corporate equality index
A Repor t Card on Gay, Lesbian, Bisexual and Transgender Equality in Corporate America
www.hrc.org/worknet A project of the Human Rights Campaign Foundation, 1640 Rhode Island Ave., N.W., Washington, D.C. 20036 9/2005 2005 HRC Senior Staff As America’s largest gay, lesbian, bisexual and transgender civil rights organization, the Joe Solmonese Human Rights Campaign provides a national voice on sexual orientation and gender President identity and expression issues. HRC effectively lobbies Congress; mobilizes grassroots Jacquelyn J. Bennett action in diverse communities; invests strategically to elect a fair-minded Congress; Administration Director and increases public understanding through innovative education and communication Ann Crowley strategies. HRC is a nonpartisan organization that works to advance equality based on Membership Director sexual orientation and gender expression and identity, to ensure that gay, lesbian, bi- sexual and transgender Americans can be open, honest and safe at home, at work and in Steven Fisher Vice President for the community. Communications & Marketing Andrea Green Finance Director Julian J. High Human Resources & Diversity Director Seth Kilbourn Vice President for Marriage Project Kevin Layton Director, Policy & Strategy Barbara A. Menard Director, HRC Foundation Cathy Nelson Vice President for Development & Membership Susanne Salkind Managing Director Susan Schreiner Information Technology Director Liz Seaton General Counsel & Legal Program Director David M. Smith Vice President for Policy & Strategy Christopher Speron Development Director Winnie Stachelberg Vice President for HRC Foundation
HRC Foundation Board Gwen Baba Vic Basile Human Rights Campaign Foundation, 1640 Rhode Island Ave., N.W., Washington, D.C. 20036 Terry Bean Edith Cofrin phone 202/628-4160 TTY 202/216-1572 fax 202/347-5323 website www.hrc.org Marge Connelly Lawrie Demorest Marty Lieberman © 2005 by the Human Rights Campaign Foundation. The HRC Foundation Candy Marcum grants permission for the reproduction and redistribution of this publication Hilary Rosen Andrea Sharrin only when reproduced in its entirety and distributed free of charge. The Human Mary Snider Rights Campaign name and the Equality logo are trademarks of the Human Rights Campaign. Letter from HRC President Joe Solmonese
Dear Readers,
The spark was lit in 2002, and today the powerful glow of equality illuminates thousands of factory floors, board rooms and cubicles across America.
The fourth annual Human Rights Campaign Foundation Corporate
Equality Index demonstrates, more dramatically than ever, the trend of INDEX EQUALITY CORPORATE corporate America treating its gay, lesbian, bisexual and transgender employees and consumers with equality.
Just consider these three statistics from this year’s report:
• A total of 101 companies received the highest rating this year — an 80 percent increase from one year ago, when 56 companies received a perfect score. • A total of 113 companies rated by the CEI now have transgender anti-discrimination protections compared to 59 in 2004, a 92 percent increase. • In 2002, approximately 690,000 people were employed by the 13 companies that scored 100 percent. Today, 5.6 million people work at the 101 companies that score 100 percent. 2005
Corporate America is ahead of the government in providing equal treatment for GLBT people because it knows that fairness is good for business. Workers who have access to health care for their families can put more focus on their jobs. Engaged, creative and productive employees are those who don’t have to worry about discrimination. And creating an environment where individual differences are respected, not ignored, makes for a better work product.
The Human Rights Campaign Foundation’s corporate advocacy program is a shining model for education and civil rights work. By harnessing the best and most savvy staff, employing sophisticated media advocacy and engaging thoughtful corporate leaders with timely and accurate information, we’re making real change for millions of real people.
As we educate the public, stigma and stereotypes shatter and fairness prevails. As members of Congress so often say, “What’s good for business is good for America.” We couldn’t agree more.
Thank you,
Joe Solmonese President, Human Rights Campaign
Table of Contents
i Letter from HRC President Joe Solmonese
2 Executive Summary
4 2005 Results
8 Changes in the HRC Foundation Corporate Equality Index for 2006
10 Methodology
12 Conclusion
13 About the HRC Foundation Workplace Project
14 Acknowledgements and About the Authors
15 HRC Foundation Business Council
17 Appendices
18 Appendix A 2005 Corporate Equality Index Scores, Sorted Alphabetically by Company Name
31 Appendix B 2005 Corporate Equality Index Scores, by Industry
45 Appendix C 2005 Corporate Equality Index Survey
54 Appendix D Equality Project’s Equality Principles 2
www.hrc.org/worklife CORPORATE EQUALITY INDEX 2005 Executive Summary highest rating this year — an 80 percent increase from previous year. A total of 101 companies received the M industries, continue to charge forward with United States employers, from theretail to defense Foundation launched the CEI three years ago. of companies that scored 100 percent when the HRC score. That number is nearly eight times the number one year ago, when 56 companies received a perfect The HRC Foundation’s Corporate EqualityIndex Foundation’s isasimpleand HRC The Corporate whether they: whether basedon 0to100percent onascaleof rated Companies were investors. and employees,lesbian, bisexual andtransgender consumers gay, of ontheirtreatment majorcorporations tooltorate effective 100 120 20 40 60 80 3. Offer health insurance coverage to employees’ coverage same-sex healthinsurance Offer 3. “gender identity”or“gender Include identityand/or 2. writtennon- “sexual orientation”intheirprimary Include 1. 0 partner ontheirown. partner for adomestic healthinsurance to employees topurchase fidomestic partners cashcompensation rm-wide orprovide writtennon-discriminationpolicy. intheir primary expression” discrimination policy. Figure 1.NumberofCompanieswith 2002 13 Equality Index in 2005 than in any Campaign Foundation Corporate 100 percent on the Human Rights ore major U.S. corporations scored 100%, byYear 2003 28 HRC Foundaton Corporate Equalty Index 2005 2004 56 2005 101 70 percent in2002. offer healthbenefi ts to domestic partners, upfrom companies percent scoredEighty-one of by theCEI workforce overall healthcare rising inspitecosts. of andretaining atalented attracting cost meansof employees’ asalow- same-sex domestic partners continuing to extend healthinsurance coverage to that comprise theCEI. For example, companies are increasingly positive theindicators trend ineach of companies scoringnumber 100percent of isan In inthe thesustained growth lockstep with gay, lesbian, bisexual andtrans gender employees. comprehensive workplace-inclusion for policies these policies affect. The combined workforce of of fairness and inclusion is the number of workers Perhaps more important than the business benefi ts hason thebottom discrimination line. transgender quickly recognizing thatprohibiting theimpact employment, levels atall of visible companies are increase. As employees transgender become more policies, compared to 59in2004—a92percent 113 companies scored by theCEInow have such policies.corporate non-discrimination A total of of addition “gender or expression” identity in mostsignifiThe gain in2005wasthe policy cant 7. Engage in corporate action that would undermine thegoal actionthatwouldundermine incorporate Engage 7. totheGLBT marketing andappropriate inrespectful Engage 6. sexual orientationand/ thatincludes training diversity Offer 5. Offi aGLBTemployeeresource andsupport recognize cially 4. of equalrightsfor GLBTpeople. of orevents. or communityorganizations foundation orotherwisetoGLBThealth,educational,political theircorporate through support community and/orprovide or genderintheworkplace. identityandexpression space andotherresources. by meeting interest providing someexpressed if group aGLBTemployee employees’ resource forming support missionspecifiwhose GLBTdiversity, cally includes orwould orhaveafigroup group councilorworking rm-wide diversity 3
CORPORATE EQUALITY INDEX 2005 www.hrc.org/worklife Sexual Orientation Sexual in EEO Policy Domestic Partner Health Coverage Advertising or Philanthropy GLBT Diversity Training Groups Employee or Diversity Councils Gender Identity in EEO Policy 2005 scored 100 percent. Today, 5.6 million people work at at work people million 5.6 Today, percent. 100 scored all not While percent. 100 scoring companies 101 the a in work to go all GLBT, are employees those of to message a sends that environment corporate equal given be should people GLBT that employees respect. equal and ts benefi equal opportunity, permeated employees GLBT policies for Inclusive of areas industries policy corporate and more more solely no longer policies are GLBT-friendly in 2005. nancial fi or computer at high-tech, a feature oil The York. New California and in rms services fi manufacturing and chemical defense and gas, for 100 percent industries reach all had companies progres- the most Meanwhile, rst 2005. time in the fi diversity up supplier opening are companies sive and extend- businesses GLBT-owned programs to and equal ing anti-discrimination protections their ts throughout operations. global benefi 2004 Figure 2. Growth in Policies, by Year (%) Growth in 2005 5,600,000 2003 Figure 3. 2002 2002 690,000 Employees at 100% Companies 0
40 20 80 60
100 2 1 0 6 5 4 3 millions people were employed by the 13 companies that that companies 13 the by employed were people all companies rated by the HRC Foundation is is Foundation HRC the by rated companies all Foundation HRC the When employees. million 21.6 690,000 approximately 2002, in CEI the released rst fi executive summary 4 “
www.hrc.org/worklife CORPORATE EQUALITY INDEX 2005 of choice inthemarketplace.of workforce andremain thecompany togoal have themosttalented today,of andisconsistent IBM’s with andbusiness social issue important HRCThe for platform inclusion isan 2005 Results fairness and equality for theGLBT andequality communityfairness in 2005, society American theadvances in C 83 percent including sexual intheir orientation beneficompanies domestic offering partner tsand petitiveness. With Fortune 49percent 500 of offer on com- fairandequitable turns policies To many executives, to whether thequestion of onlywhen 13companies score. thehighest had scored 100percent attheCEI’s inception in2002, thenumber times that number eight isnearly 2004, 56companies when got thetop grade. That percent on theCEI—an80percent increase from In 2005, 101companies scored 100 aperfect GLBT-inclusive policies. for thebusiness implementing caserationale of part become 100percent animportant hasitself of the labormarket. As such, thetop obtaining score recognition inthemarketplace for their efforts and IndexEquality rewards inclusive companies with diversity initiatives, the HRC Foundation Corporate As theonly comprehensive GLBT measure of many cases, thorough. through corporate have policies quick been and, in — Ted Childs, vicepresident, Global employees. More thanany other sector andbenefiopportunity ts to GLBT inthe1990stostarted provide equal orporate iscontinuingAmerica atrend Workforce Diversity, IBMCorp. ” score went up29pointssince 2002. 2005 to 86percent from 79percent. average The averageThe score for companies increased in again anyfrom kind. of discrimination appreciatewho asupportive work environment free employees, their non-GLBT colleagues but alsoof to GLBT therecruitmentand retention portant of fi ndthat implementingpoliciesisnot these just im- and unable to compete. Furthermore, employers have such are policies increasingly marginalized policies,non-discrimination companies thatdon’t Lesbians and Bisexuals,” Harris Interactive, Feb. Interactive, Lesbians andBisexuals,” 4,2005. Harris May InflPractices Gays, Decisions of Loyalty andPurchase uence Brand 2 &format=html. www.witeckcombs.com/show.news.asp?id=337 at available 2005, 31, Jan. Communications, Witeck-Combs 2005,” in billion $610 at Projected 1 Getting Your Gadgets Staying Connected Up Stocking Up Dressing Around Cruising Eating In EqualityCorporate Index scores. Below some is popular a list brands of and their HRC Foundation likely to shop from a company with inclusive policies in place. $610 billion in 2005. Gay, lesbian, bisexual and transgender consumers will spend Harris Interactive, “National Survey ShowsGay-Specifi “NationalSurvey Interactive, Harris cMarketing Witeck-Combs Communications and Packaged Facts, “Gay Buying Power Power Buying “Gay Facts, Packaged and Communications Witeck-Combs RadioShack RadioShack Best Buy ALLTEL Sprint Rite Aid Walgreens &TaylorLord Gap Nissan Ford/Volvo Whole Foods Market Inc. Safeway The GLBT Consumer 1 GLBT consumers are 70 percent more 100 100 100 100 100 29 29 29 29 29 57 71 2
5
CORPORATE EQUALITY INDEX 2005 Raytheon Co. www.hrc.org/worklife ” — Hayward L. Bell, chief diversity offi cer, cer, L. Bell, chief— Hayward diversity offi identity and expression to our policy was an example of matching the talk with the walk. For Raytheon, adding gender Both the computer software and consulting consulting and software computer the Both 100 reach each companies two saw industries California- and Microsoft time. rst fi the for percent software the in spot top the share Intuit based are KPMG and Young & Ernst And industry. industry. consulting the in percent 100 at together televisionto achieve rst network CBS became the fi Viacom York-based New owner, Its 100 percent. Showtime and LOGO, MTV, also owns BET, Inc., channel. cable GLBT the new Foundation HRC the that industries 32 the of Out percent: 100 at companies no have ve fi only rates, con- and engineering marketing, and advertising tobacco. and products paper and forest struction, Next Practices increasingly are managers diversity Supplier GLBT-owned programsfocusing their toward ofA total that indicated 205 businesses businesses. program and 12 per- diversity a supplier they have in companies ofcent GLBT-owned those include The last year. 9 percent up from initiatives, their of Chamber and Lesbian Commerce Gay National GLBT- for process cation a certifi has developed inclusive for owned and advocates businesses programs in corporations. diversity supplier adding also increasingly a global are Companies rated Among policies. GLBT-inclusive to dimension orientation sexual extend 48 percent companies, identity non- gender extend 60 percent protections, extend discrimination policies and 24 percent in all their employees to ts partnerdomestic benefi global operations. “ 86 2005 79 2004 71 Figure 4. 2003 Rise in Average Score on CEI Rise in Average 57 2002 0 20 80 60 40 100 chemicals manufacturer, behind Dow, increasinglychemicals behind manufacturer, Dow, at odds with its competition. Chevron both reached scores of 100 percent in rst the time. This ExxonMobil, leaves 2005 for the fi largestworld’s oil company and third largest the largest chemical company in the States, United rst in its industrytoreach 100 became the fi And in thepercent. oil BP and and gas sector, Dynamics (57 percent). Midland, Mich.-based Dow Chemical Company, space company to achieve 100 percent on the CEI. Raytheon leads all its competitors, includ- ing Rockwell Collins (43 percent) and General Raytheon announced Co. that it was adding gender identity and expression to its non- discrimination rst aero- makingpolicy, it the fi oil and gas.oil Mass.-basedWaltham, Indefense July, giant member company achieve 100 percent: aerospace aerospace 100 percent: achieve company member com- biotechnology, and chemicals and defense, television and networks consulting, software, puter High-performing companies on the CEI are no the CEI are on High-performing companies of a few to limited the most progressive longer rst fi their six industries saw 2005, In industries. Industry Analysis Meijer Inc.; Charlotte, N.C.-based National National N.C.-based Charlotte, Inc.; Meijer Systems; Perot rm fi consulting high-tech Gypsum; Industries. Shaw subsidiary Hatahway Berkshire and The lowest score on the Corporate Equality Index Index Equality Corporate the on score lowest The received companies Five percent. 14 was year this chain grocery ExxonMobil; giant oil percent: 14 2005 results 6
