Supporting the journey Gender transition in the global workplace

A best practices study based on IBM’s comprehensive approach IBM and HRC / The challenge / The solution / IBM’s transition framework / The business case for inclusion / Moving ahead < 2 >

“We are standing together, shoulder to shoulder, all working for one common good. And the good of each of us as individuals affects the greater good of the company.”

— Thomas Watson, Sr., Chairman and CEO, IBM, 1914-1956 IBM and HRC / The challenge / The solution / IBM’s transition framework / The business case for transgender inclusion / Moving ahead < 3 >

IBM and the (HRC) The Human Rights Campaign (HRC) Workplace Equality Program is the policies, IBM is committed to providing HRC’s Workplace Foundation’s Workplace Equality nationally recognized voice for advocacy, a safe, open and inclusive working Program strives to advance , information and guidance on LGBTQ environment for all of its employees Equality Program , bisexual, transgender and queer workplace issues. across the globe. (LGBTQ) equality at work and create is the nationally workplaces free from discrimination. International Business Machines IBM has included gender identity recognized voice Corporation (IBM) is an American protections in its Equal Opportunity Advancing workplace equality for LGBTQ multinational technology company and Policy since 2002 and has proactively for advocacy, employees means looking far beyond one of the world’s largest Information helped dozens of transgender IBMers information and the employee handbook — it means Technology sector employers, with more successfully transition on the job. putting policy into practice on the than 375,000 employees worldwide. guidance on LGBTQ factory floor, in the corporate boardroom and everywhere in between. HRC’s Recognized as a global thought leader in workplace issues. the development and implementation of Lesbian, Gay, Bisexual and Transgender (LGBT+)1 inclusive programs and

IBM’s commitment to diversity “IBM thinks about diversity for clients and creates new embraced diversity, and the way we think about opportunities for growth. it gives opportunities for innovation—both are essen- When we incorporate diver- IBMers and our clients to tial to the success of our sity into our business, we achieve their full potential.” business. When we innovate, create better innovations technology becomes smarter and outcomes. IBM has Virginia M. Rometty, Chairman, President and Chief Executive Officer, IBM IBM and HRC / The challenge / The solution / IBM’s transition framework / The business case for transgender inclusion / Moving ahead < 4 >

IBM and the HRC’s Corporate Equality Index IBM has participated in HRC’s Corporate Equality Index (CEI) since its inception in 2002. The company has received a perfect 100 score and the designation of being a “Best IBM has received a perfect Place to Work for LGBT Equality” 100 score and the designation since 2003. of being a “Best Place to Work for LGBT+ Equality” since IBM is an early adopter of many of the policies, practices and benefits measured in the CEI. 2003.

Milestones related to 1999 LGBT+ IBM’s LGBT+ supplier 2006 2017 efforts 1995 LGBT+1 Diversity LGBT+ voluntary LGBT+ inclusive Executive Council Program Self-ID program benefits offered in formed launched launched 50 countries

1984 1997 2002 2016 2017 “Sexual orientation” Same-sex “Gender identity and Creation of LGBT+ IBM launches added to IBM’s Domestic gender expression” Out Role Models legendary 8-bar global non- Partners added to IBM Equal Program rainbow discrimination benefits in the Opportunity Policy logo policy U.S. IBM and HRC / The challenge / The solution / IBM’s transition framework / The business case for transgender inclusion / Moving ahead < 5 >

Legendary pride On January 6, 2017 IBM announced a new symbol of IBM’s LGBT+ leadership — a rainbow adaptation of the iconic 8-bar corporate logo, inspired by the late Gilbert Baker’s rainbow flag. IBM and HRC / The challenge / The solution / IBM’s transition framework / The business case for transgender inclusion / Moving ahead < 6 >

The challenge For over 15 years, the HRC has It is well documented that transgender “For us at IBM, it’s about full benchmarked corporate America’s people experience disproportionately inclusion and making sure progress in adopting transgender-inclusive high rates of unemployment and policies, practices and benefits through its underemployment,3 making it incumbent that from a value system annual Corporate Equality Index2 survey upon advocates and employers standpoint there is a really and report. With education and guidance to collectively translate inclusive consistent drumbeat all over from HRC, hundreds of major employers policies into tangible opportunities for the world. We started to look have implemented inclusive policies transgender workers. People charged and benefits for their transgender or with implementing these critical at how we can do more. How transitioning employees. But these crucial policies in the day-to-day workplace can we push the envelope foundations represent just the beginning of environment — human resources, line to be more inclusive? You the work needed to ensure that everyone managers and executives, diversity and always have to be committed feels valued in the workplace. inclusion professionals, and colleagues of transgender workers — need practical to learning and growing at guidance on how to make workplaces more all times.” welcoming and supportive.

