CEO Brief

RHODE ISLAND

LGBT+ Business Climate Score

Out Leadership’s Business Climate Index for the 50 United States is an assessment of states’ performance on LGBT+ inclusion. It measures the impact government policies and prevalent attitudes have on the LGBT+ people residing in each state, quantifying the 87.6 economic imperatives for inclusion and the costs of . It equips business and state leaders with a clear sense of the most impactful steps states can take to make themselves more hospitable to forward-thinking, innovative, inclusive businesses. out of a possible 100 points

Legal & Nondiscrimination Protection. It’s easy and straightforward to update the gender markers on a birth certificate or a driver’s license. The state has comprehensive nondiscrimination laws inclusive of as well 18.8 / 20 as and expression.

Youth & Family Support. to minors is illegal in the state. It’s illegal to discriminate against children on the basis of gender identity or sexual orientation. Adoption agencies are banned from using religion to discriminate 15.7 / 20 against potential LGBT+ parents.

Political & Religious Attitudes. The state has a Governor and U.S. Senators who consistently speak and vote in favor of equality and inclusion. Rhode Island has / 20 had a religious exemption law since 1993. 19.2

Health Access & Safety. All insurance providers in Rhode Island must cover healthcare. The state offers comprehensive hate crimes protections / 20 for sexual orientation and gender identity. HIV is not criminalized.* 20

Work Environment & Employment. 15% of transgender employees in Rhode Island reported being harassed in the past year due to their gender identity, and 16% report mistreatment such as having someone at work share private information about their gender. 24% of LGBT+ individuals in Rhode Island reported food insecurity, close to double the rate for non-LGBT+ people (17%). Up to 28% of LGBT+ individuals in Rhode Island reported making less than $24,000 per year. 9% of LGBT+ individuals report / 20 unemployment in Rhode Island, almost double the rate for non-LGBT+ people (5%). 14

Note on Methodology. To read a detailed explanation of our rationale and methodology, including our data standards and practices, please visit www.outleadership.com/stateindex *HIV criminalization laws are discriminatory and ineffective. These laws fail to account for advances made in treating and controlling HIV, may deter people from getting tested and seeking treatment, and can exacerbate the stigma targeting people living with HIV and LGBT+ people. How to Use This Brief

As a business leader, you have the opportunity to create change for LGBT+ people wherever you work – both within your company, and in the places you do business. This brief provides valuable information to inform your conversations with:

Internal Staff: Ensure that staff at your company are aware of the laws and attitudes impacting LGBT+ people wherever they work, and that they’ve adopted the appropriate internal policies for their location.

Community Leaders: In meetings with community leaders, particularly those focused on economic development, we encourage business leaders to bring up a state’s performance on the State Business Climate Index, and the details shared in the CEO Briefs, in an appropriate way. We hope that these tools will help executives explain how LGBT+ inclusive policies are part of their companies’ best practices, and acknowledged as global standards. Please note that you are the best person to judge whether you have the ability to have such a conversation with a local leader in an appropriate way. Your Community Affairs officer, Diversity & Inclusion head, or equivalent may be appropriate to include in these conversations.

In-country Business Partners: In conversations with business partners, when appropriate, ask them what they’re doing to address LGBT+ inclusion, and help explain why inclusion positively impacts your ability to conduct business.

Talking Points “4.5% of Rhode Islanders identify as LGBT+. Conservatively, that’s LGBT+ personal income of $2.6 billion – it’s a market my business can’t afford to ignore.”

“Rhode Island’s comprehensive nondiscrimination law protects LGBT+ people, so the state is already experiencing the positive economic impacts of such policies. One estimate suggests that the state’s economy may have grown 3%, or $1.78 billion, thanks to its inclusive approach. That said, there’s still a gap between policy and culture, and organizations in Rhode Island have a business imperative to ensure that LGBT+ people feel welcome in their workplaces.”

“Rhode Island has a favorable economic environment for business investment – but taking steps to make LGBT+ people feel safer and more included would better enable companies to attract top LGBT+ talent.”

“Millennial and Gen Z consumers prefer to do business with companies with LGBT+ friendly advertising and policies – 54% say they’re more likely to choose an LGBT+ inclusive brand over a competitor – which is why it’s important that Rhode Island continue to foster a business environment where being inclusive is supported.” State Index Heat Map

Out Leadership's Business Climate Index combines verifiable data on LGBT+ people’s lived experiences with economic data to help business leaders and policymakers understand the costs created by policies that create minority stress. The legal and cultural situation for LGBT+ people varies widely across the country. This map, based on each state's total score, illustrates the states where LGBT+ people are empowered to participate more fully and openly in the economy, and the states that are lagging behind.