www.hrc.org/worklife CORPORATE EQUALITY INDEX 2005 American Express Co.American Express American Airlines LLP Alston &Bird Agilent Technologies Inc. Aetna Inc. Company Machines Corp. Machines Business International Intel Corp. Co.Hewlett-Packard Inc. Group GoldmanSachs The Global HyattCorp. GlaxoSmithKline Inc. MillsInc. General Inc. Gap Freescale SemiconductorInc. Ford MotorCo. &Benson Faegre Estee LauderCompanies &YoungErnst Eastman KodakCo. Dow ChemicalCo. Dominion Resources Inc. Bank Deutsche Dell Inc. Corp. Daimler Chrysler Cummins Inc. Boston SuisseFirst Credit Inc. Corning CMP MediaLLC Inc. Citigroup Cisco Systems Corp. Chubb ChoicePoint Inc. Corp. Chevron Corp. Schwab Charles The Inc. Cargill OneFinancialCorp. Capital Association StateAutomobile California BP America Inc. Group Borders Best BuyCo. Inc. &LombInc. Bausch Inc. Avaya AT&T Corp. ComputerInc. Apple Armonk Santa Clara Palo Alto YorkNew Chicago Philadelphia Minneapolis San Francisco Austin Dearborn Minneapolis YorkNew YorkNew Rochester Hills Auburn Richmond YorkNew Round Rock Hills Auburn Columbus YorkNew Corning Manhasset YorkNew San Jose Warren Alpharetta San Ramon San Francisco Wayzata McLean San Francisco Warrenville Ann Arbor Richfi eld Rochester Basking Ridge Bedminster Cupertino YorkNew Ft. Worth Atlanta Palo Alto Hartford Headquarters Headquarters City Headquarters Headquarters State MN MN MN MN NY NY NY NY NY NY NY NY NY NY NY NY GA GA PA CA CA CA CA CA CA CA CA CA VA VA TX TX TX CT MI MI MI MI NJ NJ NJ IN IL IL Table 1. 100 Percent n 2005 In Fortune In Fortune 500 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3
Lexmark International Inc. International Lexmark &Co. Strauss Levi Holdings Lehman Brothers FoodsKraft Inc. KPMG LLP Inc. Group Restaurant Kimpton Hotel& Keyspan Corp Permanente Kaiser Johnson &Johnson Jenner &Block J.P. Chase&Co. Morgan Intuit Inc. Company Sprint Corp. Edison California Southern and Co. Roebuck Sears, SC Johnson &SonInc. SBC CommunicationsInc. Replacements Ltd. Raytheon Co. FinancialInc. Prudential PG&E Corp. Pfi zerInc. PepsiCo Inc. Owens Corning Companies LLC Olivia The Trust Corp. Northern Inc. Nordstrom Nike Inc. YorkNew TimesCo. NCR Corp. Nationwide Inc. Motorola &Foerster Morrison Company Brewing Molson Coors GoldandBobWilliamsMitchell Co. Miller Brewing Corp. Microsoft Life Insurance) MetLife (Metropolitan Lynch &Co.Merrill Mellon FinancialCorp. Lucent Technologies Inc. Lincoln NationalCorp. Lexington San Francisco YorkNew Northfi eld YorkNew San Francisco Brooklyn Oakland Brunswick New Chicago YorkNew Mountain View Overland Park Overland Rosemead Estates Hoffman Racine San Antonio McLeansville Waltham Newark San Francisco YorkNew Purchase Toledo Oakland Chicago Seattle Beaverton YorkNew Dayton Columbus Schaumburg San Francisco Golden Taylorsville Milwaukee Redmond YorkNew YorkNew Pittsburgh Hill Murray Philadelphia Headquarters Headquarters City Headquarters Headquarters State MA OH OH OH WA WA OR CO NY NY NY NY NC NY NY NY NC NY NY KS KY PA PA CA CA CA CA CA CA CA CA TX WI WI NJ NJ NJ IL IL IL IL IL 2005 results 2005 In Fortune In Fortune 500 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3
7
CORPORATE EQUALITY INDEX 2005
3 3 3 3 3 3 500 In Fortune www.hrc.org/worklife IL MI CT TX CA GA NY WA State Headquarters City Headquarters Deerfi eld Deerfi Seattle San Francisco Benton Harbor Atlanta Dallas Stamford New York provided more than $5,000 to MBNA Foundation MBNA Company Viacom Inc. Viacom Co. Walgreens Mutual Inc. Washington & Co. Fargo Wells Whirlpool Corp. Inc. Technologies Worldspan InternationalWyndham Inc. Corp. Xerox
non-discrimination policy despite shareholder attempts. And instead of modifying its written policy for its employees, the company professes not to discriminate. states to fi re an employee for being gay or lesbian, and it is legalfor being gay re an employee states to fi There are for being transgender. re an employee in 44 states to fi no federalprotections workers for against discrimination based on identity. orientation or gender sexual 3. Supporting Discrimination In 2001, the a religious- organization, on the Family, Focus James Dobson’s political group supports that discrimination against GLBT The has not answeredAmericans. company repeated calls from its positions. to explain the HRC Foundation ExxonMobil ExxonMobil has the dubious distinction of being the only U.S. ts eligibilitycompanyfor toits roll employees’ back both benefi domestic partners and a sexual orientation non-discrimination When Exxon policy. purchased Mobil in 1999, Mobil had cally included sexual orientation in its specifi non-discrimination ts to domesticpolicy partners. and offered benefi Exxon did Mobil’s employeesneither. lost the protections, and the domestic ts programpartner was closed to benefi new applicants when Mobil employees were brought under Exxon’s policies. The company has consistently refused to add sexual orientation to its on state laws to protect them against orientation sexual is still legal It are in 34 they discrimination — but not much help. 3 3 3 3 3 500 In Fortune FL VA CA CA PA GA NY State Table 1. 100 Percent n 2005 (contnued) Workng Aganst Equalty Headquarters 29 36 14 43 14 CEI Score City Headquarters Santa Clara Atlanta Clearwater Torrance New York Blue Bell Arlington ended the domestic partner he made the company the fi rst the fi he made the company has endured years of requests by Entergy Corp. Perot Systems, Perot — good or bad. Competitiveness, or lack thereof, will 1 Companies with no known anti-GLBT activity automatically earned Companies with no known anti-GLBT activity automatically Otherwise, companies lost those points based on such 14 percentage actions as undue points. people or engaging in proven practices that are contrary policies. written GLBT employment to the company’s infl uence by a signifi cant shareholder calculated to undermine policies or practices employment or directing a company’s corporaterelated to its GLBT employees a signifi uence by infl charitable to undermine in a manner calculated contributions GLBT people. Scores also be based on information equality for on this criterion may related to a such actions, as opposing shareholdercompany’s resolutions reasonably aimed at encouraging the adoption of sexual non-discrimination policies covering directing resources from a majority-owned subsidiary identity, to an institution(s) whoseorientation and/or gender undermine mission or goals GLBT equality for 1 shareholders voted to amend the company policy to protect gay, shareholders policy voted to amend the company to protect gay, workers.lesbian and bisexual are Emerson’s left to rely employees Emerson Electric Co. shareholders orientation to its non-discrimination to add sexual has stubbornly but refused. In 2005, 38.9 percent ofpolicy, fi rm to cease offering benefi ts to employees’ domestic partners. ts to employees’ rm to cease offering benefi fi 2. Fighting Fairness power plants when it acquired Perot them in 2001. And when Ross returned from the campaign trail in 1998 to head up tech rm consulting fi 1. Rolling Back Equal Benefi ts 1. Rolling Back Benefi Equal Energy company ts programYorkPower Authority at two by the New run benefi employees and the broader Their community. actions fall into three basic categories. employees ve companies, compel them to act These sooner orfi later. arehowever, actively resisting equal treatment for GLBT There are still many companies in the United States that have yet to stake out any position on inclusive policies for GLBT Exxon Mobil Corp. Corp. MBNA Corp. Systems Perot Company Company Emerson Electric Co. Entergy Corp. US Airways GroupUS Airways Sales, U.S.A. Inc. U.S.A. Sales, UBS Unisys Corp. SunTrust Banks Inc. SunTrust Data Corp. Tech Motor The Toyota Company Sun Microsystems 2005 results “
www.hrc.org/worklife CORPORATE EQUALITY INDEX 2005 to change. to likely are itself, index the and criteria, the … nuances measure to ability its HRCrefines and evolves community GLBT towardthe responsibility corporate of concept the As Corporate Index Equality for Changes the in HRC Foundation In fact, itisunderstandable that GLBT employees employees thenumberto are of who track GLBT. C that were notincludedscheme. intherating In GLBT workplace 50indicatorsnearly of equality companies on surveying hasbeen organization inourphilosophy.paramount Since 2002, the anynotice changes —atleast12months —of are Transparency system therating andadvance of rigorous, but alsofairandachievable. 100 percent theindex by keeping of criteria Our ultimate isfor goal companies all to achieve providing thetools for employers to them. meet factored into theindex and, just asimportant, incrementally thatare thebaron thecriteria raising on GLBT thecurve diversityof initiatives by the HRC Foundation iscommitted to staying ahead GLBT workplaceevolvingpolicies. field of As such, diversity leaders to them help stay the on top of intended to asaroad serve mapto corporate HRCThe Foundation Index Corporate Equality is onbased their gender or expression. identity onbased their sexual andin44states orientation gender identity, to asitislegal fire them in34states choose notto disclose their sexual or orientation ” or gender, employers are notrequired other diversity indicators. Unlike race diversity isharder then to many track performance on GLBTorporate — HRC Foundation— HRC Corporate Equality Index Report, 2002 Report, Equality Index I. bewill added to the rating system in 2006. that already comprise the CEI, the following indicators GLBT employees’ families. In addition to the criteria benefits to both married heterosexual spouses and Equality Index looks to companies to provide equal certain benefits to anyemployees, the Corporate Rather then penalizing companies for not providing Also essential to the rating scheme is measuring parity. made themostsense.nies on what leaders atthemostadvancedsations with compa ourongoingsuccess datacollection andconver of changes to take in2006, effect contingent on the 2004, theHRC Foundation proposed of aset II.
A. benefits Equal B. A. Transgender benefits andwellness equality
The CEI measurewill parity of domestic • • • • • • • • • provided to spouses of heterosexual employees: three achieved parity for domestic partners in The CEI allotwill points to companies that have • • provides same-sex domestic partners with equal: heterosexual spouses, points bewill allotted if it health insurance coverage to employees’ partner benefits. When anemployer provides
have instituted written gender transition transition gender written instituted have that companies to points allot will CEI The Employee discounts Retiree healthcare benefits partners for domestic annuity survivor Qualified pre-retirement partners domestic for annuity survivor joint and Qualified Adoption assistance Relocation/travel assistance insurance for apartner Employer-provided life supplemental leaveBereavement FMLA-like leave dependents coverage partner’s to thedomestic legal medical anddependent Dental, vision coverage continuation COBRA of the following benefits, if they are 2006 at least - -
CORPORATE EQUALITY INDEX 2005 www.hrc.org/worklife Total 25 pts 25 pts 15 pts 15 pts 20 pts 100 pts (15 pts) Category 5 pts 5 pts 5 pts 5 pts 5 pts 15 pts 15 pts 15 pts 15 pts Points Points 7.5 pts Awarded other domestic transgender wellness at least three at least one New 2006. criteria added for 3. Company-provided domestic partner health insurance in COBRA, dental, vision and a. Parity domestic partners legal dependent coverage in Parity b. partner benefits 4. Company-supported GLBT employee resource group or firm-wide diversity council that includes OR: issues, GLBT supportWould resource a GLBT employee group resources with company if employees expressed an interest (half credit) 5. Engages in appropriate and respectful advertising and marketing or sponsors GLBT community events or organizations 6. Engages in action that would undermine ofthe goal GLBT equality 1. Non-discrimination policy includes sexual orientation orientation diversitya. Sexual training offered 2. Non-discrimination policy includes gender identity and/or expression a. Gender identity diversity training offered OR supportive transition gender guidelines in place in Parity b. benefit The final scoring mechanism and allocationpoints mechanism The final scoring 2006 is: for - - of these benefits also are at least one at least such as hysterectomy Short-term surgical for disability leave procedures therapy visits effects the Medical monitor to of and associatedhormone therapy lab procedures necessaryMedically surgical procedures Counseling by a mental by Counseling health professional Pharmacy benefits covering hormone • • • where transgender to as part employees available of a medically supervised treatment plan: • • diversity training curricula that is inclusive of gender identity and expression issues in the workplace The CEI will points companies allot to that plan company-sponsored at least one have guidelines documenting supportive company policy on issues pertinent to a workplace gender transition OR provide a B. B. Instead, the HRC Foundation will Foundation deduct 15 points the HRC Instead, of that engage in actions companies the scores from that undermine equality. engaged in action that would undermine the goalengaged in action that would of Beginning in 2006, rights equal people. GLBT for points automatically. willcompanies not receive launch in 2002, the HRC Foundation has automati Foundation the HRC in 2002, launch if this measure points on a company cally awarded had was no evidence that the company there treat the sole negative criterion whether — compa the sole negative treat actionsnies engage in corporate that undermine the CEI’s the goal of Since rights. equal GLBT In 2006, the HRC Foundation will Foundation how also adjust the HRC 2006, In The most significant the CEI score. it calculates will Foundation the HRC is how in this area change changes for the 2006 hrc foundation corporate equality index 10
