Non-discrimination policies, benefits and other practices that include LGBTQ+ workers are essential for businesses as they compete for talent and customers.
A business that includes "gender identity" in its non-discrimination policy should be prepared to manage a gender transition.
Dress codes should be modified to avoid gender stereotypes and should apply consistently to all employees. Transgender and non-binary employees may dress consistently in accordance with their full-time gender presentation.
The HRC Foundation has rolled out a number of studies and resources aimed at making the policies and benefits part of an everyday workplace practice of LGBTQ+ inclusion. To better…
The Human Rights Campaign Foundation’s Workplace Project recognizes that there has always been a potential disconnect between a company’s employment policies and its other practices or products. The Workplace Project…
Learn more about the CEI and transgender-inclusive benefits!
This page is part of a set of resources for employers to implement transgender-inclusive health insurance coverage. See "Transgender-Inclusive Benefits for Employees and Dependents" for the complete set of resources.
The Internal Revenue Code treats many health insurance and medically necessary treatment costs favorably for employer payroll and individual income tax purposes.
This page is part of a set of resources for employers to implement transgender-inclusive health insurance coverage. See "Transgender-Inclusive Benefits for Employees and Dependents" for the complete set of resources.
This page is part of a set of resources for employers to implement transgender-inclusive health insurance coverage. See "Transgender-Inclusive Benefits for Employees and Dependents" for the complete set of resources.