To receive credit for this effort, a company must:

• Indicate that their anonymous employee engagement survey captures LGBTQ+ demographic information.

More information:

• Review our Employer Guide to LGBTQ+ Self-ID. this document provides guidance on inclusive language and provides sample questions.
• Watch our webinar on LGBTQ+ self-ID (slides here).

Note: In order to receive credit, HRIS or anonymous survey must ask about LGBTQ+ identity broadly or ask about sexual orientation and gender identity. "Gender identity" must include options beyond just "male" and "female" to count for credit.

To receive credit for this effort, a company must:

• Indicate that their HR Information System captures LGBTQ+ demographic information.

More information:

• Review our Employer Guide to LGBTQ+ Self-ID. this document provides guidance on inclusive language and provides sample questions.
• Watch our webinar on LGBTQ+ self-ID (slides here).

Note: In order to receive credit, HRIS or anonymous survey must ask about LGBTQ+ identity broadly or ask about sexual orientation and gender identity. "Gender identity" must include options beyond just "male" and "female" to count for credit.

To receive credit for this effort, a company must:

• Answer "Yes" to affirm that board members are able to voluntarily self-ID their sexual orientation and/or gender identity or as a part of the LGBTQ+ community.

More information:

• OutLeadership's research report on LGBTQ+ board diversity.

Note: In order to receive credit, board self-ID surveys must ask about LGBTQ+ identity broadly or ask about sexual orientation or gender identity. "Gender identity" must include options beyond just "male" and "female" to count for credit.

To receive credit for this effort, a company must:

• Upload a copy of their Workplace Gender Transition Guidelines
• To receive credit, guidelines must include at least the following information:
  • Who in the business is charged with helping a transitioning employee manage their workplace transition
  • What a transitioning employee can expect from management
  • What management's expectations are for staff, transitioning employees, and any existing LGBTQ+ ERGs in facilitating a successful workplace transition
  • What the general procedure is for implementing transition-related workplace changes, such as adjusting personnel and administrative records, as well as a communication plan for coworkers and clients
  • Answers to frequently asked questions about company policies, such as dress codes and restroom use policies.

More information:

• For more about Workplace Gender Transition Guidelines, check out this resource!

Examples:

• Cornell University's Gender Affirmation in the Workplace Guide

To receive credit for this effort, a company must:

• Choose at least one of the following three options:
  • Transgender-Inclusive Restroom/Facilities Policy
    • To receive credit, upload the company's restroom/facilities policies that explicitly allows employees to use the facilities that most correspond with their gender identity.
    • Note: We are not asking you about the construction of gender-neutral bathrooms
  • Gender-neutral Dress Code Policy
    • To receive credit, upload the company's dress code policy. The policy should outline relevant expectations for dress in the workplace irrespective of gender.
  • Policies/procedures that allow for optional sharing of gender pronouns
    • To receive credit, upload the company's policies, procedures, or guidance around optional pronoun sharing.

More information:

• For more about inclusive restroom/facilities policies, click here!
• For more about gender-neutral dress code policies, click here (includes sample language)!
• OSHA Guide to Restroom Access for Transgender Workers

Examples:

• Sample Restroom Policy - HRC
• Sample Pronoun Policy and Guide

To receive credit in the CEI, a company must:

• Answer "Yes" to indicate the company has an LGBTQ+ employee resource group (ERG)
• Provide the group name and email (if applicable)
• Provide name and title of executive sponsor (Note: This information will not be made public)
• Upload either a screenshot from your intranet describing this group OR an employee brochure or information sheet describing this group.

More information:

• Learn more about Establishing an Employee Resource Group with our resource.
• Visit our page on Expanding Your Employee Resource Group.

To receive credit in the CEI, a company must:

• Answer "Yes" to indicate the company has a diversity council that includes LGBTQ+ issues as a part of its mission/charter.
• Provide a link to a website describing the work of this council or working group and demonstrating that LGBTQ+ diversity is part of its mission.
  • If no public webpage is available, please upload either a screenshot from your intranet describing this group or upload a document demonstrating that LGBTQ+ diversity is part of its mission.