www.hrc.org/worklife CORPORATE EQUALITY INDEX 2005 Methodology with 500or morewith employees thatrequested arating largest privately fi held rms andany other company F reporting toreporting rate companies. HRC The Foundation HRCThe Foundation did notrely solely on self- 100 percent, the response rate was 97 percent in 2005. one of the past four years. Among companies scoring responded to the HRC Foundation’s survey in at least rated. Of those rated companies, 80 percent have percent in 2002.) In the end, 402 companies were response rate of 31 percent. (The response rate was 13 A total of 236 companies returned surveys, for a diversity efforts. andwantsrecognition engaged isfully America for year.previous indicates This thatcorporate responseThe than inany rate in2005washigher ortional information updates. to provide theHRC Foundation any with addi- their score themnies informing of andaskingthem tabulated, letters were sent inJuly to thecompa- all surveyed in2005. scores Once preliminary were requested it. 755companies wereA total of human resourcesof andany other contacts who executive to thechief in February offi cer, thehead data to derive ascore. wasmailed 2005survey The or for which theHRC Foundation suffi had cient 10 15 20 25 30 35 0 5 nies, companies on surveyed thatyear’s Fortune 500compa- Foundation Workplace Project has thelastfour years,or each of theHRC Survey ResponseRate 2002 13% Figure 5. Forbes’ list of the200 listof 2005 31% of sexual and/or gender or orientation identity of on thebasis discrimination of allegations whether searched caselaw andnews accounts to ascertain tofor foundation anti-gay gifts groups and HRC IRS990forms alsoreviewed Foundation staff acompany’sdoes notimpact score. isfootnotedthe information inthisreport, but it between major shareholders andanti-gay activities, ororganizations activities. When are ties found nies’ signifi cantshareholders andany anti-gay Commission connections to between track compa- fiscrutinized and ExchangeSecurities with the lings cross-check corporate andpractices. policies They employed researchers ateam of to investigate and Principles, 10benchmarks for companies to seeking by indexThe theEquality isguided inpart people. for GLBT equal rights would of thegoal undermine have thatthey evidence that inaction engaged unlesstheHRCcriterion Foundation hasfound 2006, receive companies all will credit for thelast group access to facilities, shouldone arise. Until diversity council but would allow aGLBT resource employee resource group nor inclusive afully No.criterion acompany 4if neither had aGLBT thescore.calculating Half-credit wasgiven for theseven factors wasgivenEach of in equal weight arereport medians. gathered andverified. All averages expressed inthis appropriate all until rated hasbeen information determining corporate policies. Companies are not datain providedand individuals another level of 2001. News accounts, employee resource groups theHRCuntil Foundation acquired thatindex in from corporations 1993 of thesameset of surveys glvReports.com, which conducted similarannual data were included from theformer glvIndex and regarding policies theGLBT community.of Finally, maintains themostaccurate andextensive database has collected on information U.S. employers and Foundation’s Workplace Project, which since 1995 datawereThese supplemented by theHRC corporations. expression these brought any been had against of 11
CORPORATE EQUALITY INDEX 2005 www.hrc.org/worklife Project at [email protected]. Project corporation that may employ tens of tens of thousands employ corporation that may some individuals involves GLBT people treats the HRC the end, In degree of subjectivity. CEI score company’s that a realizes Foundation of the nuances on its performance cannot convey of detailed explanations more For these issues. the should consult readers practices, corporate website Project Workplace Foundation HRC (www.hrc.org/worklife). Workplace The goal of Foundation’s the HRC the in improving assist all companies is to Project those To employees. GLBT for policies and climate continually offers Foundation the HRC ends, of each on the employers for resources updated Foundation The HRC the CEI. by criteria covered in participating in interested companies encourages Workplace Foundation the HRC contact the CEI to - - advertising and event sponsorship. Even after after Even sponsorship. and event advertising consider scrupulous and careful data collection fairly a assigning how a grade measure to ation, the index, such as non-discrimination policies, do do as non-discrimination policies, such the index, other year, to not typically year from change as a company’s such do, indicators performance should be viewed as a composite ofshould be viewed as a composite activity its over of components some While years. the last several The Corporate Equality Index is a broad measure measure is a broad The Equality Corporate Index the of policies and practices corporate toward rating company’s and each community, GLBT rounding sexual orientation and gender identity orientation and gender sexual rounding and expression. Equality Principles were developed in 1992 by the in 1992 by developed Equality were Principles that group York-based a New Equality Project, policies practices and corporate sur monitors demonstrate a commitment to equal treatment of treatment equal to a commitment demonstrate The and investors. consumers employees, GLBT methodology 12
www.hrc.org/worklife CORPORATE EQUALITY INDEX 2005 Conclusion environment inwhich companies to on be top, vie the workplace.American By creating acompetitive N protected —nomatter where work. they employeesso thatall be andtheir familieswill inone dayinstrumental GLBT gaining rights civil rate community, theHRC be Foundation will make such laws possible. Working thecorpo with Foundation iscreating change thecultural thatwill GLBT familiesthemostbasicrecognition, theHRC As we work andwaitfor thegovernment to give likely to vote for anti-gay laws. are atstake,human rights andare therefore less or lesbian colleague more easily understand that workers are who able to to get know anopenly gay value home to her family andneighborhood. Co- embraceswho GLBT workplace takes equality that boundaries.political A human resources executive reaches farbeyond offices andcubicles andcrosses Moreover, fair-minded policies of theimpact to-day intheGLBT people lives community. of Workplace Project real benefits brings to theday- governments recognize GLBT families, the GLBT people. thousandsof hundreds Until of companythousands of andthelives policies of the HRC Foundation able hasbeen to impact growth of GLBT-inclusive of growth in policies has once demonstrated solid again Foundation Index Corporate Equality ow year, initsfourth theHRC - 13
CORPORATE EQUALITY INDEX 2005 www.hrc.org/worklife - or contact the HRC the HRC contact or he Human Rights Campaign he Human is a Project Workplace Foundation’s ofnational source information and and bisexual lesbian, gay, on guidance
www.hrc.org/worklife at 202/628-4160 or Project Workplace Foundation via e-mail at [email protected]. for trusted, peer-to-peer advice. peer-to-peer trusted, for visit at our website information, more For themselves as trusted allies to hundreds oftrusted as hundreds allies to execu themselves the available America and makes in corporate tives Council expertise Business of Foundation the HRC staff act as business consultants for diversity staff diversity for act consultants as business as position companies their seeking to professionals staff Project also position of choice. employers resources, best practice information and on-site best practice information and on-site resources, Project Workplace HRC training and education. produces timely and accurate research on GLBT GLBT on research timely and accurate produces makers decision provides It initiatives. diversity online expert counsel, with cutting-edge research, T The project transgender in the workplace. issues About the HRC Foundation Workplace Project Workplace Foundation HRC the About 14
www.hrc.org/worklife CORPORATE EQUALITY INDEX 2005 Acknowledgements and About the Authors Alice Budisatrijo, Melissa Hastings, Boyer, Mary thanksalsogoand foundation to giving. Special analyze submissions, corporate survey SECfilings intern in2005coordinated researchers ateam of to toThanks Paul Wagoner, as who Workplace Project Acknowledgements the Conference Board, the Society for Human Foundation findings to diverse audiences, including workplace policies. He has presented HRC major corporations on the full range GLBT of Herrschaft has directly consulted with dozens of and Transgender Americans. The State the of Workplace for Lesbian, Gay, Bisexual Foundation’s annual and investors. theHRC He author islead of surroundingpolicies GLBT employees, consumers capacity, hemonitors andevaluates corporate Workplace theHRC Project Foundation. of In this Since Herrschaft 1998, hasoverseen Daryl the HRC Foundation Workplace Project Director Herrschaft Daryl About theAuthors thereport. of database. alsoto Thanks OmniStudio for thedesign assistance indeveloping theHRC Foundation’s HellerDaniel for Schrag their invaluable andSarah
Corporate Index Equality and HRC Foundation Workplace Project Research Coordinator Samir Luther lor’s degree from the George Washington University. associate at the Urban Institute. He holds a bache the HRC Foundation, Herrschaft was a research Out & Equal Workplace Advocates. Before joining theof board directors of San of Francisco-based Public Radio and Voice of America. He is a member Washington Post and local media, has been featured in Council. He is frequently called upon by national Resource Management and the New York City tration fromtration Washington University inSt. Louis. He holdsabachelor’s inbusiness degree adminis a formerSustainUS. committee steering member of Voters andtheGay &Lesbian Victory Fund, andis intern,field Conservation asthe well League of Luther worked previously for HRC asagraduate annual benefit costs and advantages and managing the employers and policies, compiling the latest data on and maintaining the online searchable database of ment GLBT-inclusive workplace policies, expanding directly with major corporations seeking to imple coordinator, his responsibilities include consulting HRC Foundation in November 2004. As research Samir Luther joined the Workplace Project the of Corporate Equality Index
and appeared on CNN, National
survey. The - - - 15
CORPORATE EQUALITY INDEX 2005 www.hrc.org/worklife
Steve Mulligan (retired) & Co. Sears Roebuck Napoli Mendes Group Management Napoli Nichols Marc Powell Keith Co. Eastman Kodak Donna Rose Shook Rob IBM Corp. Spencer Richard Group The George Sullivan John Corp. Imation Young Louise Raytheon Co. John Hassell John Hewlett-Packard Jones Emily (retired) Co. Eastman Kodak Jones Kevin J. Citigroup Lukenbill Grant Index Consumer Global McManus Sue Nationwide HRC Foundation Business Council Business Foundation HRC
he HRC Foundation Workplace Project Project Workplace Foundation he HRC of in the development was aided the survey instrument and the CEI criteria Business Foundation the HRC by
Inovant IBM Corp. Green Jamison Bellsouth Corp. Scottie Ginn Coors Brewing Co. Brewing Coors Frew Charlie S. Witeck-Combs Communications Witeck-Combs Scott Coors Kevin Cheng Kevin Combs Wes Natalie Butto Natalie Starbucks Corp. Phil Burgess Co. Walgreens Selisse Berry Advocates Workplace & Equal Out John K. Barry K. John Chase Morgan J.P. policy and decision-making to help ensure that the help ensure to policy and decision-making and fair. is rigorous index calculating individual scores, the group provides provides the group calculating individual scores, substantial expertise in corporate and experience composed primarily of GLBT executives in a varietya in primarily ofcomposed executives GLBT corporations. of U.S. major from disciplines in tabulating the data or Although not involved T an advisory formed in 1997 and group Council,
Appendices
18 Appendix A 2005 Corporate Equality Index Scores, Sorted Alphabetically by Company Name
31 Appendix B 2005 Corporate Equality Index Scores, by Industry
45 Appendix C 2005 Corporate Equality Index Survey
54 Appendix D Equality Project’s Equality Principles 18
www.hrc.org/worklife CORPORATE EQUALITY INDEX 2005 Appendix A Information Corp. Advanced Digital Adobe Systems Inc. Accenture Ltd. ABN AMRO Holding N.V. Abercrombie & Fitch Co. Abbott Laboratories A.G. Edwards Inc. 3M Company Employer Applied Materials Inc. International Inc. Applebee’s Apple Computer Inc. Companies Inc. Anheuser-Busch Amgen Inc. Lines Ltd. American President American Express Co. American Airlines Amazon.com Inc. Morris Companies Inc.) Altria Group Inc. (Philip Alston & Bird LLP ALLTEL Corp The Allstate Corp. America North of Allianz Life Insurance Co. Allegheny Energy Albertson’s Inc. Chemicals Inc. Air Products & International Group) AIG (American Agilent Technologies Inc. Services Affiliated Computer Aetna Inc. Aegon USA Advanced Micro Devices
Name
C Redmond San Jose New York Chicago New Albany Abbott Park St. Louis St. Paul Atlanta Little Rock Northbrook Minneapolis Hagerstown Boise Allentown New York Palo Alto Dallas Hartford New York Sunnyvale Santa Clara Park Overland Cupertino St. Louis Oaks Thousand Oakland New York Ft. Worth Seattle New York i ty CA KS CA MO CA CA NY TX WA NY GA AR IL MN MD ID PA NY CA TX CT NY CA WA CA NY IL OH IL MO MN State
S C 2005 orted Fortune Rank 100 105 265 281 290 460 108 270 263 212 119 387 303 139 62 17 51 35 9 Score 2005 100 100 100 100 100 100 orporate 29 86 86 86 71 71 43 71 71 86 86 86 43 71 71 29 86 71 57 71 86 43 86 43 71 A lphabetically Score 2004 100 100 100 100 100 71 29 86 86 86 71 71 43 71 71 86 79 71 43 71 71 86 57 71 71 29 86 0 Or i “Sexual entat i n
3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 E EEO i on” quality Express Ident “Gender i n
3 3 3 3 3 3 3
EEO i by ty i on”
or I C ndex Domest ompany Benefits Partner 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 i c S Employee Resource D Group Counc , cores i GLBT vers 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 N
i or i ty l ame D Tra i vers 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 i n i ng i ty Ph Market Sponsor i sh lanthropy i 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 p
or i ng, - Ant Act i i No 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 -GLBT v i t i
es 19
CORPORATE EQUALITY INDEX 2005 es
i t i v -GLBT 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 No i i Act Ant - ng, i or
p www.hrc.org/worklife 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 i lanthropy sh i Sponsor Market Ph ty i ng i n i 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 vers i Tra D l ty i or i
3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 vers GLBT i Counc Group D Resource Employee c i 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 Partner Benefits Domest or
on” i ty i EEO 3 3 3 3 3 3 3
n i “Gender Ident Express on” i EEO 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3
n i entat “Sexual i Or 86 57 71 86 57 29 43 86 86 71 64 29 14 64 86 71 57 71 86 86 29 86 29 29 43 86 43 100 100 100 100 100 2004 Score 86 86 57 71 86 86 57 86 71 64 29 43 64 86 71 43 86 43 57 29 57 86 86 86 29 43 29 100 100 100 100 100 100 2005 Score 93 25 87 77 18 44 56 312 335 237 350 492 475 451 217 278 293 219 277 Rank Fortune TX NY NJ TX IL VA MI IL TN MA NY NY IL PA NC OR GA VT MN TN NJ NJ AZ NY AR MD NC NY State MO PA IL NJ NJ ty i Dallas York New Bridgewater Dallas Chicago McLean Arbor Ann Warrenville Nashville Watertown New York New Rochester Deerfield Pittsburgh Winston- Salem Medford Atlanta South Burlington Richfield Memphis Basking Ridge Bridgewater Phoenix York New Smith Fort Baltimore Charlotte York New Philadelphia Decatur Bedminster Roseland Kansas City Kansas C corporate equality index scores, sorted alphabetically by company name 2005
Name
Bristol-Myers Squibb Co. Squibb Bristol-Myers Bright Horizons Family Family Horizons Bright Inc. Solutions Inc. International Brinker BP America BP Americas Bridgestone (Firestone) Inc. Holding Booz Allen Hamilton Inc. Hamilton Allen Booz Inc. Group Borders Pharmaceuticals Inc. Pharmaceuticals Inc. Blockbuster Co. Boeing The Homemade Inc. Homemade Inc. Co. Buy Best Biovail BellSouth Corp. BellSouth Jerry’s and Ben BB&T Corp. BB&T Corp. Creek Bear Bausch & Lomb Inc. Lomb & Bausch Inc. International Baxter Corp. Bayer Bank of New York Co. of York Bank New Inc. Noble & Barnes Baltimore Gas & Gas Baltimore Co. Electric Corp. of Bank America Avnet Inc. Avnet Products Avon Co. Electric Baldor Aventis Pharmaceuticals Pharmaceuticals Aventis Inc. Processing Inc. Processing Inc. AutoZone Inc. Avaya Midland Co. Midland Corp. AT&T Data Automatic Aramark Corp. Aramark Daniels Archer Aquila Employer APPENDIX A: 20
www.hrc.org/worklife CORPORATE EQUALITY INDEX 2005 Calpine Corp. Automobile Association California State Employer Continental Airlines Consolidated Edison Co. ConocoPhillips America Compass Group North Comerica Inc. Comcast Corp. Colgate-Palmolive Co. Coca-Cola Enterprises The Coca-Cola Company CMP Media LLC The Clorox Company Communications Inc. Clear Channel Citigroup Inc. Cisco Systems Circuit City Stores Inc. Cingular Wireless Cinergy Corp. Cigna Corp. Chubb Corp. ChoicePoint Inc. Chevron Corp. Corp. The Charles Schwab Associates Inc. Chamberlin Edmonds & Companies, Ltd. CH2M HILL Cerner Corp. Cendant Corp. Caterpillar Carlson Companies Inc. Cargill Inc. Caremark RX Financial Corp. Capital One Campbell Soup Co.
