Non-discrimination policies, benefits and other practices that include LGBTQ+ workers are essential for businesses as they compete for talent and customers.
In 2001, the City and County of San Francisco ("San Francisco") became the first major U.S. employer to publicly remove discriminatory transgender access exclusions in its health insurance plans for…
This resource and its related pages are part of a set of resources for employers to implement transgender-inclusive health insurance coverage
HRC seeks a clear declaration of non-discrimination toward LGBTQ+ employees by including both "sexual orientation" and "gender identity or expression" in an employer’s primary non-discrimination or EEO statement.
Permit an employee to use sex-segregated facilities that correspond to their gender idenity.
Most people take reasonable access to restroom facilities for granted. However, transgender people often face the burden…
The Human Rights Campaign continually monitors statements and actions from conservative religious and political organizations concerning corporate LGBTQ+ diversity programs and will collaborate with companies to manage through these situations.
Learn more about Engaging the Broader LGBTQ+ Community and the CEI!
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For the estimated 1.8 million LGBTQ+ people of color in the American workforce, existing forms of discrimination can further limit access to paid parental, family care and medical leave.
