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new criteria

rating system and methodology

zz Plan documentation must be readily available to employees and

must clearly communicate inclusive insurance options to employees and their eligible dependents. zz Benefits available to other employees must extend to transgender individuals. The following benefits should all extend to transgender individuals, including for services related to gender transition (e.g., medically necessary services related to sex affirmation/ reassignment): vv Short-term medical leave vv Mental health benefits vv Pharmaceutical coverage (e.g., for hormone replacement therapies) vv Coverage for medical visits or laboratory services vv Coverage for reconstructive surgical procedures related to sex reassignment vv Coverage of routine, chronic or urgent non-transition services vv Plan language ensuring “adequacy of network” or access to specialists should extend to transition-related care (including provisions for travel or other expense reimbursements) zz Dollar maximums on this area of coverage must meet or exceed $75,000.

Criteria 3

To secure full credit for benefits criteria, each benefit must be available to all benefits-eligible U.S. employees. In areas where more than one health insurance plan is available, at least one inclusive plan must be available.

Organizational LGBT competency a. Competency training, resources or accountability measures 10 points

Businesses must demonstrate a firm-wide, sustained and accountable commitment to diversity and cultural competency, including at least three of the following elements: zz New hire training clearly states that the nondiscrimination policy

includes sexual orientation and gender identity and provides definitions or scenarios illustrating the policy for each zz Supervisors undergo training that includes sexual orientation and gender identity as discrete topics (may be part of a broader training), and provides definitions or scenarios illustrating the policy for each zz Integration of sexual orientation and gender identity in professional development, skills-based or other leadership training that includes elements of diversity and/or cultural competency zz Senior management/executive performance measures include LGBT diversity metrics zz Gender transition guidelines with supportive restroom/ facilities, dress code and documentation guidance zz Anonymous employee engagement or climate surveys conducted on an annual or biennial basis allow employees the option to identify as LGBT zz Data collection forms that include employee race, ethnicity, gender, military and disability status — typically recorded as part of employee records — include optional questions on sexual orientation and gender identity b. Employee group –or– Diversity council

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c o r p o r at e e q ua l i t y i n d e x 2 O 1 2

www.hrc.org/cei

10 points

Corporate Equality Index 2012  

The Human Rights Campaign’s 2012 Corporate Equality Index chronicles a decade of progress in workplace equality. 2012 marks the first year...