Name
C San Jose Francisco San San Antonio New York San Jose Richmond Atlanta Cincinnati Philadelphia Warren Alpharetta San Ramon cisco San Fran Atlanta Englewood Kansas City New York Peoria Minnetonka Wayzata Nashville McLean Camden Houston New York Houston Charlotte Detroit Philadelphia New York Atlanta Atlanta Manhasset Oakland i ty
APPENDIX A: APPENDIX - TX NY TX NC MI PA NY GA GA NY CA TX NY CA VA GA OH PA NJ GA CA CA GA CO MO NY IL MN MN TN VA NJ CA CA State Fortune 2005 2005 Rank 242 412 122 161 411 107 206 297 228 102 210 123 445 232 239 231 92 91 57 73 8 6 7 corporate equality index scores, sorted alphabetically by company name company by alphabetically sorted scores, index equality corporate Score 2005 100 100 100 100 100 100 100 100 100 100 64 86 71 64 71 64 86 79 57 71 57 86 43 86 71 86 64 86 57 86 57 86 57 71 Score 2004 100 100 100 100 100 100 100 29 86 57 43 71 79 71 86 71 64 71 79 57 71 86 57 29 86 71 86 86 Or i “Sexual entat i n
3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 EEO i on” Express Ident “Gender i n
3 3 3 3 3 3 3 3 3 3 3 EEO i ty i on”
or Domest Benefits Partner 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 i c Employee Resource D Group Counc i GLBT vers 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3
i or i ty l D Tra i vers 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 i n i ng i ty Ph Market Sponsor i sh lanthropy i 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 p
or i ng, - Ant Act i i No 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 -GLBT v i t i
es 21
CORPORATE EQUALITY INDEX 2005 es
i t i v -GLBT 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 No i i Act Ant - ng, i or
p www.hrc.org/worklife 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 i lanthropy sh i Sponsor Market Ph ty i ng i n i 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 vers i Tra D l ty i or i
3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 vers GLBT i Counc Group D Resource Employee c i 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 Partner Benefits Domest or
on” i ty i EEO 3 3 3 3 3 3 3 3 3
n i “Gender Ident Express on” i EEO 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3
n i entat “Sexual i Or 86 71 57 86 86 43 86 43 86 64 86 71 86 71 71 50 57 86 43 57 43 86 29 86 86 100 100 2004 Score 86 57 57 43 57 71 71 86 86 64 86 71 86 71 71 57 43 57 86 64 50 57 86 86 29 100 100 100 100 100 100 100 100 2005 Score 34 86 66 28 63 29 322 369 138 386 296 106 151 269 257 201 205 470 480 150 Rank Fortune GA MI NY MI NY CA MI NC DE NY IL TX NY MI GA MN NY CA VA NY VA IN NJ MI OH FL IL State OH NY WA CA GA TN ty i Atlanta Ann Arbor Ann York New Hills Auburn York New Redwood City Detroit Charlotte Wilmington York New Park Moline Rock Round York New Troy Atlanta Shoreview York New Westlake Village Richmond New York New Richmond Columbus ShortHills Hills Auburn Toledo Orlando Franklin Findlay Corning Issaquah Calabasas Atlanta Lebanon C corporate equality index scores, sorted alphabetically by company name 2005
Name
EarthLink Inc. EarthLink Nemours) Financial E*TRADE Corporation DTE Energy Co. Energy DTE Energy Duke de Pont du I. (E. DuPont Dow Jones & Co. Inc. Co. & Jones Dow Construction DPR Donna Karan Donna Co. Chemical Dow Dominion Resources Inc. Resources Dominion Inc. Domino’s Deutsche Bank Deutsche Inc. Co. Food Dole Delphi Inc. Airlines Delta Corp. Deluxe Dell Inc. Dell Touche & Deloitte Dean Foods Co. Foods Dean Co. & Deere Daimler Chrysler Corp. Chrysler Daimler Corp. Dana Restaurants Darden Cummins Inc. Cummins & Dun (The D&B Corp.) Bradstreet Credit Suisse First First Suisse Credit Boston Corp. CSX Cracker Barrel Cracker (CBRL Restaurants Inc.) Group Countrywide Countrywide Corp. Financial Inc. Communications Cox Cooper Tire & Rubber & Tire Cooper Inc. Corning Corp. Wholesale Costco Employer APPENDIX A: 22
www.hrc.org/worklife CORPORATE EQUALITY INDEX 2005 EMC Corp. Eli Lilly & Co. Systems Corp. Electronic Data Electronic Inc. Arts Edison International Eastman Kodak Co. Employer The Gillette Co. Georgia Pacific Genuine Co.Parts General Motors Corp. General Mills Inc. General Electric Co. General Dynamics Corp. Genentech Gateway Inc. Gap Inc. Gannett Co. Inc. The Gallup Organization Inc. Freescale Semiconductor Freddie Mac Investments Franklin Templeton Ford Motor Co. International Fisher Scientific Fifth Third Bancorp FedEx Corp. Stores Federated Department Fannie Mae Faegre & Benson Exxon Mobil Corp. Exelon Estee Lauder Companies Ernst & Young Entergy Corp. Emerson Electric Co.
Name
C Hopkinton Indianapolis Plano City Redwood Rosemead Rochester Washington Austin McLean San Mateo Dearborn Hampton Cincinnati Memphis Cincinnati Washington Minneapolis Irving Chicago New York New York New Orleans St. Louis Boston Atlanta Atlanta Milford Minneapolis Fairfield Falls Church Francisco South San Poway Francisco San McLean i ty
APPENDIX A: APPENDIX MA GA GA MI MN CT VA CA CA CA VA DC TX VA CA MI NH OH TN OH DC MN TX IL NY NY LA MO MA IN TX CA CA NY State Fortune 2005 2005 Rank 266 152 187 153 414 145 221 215 109 245 197 115 495 283 346 134 130 133 317 95 78 4 2 3 5 corporate equality index scores, sorted alphabetically by company name company by alphabetically sorted scores, index equality corporate Score 2005 100 100 100 100 100 100 100 100 57 86 86 93 71 86 71 29 86 86 43 86 71 86 57 71 29 43 57 71 86 86 14 71 29 36 Score 2004 100 100 100 57 86 29 57 71 86 93 71 86 71 29 86 86 86 57 86 71 86 86 57 71 29 43 57 86 71 14 36 Or i “Sexual entat i n
3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 EEO i on” Express Ident “Gender i n
3 3 3 3 3 3 3 3 3 EEO i ty i on”
or Domest Benefits Partner 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 i c Employee Resource D Group Counc i GLBT vers 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3
i or i ty l D Tra i vers 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 i n i ng i ty Ph Market Sponsor i sh lanthropy i 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 p
or i ng, - Ant Act i i No 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 -GLBT v i t i
es 23
CORPORATE EQUALITY INDEX 2005 es
i t i v -GLBT 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 No i i Act Ant - ng, i or
p www.hrc.org/worklife 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 i lanthropy sh i Sponsor Market Ph ty i ng i n i 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 vers i Tra D l ty i or i
3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 vers GLBT i Counc Group D Resource Employee c i 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 Partner Benefits Domest or
on” i ty i EEO 3 3 3 3 3
n i “Gender Ident Express on” i EEO 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3
n i entat “Sexual i Or 50 43 64 79 29 86 86 86 86 57 86 86 57 86 71 86 29 57 86 86 43 29 43 57 86 100 100 2004 Score 79 57 86 86 29 57 86 50 86 57 79 86 57 86 50 86 86 86 29 43 71 86 86 86 86 86 43 57 86 100 100 100 100 2005 Score 13 75 11 88 59 435 396 436 402 486 162 183 185 259 485 Rank Fortune MN GA GA NJ MN MD TX MI NY KY IL RI CA CA PA IL CA CA NJ TX PA NY MO ME NV IL CT MA State PA IL CA NY IN - ty i Oakdale Atlanta Atlanta Morristown Austin Bethesda Dallas Kalamazoo York New Louisville Glenview Pawtucket Woodland Hills Fran San cisco Hershey Lincolnshire Alto Palo Hills Beverly Nutley Pittsburgh Melville City Kansas Portland Vegas Las Chicago Hartford Wellesley San Antonio San Philadelphia Chicago Oakland York New Indianapolis C corporate equality index scores, sorted alphabetically by company name
2005
Name
ING North America North America ING Corp. Insurance Illinois Tool Works Inc. Works Tool Illinois Corp. Imation Attorneys, PC Attorneys, Inc. USA HSBC Inc. Humana Host Marriott Host Hotels.com Howard & Howard International Inc. International Corp. Foods Hormel Hoffmann-La Roche Inc. Roche Hoffmann-La Inc. Depot Home The Honeywell Hewlett-Packard Co. Hewlett-Packard Corp. Hotels Hilton McAuliffe Company Hershey The Associates Hewitt Health Net Inc. Net Health & White Ehrman, Heller, Harvard Pilgrim Health Health HarvardPilgrim Inc. Care Inc. Hasbro Harris Financial Hartford Co. Services Hannaford Brothers Hannaford Harrah’s Inc. Entertainment The Hain Celestial Group Group Celestial Hain The Inc. Inc. Cards Hallmark H. J. Heinz Co. Heinz J. H. Guidant Corp. Guidant Co. Grocery Butt E. H. Financial Corp. Financial Sachs Goldman The Inc. Group GlaxoSmithKline Inc. GlaxoSmithKline Corp. Hyatt Global West Golden Employer APPENDIX A: 24
www.hrc.org/worklife CORPORATE EQUALITY INDEX 2005 Instinet Group Inc. Employer Lincoln National Corp. Limited Brands Inc. Lillian Vernon Corp. International Inc. Lexmark Levi Strauss & Co. Holdings Lehman Brothers Lear Corp. Manufacturing Co. Lauren L.L. Bean Inc. The Kroger Co. Kraft Foods Inc. KPMG LLP Knight Ridder Corp.Kmart KLA-Tencor Restaurant Group Inc. Kimpton Hotel & Kimberly-Clark Keyspan Corp Kellogg Co. Keane Inc. KB Home Kaiser Permanente Johnson & Johnson Services Inc. John Hancock Financial Jenner & Block J.P. Morgan Chase & Co. J.C. Penney Company Inc. Intuit Inc. Companies Inc. Interpublic Group of International Paper Co. Machines Corp. International Business Intel Corp.
Name C New York Northfield New York San Jose Troy San Jose Francisco San Irving Brooklyn Battle Creek Boston Los Angeles Oakland Brunswick New Boston Chicago New York Plano View Mountain New York Stamford Armonk Santa Clara Philadelphia Columbus Rye Lexington Francisco San New York Southfield Philadelphia New Freeport Cincinnati i ty
APPENDIX A: APPENDIX PA OH NY KY CA NY MI OH ME OH IL NY CA MI CA CA TX NY MI MA CA CA NJ MA IL NY TX CA NY CT NY CA NY State Fortune 2005 2005 Rank 113 240 464 127 302 234 300 363 135 370 332 94 21 20 74 70 10 50 30 corporate equality index scores, sorted alphabetically by company name company by alphabetically sorted scores, index equality corporate Score 2005 100 100 100 100 100 100 100 100 100 100 100 100 100 100 100 57 86 71 43 29 57 57 57 43 79 86 71 71 43 93 71 71 86 Score 2004 100 100 100 100 100 100 100 100 79 86 57 57 86 57 86 86 71 86 43 29 57 57 86 57 57 79 71 71 71 43 86 86 Or i “Sexual entat i n
3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 EEO i on” Express Ident “Gender i n
3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 EEO i ty i on”
or Domest Benefits Partner 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 i c Employee Resource D Group Counc i GLBT vers 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3
i or i ty l D Tra i vers 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 i n i ng i ty Ph Market Sponsor i sh lanthropy i 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 p
or i ng, - Ant Act i i No 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 -GLBT v i t i
es 25
CORPORATE EQUALITY INDEX 2005 es
i t i v -GLBT 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 No i i Act Ant - ng, i or
p www.hrc.org/worklife 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 i lanthropy sh i Sponsor Market Ph ty i ng i n i 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 vers i Tra D l ty i or i
3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 vers GLBT i Counc Group D Resource Employee c i 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 Partner Benefits Domest or
on” i ty i EEO 3 3 3 3 3 3 3 3 3 3
n i “Gender Ident Express on” i EEO 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3
n i entat “Sexual i Or 86 43 43 57 86 86 29 14 86 71 86 86 86 57 71 86 43 57 86 57 29 29 100 100 100 100 100 100 100 2004 Score 86 71 86 43 57 14 71 86 86 86 57 29 29 43 79 86 86 57 86 86 86 43 100 100 100 100 100 100 100 100 100 100 2005 Score 37 36 41 49 84 53 83 47 375 391 340 383 463 447 267 449 147 410 171 116 418 247 224 176 Rank Fortune NE WA WI NC GA CO NY IL CA IL CT MI PA TX NJ NY NY NV NY CA MO IA DE IL NY NY State NY MD NJ DC NY MA - ty i Omaha Redmond Milwaukee Taylorsville Calhoun Golden York New Chicago Fran San cisco Schaumburg Stamford Grand Rapids Pittsburgh Houston Whitehouse Station York New York New Vegas Las Purchase Segundo El Louis St. Newton Wilmington Brook Oak York New York New Springfield New York New Bethesda Hill Murray Washington York New C corporate equality index scores, sorted alphabetically by company name
2005 1
Name
Insurance Motorola Inc. Motorola of Omaha Mutual Morgan Stanley Morgan Inc. Morningstar Foerster & Morrison Mohawk Industries Inc. Industries Mohawk Coors Molson Company Brewing Mitchell Gold and Bob Bob and Gold Mitchell Williams MGM Mirage MGM Corp. Microsoft Co. Brewing Miller Merrill Lynch & Co. & Lynch Merrill (Metropolitan MetLife Insurance) Life Inc. Inc. Co. & Merck Mellon Financial Corp. Financial Mellon Wearhouse Men’s The McKinsey & Co. Inc. Co. & McKinsey Corp. MeadWestvaco Inc. Meijer McDonald’s Corp. McDonald’s McGraw-Hill The Inc. Companies Maytag Corp. Maytag Corp. MBNA Mattel Inc. Mattel Department May The Co. Stores Massachusetts Mutual Mutual Massachusetts Company Insurance Life Inc. MasterCard Marriott International Marriott McLennan & Marsh Inc. Companies Liz Claiborne Inc. Claiborne Liz MartinCorp. Lockheed Inc. Technologies Lucent Employer APPENDIX A: 26
www.hrc.org/worklife CORPORATE EQUALITY INDEX 2005 National Gypsum National City Corporation Employer Pitney Bowes Inc. PG&E Corp. Pfizer Inc. Perot Systems Corp. Perkins & Will PepsiCo Inc. State Co. Pennzoil-Quaker Pathmark Stores Inc. PacifiCorp Systems PacifiCare Health Owens Corning Oracle Corp. Omnicom Group The Olivia Companies LLC Office Depot Inc. Pharmaceutical Corp. Novartis Northwest Airlines Corp. Northrop Grumman Corp. TrustNorthern Corp. System Northeast Utilities Nordstrom Inc. Nissan America North Nike Inc. Nextel Communications Newell Rubbermaid Inc. New York Times Co. Insurance Co. New York Life Nestle Purina PetCare Co. NCR Corp. International Corp. Navistar Nationwide
Name
C Charlotte Cleveland Toledo City Redwood New York Oakland Beach Delray Hanover East Eagan Los Angeles Chicago Berlin Seattle Gardena Beaverton Reston Alpharetta New York New York St. Louis Dayton Warrenville Columbus Stamford Francisco San New York Plano Chicago Purchase Houston Carteret Portland Cypress i ty
APPENDIX A: APPENDIX CT CA NY TX IL NY TX NJ OR CA OH CA NY CA FL NJ MN CA IL CT WA CA OR VA GA NY NY MO OH IL OH NC OH State Fortune 2005 2005 Rank 211 220 156 190 294 173 157 196 467 172 349 230 304 392 233 310 337 24 61 58 68 99 corporate equality index scores, sorted alphabetically by company name company by alphabetically sorted scores, index equality corporate Score 2005 100 100 100 100 100 100 100 100 100 100 100 14 64 79 14 71 43 50 86 64 86 43 71 86 86 86 86 29 71 29 64 29 43 Score 2004 100 100 100 100 100 100 100 100 71 29 50 29 43 14 57 71 14 71 43 50 86 43 86 43 43 71 79 86 86 86 29 Or i “Sexual entat i n
3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 EEO i on” Express Ident “Gender i n
3 3 3 3 3 3 3 3 3 3 3 3 EEO i ty i on”
or Domest Benefits Partner 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 i c Employee Resource D Group Counc i GLBT vers 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3
i or i ty l D Tra i vers 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 i n i ng i ty Ph Market Sponsor i sh lanthropy i 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 p
or i ng, - Ant Act i i No 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 -GLBT v i t i
es 27
CORPORATE EQUALITY INDEX 2005 es
i t i v -GLBT 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 No i i Act Ant - ng, i or
p www.hrc.org/worklife 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 i lanthropy sh i Sponsor Market Ph ty i ng i n i 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 vers i Tra D l ty i or i
3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 vers GLBT i Counc Group D Resource Employee c i 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 Partner Benefits Domest or
on” i ty i EEO 3 3 3 3 3 3
n i “Gender Ident Express on” i EEO 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3
n i entat “Sexual i Or 57 71 86 86 86 71 86 86 29 29 86 79 57 86 29 43 29 79 86 71 79 86 71 71 86 71 86 57 71 100 100 100 2004 Score 86 86 43 29 79 86 71 57 86 43 29 79 57 57 86 29 86 86 86 86 57 86 71 79 86 71 71 86 100 100 100 100 100 2005 Score 33 46 26 64 399 398 321 323 236 344 381 382 264 287 285 114 275 103 483 250 128 154 253 155 Rank Fortune NJ NY IA PA FL WA CA PA IL TX WI IL TX MA MA TX NC NY NC PA IA OH OH CA NJ CA NJ CO State PA MA PA PA NY
ty i Kenilworth York New Cedar Cedar Rapids Philadelphia Miami Seattle Pleasanton Newton Square Chicago Antonio San Racine Chicago Worth Fort Waltham Canton Houston McLeansville York New Winston- Salem Hill Camp Teterboro Denver Des Moines Des Cincinnati Mayfield Village San Francisco Newark Diego San Pittsburgh Waltham Pittsburgh Allentown York New C corporate equality index scores, sorted alphabetically by company name 2005
2 Name
Scholastic Corp. Scholastic SC Johnson & Son Inc. Son & Johnson SC Corp. Schering-Plough Sara Lee Corp. Lee Sara Inc. Communications SBC SAFECO Corp. SAFECO Inc. Safeway America SAP Rohm & Haas & Rohm Inc. System Ryder Rite Aid Corp. Aid Rite Collins Rockwell Holdings Inc. Holdings Inc. American Reynolds Reliant Energy Inc. Energy Reliant Ltd. Replacements America Reuters Raytheon Co. Raytheon International Reebok International Inc. International Sons & Donnelley R.R. Corp. RadioShack Quest Diagnostics Quest Communications Qwest QUALCOMM Inc. QUALCOMM Providian Financial Corp. Financial Providian Inc. Financial Prudential Co. Corp. Progressive The International Limited International Group Financial Principal Gamble & Procter The PPG Industries PPG Corp. PPL PricewaterhouseCoopers PNC Financial Services Services Financial PNC Inc. Group Corp. Polaroid Employer APPENDIX A: 28
www.hrc.org/worklife CORPORATE EQUALITY INDEX 2005 Shaw Industries Inc. Sempra Energy Sears, Roebuck and Co. Seagate Technology Inc. Employer America Inc. Manufacturing North Toyota Motor Time Warner Inc. TIAA-CREF Texas Instruments Inc. Tech Data Corp. Target Corp. Products Inc. TAP Pharmaceutical Supervalu SunTrust Banks Inc. Sun Microsystems AmericaSubaru of Inc. State Farm Group Resorts Worldwide Starwood Hotels & Group Starcom MediaVest Starbucks Corp. Staples Inc. Companies Inc. St. Paul Travelers SRA International Inc. Sprint Corp. Southwest Airlines Co. Edison Southern California International Software House Sodexho Inc. SLM Corp. (Sallie Mae) Silicon Graphics Inc. Automation Inc. Siemens Energy & Shell Oil Co.
