After wide-scale education and outreach efforts, the 2019 CEI resumed enforcement of the standard for both same- and different-sex domestic partner benefits. Businesses owned by a larger U.S.-incorporated entity must be rated and represented on the CEI and its related publications as part of the larger entity. Out of an abundance of understanding for participating companies, credit was given for spousal equivalent benefits in the 2016-18 CEIs. In this role, she fields questions from employers and employees nationwide about the CEI process, works on CEI survey review, and provides logistical support for the entire Workplace Equality Program team. Through these updated areas of impact expound upon our existing criteria, we also hope to elevate the publics understanding of what an LGBTQ+ inclusive workplace looks and feels like. Warner Music MxicoCurrently, HRC and its partners are still in the process of collecting data regarding companies that have operations in Argentina and Brazil and, therefore, can participate in Equidad AR and/or Equidad(e) BR. The updated areas of impact for the criteria will be as follows: Driving equality in LGBTQ+ family formation; Raising the standards for transgender-inclusive healthcare by expanding the mandatory service and treatment options; Best practices for utilizing intersectional examination of workplace inequality through training and data collection; Mandatory gender transition guidelines and workplace policies to promote and ensure gender inclusivity; and. That's our purpose. She attained a Bachelors of Business Administration with a concentration in Finance, with honors, from Howard University. We look forward to the inclusion of this data in the 21st edition of the Corporate Equality Index. To learn more, please read our Privacy Policy. This year, of the 1,160 businesses with at least one inclusive plan, 1,088 also eliminated all exclusions across plans. Although there has been great progress seen in the area of LGBTQ+ issues, there is still much work left to be done. of CEI rated employers explicitly include sexual orientation as a part of their nondiscrimination policy. Before joining HRC, Linda's background was in the mortgage and healthcare industries. Prior to joining HRC, RaShawn worked in corporate Human Resources roles including Learning & Development. Private sector support for the federal Equality Act surged within the last two years and, at present, 508 major employers are signatories on HRCs The Business Coalition for the Equality Act. To earn a top rating of 100 percent, a business needed not just to mitigate one or more exclusions but also to address the root problem of transgender exclusion in coverage and fully affirm healthcare coverage for medically necessary transition-related care and other routine and chronic conditions. The Walt Disney Company proudly announces that for the 16th year in a row it received a score of 100 on the Human Rights Campaign Foundation's Corporate Equality Index, the nation's foremost benchmarking survey and report measuring corporate policies and practices related to LGBTQ+ workplace equality. It has become increasingly unsafe to be transgender, especially as a person of color or other minority, and HRC is committed to working towards a future where members of the LGBTQ+ community are not violently targeted due to their sexual orientation or gender identity. Public commitment in the CEI is measured through a number of individual engagements, namely through. The CEI will now require that at least one company training, provided to all employees, that addresses LGBTQ+ intersectionality within the workplace. You'll receive email updates from HRC. Linda graduated from Towson University with degrees in Business Administration and Marketing Intelligence. I am proud to work for a company that for the seventh consecutive year has earned a 100% score on HRC's Corporate Equality Index. Until LGBTQ+ Americans have full equality through the federal Equality Act, domestic partner benefits will remain an essential CEI standard that helps to fill the void left by federal and state law and ensure LGBTQ+ workers and their families receive equitable benefits whether married or partnered. Data from the CEI tells the story of nearly two decades of year over year growth in the adoption of these critical policies and practices indicative of employers' commitment to equality. In total, the CEI 2022 contains official ratings for 379 Fortune 500 businesses, 573 Fortune 1000 businesses, 166 law firms and 726 additional major businesses. Disney's efforts in satisfying all of . Four LGBTQ+ Internal Training and Accountability Efforts (5)Businesses must demonstrate a firm-wide, sustained and accountable commitment to diversity and cultural competency, including at least four of the following elements: c. Transgender Inclusion Best Practices (5), d. Employee Group OR Diversity