practices emerged
195
138
101
56
26
13
2002 2003 2004 2005 2006 2008 2009

Criteria 2.0
Identified More Emerging Standards
for LGBT Workplace Inclusion

Feedback...
LGBT LGBT Workers
Workplace / Community
Advocates Members
Workplace
Participating
Diversity
Businesses
Leaders
CEI HRC Business
Federal and
Council &
State Laws
Criteria Staff

Criteria 3.0*
*effective June 2011 (for the
2012 CEI Survey and Report)

 removes transgender
Criteria 3.0 – exclusions
Add’l Requirements
 acknowledges WPATH
 transgender-
Standards of Care for
inclusive
medically necessary
insurance
treatment
 at least one plan avail. to
all employees (and
dependents)
 documentation to HRC
HRC: www.hrc.org/issues/transgender_inclusive_benefits.htm
WPATH: www.wpath.org/Documents2/socv6.pdf

 all benefits provided
Criteria 3.0 – equally
Add’l Requirements
 partner benefits
 equal
recognize state-registered
partner/
same-sex domestic
spousal
partners, civil union
benefits
partners and spouses
 same-sex spouses
recognized as spouses in
states that recognize
them

Criteria 3.0 –
Add’l Requirements
 transgender-  businesses must start
inclusive working on these now!
insurance  plans typically negotiated
once each year at most
 equal
 major changes must be
partner/
determined well in
spousal
advance of negotiations
benefits
 benefits not yet widely
available

 at least two:
Criteria 3.0 –  new hire training
Add’l Requirements
 supervisor training
 firm-wide  leadership training
 gender transition guidelines
diversity and
 senior management performance
competency measures LGBT diversity
training and  and one of the following:
metrics  anonymous surveys collect gender
identity/sexual orientation data
 employee records collect gender
identity/sexual orientation data
(must include appropriate
security/privacy safeguards)

 at least three:
Criteria 3.0 –  LGBT recruitment efforts
Add’l Requirements
 LGBT supplier diversity program
 firm-wide  marketing or advertising to LGBT
consumers
external  philanthropic support of an LGBT
engagement organization
 publicly support LGBT equality under
the law (local, state or federal)

 non-discrimination policy
Criteria 3.0 –  gender identity
All Requirements  sexual orientation
 employment benefits
 transgender-inclusive insurance
 equal partner/spousal benefits
 organizational competency
*CEI  diversity/competency training and
metrics
2012  employee network group
 engagement or diversity metrics
 external engagement
 responsible citizenship
*effective June 2011 (for the
2012 CEI Survey and Report)

Timeline*
*How will HRC prepare CEI
participants?

2009
– 2010 CEI Survey released, includes questions for current and new criteria
2010
– 2011 CEI Survey released, includes questions for current and new criteria
– Point allocations for new criteria announced
2011
– 2012 CEI Survey released, includes questions for new criteria only
– 2012 CEI Survey submitted to HRC Foundation by the end of June:
participants demonstrate all non-benefits criteria will be satisfied by end
of July, all benefits criteria by Jan. 1, 2012 (but announced to employees)
29 months
2012
– Jan. 1: Because benefits typically operate on an annual cycle,
all benefits changes must be effective by Jan. 1, 2012.

Resources
Coming Soon:
 report: best practices in
transgender-inclusive
insurance
 off-the-shelf diversity and
competency training modules
www.hrc.org/workplace

Questions
detailed information about
the changes available:
www.hrc.org/NewCEI
e-mail questions to:
cei@hrc.org