Name
C Dalton San Diego Estates Hoffman Scotts Valley Santa Clara HillCherry Bloomington White Plains Chicago Seattle Framingham St. Paul Fairfax Park Overland Dallas Rosemead Somerset Gaithersburg Reston View Mountain New York Houston New York New York New York Dallas Clearwater Minneapolis Lake Forest Eden Prairie Atlanta i ty APPENDIX A: APPENDIX NY NY NY TX FL MN IL MN GA CA NJ IL NY IL WA MA MN VA KS TX CA NJ MD VA CA NY TX GA CA IL CA State Fortune 2005 2005 Rank 194 440 146 166 110 104 273 235 372 378 318 45 81 27 19 85 67 32 corporate equality index scores, sorted alphabetically by company name company by alphabetically sorted scores, index equality corporate Score 2005 100 100 100 100 100 100 14 86 86 86 86 57 86 86 57 71 86 71 86 79 86 93 86 71 64 57 86 86 86 71 86 Score 2004 100 57 86 86 71 86 14 86 86 86 86 86 57 86 57 86 57 71 86 86 86 71 86 86 86 86 29 71 43 Or i “Sexual entat i n
3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 EEO i on” Express Ident “Gender i n
3 3 3 3 3 3 3 3 EEO i ty i on”
or Domest Benefits Partner 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 i c Employee Resource D Group Counc i GLBT vers 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3
i or i ty l D Tra i vers 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 i n i ng i ty Ph Market Sponsor i sh lanthropy i 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 p
or i ng, - Ant Act i i No 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 -GLBT v i t i
es 29
CORPORATE EQUALITY INDEX 2005 es
i t i v -GLBT 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 No i i Act Ant - ng, i or
p www.hrc.org/worklife 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 i lanthropy sh i Sponsor Market Ph ty i ng i n i 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 vers i Tra D l ty i or i
3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 vers GLBT i Counc Group D Resource Employee c i 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 Partner Benefits Domest or
on” i ty i EEO 3 3 3 3 3 3 3 3 3 3
n i “Gender Ident Express on” i EEO 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3
n i entat “Sexual i Or 43 86 57 79 86 71 71 86 43 86 71 86 86 71 86 86 86 86 43 86 86 43 86 86 86 71 100 100 100 2004 Score 57 86 57 86 86 86 43 64 71 86 86 71 86 86 86 50 71 79 71 71 86 79 86 57 100 100 100 100 100 100 100 100 100 2005 Score 1 39 38 54 97 52 69 65 42 14 131 343 479 168 160 118 208 295 143 174 129 192 Rank Fortune TX MA IL AR CA WA TX IN CA MI MD NY TX CA CA MI NY MI NC GA CT OH TN VA MN CO NY State CA NJ NY NE PA IL - ty i Austin Boston Deerfield Bentonville Burbank Seattle Houston Indianapolis Fran San cisco Benton Harbor Baltimore York New Houston City Foster Rancho Cordova Dearborn York New Hills Auburn Charlotte Township Atlanta Hartford Cleveland Chattanooga Arlington Minneapolis Englewood York New New York New Omaha Bell Blue Grove Elk Torrance Wayne C corporate equality index scores, sorted alphabetically by company name 3 2005
Name
Whirlpool Corp. Whirlpool Inc. Market Foods Whole WellPoint Inc. WellPoint Co. & Fargo Wells Washington Mutual Inc. Mutual Washington Inc. Management Waste Walgreens Co. Walgreens Inc. Stores Wal-Mart Co. Disney Walt Wachovia Corp. Wachovia & Bank Wainwright Co. Trust Vivendi Universal Vivendi of America Volkswagen Inc. Vision Service Plan Service Vision Corp. Visteon Vinson & Elkins, L.L.P Elkins, & Vinson International Visa Verizon Communications Verizon Vertis Inc. Viacom US Bancorp US Inc. Verio Cleveland Corp. UnumProvident Group Airways US United Technologies Technologies United Corp. of Hospitals University United Airlines Airlines United Corp.) (UAL Service Parcel United UBS Corporation Pacific Union Corp. Unisys Toyota Motor Sales, Sales, Motor Toyota Inc. U.S.A. Inc. Us “R” Toys Employer APPENDIX A: 30
www.hrc.org/worklife CORPORATE EQUALITY INDEX 2005 HRC’s knowledge, such support has not affected the company’s policies or practices related toGLBTemployees. related thecompany’s policiesorpractices hasnotaffected support knowledge,HRC’s such 3 equality. toGLBTemployees. related thecompany’s policiesorpractices hasnotaffected To support knowledge, HRC’s such 2 toGLBTemployees. related thecompany’s policiesorpractices hasnotaffected support knowledge,HRC’s such 1 It appears that a significant shareholder of UnumProvident Corp. stock may have supported an institution whose primary mission includes undermining the goal of GLBTequality. the goal of undermining missionincludes To whose primary aninstitution may Corp. stock UnumProvident havesupported of thatasignificantshareholder Itappears GLBT the goal of undermining missionincludes whose primary aninstitution may stock havesupported QwestCommunicationsInternational of thatasignificantshareholder Itappears GLBTequality. the goal of undermining missionincludes To whose primary aninstitution Co. may stock havesupported Brewing MolsonCoors of thatasignificantshareholder Itappears Xerox Corp. Xcel Energy International Inc. Wyndham Wyeth WPP Group USA Inc. Worldspan Technologies Service Working Assets Funding Corporation Wisconsin Energy Williams Companies Inc. Employer This signifies aThis signifies companythat doesnot or council haveGLBT resourcegroup,employee a diversity but allowwould agroup toform.
Name C Stamford Minneapolis Dallas Madison New York Atlanta cisco San Fran Milwaukee Tulsa i ty APPENDIX A: APPENDIX - CT MN TX NJ NY GA CA WI OK State Fortune 2005 2005 Rank 256 125 471 165 132 corporate equality index scores, sorted alphabetically by company name company by alphabetically sorted scores, index equality corporate Score 2005 100 100 100 86 64 79 71 57 71 Score 2004 100 100 86 86 43 57 71 71 Or i “Sexual entat i n
3 3 3 3 3 3 3 3 3 EEO i on” Express Ident “Gender i n
3 3 3 EEO i ty i on”
or Domest Benefits Partner 3 3 3 3 3 3 3 i c Employee Resource D Group Counc i GLBT vers 3 3 3 3 3 3
i or i ty l D Tra i vers 3 3 3 3 3 3 3 3 3 i n i ng i ty Ph Market Sponsor i sh lanthropy i 3 3 3 3 3 3 3 p
or i ng, - Ant Act i i No 3 3 3 3 3 3 3 3 3 -GLBT v i t i
es Appendix B 2005 Corporate Equality Index Scores, by Industry
GLBT Employee “Gender Resource Marketing, No “Sexual Identity or Domestic Group or Sponsor- Anti- Fortune 2005 2004 Orientation” Expression” Partner Diversity Diversity ship or GLBT Employer Name City State Rank Score Score in EEO in EEO Benefits Council Training Philanthropy Activities
Advertising and Marketing Starcom MediaVest Chicago IL 79 3 3 3 3 3 Group 31 WPP Group USA New York NY 79 57 3 3 3 3 3 CORPORATE EQUALITY INDEX INDEX EQUALITY CORPORATE Interpublic Group of New York NY 332 71 57 3 3 3 3 3 Companies Inc. Omnicom Group New York NY 230 43 43 3 3 3 Vertis Baltimore MD 43 43 3 3 3
Aerospace and Defense Raytheon Co. Waltham MA 103 100 86 3 3 3 3 3 3 3 The Boeing Co. Chicago IL 25 86 86 3 3 3 3 3 3 Honeywell Morristown NJ 75 86 86 3 3 3 3 3 3 International Inc. 2005 Lockheed Martin Corp. Bethesda MD 47 86 71 3 3 3 3 3 3 Northrop Los Angeles CA 58 86 79 3 3 3 3 3 3 Grumman Corp. General Dynamics Corp. Falls Church VA 115 43 57 3 3 3 Rockwell Collins Cedar IA 43 43 3 3 3 Rapids
Apparel, Fashion, Textiles, Dept. Stores Gap Inc. San CA 130 100 86 3 3 3 3 3 3 3 Francisco Levi Strauss & Co. San CA 464 100 100 3 3 3 3 3 3 3 Francisco Nike Inc. Beaverton OR 173 100 100 3 3 3 3 3 3 3 Nordstrom Inc. Seattle WA 294 100 86 3 3 3 3 3 3 3 Federated Department Cincinnati OH 133 86 86 3 3 3 3 3 3 Stores Limited Brands Inc. Columbus OH 240 86 86 3 3 3 3 3 3 Liz Claiborne Inc. New York NY 418 86 57 3 3 3 3 3 3 Reebok International Canton MA 483 79 79 3 3 3 3 3 Abercrombie & Fitch Co. New Albany OH 71 71 3 3 3 3 3 J.C. Penney Company Inc. Plano TX 74 71 57 3 3 3 3 3 Lillian Vernon Corp. Rye NY 71 71 3 3 3 3 3 The Men’s Wearhouse Houston TX 71 71 3 3 3 3 3 Inc. Donna Karan New York NY 57 57 3 3 3 3 L.L. Bean Inc. Freeport ME 57 57 3 3 3 3
www.hrc.org/worklife 32
www.hrc.org/worklife CORPORATE EQUALITY INDEX 2005 Citigroup Inc. Corp. The Charles Schwab Financial Corp. Capital One American Express Co. ices Banking andFnancalServ Nissan America North Genuine Co.Parts State Co. Pennzoil-Quaker Corp. Navistar International Lear Corp. Dana Corp. Holding Inc. (Firestone) Bridgestone Americas Delphi Inc. Volkswagen America of Visteon Corp. turing America North Inc. Toyota Motor Manufac AmericaSubaru of Inc. General Motors Corp. U.S.A. Inc. Toyota Motor Sales, Ford Motor Co. Daimler Chrysler Corp. Automoti Southwest Airlines Co. (UAL Corp.) United Airlines Northwest Airlines Corp. Delta Airlines Inc. Continental Airlines US Airways Group American Airlines ines Airl Stores Co. The May Department Employer
ve Name
- C New York Francisco San McLean New York Gardena Atlanta Houston Warrenville Southfield Toledo Nashville Troy Auburn Hills Dearborn New York HillCherry Milford Torrance Dearborn Auburn Hills Dallas Township Elk Grove Eagan Atlanta Houston Arlington Ft. Worth St. Louis i ty
NY CA VA NY CA GA TX IL MI OH TN MI MI MI NY NJ MI CA MI MI TX IL MN GA TX VA TX MO State Fortune Rank 127 201 118 318 129 190 138 232 295 119 147 411 206 245 233 62 63 8 3 4 Score 2005 100 100 100 100 100 100 100 100 100 43 57 57 71 86 86 86 86 86 64 86 86 86 86 29 29 29 43 43 Score 2004 100 100 100 100 100 100 43 86 71 86 86 86 29 29 29 43 43 43 43 57 71 86 86 86 86 86 86 APPENDIX B: APPENDIX Or i “Sexual entat i n
3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 EEO i on” Express
Ident 2005 corporate equality index scores, by industry by scores, index equality corporate 2005 “Gender i n
3 3 3 3 3 3 3 3 3 EEO i ty i on”
or Domest Benefits Partner 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 i c Employee Resource D Group Counc i GLBT vers 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3
i or i ty l D Tra i vers 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 i n i ng i ty Ph Market Sponsor i sh lanthropy i 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 p
or i ng, -
Act GLBT Ant i No 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 v i i t - i
es 33
CORPORATE EQUALITY INDEX 2005 es
i - t i i v 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 No i Ant GLBT Act
- ng, i or
p 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 www.hrc.org/worklife i lanthropy sh i Sponsor Market Ph ty i ng i n i 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 vers i Tra D l ty i or i
3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 vers GLBT i Counc Group D Resource Employee c i 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 Partner Benefits Domest or
on” i ty i EEO 3 3 3 3 3 3 3 3 3 3 3 3 3
n i “Gender Ident Express on” i EEO 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3
n i entat “Sexual i Or 79 71 71 71 71 71 86 86 86 86 86 71 86 86 86 86 71 86 86 86 86 86 86 86 86 100 100 100 100 100 100 2004 Score 71 86 86 86 86 79 71 71 71 71 86 86 86 86 86 86 86 86 86 86 86 100 100 100 100 100 100 100 100 100 100 100 100 2005 Score 5 65 36 53 52 18 59 20 94 378 323 143 293 150 391 273 131 Rank Fortune CA CA VA NC MA PA MN VA MN CA NY CA NY DC CT IL NY NY NY PA NY IL GA NY WA CA IL NC State NY NY NY NY NY -
ty i San San Francisco San Fran San cisco Reston Charlotte Boston Pittsburgh Shoreview McLean Minneapolis City Foster New York New Calabasas York New Washington Fairfield Chicago York New Purchase York New Pittsburgh York New Chicago Atlanta York New Seattle San Francisco Chicago Charlotte New York New York New York New York New York New C 2005 corporate equality index scores, by industry
Name
Service US Bancorp US International Visa Funding Assets Working Deluxe Corp. Deluxe Mac Freddie Wainwright Bank & Bank Wainwright Co. Trust Services Financial PNC Inc. Group SLM Corp. (Sallie Mae) (Sallie Corp. SLM Corp. Wachovia Morgan Stanley Morgan Corp. Financial Providian Harris Inc. USA HSBC Inc. MasterCard Fannie Mae Fannie Co. Electric General Corp. Financial E*TRADE Corporation Bank of America Corp. of Bank America Co. of York Bank New Financial Countrywide Wells Fargo & Co. & Fargo Wells N.V. Holding AMRO ABN UBS Inc. Mutual Washington Merrill Lynch & Co. & Lynch Merrill Corp. NorthernTrust Inc. Banks SunTrust Lehman Brothers Brothers Lehman Holdings Corp. Financial Mellon The Goldman Sachs Sachs Goldman The Inc. Group Co. & Chase Morgan J.P. Credit Suisse First Suisse Credit Boston Bank Deutsche Employer APPENDIX B: 34
www.hrc.org/worklife CORPORATE EQUALITY INDEX 2005 Apple Computer Inc. andOfficeEquipment Computers Perot Systems Corp. Bradstreet Corp.) D&B (The Dun & Processing Inc. Automatic Data SRA International Inc. Corp. Electronic Data Systems Services Affiliated Computer Unisys Corp. ChoicePoint Inc. ices Serv Computer andData Rohm & Haas PPG Industries Genentech de Nemours) DuPont (E. I. du Pont Chemicals Inc. Air Products & Dow Chemical Co. Chemicals andBotechnology Investments Franklin Templeton Morningstar Inc. MBNA Corp. Companies Inc. Marsh & McLennan Dow Jones & Co. Inc. BB&T Corp. A.G. Edwards Inc. Instinet Group Inc. Insurance Corp. ING America North Financial Corp. Golden West Fifth Third Bancorp National City Corporation Comerica Inc. Employer
