CEI 2012: Understanding the New Criteria


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CEI 2012: Understanding the New Criteria

  1. 1. Corporate Equality Index 2012 Progress and Preparing for the New Criteria
  2. 2. Our Goalequal protections and benefitsfor LGBT workers
  3. 3. 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)
  4. 4. Input... LGBT LGBT Workers Workplace / Community Advocates Members Workplace Participating Diversity Businesses Leaders Federal and CEI HRC Business Council & State Laws Criteria Staff
  5. 5. CEI 2012: New Criteria ObjectivesEnd benefits discrimination for transgender employees and dependentsEqual benefits for partners and spousesOrganizational competency on LGBT inclusionDemonstrated, public commitment to LGBT communityNew Criteria Tenets At least 12 months advance notice of changes Transparency of criteria and scoring Rigorous, fair and achievable criteria
  6. 6. 2012 CEI Criteria 2011-  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
  7. 7. 30 2012 CEI: CriteriaCEI Criteria Points Possible• 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 ___ 100
  8. 8. equal  all benefits provided benefits equally as allowed by law for  Including retirement, partners relocation/travel, employee discounts and other “soft” benefits
  9. 9. Trans-inclusive  removes transgender exclusionshealthcare  explicitly referencescoverage WPATH Standards of Care for medically necessary treatment (incl. 2008 clarification)  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
  10. 10. Trans- → Plan documentation must be readilyinclusive available to employees and must clearly communicate inclusive insurance byhealthcare September 2011coverage → 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.
  11. 11. CEI 2011: 85 employers report trans-inclusive plans available to 2,994,373 employees & their family members3M Co. Deutsche Bank J.P. Morgan Chase & Co.Aetna Inc. Diageo North America Johnson & Johnson PricewaterhouseCoopers LLPAlcatel-Lucent DLA Piper K&L Gates LLP Replacements Ltd.American Express Co. E. I. du Pont de Nemours &Co. Katten Muchin Rosenman LLP Robins, Kaplan, Miller & Ciresi (DuPont) LLPAmeriprise Financial Inc. Kimpton Hotel & RestaurantAT&T Inc. Eastman Kodak Co. Grp Inc. Schiff Hardin LLPAvaya Inc. Edwards Angell Palmer & Kirkland & Ellis LLP Sears Holdings Corp. Dodge LLP KPMG LLP Shearman & Sterling LLPBaker & McKenzie Ernst & Young LLP Kraft Foods Inc. Sonnenschein, Nath &Bank of America Corp. Exelon Corp. Latham & Watkins LLP Rosenthal LLPBarclays Capital Faegre & Benson LLP Littler Mendelson PC Squire, Sanders & Dempsey LLPBingham McCutchen LLP Federal Home Loan Mortgage Marriott International Inc. State Farm GroupBooz Allen Hamilton Inc. Corp. (Freddie Mac)Campbell Soup Co. Marsh & McLennan Co’s Inc. Sun Microsystems Inc. Ford Motor Co. Sutherland Asbill & BrennanCardinal Health Inc. McGraw-Hill Co’s Inc., The Fried, Frank, Harris, Shriver & LLPCarlton Fields PA Jacobson LLP Microsoft Corp. Morgan Stanley TD Bank, N.A.Chrysler LLC Genentech Inc. Morrison & Foerster LLP Thomson ReutersCisco Systems Inc. General Motors Corp. UAL Corp. (United Airlines)Citigroup Inc. Goldman Sachs Grp Inc., The Nike Inc. Walt Disney Co.Clifford Chance US LLP Google Inc. Northern Trust Corp. Oracle Corp. Wells Fargo & Co.Coca-Cola Co., The Harris Bankcorp Inc. Paul, Hastings, Janofsky & White & Case LLPCovington & Burling LLP Herman Miller Inc. Walker LLP Wilmer Cutler Pickering Hale &Crowell & Moring LLP Hinshaw & Culbertson LLP Dorr LLPCummins Inc. PG&E Corp. Intel Corp. Yahoo! Inc.,Deloitte LLP Pillsbury Winthrop Shaw International Business Pittman LLP 11 Machines Corp. (IBM) http://www.hrc.org/documents/HRC-CEI-2011-Final.pdf
  12. 12. 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.”
  13. 13.  AetnaTransgender-InclusiveInsurance  BCBSInsurance  Cignacarriers/administrators  Harvard Pilgrimthat offer at least basiccoverage  HealthNet  Health Partners  Humana  Medica  Kaiser Permanente  United Health  Wellpoint  Finding Insurance for Transition- Related Care: http://www.hrc.org/issues/workpl ace/benefits/15534.htm
  14. 14. organizational  at least three:  new hire training competency  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)
  15. 15. 30public  at least three: engagement  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)
  16. 16. resources report: best practices in transgender-inclusive insurance Workplace Project staff Business Council Members www.hrc.org/newcei www.hrc.org/transbenefits