The surveys will be sent out in late spring. If a F1000 ranked business has not previously participated in the HRC Corporate Equality Index, surveys are sent to the chief executive officer or managing partner of the firm, as well as the head of human resources and diversity managers or chairs when it is possible to obtain this information. If a business has previously participated in the Corporate Equality Index, surveys are first sent to the individuals responsible for the previous submissions.
Participating businesses submit their answers through a web-based survey which includes links to sample policies and other guidance on the HRC Foundation Workplace Equality Program website; HRC Foundation staff and Business Council members provide additional assistance and advice throughout the process. Businesses are able to check their preliminary ratings through the online survey and are invited to provide HRC with any additional information or updates before the report is released.
The HRC Foundation may rate businesses that have not submitted a survey this year if the business had submitted a survey in previous years and the information is determined to be accurate, or if the HRC Foundation has obtained sufficient information to provide an individual rating. In both cases, the HRC Foundation notified the business of the official rating and gave them an opportunity for any updates or clarification prior to the report release.
Fortune 500-ranked businesses that after multiple invitations have never responded to the CEI survey were evaluated independently and have designated unofficial ratings listed in gray in Appendix A. The HRC Foundation proactively evaluates these Fortune-ranked companies for two key reasons:
Typically, one person acts as the official submitter of the survey and is responsible for obtaining information from multiple departments. At any point, the following practice areas may need to provide input for the survey:
1. Workforce Protections (30 points possible)
2. Inclusive Benefits (30 points possible)
To secure full credit for benefits criteria, each benefit must be available to all benefits-eligible U.S. employees. In areas where more than one health insurance plan is available, at least one inclusive plan must be available.
3. Supporting an Inclusive Culture & Corporate Social Responsibility (40 points possible)
a. Three LGBTQ Internal Training and Education Best Practices (10)
Businesses must demonstrate a firm-wide, sustained and accountable commitment to diversity and cultural competency, including at least three of the following elements:
b. Employee Group –OR– Diversity Council (10)
c. Three Distinct Efforts of Outreach or Engagement to Broader LGBTQ Community (15)
Businesses must demonstrate ongoing LGBTQ-specific engagement that extends across the firm, including at least three of the following:
d. LGBTQ Corporate Social Responsibility
Contractor/supplier non-discrimination standards AND Philanthropic Giving Guidelines (5)
4. Responsible citizenship (-25)
Employers will have 25 points deducted from their score for a large-scale official or public anti-LGBTQ blemish on their recent records. Scores on this criterion are based on information that has come to HRC’s attention related to topics including but not limited to: undue influence by a significant shareholder calculated to undermine a business’s employment policies or practices related to its LGBTQ employees; directing corporate charitable contributions to organizations whose primary mission includes advocacy against LGBTQ equality; opposing shareholder resolutions reasonably aimed at encouraging the adoption of inclusive workplace policies; revoking inclusive LGBTQ policies or practices; or engaging in proven practices that are contrary to the business’s written LGBTQ employment policies.
Businesses are rated on a scale from 0 to 100, with a certain number of points awarded for meeting each criterion. The HRC Foundation will continue to award partial credit to employers that have satisfied a portion of certain criterion.