Council (10), 4. of CEI-rated businesses (761 of 1,271 respondents) provided philanthropic support via cash or in-kind donation to at least one LGBTQ+ specific organization. The CEI serves as a roadmap to LGBTQ+ inclusive policies and practices, but it cannot provide a holistic assessment of the unique workplace cultures and individual experiences that characterize different employers. In addition, the HRC Foundation assesses the availability of routine, chronic care, and transition-related medical coverage for transgender employees and dependents. The HRC Foundation's Corporate Equality Index continues to show incredible growth in the number of employers that are committed to implementing LGBTQ-inclusive policies and practices. #1 - Consumer Perception. Richard Clark The policies help to ensure: Furthermore, these policies represent minimal upfront costs. This realignment will enable the report to be accessible before Black Friday and ensure that the CEI can be used as a tool for consumers and the LGBTQ+ community in making purchasing decisions during the years busiest holiday season. This ruling voided a previous precedent from the Eleventh Circuit that Title VII did not cover employment discrimination on the basis of sexual orientation by asserting that discrimination based on sexual orientation and/or gender identity is necessarily also discrimination because of sex, which is prohibited by Title VII. a. Mostafa Abdelguelil Jeff Merkley (D-OR), Tammy Baldwin (D-WI), and Cory Booker (D-NJ) on February 23, 2021. The index is a national benchmarking tool on corporate policies and practices relevant to LGBTQ+ employees. NEW YORK; Sept. 16, 2019 - For the second consecutive year, Accenture (NYSE: ACN) has been ranked the No. The HRC Foundation embarked on a massive campaign of educational and consultative efforts to address healthcare and insurance disparities for the transgender population and their families, including outreach to leading health insurance companies, direct consultation with both fully- and self-insured employers to modify their health insurance plans, and collection and dissemination of cost and utilization data from leading businesses. She holds a BA in Interdepartmental Studies from the University of Iowa. Despite the impact of the COVID-19 global health pandemic and its corresponding economic pressures, a record-breaking 842 businesses earned 100 percent on the 2022 CEI, earning a designation as one of the Best Places to Work for LGBTQ+ Equality.. Lee, C. (2019). This comprehensive metric is provided as accountability for employers to devote resources to creating and maintaining a climate of inclusion. Addressing the gap in training and education materials, the toolkit includes scenario-based learning that uses real life examples from HRCs work with businesses to illuminate the everyday experiences of transgender workers on the job. No matter the rating, any business that participates in the CEI is taking on a transparent, credible process of LGBTQ+ inclusion. For the 13th consecutive year, Oracle received a score of 100 on the Human Rights Campaign Foundation's 2022 Corporate Equality Index (CEI), the nation's foremost benchmarking survey and report measuring corporate policies and practices related to LGBTQIA+ workplace equality. 100% of every HRC merchandise purchase fuels the fight for equality. Companies continue to amplify their global LGBTQ+ inclusion efforts through the targeted expansion of equitable benefits and inclusive practices. Despite the disruption of the COVID-19 epidemic and the cancellation of in-person events worldwide, CEI-rated businesses followed through on their commitments to LGBTQ+ community engagement throughout the year largely by leveraging online and virtual engagement platforms. Notably, HRC launched two additional Equidad(e) programs in 2021, one in Argentina and the other in Brazil. Vice President and Corporate Secretary Moving forward, the CEI will contain scored criteria around family formation that ensure that same- and different-sex legal spouses and domestic partners have equal access to family formation benefits. These seven companies have shown a 20-year unwavering commitment to not only providing their LGBTQ+ employees with fair and equitable treatment but also to publicly sharing the details of their efforts in a way that welcomes and embraces accountability. Board (or other governing body) member demographic data collection include the option for individuals to report their sexual orientation and gender identity or self-identity as LGBTQ+, Gender transition guidelines with supportive restroom, dress code and documentation guidance, Implementation of the at least one (1) of the following policies or practices, Trans-inclusive restroom/facilities policy, Policies/procedures that allow for optional sharing of gender pronouns, LGBTQ employee recruitment efforts with demonstrated