Non-discrimination policies, benefits and other practices that include LGBTQ+ workers are essential for businesses as they compete for talent and customers.
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.
This resource and its related pages are part of a set of resources for employers to implement transgender-inclusive health insurance coverage
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…
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…
Unlike other diversity categories, such as race and gender, employers are not required to collect statistics on the number of LGBTQ+ people they employ.
A business typically relies on other businesses for goods or services. These businesses are referred to as suppliers or vendors, and the activity between businesses is referred to as Business-to-Business,…
A short primer on the importance of honoring pronouns and other forms of address in the workplace.
The Corporate Equality Index is guided in part by the Equality Principles, 10 benchmarks for companies seeking to demonstrate a commitment to equal treatment of LGBTQ+ employees, consumers and investors.