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0 100 Regional0 Context – The100 Northeast

Out Leadership and FCB partnered on original market research into the attitudes of American workers on LGBT+ inclusion, which fielded in March and April 2019. The full results will be launched in the spring of 2020; we are able to share preliminary regional comparisons in this brief. Northeast Region The Northeast has the lowest percentage of those who are out at work (49.6%). LGBT+ workers in Connecticut urban environments, however, do feel slightly more comfortable talking about their personal lives Delaware vs. urban LGBT+ workers for the rest of the country (17% more likely than nationwide). Workers Maine in this region are more likely to hear or engage in negative conversations about LGBT+ people Maryland at work. Particularly for the non-LGBT+ group, which is 23% more likely to report observing or Massachusetts experiencing negative conversations about LGBT+ people vs the nation as a whole. Despite being New Hampshire more likely to hear negative conversations at work, workers in this region are the least likely to New Jersey say that they hear this negativity from state leadership. They are 61% less likely to report that New York leadership in their state talks about LGBT+ people in predominantly negative terms. Like most Pennsylvania regions, there is a strong difference between urban and rural audiences, especially for the self- Rhode Island rated importance of team diversity when looking for jobs. LGBT+/Allies living in Rural areas care Vermont the least about diverse teams when looking for jobs (49% less likely than nationwide). Finally, audiences in the Northeast were 20% more likely to list “Supporting LGBT+ Pride celebrations” as one of their top three ways businesses can demonstrate their support for the community.

Unless otherwise noted, all comparisons for more or less likely are compared to the National results. Regional results are based off of 1,500 respondents (LGBT+ and Non-LGBT+ responses have been weighted to be age-representative for each audience in each region). National results are based off of 600 respondents representative of each audience (LGBT+ vs Non-LGBT+). Current Legal Status of LGBT+ People

Legal Status of the , , and

Rhode Island’s laws protect against discrimination on the basis of sexual orientation and gender identity in employment, housing, credit, and accommodations.

The state even protects against the perception of one’s sexual orientation and gender identity, meaning a person could potentially seek recourse under the law even if they aren’t a member of the group for which they are allegedly being persecuted.

The employment antidiscrimination law applies to all public employers, as well as private employers with four or more workers.

It’s illegal to discriminate against children in Rhode Island on the basis of gender identity or sexual orientation.

The state does not permit adoption agencies to decline prospective parents based on religious beliefs.

Rhode Island has had a religious exemption law since 1993. It bans the state from restricting a person’s “free exercise of religion” unless the restriction is generally applicable and does not “intentionally discriminate against religion, or among religions,” and the governmental authority proves that the restriction is “essential” to further a compelling governmental interest and is using the least restrictive means of furthering that interest.

Exposure to HIV is not explicitly criminalized in Rhode Island. However, there is a misdemeanor offense for sexually transmitted diseases on the books. The statute specifically prohibits anyone from knowingly exposing another person to the disease. Violations include a $100 fine or a three-month prison sentence.

There are hate crimes protections covering sexual orientation and gender identity or expression, but the enhanced sentencing that hate crimes carry doesn’t extend to the latter.

Rhode Island banned conversion therapy for minors by licensed professionals in 2017. It’s not illegal to conduct conversion therapy in an unlicensed situation, but it isn’t eligible for insurance reimbursement or coverage.

Legal Status of the Transgender Community

Applicants can change the gender markers on a birth certificate if they have undergone gender affirmation “based on contemporary clinical standards.” The updated certificate will state that it has been amended but won’t specify what changed.

Updating the gender marker on a driver’s license simply requires surrendering the current license and completing a form for a new one. There is no nonbinary option.

Name changes on a driver’s license require that applicants get a name-change order from a court, update their social security records, and then wait 24 hours before updating other documentation.

Medicaid covers transgender healthcare in Rhode Island, including mental health treatment, hormone therapy and sexual confirmation surgery.

Insurance denials based on gender identity, expression or dysphoria is considered sex discrimination and is banned under state law.

Government Statements and Actions

Governor Gina Raimondo publicly supported Pride Month in June 2019 after the state’s top Catholic official warned his followers to stay away from the event.

In August 2019, Raimondo committed to adding a nonbinary gender option to birth certificates and driver’s licenses within a year.