reach of LGBTQ+ applicants (required documentation may include a short summary of the event or an estimation of the number of candidates reached), Supplier diversity program with demonstrated effort to include certified LGBTQ+ suppliers, Marketing or advertising to LGBTQ consumers (e.g. Raina graduated from New College of Florida with a Bachelors degree in Political Science with a focus on the intersection of social identity and U.S. political ideology. Historically, the CEI had a mechanism to account for foundational corporate giving to any organization whose explicit mission included efforts to undermine LGBTQ+ equality. It gets our teams excited to come to work each day. Additionally, the CEI includes a set of standards around foundational giving to fully align a businesss actions with its core values and to raise the bar for corporate social responsibility. : advertising with LGBTQ+ content, advertising in LGBTQ media or sponsoring LGBTQ organizations and events), Philanthropic support of at least one LGBTQ+ organization or event (e.g. 1. Companies were rated on a scale of 0 percent to 100 per- The Fortune 1000, a list of the largest publicly-traded and privately-held companies in the United States, was invited to take part in the Corporate Equality Index survey for the twelfth year in a row. Experts are tested by Chegg as specialists in their subject area. Rating Criteria for the Corporate Equality Index. The number of employers officially rated has expanded from 319 original participants to a current participant count of 1,271, encompassing all major industry sectors. The Equality Act passed in the U.S. House of Representatives on February 25, 2021, with a bipartisan vote of 224-206. 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. As the President of glam azon, Amazon's affinity group for LGBTQ+ employees and allies, it is really exciting to see Amazon receive a perfect score on the Human Rights Campaign Foundation's (HRC) Corporate Equality Index again this year. Message from the Interim HRC Foundation President, Spotlight: Corporate Initiatives Including the Business Coalition for the Equality Act, Sexual Orientation in U.S. Nondiscrimination Policy, Gender Identity in U.S. Nondiscrimination Policy, Public Commitment to the LGBTQ+ Community, Advance Auto Parts (Advance Holding), Raleigh, NC, Advanced Micro Devices Inc., Sunnyvale, CA, Alliance Data Systems Corporation, Columbus, OH, American Eagle Outfitters Inc., Pittsburgh, PA, American Electric Power Co. Inc., Columbus, OH, American Express Global Business Travel, New York, NY, American Honda Motor Co., Inc., Torrance, CA, Ameriprise Financial, Inc., Minneapolis, MN, AvalonBay Communities, Inc., Arlington, VA, Bain & Co. Inc./ Bridgespan Group, Boston, MA, BD (Becton, Dickinson and Co.), Franklin Lakes, NJ, BioMarin Pharmaceutical Inc., San Rafael, CA, Black & Veatch Holding Inc., Overland Park, KS, Blue Cross & Blue Shield of Rhode Island, Providence, RI, Boehringer Ingelheim USA Corp., Ridgefield, CT, Bridgestone Americas Holding Inc., Nashville, TN, Broadridge Financial Solutions Inc., Lake Success, NY, Caesars Entertainment Corp., Las Vegas, NV, California Water Service Group, San Jose, CA, Capital Markets Company, The, New York, NY, Choice Hotels International Inc., Rockville, MD, Daniel J. Edelman Holdings, Inc., New York, NY, Danone North America LLC, White Plains, NY, Depository Trust & Clearing Corp., The, New York, NY, Dun & Bradstreet Corp., The, Short Hills, NJ, E. I. du Pont de Nemours and Co. (DuPont), Wilmington, DE, EMD Serono, MilliporeSigma and EMD Electronics, Burlington, MA, Empower Retirement, Greenwood Village, CO, Equitable Financial Life Insurance Company, New York, NY, Este Lauder Companies Inc., The, New York, NY, FactSet Research Systems Inc., Norwalk, CT, Fairview Health Services, Minneapolis, MN, GlaxoSmithKline, Research Triangle Park, NC, Guardian Life Insurance Co. of America, The, New York, NY, Henkel Corporation (North America), Rocky Hill, CT, Hewlett Packard Enterprises, Palo Alto, CA, International Flavors & Fragrances Inc., New York, NY, Jacobs Engineering Group, Inc., Dallas, TX, JetBlue Airways Corp., Long Island City, NY, John Hancock Financial Services Inc., Boston, MA, Lush Fresh Handmade Cosmetics, Wilmington, NC, Marriott International Inc., Bethesda, MD, Marsh & McLennan Companies Inc., New York, NY, Massachusetts Mutual Life Insurance Co., Springfield, MA, McCormick & Company Inc., Hunt Valley, MD, Michael Page International Inc., New York, NY, Mitchell Gold + Bob Williams, Taylorsville, NC, Mondelez International Inc., Deerfield, IL, Morgan, Lewis & Bockius LLP, Philadelphia, PA, Morris, Manning & Martin LLP, Atlanta, GA, New Belgium Brewing Company, Fort Collins, CO, New York Life Insurance Company, New York, NY, Norfolk Southern Corporation, Norfolk, VA, Ocean Spray Cranberries Inc, Lakeville-Middleboro, MA, Otis