Name
C Cupertino Plano HillsShort Roseland Fairfax Plano Dallas Blue Bell Alpharetta Philadelphia Pittsburgh Francisco South San Wilmington Allentown Auburn Hills San Mateo Chicago Wilmington New York New York Salem Winston- St. Louis New York Atlanta Oakland Cincinnati Cleveland Detroit i ty CA TX NJ NJ VA TX TX PA GA PA PA CA DE PA MI CA IL DE NY NY NC MO NY GA CA OH OH MI State Fortune Rank 287 236 281 171 176 312 435 317 211 263 277 460 343 95 66 34 Score 2005 100 100 100 100 29 71 86 86 86 29 43 43 43 43 43 43 57 57 57 57 64 64 14 43 43 71 86 86 Score 2004 100 100 43 43 14 43 57 43 57 14 43 29 29 86 86 86 29 71 86 57 71 86 29 43 43 APPENDIX B: APPENDIX Or i “Sexual entat i n
3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 EEO i on” Express
Ident 2005 corporate equality index scores, by industry by scores, index equality corporate 2005 “Gender i n
3 3 3 3 3 EEO i ty i on”
or Domest Benefits Partner 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 i c Employee Resource D Group Counc i GLBT vers 3 3 3 3 3 3 3 3 3 3 3 3 3
i or i ty l D Tra i vers 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 i n i ng i ty Ph Market Sponsor i sh lanthropy i 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 p
or i ng, -
Act GLBT Ant i No 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 v i i t - i
es 35
CORPORATE EQUALITY INDEX 2005 es
i - t i i v 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 No i Ant GLBT Act
- ng, i or
p 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 www.hrc.org/worklife i lanthropy sh i Sponsor Market Ph ty i ng i n i 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 vers i Tra D l ty i or i
3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 vers GLBT i Counc Group D Resource Employee c i 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 Partner Benefits Domest or
on” i ty i EEO 3 3 3 3 3 3 3 3 3 3 3 3 3
n i “Gender Ident Express on” i EEO 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3
n i entat “Sexual i Or 86 93 86 86 79 71 71 57 57 43 86 86 86 86 86 86 86 86 71 57 86 86 57 86 86 100 100 100 100 100 2004 Score 86 86 71 57 93 86 43 86 86 86 86 86 86 86 79 79 71 57 57 100 100 100 100 100 100 100 100 100 100 100 100 2005 Score 41 28 11 10 220 217 194 110 132 392 495 266 370 337 Rank Fortune CA NY MA DC CA WA CA CA AZ NY NY NY VA NY IL NY CA FL CT CA CA MN CT CA MA NJ State TX CA NY KY OH ty i Redwood Redwood City New York New Boston Washington Mountain View Redmond Redwood City Jose San Phoenix York New York New York New McLean York New Lincolnshire York New Santa Clara Santa Clearwater Stamford Valley Scotts Mountain View Oakdale Stamford Poway Hopkinton Somerset Round Rock Round Alto Palo Armonk Lexington Dayton C 2005 corporate equality index scores, by industry
Name
Adobe Systems Inc. Systems Adobe Corp. Oracle Microsoft Corp. Microsoft Arts Inc. Electronic Computer Software Inc. Intuit International Limited International Inc. Keane Organization Gallup The McKinsey & Co. Inc. Co. & McKinsey PricewaterhouseCoopers Booz Allen Hamilton Inc. Hamilton Allen Booz Touche & Deloitte Associates Hewitt KPMG LLP KPMG Ltd. Accenture Consulting Young & Ernst Software House House Software International Inc. Avnet Pitney Bowes Inc. Bowes Pitney Inc. Gateway Corp. EMC Silicon Graphics Inc. Graphics Silicon Corp. Imation Xerox Corp. Xerox Inc. Technology Seagate NCR Corp. NCR Microsystems Sun Corp. Data Tech Machines Corp. Machines Lexmark Inc. International Dell Inc. Dell Co. Hewlett-Packard Business International Employer APPENDIX B: 36
www.hrc.org/worklife CORPORATE EQUALITY INDEX 2005 Applied Materials Inc. Advanced Micro Devices KLA-Tencor Texas Instruments Inc. Polaroid Corp. Whirlpool Corp. Motorola Inc. Lucent Technologies Inc. Intel Corp. Semiconductor Inc. Freescale Eastman Kodak Co. Corning Inc. Cisco Systems Bausch & Lomb Inc. Avaya Inc. Agilent Technologies Inc. High-Tech/Photo-Science Equpment Holdings Inc. Reuters America Vivendi Universal Blockbuster Inc. Walt Disney Co. Time Warner Inc. Communications Inc. Clear Channel Viacom Inc. ic Meda inment andElectron Enterta KB Home DPR Construction Perkins & Will Companies, Ltd. CH2M HILL ion Engineerng andConstruct Information Corp. Advanced Digital SAP America Employer
Name
C Santa Clara Sunnyvale San Jose Dallas Waltham Harbor Benton Schaumburg Murray Hill Santa Clara Austin Rochester Corning San Jose Rochester Ridge Basking Palo Alto New York New York Dallas Burbank New York San Antonio New York Los Angeles City Redwood Chicago Englewood Redmond Square Newton i ty CA CA CA TX MA MI IL NJ CA TX NY NY CA NY NJ CA NY NY TX CA NY TX NY CA CA IL CO WA PA State Fortune Rank 480 451 290 239 300 270 387 166 160 247 153 49 50 91 54 32 69 Score 2005 100 100 100 100 100 100 100 100 100 100 100 100 57 71 71 86 86 86 43 57 71 86 29 57 71 71 79 86 86 Score 2004 100 100 100 100 100 100 100 100 100 43 57 71 29 57 71 71 79 86 86 57 71 71 86 86 86 APPENDIX B: APPENDIX Or i “Sexual entat i n
3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 EEO i on” Express
Ident 2005 corporate equality index scores, by industry by scores, index equality corporate 2005 “Gender i n
3 3 3 3 3 3 3 3 3 3 3 3 EEO i ty i on”
or Domest Benefits Partner 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 i c Employee Resource D Group Counc i GLBT vers 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3
i or i ty l D Tra i vers 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 i n i ng i ty Ph Market Sponsor i sh lanthropy i 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 p
or i ng, -
Act GLBT Ant i No 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 v i i t - i
es 37
CORPORATE EQUALITY INDEX 2005 es
i - t i i v 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 No i Ant GLBT Act
- ng, i or
p 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 www.hrc.org/worklife i lanthropy sh i Sponsor Market Ph ty i ng i n i 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 vers i Tra D l ty i or i
3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 vers GLBT i Counc Group D Resource Employee c i 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 Partner Benefits Domest or
on” i ty i EEO 3 3 3 3 3 3 3
n i “Gender Ident Express on” i EEO 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3
n i entat “Sexual i Or 71 71 71 71 71 71 86 79 86 86 86 86 71 86 57 71 71 71 71 71 64 29 29 29 29 100 100 100 100 100 2004 Score 71 71 79 71 71 71 71 71 71 71 86 86 86 86 86 86 86 86 86 29 29 29 71 71 64 57 43 100 100 100 100 100 100 2005 Score 46 35 92 61 104 116 297 369 234 139 219 492 386 114 372 134 410 197 447 398 237 414 Rank Fortune CA MN IL ID VT NJ GA NC CA MI MO KS PA TX FL ME IL MD WA AR MO IA MN MN IL WI CO NY State CA NY IL MO NH ty i Pleasanton Prairie Eden Oak Brook Oak Boise South Burlington Camden Atlanta Charlotte Westlake Village Creek Battle St. Louis St. Overland Park Philadelphia Dallas Orlando Portland Chicago Gaithersburg Seattle Fort Smith Fort Louis St. Newton Wayzata Minneapolis Northfield Milwaukee Golden Purchase San Diego San York New Deerfield City Kansas Hampton C 2005 corporate equality index scores, by industry
Name
Supervalu Kellogg Co. Kellogg Inc. Safeway Compass Group Group Compass NorthAmerica Inc. Co. Food Dole Campbell Soup Co. Soup Campbell Company Coca-Cola The Albertson’s Inc. Albertson’s Jerry’s and Ben Inc. Homemade Starbucks Corp. Starbucks Corp. McDonald’s Hannaford Brothers Hannaford Corp. Lee Sara Inc. Sodexho Brinker International Inc. International Brinker Restaurants Darden Applebee’s Applebee’s Inc. International Corp. Aramark PepsiCo Inc. PepsiCo Anheuser-Busch Inc. Companies Miller Brewing Co. Brewing Miller Brewing Coors Molson Company Cargill Inc. Cargill Inc. Mills General Inc. Foods Kraft Maytag Corp. Maytag BeveragesFood, and Grocer ies International Co. Electric Baldor Co. Electric Emerson Baxter International Inc. International Baxter Corp. Cerner Scientific Fisher QUALCOMM Inc. QUALCOMM & Energy Siemens Inc. Automation Employer APPENDIX B: 38
www.hrc.org/worklife CORPORATE EQUALITY INDEX 2005 Caremark RX Systems PacifiCare Health Associates Inc. Chamberlin Edmonds & Cleveland University Hospitals of Vision Service Plan Quest Diagnostics Care Inc. PilgrimHarvard Health Guidant Corp. Cigna Corp. Kaiser Permanente Aetna Inc. Health Care MeadWestvaco Corp. Georgia Pacific International Paper Co. Forest andPaper Products PetCare Co. Nestle Purina Hormel Foods Corp. H. J. Heinz Co. Group Inc.) Restaurants (CBRL Cracker Barrel Midland Co. Archer Daniels Group Inc. The Hain Celestial H. E. Butt Grocery Co. Pathmark Stores Inc. The Hershey Company Whole Foods Market Inc. The Kroger Co. Domino’s Inc. Costco Wholesale Corp. Coca-Cola Enterprises Dean Foods Co. Employer
Name
C Nashville Cypress Atlanta Cleveland Cordova Rancho Teterboro Wellesley Indianapolis Philadelphia Oakland Hartford Stamford Atlanta Stamford St. Louis Austin Pittsburgh Lebanon Decatur Melville San Antonio Carteret Hershey Austin Cincinnati Ann Arbor Issaquah Atlanta Park Franklin i ty TN CA GA OH CA NJ MA IN PA CA CT CT GA CT MO MN PA TN IL NY TX NJ PA TX OH MI WA GA IL State Fortune Rank 108 267 109 402 259 467 436 479 123 205 172 382 485 122 73 70 44 21 29 Score 2005 100 100 57 71 86 29 29 29 29 29 43 43 50 50 57 57 57 57 57 64 57 64 64 71 86 86 86 86 86 Score 2004 100 43 43 50 57 57 50 43 57 43 71 86 86 86 86 86 29 71 86 29 29 29 29 29 APPENDIX B: APPENDIX Or i “Sexual entat i n
3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 EEO i on” Express
Ident 2005 corporate equality index scores, by industry by scores, index equality corporate 2005 “Gender i n
3 3 3 EEO i ty i on”
or Domest Benefits Partner 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 i c Employee Resource D Group Counc i GLBT vers 3 3 3 3 3 3 3 3 3 3
i or i ty l D Tra i vers 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 i n i ng i ty Ph Market Sponsor i sh lanthropy i 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 p
or i ng, -
Act GLBT Ant i No 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 v i i t - i
es 39
CORPORATE EQUALITY INDEX 2005 es
i - t i i v 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 No i Ant GLBT Act
- ng, i or
p 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 www.hrc.org/worklife i lanthropy sh i Sponsor Market Ph ty i ng i n i 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 vers i Tra D l ty i or i
3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 vers GLBT i Counc Group D Resource Employee c i 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 Partner Benefits Domest or
on” i ty i EEO 3 3 3 3 3 3 3 3 3 3 3
n i “Gender Ident Express on” i EEO 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3
n i entat “Sexual i Or 79 86 86 71 86 43 86 29 57 86 86 57 86 57 43 71 29 14 86 100 100 100 100 100 100 2004 Score 86 93 86 86 86 86 86 86 86 86 86 57 29 14 86 57 57 86 100 100 100 100 100 100 100 100 100 100 2005 Score 37 99 64 51 88 13 253 363 463 107 396 224 449 440 486 161 304 185 162 Rank Fortune IA PA NY OH NJ MA IL CT NE NY NV CA DC NV NY MD NJ GA GA IL CA CA TX MN State CA KY NC GA - ty i Des Moines Des Philadelphia York New Columbus Newark Boston Northbrook Hartford Omaha New York New Vegas Las Hills Beverly Washington Vegas Las Plains White Bethesda Warren Alpharetta Dalton Chicago Fran San cisco Oakland Dallas Minnetonka Woodland Woodland Hills Louisville Taylorsville Atlanta C 2005 corporate equality index scores, by industry
Name
Mutual of Omaha Mutual Insurance Group Financial Principal The Allstate Corp. Allstate The Financial Hartford Co. Services Prudential Financial Inc. Financial Prudential Financial Hancock John Inc. Services MetLife (Metropolitan (Metropolitan MetLife Insurance) Life Nationwide Insurance Corp. Chubb Corp. National Lincoln Resorts Worldwide Resorts Marriott Host MGM Mirage MGM & Hotels Starwood Entertainment Inc. Entertainment Corp. Hotels Hilton International Marriott Carlson Companies Inc. Companies Carlson Corp. Cendant Harrah’s The Olivia Companies LLC Companies Olivia The Wyndham Inc. International Global Hyatt Corp. Hyatt Global & Hotel Kimpton Inc. Group Restaurant Shaw Industries Inc. Industries Shaw Hotels, Resorts Casinos and The Home Depot Inc. Depot Home The Inc. Rubbermaid Newell Home Furnishing Bob and Gold Mitchell Williams Health Net Inc. Net Health Inc. Humana Employer APPENDIX B: 40