In July 2018, she signed a law mandating that death certificates reflect people’s gender identity. Impact of LGBT Discrimination on Business & Talent

For more context around these scores, and to learn more about the criteria we used to assess how state laws, actions and attitudes toward LGBT+ people create business and talent risks, please visit www.outleadership.com/staterisk

1 • NO RISK 2 • LOW RISK 3 • MODERATE RISK 4 • NOTABLE RISK 5 • HIGH RISK

Companies incur no brand risk by doing business in Rhode Island, which has NONE BRAND RISK comprehensive laws protecting LGBT+ people and a correspondingly great reputation.

NONE There’s no reason to believe that LGBT+ or strong ally clients would pull CLIENT RISK business from companies operating in Rhode Island.

NONE Rhode Island has comprehensive nondiscrimination laws and protections, TALENT RISK making it a state top LGBT+ talent would prioritize.

NONE MARKETING RISK There is no risk to marketing to Rhode Island’s LGBT+ community.

The state has comprehensive nondiscrimination protections in place and there NONE FUTURE RISK seems to be no appetite to pursue discriminatory legislation. We see no risk of a negative event.

Socio-cultural Environment of LGBT+ People

Status of LGBT+ Organizing and Community

Rhode Island has had a pride event since 1976. It now draws about 60,000 people annually.

Cultural Views of the LGBT+ Community

After the state’s bishop tweeted against Pride Month, Rhode Island Pride, the Governor, and various Catholic clergy in the state condemned his comments.

The Rhode Island Foundation, which gives community grants in the state, has a 15-year-old initiative focused on awarding monies to LGBT+ initiatives in the state. The Equity Action Fund gives out about $50,000 a year. Purpose

Multinational companies face operational and reputation risks when they do business in places where the legal and/or social atmosphere makes it difficult for LGBT+ people to live openly. Discrimination against LGBT+ people creates serious challenges for talent mobility, retention, and development.

Out Leadership’s LGBT+ CEO Business Briefs seek to help C-Suite leaders understand and respond to these risks. Secondarily, these Briefs seek to inform and empower corporate executives to engage in conversations with economic development officials and other local stakeholders about why discrimination against LGBT+ people negatively impacts their ability to do business.

Partners

Our partnerships make our work possible. The 50 U.S. State CEO Business Briefs are financially supported by a grant from the Gill Foundation. Ropes & Gray is our pro bono legal partner for the CEO Business Briefs globally. FCB partnered with us to conduct original market research into American attitudes toward LGBT+ workplace inclusion, informing the Regional Context section. The State Business Climate Index is based on data graciously shared by the Movement Advancement Project and the Williams Institute. America Competes supported the development of the scoring for the Risk Assessments detailed in this brief, particularly for the Future Risk score.

Special Thanks

Thank you to Steven Brown, Executive Director of the ACLU of Rhode Island, for sharing their expertise. Thank you also to Out Leadership’s Global Advisory Board members and our member companies’ senior leaders, who have committed to using this brief. Project Team

Out Leadership We help firms engage with the $5.2 trillion Todd Sears, Founder & CEO LGBT+ market opportunity. Are you ready Marco Martinot, CFO ® to improve your Return on Equality ? Rachel Golden, Senior Researcher Fabrice Houdart, Managing Director, Global Equality Initiatives Stephen Smith, Head of Marketing Justin LaCoursiere, Director, Marketing & Communications OutLeadership.com Rufus Gifford, Senior Advisor +1.917.336.06o4 Kira Goldenberg, Writer & Researcher [email protected] FCB 636 11th Avenue, New York, NY 10036 Vita Harris, Chief Strategy Officer Danni Bayn, Strategic Analytics Director Andrea Allison, Supervisor, Strategic Analytics

Half a Matched Set Catie Ryan, Print Design

Telegraph Web Design Disclaimer Certain information contained herein has been obtained from a number of published and non-published sources prepared by other parties and companies, which may not have been verified and in certain cases have not been updated through the date hereof. While such information from other parties and companies is believed to be reliable for the purpose used herein, none of Out Leadership nor any of its affiliates assume any responsibility for the accuracy or completeness of such information. Out Leadership has made efforts to ensure that the information contained within these briefs is accurate and up to date as of the publication date of December 31, 2019, but information contained herein has not been independently verified by Out Leadership or any of its directors, members, employees, advisers or officers and is not guaranteed to be correct, complete or current. All information is subject to change without notice. These briefs are provided for educational and informational purposes only, and should not be construed as legal advice. To the maximum extent permitted by law, Out Leadership shall not be liable (including in negligence) for any direct, indirect or consequential losses, damages, costs or expenses arising out of or in connection with the use of or reliance on this document. If you would like to suggest an edit to this brief, please contact [email protected].