Worldwide Corporation, Farmington, CT, Philip Morris International, New York, NY, PNC Financial Services Group Inc., Pittsburgh, PA, Porter Wright Morris & Arthur LLP, Columbus, OH, Power Home Remodeling Group LLC, Chester, PA, Precision Medicine Group, LLC, Bethesda, MD, Principal Financial Group, Des Moines, IA, RES (Renewable Energy Systems), Broomfield, CO, Saul Ewing Arnstein & Lehr LLP, Philadelphia, PA, Securian Financial Group Inc., Saint Paul, MN, Selective Insurance Company of America, Branchville, NJ, ServiceSource International, Inc., Denver, CO, Sheppard, Mullin, Richter, & Hampton LLP, Los Angeles, CA, Shook, Hardy & Bacon LLP, Kansas City, MO, Siemens Medical Solutions USA, Inc., Malvern, PA, Sony Corporation of America, New York, NY, Sony Interactive Entertainment Inc., San Mateo, CA, Stanley Black & Decker Inc., New Britain, CT, Stop & Shop Supermarket Company, LLC, The, Quincy, MA, SUEZ Water Technologies and Solutions, Trevose, PA, Takeda Pharmaceuticals USA Inc., Deerfield, IL, Tillamook County Creamery Association, Tillamook, OR, Toyota Motor North America Inc., Plano, TX, Truist Financial Corporation, Charlotte, NC, Uber Technologies Inc., San Francisco, CA, United Natural Foods, Inc., Providence, RI, Univar Solutions, Inc., Downers Grove, IL, Univision Communications Inc., New York, NY, Verizon Communications Inc., New York, NY, Viiv Healthcare, Research Triangle Park, NC, Wellmark Blue Cross Blue Shield, Des Moines, IA, Wyndham Hotels & Resorts Inc., Parsippany, NJ, Domestic partner, medical, and other benefits, Internal education and training best practices, LGBTQ+ employee resource group or diversity council, Outreach or engagement with LGBTQ+ community, Equal health coverage for transgender individuals without exclusions for medically necessary care. We are thrilled about the progress that we have made over the last 20 years and recognize that the work must continue. Some of the most common forms of LGBTQ+ inclusion efforts are: of CEI-rated employers (1,075 of 1,271 respondents) have training for New Hires that clearly states that the nondiscrimination policy includes gender identity and sexual orientation, and provides definitions or scenarios illustrating the policy for each. Discusses strategies for implementing the four components of the Corporate Equality Index into a company for each state. of CEI rated employers explicitly include gender identity as a part of their nondiscrimination policy. #4 - Resulting Value. This requirement sets the standards around responsible foundational giving and ensures that a top-rated business does not provide philanthropic support to organizations whose values do not align with theirs. "When the Human Rights Campaign Foundation created the CEI 20 . After years of working with corporate partners, civil society organizations, and other stakeholders, including embassies and the American Chamber of Commerce, the HRC Foundation partnered with Alianza por la Diversidad e Inclusin Laboral (ADIL) to officially launch the HRC Equidad MX: Workplace Equality Program in 2016. (10), Equal health coverage for transgender individuals without exclusion for medically necessary care (25), New hire training clearly states that the nondiscrimination policy includes gender identity and sexual orientation and provides definitions or scenarios illustrating the policy for each, Supervisors undergo training that includes gender identity and sexual orientation as discrete topics (may be part of a broader training), and provides definitions or scenarios illustrating the policy for each, Integration of gender identity and sexual orientation in professional development, skills-based or other leadership training that includes elements of diversity and/or cultural competency, Integration of intersectionality in professional development, skills-based, or other training (required), Senior management/executive performance measures include LGBTQ diversity metrics, Anonymous employee engagement or climate surveys conducted on an annual or biennial basis allow employees the option to identify as LGBTQ+. When working in different communities, we adjust our language to reflect local customs. SAS. , to discriminate. We will also be expanding data best practices to ensure that companies provide a confidential way for employees to self-identify at all levels of the company. In other words, businesses have increasingly recognized the value of decoupling benefits from the legal definition of marriage to meet the needs of their diverse workforces. This years CEI reflects substantial growth in LGBTQ+ workplace equality and inclusion measures. The inaugural edition of the CEI included 319 participants, with 13 companies achieving top scores. Three LGBTQ+ Internal Training and Education Best Practices Businesses must demonstrate a firm-wide, sustained and accountable commitment to diversity and cultural competency, including