www.hrc.org/worklife CORPORATE EQUALITY INDEX 2005 Cooper Tire & Rubber Caterpillar Deere & Co. Mohawk Industries Inc. 3M Company Illinois Tool Works Inc. Owens Corning Cummins Inc. Manufacturing FedEx Corp. Union Pacific Corporation United Parcel Service Mail andFreight Del Attorneys, PC Howard & Howard Vinson & Elkins, L.L.P McAuliffe Heller, Ehrman, White & Morrison & Foerster Jenner & Block Faegre & Benson Alston & Bird LLP Firms Law International Group) AIG (American TIAA-CREF The Progressive Corp. Life Insurance Company Massachusetts Mutual Co. New York Life Insurance State Farm Group America North of Allianz Life Insurance Co. UnumProvident Corp. WellPoint Inc. Companies Inc. St. Paul Travelers SAFECO Corp. Employer
Name
very C Findlay Peoria Moline Calhoun St. Paul Glenview Toledo Columbus Memphis Omaha Atlanta Kalamazoo Houston cisco San Fran cisco San Fran Chicago Minneapolis Atlanta New York New York Village Mayfield Springfield New York Bloomington Minneapolis Chattanooga Indianapolis St. Paul Seattle i ty - - OH IL IL GA MN IL OH IN TN NE GA MI TX CA CA IL MN GA NY NY OH MA NY IL MN TN IN MN WA State Fortune Rank 155 208 285 470 106 340 105 183 349 257 174 57 78 42 81 83 68 19 97 85 9 Score 2005 100 100 100 100 100 100 86 50 64 86 43 57 57 57 64 71 71 79 86 86 86 50 57 64 71 71 79 71 79 Score 2004 100 100 100 57 57 50 71 79 86 86 86 57 64 71 64 86 57 86 50 86 86 29 57 APPENDIX B: APPENDIX Or i “Sexual entat i n
3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 EEO i on” Express
Ident 2005 corporate equality index scores, by industry by scores, index equality corporate 2005 “Gender i n
3 3 3 3 3 3 3 3 EEO i ty i on”
or Domest Benefits Partner 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 i c Employee Resource D Group Counc i GLBT vers 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3
i or i ty l D Tra i vers 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 i n i ng i ty Ph Market Sponsor i sh lanthropy i 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 p
or i ng, -
Act GLBT Ant i No 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 v i i t - i
es 41
CORPORATE EQUALITY INDEX 2005 es
i - t i i v 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 No i Ant GLBT Act
- ng, i or
p 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 www.hrc.org/worklife i lanthropy sh i Sponsor Market Ph ty i ng i n i 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 vers i Tra D l ty i or i
3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 vers GLBT i Counc Group D Resource Employee c i 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 Partner Benefits Domest or
on” i ty i EEO 3 3 3 3 3 3 3
n i “Gender Ident Express on” i EEO 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3
n i entat “Sexual i Or 86 71 43 57 57 86 86 86 71 64 14 86 86 71 86 86 71 86 86 29 14 71 71 43 100 2004 Score 57 86 86 86 86 86 86 71 64 57 64 14 86 86 86 86 43 86 71 50 29 14 100 100 100 100 100 100 2005 Score 7 2 6 93 84 30 24 39 152 264 100 125 212 168 165 Rank Fortune IL NY IN NJ NJ NJ NJ IL NJ NJ TX TX PA NJ NY CA NJ MA TX NY IL CA TX OK State CT OH NC CA - -
ty i Lake Forest Lake New York New Indianapolis Nutley Whitehouse Station East Hanover Kenilworth Park Abbott Madison Bridgewater Houston Irving Philadelphia New Brunswick York New Thousand Oaks Bridgewater cisco Watertown Houston York New Warrenville Ramon San Houston Tulsa Hartford Phila New delphia Charlotte Fran San C 2005 corporate equality index scores, by industry
Name
Products Inc. Products Biovail Biovail Inc. Pharmaceuticals Pharmaceutical TAP Schering-Plough Corp. Schering-Plough Laboratories Abbott Wyeth Novartis Corp. Pharmaceutical Hoffmann-La Roche Inc. Roche Hoffmann-La Inc. Co. & Merck Pharmaceuticals Inc. Pharmaceuticals Co. Squibb Bristol-Myers Co. & Lilly Eli Amgen Inc. Amgen Aventis Johnson & Johnson & Johnson Inc. Pfizer Pharmaceuticals Inc. GlaxoSmithKline Williams Companies Inc. Companies Williams ConocoPhillips Corp. Mobil Exxon Chevron Corp. Chevron Co. Oil Shell Oil and Gas America BP Solutions Inc. Solutions Inc. Management Waste USA Aegon California State State California Association Automobile Family Horizons Bright National Gypsum National Miscellaneous United United Corp. Technologies Lauren Co. Manufacturing Employer APPENDIX B: 42
www.hrc.org/worklife CORPORATE EQUALITY INDEX 2005 AutoZone Inc. Wal-Mart Stores Inc. Toys “R” Us Inc. Mattel Inc. The Clorox Company Avon Products Bear Creek Corp. Office Depot Inc. Hallmark Cards Inc. Barnes & Noble Inc. Amazon.com Inc. Colgate-Palmolive Co. Target Corp. Co. The Procter & Gamble Kimberly-Clark Hasbro Inc. The Gillette Co. Staples Inc. Walgreens Co. Sears, Roebuck and Co. SC Johnson & Son Inc. Replacements Ltd. Estee Lauder Companies Borders Group Inc. Best Buy Co. Inc. Retail andConsumerProducts R.R. Donnelley & Sons Knight Ridder Scholastic Corp. Companies Inc. The McGraw-Hill Gannett Co. Inc. New York Times Co. CMP Media LLC ishng andPrnt Publ Bayer Corp. Employer
Name C Memphis Bentonville Wayne El Segundo Oakland New York Medford Beach Delray Kansas City New York Seattle New York Minneapolis Cincinnati Irving Pawtucket Boston Framingham Deerfield Estates Hoffman Racine McLeansville New York Ann Arbor Richfield Chicago San Jose New York New York McLean New York Manhasset Pittsburgh i ty TN AR NJ CA CA NY OR FL MO NY WA NY MN OH TX RI MA MA IL IL WI NC NY MI MN IL CA NY NY VA NY NY PA State Fortune Rank 210 135 215 146 346 475 275 375 283 350 192 383 445 278 156 335 303 27 26 38 45 77 1 Score 2005 100 100 100 100 100 100 100 100 100 79 86 86 86 86 86 93 43 57 86 86 86 29 43 57 57 57 57 57 64 71 71 71 71 Score 2004 100 100 100 100 100 29 57 86 86 86 86 29 43 43 43 57 57 57 64 43 57 71 71 79 86 86 71 86 86 86 86 86 57 APPENDIX B: APPENDIX Or i “Sexual entat i n
3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 EEO i on” Express
Ident 2005 corporate equality index scores, by industry by scores, index equality corporate 2005 “Gender i n
3 3 3 3 3 3 3 3 3 3 3 EEO i ty i on”
or Domest Benefits Partner 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 i c Employee Resource D Group Counc i GLBT vers 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3
i or i ty l D Tra i vers 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 i n i ng i ty Ph Market Sponsor i sh lanthropy i 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 p
or i ng, -
Act GLBT Ant i No 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 v i i t - i
es 43
CORPORATE EQUALITY INDEX 2005 es
i - t i i v 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 No i Ant GLBT Act
- ng, i or
p 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 www.hrc.org/worklife i lanthropy sh i Sponsor Market Ph ty i ng i n i 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 vers i Tra D l ty i or i
3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 vers GLBT i Counc Group D Resource Employee c i 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 Partner Benefits Domest or
on” i ty i EEO 3 3 3 3 3 3 3
n i “Gender Ident Express on” i EEO 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3
n i entat “Sexual i Or 0 43 86 86 86 86 86 71 71 86 71 79 29 57 29 29 14 86 71 86 100 100 100 100 2004 Score 86 79 57 43 86 71 71 29 86 71 86 86 86 86 86 86 43 43 29 29 14 100 100 100 100 100 100 100 2005 Score 14 17 56 33 67 87 196 381 269 151 302 157 265 321 102 322 154 231 113 399 128 Rank Fortune CA GA TX FL VA CA VA NY NY VA CO AR NC NY NJ TX KS GA GA PA GA GA CO State VA MI TX PA MI - ty i San Fran San cisco Atlanta Dallas Miami Richmond Oakland Richmond Brooklyn New York New Reston Englewood Rock Little Winston- Salem York New Bedminster Antonio San Overland Park Atlanta Atlanta Philadelphia Atlanta Atlanta Denver Richmond Troy Worth Fort Hill Camp Grand Rapids C 2005 corporate equality index scores, by industry
Name
Dominion Resources Inc. Resources Dominion Corp Keyspan Corp. PG&E Lines Ltd. Lines Utilities CSX Corp. CSX President American Inc. Hotels.com Inc. System Ryder Morris Companies Inc.) Companies Morris Transportation, Travel Technologies Worldspan Reynolds American Inc. American Reynolds (Philip Inc. Group Altria ALLTEL Corp ALLTEL Tobacco Nextel Communications Nextel Inc. Verio Qwest Communications Communications Qwest Inc. International Communications Verizon Comcast Corp. Comcast Inc. Communications Cox Inc. EarthLink BellSouth Corp. BellSouth Wireless Cingular SBC Communications Inc. Communications SBC Corp. Sprint ications Telecommun Corp. AT&T Rite Aid Corp. Aid Rite Inc. Meijer Circuit City Stores Inc. Stores City Circuit KmartCorp. Corp. RadioShack Employer APPENDIX B: 44
www.hrc.org/worklife CORPORATE EQUALITY INDEX 2005 Aquila Entergy Corp. Corporation Wisconsin Energy Reliant Energy Inc. Co. Baltimore Gas & Electric Allegheny Energy Calpine Corp. PPL Corp. Exelon Edison International Duke Energy DTE Energy Co. Consolidated Edison Co. Cinergy Corp. Xcel Energy Sempra Energy PacifiCorp System Northeast Utilities Edison Southern California Employer This signifies aThis signifies companythat doesnot or council haveGLBT resourcegroup,employee a diversity but allowwould agroup toform.
Name C Kansas City New Orleans Milwaukee Houston Baltimore Hagerstown San Jose Allentown Chicago Rosemead Charlotte Detroit New York Cincinnati Minneapolis San Diego Portland Berlin Rosemead i ty MO LA WI TX MD MD CA PA IL CA NC MI NY OH MN CA OR CT CA State Fortune Rank 221 471 250 242 344 145 187 296 228 412 256 235 310 86 Score 2005 100 29 36 57 57 57 57 64 71 71 71 71 71 71 71 86 86 86 86 Score 2004 100 71 71 86 71 71 86 86 86 86 29 36 43 57 79 71 APPENDIX B: APPENDIX Or i “Sexual entat i n
3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 EEO i on” Express
Ident 2005 corporate equality index scores, by industry by scores, index equality corporate 2005 “Gender i n
3 EEO i ty i on”
or Domest Benefits Partner 3 3 3 3 3 3 3 3 3 3 3 3 i c Employee Resource D Group Counc i GLBT vers 3 3 3 3 3 3 3 3 3 3 3 3
i or i ty l D Tra i vers 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 i n i ng i ty Ph Market Sponsor i sh lanthropy i 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 p
or i ng, -
Act GLBT Ant i No 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 v i i t - i
es 45
CORPORATE EQUALITY INDEX 2005 www.hrc.org/worklife
). ey v ur S www.hrc.org/cei ndex I quality E Fax: 202-772-3880 Fax: HRC Workplace Project Workplace HRC Fax by e-mail: [email protected] e-mail: by Fax orporate RESPONSE DEADLINE: MAY 23, 2005 23, MAY RESPONSE DEADLINE: Please complete this form mail it to: and fax or Please complete 1640 Rhode Island Ave NW • Washington, DC 20036 Washington, NW • Ave 1640 Rhode Island ______2005 C
______Your answers to these questions will to answers be used in part entirety in their or scoring purposes for in the 2005 Your Corporate Equalityand future Indexes. informational for are purposes these questions this year to answers only. Your in the 2006 survey these questions will to answers be used in part scoring entirety in their or for Your purposes Equality in the 2006 Corporate Index. ______
2005 2006
Your E-mail Address: E-mail Your Your Title: Your Department/Division: Your Number: Phone Your Company Name: Company Name: Your
HRC will information externally. distribute contact or not publish HRC Basic Company Information Contact Samir Luther at [email protected] or 202-572-8969 if you have questions. if 202-572-8969 or have you at [email protected] Samir Luther Contact For more information on the Corporate Equality Index, please see our website ( please see our website Equality the Corporate information on Index, more For Questions not marked with either “2005” or “2006” are for informational purposes for will and only a are calculate not be used to “2006” or “2005” withQuestions not marked either Equality Corporate information regarding more for document Guidance the Reporting to Please refer 2006. in 2005 or score 2006. for changes criteria scoring and the proposed Index
Key: Additional questions will be added to the scoring criteria in 2006. Questions applicable to 2005 and/or 2006 are marked using marked 2006 are 2005 and/or to Questions applicable will questions criteria the scoring in 2006. be added to Additional to the following key to Please refer in 2006 will provide be used in calculating the 2006 score. you Answers below. the key scores. in this survey questions which will future and/or understand current affect your We are pleased to provide you with 2005 Survey. Equality the Corporate you Index provide pleased to are We Appendix C Appendix 46
www.hrc.org/worklife CORPORATE EQUALITY INDEX 2005 2005 3. Benefits 2005 2005 1. Non-Discrimination/EEO Policies 2.
Does yourDoes company offer healthinsurance coverage to your employees’ no, If same-sex partners? pleasealsoanswer 3e. attach thepolicy.) acopy of words “gender identity” or “gender or expression” identity or(Please EEOpolicy? non-discrimination initsprimary orientation” or(Pleaseattach EEOpolicy? thepolicy.) acopy non-discrimination of initsprimary yourDoes company on based sexual baremploymentby orientation discrimination including thewords “sexual Does yourDoes company on based gender or baremployment gender discrimination identity expression by including the 1a. 3a. 2a. o o o o o o o o o o o o o o o
policy Do notknowDo We do nothave such apolicy We do nothave such apolicy, but are working toward thisinthenext one year Yes, but only inone or more or laboragreements subsidiaries Yes, we include “sexual orientation” or EEOpolicy non-discrimination inourprimary Do notknowDo We healthbenefits, do notoffer partner andhave noplansto offer them We healthbenefits, do notoffer partner but planto inthenext one year Yes, but only thissection) inone or more or laboragreements attheend subsidiaries (pleaseelaborate of Yes, company-wide notknowDo We do nothave such apolicy We do nothave such apolicy, but are working toward thisinthenext one year Yes, but only inone or more or laboragreements subsidiaries Yes, we include “gender identity” or “gender or expression” identity or EEO non-discrimination inourprimary If If YES, apply does thepolicy to your operations, all global including non-U.S. citizens abroad? based If If YES, how does your company define domestic partnerships? If YES, apply does thepolicy to including your operations all non-U.S. global citizens abroad? based o o o o o o o o o o
We have noemployees outside based theUnited States notknowDo No Yes We have noemployees outside based theUnited States notknowDo No Yes Definition of domestic partner includes same-andopposite-sex both domestic partner partners Definition of includes only same-sex domestic partner partners Definition of APPENDIX C: APPENDIX 2005 2005 hrc foundation corporate equality index survey index equality corporate foundation hrc 47
CORPORATE EQUALITY INDEX 2005
www.hrc.org/worklife Offered to to Offered Same-Sex Partners
Place “Y” or “N” where applicable where “N” or “Y” Place Offered to to Offered Opposite-Sex Spouses Benefits Year hrc foundation corporate equality index survey Yes No Do not know States the United based outside no employees have We Yes No Do not know No Do not know Do not know Yes
o o o o o o o o o o o
If NO, does your company offer cash compensation to employees to purchase their own health insurance for for own health insurance their purchase to employees to cash compensation offer company your does If NO, If YES, are the benefits offered to employees in all your global operations where such benefits would be available be available would benefits global such in all operations your where employees to offered the benefits are YES, If If YES, does your company “gross up” wages for employees who enroll for same-sex partner same-sex for to health benefits who enroll employees for wages up” “gross company your does YES, If same-sex partners?same-sex to opposite-sex spouses, including non-U.S. citizens based abroad? based abroad? citizens non-U.S. including spouses, opposite-sex to cover the added tax burden from the imputed value of the benefit that appears as income for the employee? of the employee? value for imputed the that appears as income the benefit from the added tax burden cover If YES, what year did same-sex partner health insurance benefits become available at your company? at your partner available did same-sex become benefits what year health insurance YES, If 2005
3e. employees? spouses of opposite-sex U.S. to company-wide, offer, you do benefits other What 3d. 3c. Are those benefits also offered, company-wide, to same-sex partners of U.S. employees? employees? partners same-sex to of U.S. company-wide, also offered, those benefits Are offers: company what on depending your “N” or “Y” Please place 3b.
Retiree health care benefits health care Retiree discounts Employee Adoption assistance Adoption the spouse/partnerfor benefits ofSurvivor in event death employee’s Bereavement leave Bereavement the spouse/partnerfor insurance life Supplemental assistance Relocation/travel FMLA/FMLA-like benefits FMLA/FMLA-like benefits COBRA/COBRA-like Dental Vision medical coverage dependent Spouse/partner’s 4. 2006 APPENDIX C: 48
www.hrc.org/worklife CORPORATE EQUALITY INDEX 2005 2006 6. Transgender Employee Policies 5.
harassment? (Pleaseattach thepolicy.)harassment? acopy of to aworkplacepertinent such gender asnamechange transition policy, bathroom accommodations, dress codes and yourDoes company have Gender Transition written guidelines documenting supportive company on policy issues desired,If your pleasedescribe company’s regarding policies employees’ spouses: same-sex married Massachusetts Canada) andmuch of coverage your U.S. of recognized islegally in employees’ marriage thiswriting, of thetime (asof partners? yourDoes company for for same-sex healthinsurance recognize couples marriages deciding eligibility when legal anyPlease describe other benefits offered to employees’ same-sex partners: 5a. o o o o o o o o o
(please attach thepolicy) acopy of Do notknowDo We do nothave such apolicy We do nothave such apolicy, but are working toward thisinthe next one year Yes, we have Gender Transition written guidelines notknowDo Not applicable (noemployees have claimed any such status) legal No No, but we planto offer thisinthenext one year Yes benefits programs? If If recognizedYES, event asaqualifying for themarriage immediate enrollment istheevent inyour of o o o
Do notknowDo No Yes APPENDIX C: APPENDIX
2005 2005 hrc foundation corporate equality index survey index equality corporate foundation hrc
49
CORPORATE EQUALITY INDEX 2005 www.hrc.org/worklife gender identity-gender insured as partinsured of related treatment? related medically supervised Available to transgender to Available imbalance, etc.)? imbalance, for other purposes other for Available to insured insured to Available (cancer, injury, hormone injury, (cancer, Wellness Need Wellness hrc foundation corporate equality index survey Yes No Do not know
# Levels o o o If NO, would your company allow GLBT employees to use its facilities, electronic and other resources to form a to resources and other electronic use its facilities, to employees GLBT allow company your would If NO, group ifgroup interest? expressed one
2005 No Do not know Do not know Yes
o o o o 9a. Does your company have an officially recognized GLBT employee affinity group? employee GLBT recognized an officially have company Does your 2005 How many reporting levels are there between your company’s CEO and the individual CEO and the whose primary function job is company’s your between there are reporting levels many How report) (0=direct transgender or diversity? bisexual gay, lesbian, that includes diversity force work Please describe any other benefits available to transgender employees: to available benefits other Please describe any to your general work force, is there at least one company-sponsored plan where these benefits are also available to to also available are these benefits plan where company-sponsored at least one is there force, general work your to planned within for the “P” or “N” as part“Y”, oftransgender employees medically their supervised Place treatment? year. one next Some employee health insurance policies exclude coverage for commonplace treatments and procedures for for and procedures treatments commonplace for coverage policies exclude health insurance employee Some of these Many clause. exclusion” “transgender as a to referred whatthrough is commonly transgender employees, available benefits health care For non-transgender diagnoses. for covered and available are procedures/treatments
Short-term disability leave for surgical for procedures Short-term disability leave Medically necessary surgical procedures such as hysterectomy as hysterectomy such necessary surgicalMedically procedures additional information 2005 Survey please see attached (for Guidance) Reporting Pharmacy benefits covering hormone therapy covering Pharmacy benefits the effects of visits monitor to and hormone therapy Medical lab procedures associated Counseling by a mental health professional a mental by Counseling 9. 2005 Diversity Management and Training Diversity Management 8. 7. 2006 APPENDIX C: 50
www.hrc.org/worklife CORPORATE EQUALITY INDEX 2005 12. 2006 2005 2005 10. 11. Other (describe below) Other (describe Gender Race /ethnicity Disability andexpressionGender identity Sexual orientation
Does yourDoes company have asupplier diversity program? employees theother training Please describe receive: topic-specific sessions.) in or diversity, of overview general a of part as included be may covered topics (The attend? to GLBT diversity? yourDoes company have acompany-wide diversity council includes amission or thatspecifically working group with Mailing Address: E-mail and Website: Contact Name(s) andPhone(s): Name Group: of 9b. If your company provides diversity awareness or employee training, what topics are covered and who is required required is who and covered are topics what training, employee or awareness diversity provides company your If o o o o o o o
Diversity Topic
Do notknowDo No Yes notknowDo No, we do nothave adiversity council or working group No, we have adiversity council or working group, but GLBT issues are notcovered Yes, we have adiversity council or working group thatincludes GLBT issues If If YES, pleaseprovide contact for information thegroup: ______All requiredAll ______to attend APPENDIX C: APPENDIX All managers/All supervisors supervisors to attend required 2005 2005 hrc foundation corporate equality index survey index equality corporate foundation hrc employees to attend required Some None required but training but training to attend, is offered Not offered 51
CORPORATE EQUALITY INDEX 2005 content Creative Creative audience) or general or www.hrc.org/worklife (gay-themed (gay-themed (in years) campaign Duration of (select all that operating area, operating area, Scope ofScope media apply: national, apply: national, GLBT only, other) only, GLBT local, across entire entire across local, Number of Number (include total total (include other outlets) other number of TV, ofnumber TV, outlets utilized online, print and online, % hrc foundation corporate equality index survey Do not know Yes No Do not know
o o o o If YES, please describe a maximum of three such advertising or marketing campaigns. please describe marketing of or a maximum advertising such YES, three If If YES, what percentage of your current supply chain is GLBT-owned? is GLBT-owned? chain of supply current what percentage your YES, If Please provide any additional information about your company’s advertising campaigns. Please use an extra campaigns. advertising company’s additional information about your any Please provide sheet if necessary. If YES, does your company seek out GLBT-owned companies in your supplier diversity program? diversity supplier in your companies GLBT-owned seek out company your does YES, If Name of campaignName 2005 No Do not know Yes
3 2 1 o o o 13a. 12b. 13b. During the past year, has your company engaged in marketing or advertising to the GLBT community? the GLBT to advertising or engagedmarketing in company has your During the past year, 12a.
2005 Marketing and Advertising / Sponsorship Marketing / Philanthropy 13. APPENDIX C: 52
www.hrc.org/worklife CORPORATE EQUALITY INDEX 2005 2005 15. 2005 14.
community-related organizations? corporate foundation, —to GLBT in-kinddonations health, or otherwise educational, or political thepastyear,During hasyour company provided —either directly financialsupport or through your 14b. thepastyear,During hasyour company sponsored aGLBT health, educational, or community political event? 14a. o o o o o o 3 2 1
Do notknowDo No Yes Do notknowDo No Yes sheet if necessary. if sheet Please provide any aboutyour information additional company’s event sponsorships. Pleaseuseanextra If If threeYES, events amaximum thatyour of pleasedescribe company hassponsored. Name event of Number events of sponsored APPENDIX C: APPENDIX (National, across operating area,operating Scope of event Scope of local, other) 2005 2005 your entire hrc foundation corporate equality index survey index equality corporate foundation hrc have you sponsored How many years this event?
organization organization community) education, sponsored (political, Type of health,
53
CORPORATE EQUALITY INDEX 2005 health, health, Type of Type (political, (political, sponsored education, education, www.hrc.org/worklife community) organization How many years years many How this organization? have you supported you have of giving total Average annual annual Average amount or percent percent amount or (cash grant, (cash grant, in-kind, other) in-kind, Type of support Type hrc foundation corporate equality index survey Thank you for taking the time to complete the Corporate HRC Equality Index survey. Please provide any additional information about your company’s philanthropic activities. Please use an extra activities. philanthropic company’s additional information about your any Please provide sheet if necessary. If YES, please describe please of a maximum activities. such YES, three If Name of campaignName 2005
3 1 2 transgender employees, consumers or investors. (This could include information on innovative business practices business that innovative information on (This include could investors. or consumers transgender employees, services or the gay products for adapted innovative further description benefits, of employee community, affect the gay etc.) community, 15b. or bisexual gay, views lesbian, company your illustrate how information that would other any Please include 15a.
16. APPENDIX C: 54
www.hrc.org/worklife CORPORATE EQUALITY INDEX 2005 5. 4. 3. 2. 1. CEIisbased,The inpart, Principles. on theEquality Executive Board, copyright2005 As amendedbytheEqualityProject (501c3) Appendix D
communications. employee diversitytraining andsensitivity itsofficialtion, of gender andgender aspart identity companyThe sexual orienta include discussions of will or genderorientation identity. to employees all opportunities sexual regardless of companyThe offer equal benefitsplans and will condition, status or disability. any employee’sbasis of or perceived actual health companyThe nottolerate on the discrimination will statementpolicy company-wide. companyThe employment disseminate itswritten will employment statement. policy written its of sexual andgender aspart orientation identity companyThe prohibit on based discrimination will
E quality P roject - ’ s 9. 8. 7. 10. 6. E
quality The company will not discriminate in the sale of its companyThe inthesaleof notdiscriminate will gender identity. sexual orientation,the basisof gender expression or tions on advertising, marketing or promoting events on companyThe notprohibit, will censor or place restric or genderidentity expression. on based sexualnegative orientation, stereotypes gender companyThe avoid advertising will policy theuse of identity. standing, sexual or gender orientation regardless of tion or gender identity. sexual orienta groups on andorganizations thebasisof companyThe contributions notbarcharitable to will gender identity. and vendors on thebasison sexual or orientation andservices,suppliersgoods or initsagreements with companyThe give employee all will groups equal P rinciples - - HRC Senior Staff As America’s largest gay, lesbian, bisexual and transgender civil rights organization, the Joe Solmonese Human Rights Campaign provides a national voice on sexual orientation and gender President identity and expression issues. HRC effectively lobbies Congress; mobilizes grassroots Jacquelyn J. Bennett action in diverse communities; invests strategically to elect a fair-minded Congress; Administration Director and increases public understanding through innovative education and communication Ann Crowley strategies. HRC is a nonpartisan organization that works to advance equality based on Membership Director sexual orientation and gender expression and identity, to ensure that gay, lesbian, bi- sexual and transgender Americans can be open, honest and safe at home, at work and in Steven Fisher Vice President for the community. Communications & Marketing Andrea Green Finance Director Julian J. High Human Resources & Diversity Director Seth Kilbourn Vice President for Marriage Project Kevin Layton Director, Policy & Strategy Barbara A. Menard Deputy Director, HRC Foundation Cathy Nelson Vice President for Development & Membership Susanne Salkind Managing Director Susan Schreiner Information Technology Director Liz Seaton General Counsel & Legal Program Director David M. Smith Vice President for Policy & Strategy Christopher Speron Development Director Winnie Stachelberg Vice President for HRC Foundation
HRC Foundation Board Gwen Baba Human Rights Campaign Foundation, 1640 Rhode Island Ave., N.W., Washington, D.C. 20036 Vic Basile Terry Bean phone 202/628-4160 TTY 202/216-1572 fax 202/347-5323 website www.hrc.org Edith Cofrin Marge Connelly Lawrie Demorest © 2005 by the Human Rights Campaign Foundation. The HRC Foundation Marty Lieberman grants permission for the reproduction and redistribution of this publication Candy Marcum Hilary Rosen only when reproduced in its entirety and distributed free of charge. The Human Andrea Sharrin Rights Campaign name and the Equality logo are trademarks of the Human Mary Snider Rights Campaign. corporate equality index
A Repor t Card on Gay, Lesbian, Bisexual and Transgender Equality in Corporate America
www.hrc.org/worklife A project of the Human Rights Campaign Foundation, 1640 Rhode Island Ave., N.W., Washington, D.C. 20036 9/2005 2005