at least three of the following elements: New hire training clearly states that the nondiscrimination policy includes gender identity and sexual orientation and provides definitions or scenarios illustrating the policy for each, Supervisors undergo training that includes gender identity and sexual orientation as discrete topics (maybe part of a broader training) and provides definitions or scenarios illustrating the policy for each, Integration of gender identity and sexual orientation in professional development, skills-based or other leadership training that includes elements of diversity and/or cultural competency, Gender transition guidelines with supportive restroom, dress code and documentation guidance. Raina Nelson (they/them) is the Senior Manager of the Corporate Equality Index for the Human Rights Campaign Foundation and co-author of the CEI. To this effort, in 2016, the Corporate Equality Index criteria were expanded to require that companies with global operations extend their nondiscrimination policies across all their operations. The components for Corporate Equality Index applied by both state, that is Florida and Georgia entails the approaches such as equitable benefits for LGBTQ employees and their families, non-discrimination policies across the organizations, internal accountability, internal education, and public commitment to LGBTQ equality. Policy includes sexual orientation for all operations, b. Tyson Foods, Inc. recently merged with Hillshire Farms in 2014 and employs around 115,000 people in total (Tyson Foods, Inc., 2014). This change helped drive more widespread adoption of nondiscrimination policies that include sexual orientation and gender identity protections. Determines the value of diversity management for the future. The CEI continues to reflect best practices for LGBTQ+ workers and their families. By using the CEI criteria as a guide, businesses can help ensure that their existing policy and benefits infrastructure is inclusive of LGBTQ+ workers and their families. 3. Our mission. This guide must include contact information for relevant and related organizations and/or persons of interest, a full breakdown of the appeals process, a detailed FAQ, and must, ultimately, be comprehensive in its nature. Workforce Protections (30 points possible), a. of rated employers in this years CEI have supplier mandates with respect to non-discrimination in place, and 99.5% of these mandates (1,087 of 1,093 companies) explicitly include sexual orientation and gender identity alongside other named categories. Jackson Lewis PC, Scott Sapperstein IN THE U.S. EMPLOYER-PROVIDED HEALTH INSURANCE IS THE SINGLE LARGEST source of healthcare coverage. Supplier diversity initiatives are a win-win relationship for both the LGBTQ+ owned small businesses and the businesses that contract them. For the second year in a row, the company was recognized in the Human Rights Campaign Foundation's 2022 Corporate Equality Index (CEI), the standard for measuring policies and practices that promote a LGBTQ-inclusive workplace. View Resource. The historic Obergefell v. Hodges case in 2015 gave same-sex couples the right to marriage, and, since then, state legislators across the country have responded by proposing hundreds of anti-LGBTQ+ bills. 4. A full 91 percent of the Fortune 500 including both companies that participate in the CEI survey and those that do not have gender identity protections enumerated in their nondiscrimination policies (up from 3 percent in 2002). Our leaders strive to continually manage employees in line with our values and beliefs to enable them to develop their full potential and to move beyond inclusion to a world of engagement. The HRC Foundation may have rated businesses that did not submit a survey for a 2022 rating if the business has 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. Five 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 five of the following: b. LGBTQ+ Corporate Social Responsibility, Contractor/supplier non-discrimination standards AND Philanthropic Giving Guidelines (5). Debunking the Myths: Transgender Health and Well-Being, U.S. Federal Government Employment Policies, Sexual Orientation in U.S. Nondiscrimination Policy, Gender Identity in U.S. Nondiscrimination Policy. (he/him)Senior Vice President, Environment Social & Governance All ensure that LGBTQ+ people are able to take one step closer to full legal and lived equality. The equality bills range in topic from ensuring that utility companies allow consumers to change their names and pronouns; to streamlining adoption requirements for stepparents; to ensuring that places of public accommodation have gender-neutral bathrooms; to make it easier to update birth and death certificates with correct names and gender markers. By using this site, you agree to our use of cookies. The areas that will be assessed for equality include: Cryopreservation (egg freezing for non-medical reasons); Infertility treatment coverage (outside of in-vitro fertilization); Fertility/in-vitro fertilization coverage; and. The Human Rights Campaign uses cookies to improve your site experience. We use the Human Rights Campaign's Corporate Equality Index (CEI) of 398 (1592 firm-year observations) U.S. firms between . Scores from 1 to 2.66 were considered in the "low" range, scores from 2.67 to 4.33 were considered in the "moder- ate" range, and scores . This year marks the Human Rights Campaign Foundations (HRCF) 20th edition of the Corporate Equality Index (CEI), the premier survey benchmarking tool on how corporations across the United States and beyond are adopting equitable workplace policies, practices and benefits for LGBTQ+ employees. If a business was found to have a connection with an anti-LGBTQ+ organization or activity, the HRC Foundation contacted the business and provided it with an opportunity to respond and, to the best of its ability, to mitigate the harm done and ensure that no such action would occur in the future. In fact, over the last decade, most businesses that have offered same-sex partner benefits also extended these to different-sex partners. Accenture Ltd. Lanaya Irvin (he/him) TEANECK, N.J., Jan. 27, 2022 - Cognizant (Nasdaq: CTSH), earned a score of 100 on the Human Rights Campaign Foundation's 2022 Corporate Equality Index, the nation's foremost benchmarking survey and report measuring corporate policies and practices related to LGBTQ+ workplace equality. Michael Hart, president of the American Chamber of Commerce in China, discusses the results of its annual business climate survey. Determines the value of diversity management for the future. An outstanding 1,271 companies actively participated in the CEI 2022 Survey. To secure full credit for benefits criteria, each benefit must be available to all benefits-eligible U.S. employees. Under the TD Ready Commitment and its four key, interconnected drivers of: Financial Security, Vibrant Planet, Connected Communities, and Better Health; we are targeting a total of $1 billion by . Determines the value of diversity management for the future. CEI serves the nation's foremost . Because of the negativity surrounding LGBTQ+ inclusion in the early years of the report, the companies that scored 100% on the CEI in those years were, markedly, ahead of their time. Raina also manages all aspects of the CEI database and survey implementation. of CEI-rated businesses (1,160 of 1,271 respondents) offer at least one transgender-inclusive plan option with current market standard coverage, up from 0 in 2002 and just 8% in the 2009 CEI report. Here are a few noteworthy pro-LGBTQ+ achievements: One of the most momentous societal and legal achievements for the LGBTQ+ community in the past 20 years was the 2015 Obergefell v. Hodges Supreme Court decision. Joni Madison (she/her/hers) For this reason, the Corporate Equality Index criteria still require a company to have a nondiscrimination or equal employment opportunity policy that explicitly enumerates both sexual orientation and gender identity. Clearly stating sexual orientation and gender identity as protected characteristics remains a best practice to ensure employees and prospective employees, as well as managers and supervisors, understand the companys commitment to nondiscrimination protections for LGBTQ+ people. THE WORKFORCE PROTECTIONS CRITERIA OF THE CEI CALL FOR A WRITTEN employment nondiscrimination policy that includes both sexual orientation and gender identity across all operations. HRC, its partners, and supporters will continue to work toward the goal of all 50 states having LGBTQ+ non-discrimination protections written into law. Director, Global Diversity & Inclusion The first-even Senate hearing on the Equality Act was March 17, 2021. #1 - David Aaker Model. Workplace culture and analytics leader SAS received the top score of 100 on the Human Rights Campaign Corporate Foundation's 2022 Corporate Equality Index (CEI). First, the minimal services and treatment for transgender-inclusive healthcare will now be more robust. For example, where routine care, hormone therapies, and medically necessary surgeries are available to cisgender (non-transgender) people, these same healthcare benefits must also be extended to transgender people covered by the plan. Employees, that addresses LGBTQ+ intersectionality within the workplace 2021, one in Argentina and the businesses contract! In China, discusses the results the four components of the corporate equality index its annual Business climate survey last. The policies help to ensure: Furthermore, these policies represent minimal costs. Extended these to different-sex partners the SINGLE LARGEST source of healthcare coverage drive more widespread adoption of policies. 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