A comprehensive solution: proactive planning for success Deb Bubb, IBM’s new learning and development It is often said that when a person It is often said HR VP and Chief Leadership, modules to support on-the-job gender transitions, everyone around them that when a Learning & Inclusion Officer, IBM transition, entitled Helping Transgender transitions as well. Business leaders Employees Make the Transition at Work, know the importance of proper person transitions, reflect a comprehensive approach to planning, communication and everyone around supporting transitioning employees. training in implementing successful them transitions The modules represent a best-in-class organizational change. A successful as well. framework addressing the common gender transition is no different. A little experiences that employees transitioning planning can go a long way to ensure at work face, while acknowledging a successful outcome for all involved: the individuality of every transitioning the transitioning employee as well as employee. their manager, colleagues, clients and customers. IBM and HRC / The challenge / The solution / IBM’s transition framework / The business case for transgender inclusion / Moving ahead < 7 >

IBM’s “Supporting the journey: Transition in the global workplace”

A best-in-class approach Existing LGBT+ Learning & – Transgender: Leading Inclusively: at work, at home and in the IBM’s comprehensive and thoughtful Education Framework This course educates managers community. Upon completion of the and employees on the greater learning modules, allies can pledge to global workplace transition framework The existing LGBT+ inclusion learning transgender and gender actively engage their ally-ship at IBM. guides and supports an employee’s and education framework sits in IBM’s nonconforming community as – Common Terms to Discuss Gender: entire gender transition journey — for Leadership Academy, a global resource for well as IBM policies, practices This course is a primer of terms and the manager, their colleagues and work online learning accessible to all IBMers. and expectations. Included concepts related to gender identity team, HR support staff and business Founded on the philosophy that IBM’s here are concepts, terminology and expression. line executives, as well as the employee strength derives from IBMers, the courses and background on the current themselves. rely on the voices and stories of IBMers. challenges faced by the community The courses on LGBT+ inclusion include: Often referred to as “gender transition as well as an instructive story of a transgender IBMer’s chance guidelines,” IBM’s workplace transition – This LGBT+: Leading Inclusively: meeting with a former colleague. framework is designed to be an accessible course educates managers and – Becoming an LGBT+ Ally: This resource for employees and managers employees on the LGBT+ community course includes a set of modules and an integral part of IBM’s existing, including IBM policies, practices and to educate LGBT+ Allies on issues holistic LGBT+ inclusion learning expectations. Among other resources, affecting the LGBT+ community collection of offerings. it includes a short video entitled as well as specific behaviors they Reflections of IBM Inclusion, which can adopt to help create more showcases four engaging IBMers who welcoming and inclusive spaces — are members of the LGBT+ Community.

“I am a former marine, an When I was hired, the people who they are, and they are activist for LGBT, especially that were recommending me not afraid of speaking their transgender rights, I have and the people that were mind. Not every place in the a family, I bike a lot, I build hiring me, knew that I was world is like that, and not models with my son… and I transgender. They’d known me every company is like that. am a technical seller for IBM. before my transition. I feel completely accepted Connie Rice, Leesburg VA, That’s my life. It’s important for people to here.” Client Technical Sales Specialist, IBM live in an environment where they are not afraid of being IBM and HRC / The challenge / The solution / IBM’s transition framework / The business case for transgender inclusion / Moving ahead < 8 >

New course to support transitioning employees Helping Transgender Employees Make the Transition at Work A new course entitled Helping The course is organized across four sections: Transgender Employees Make the Transition at Work is fully integrated 1. Introduction 2. Preparation – Includes transgender IBMers with existing courses and accessible in – Advises that the module was – Provides a brief refresher of key telling their own personal stories appropriate geographies. The course designed for a global audience and is terms and concepts surrounding set to engaging animated scenes. was developed with a cross-functional based on global, corporate policies. gender identity and gender The videos are designed for team approach, relies significantly on Clarifies that some content may transition managers to watch in preparation the real-world experience of transgen- not be applicable in every country, – Provides an overview of the for the workshop and for col- der IBMers, and includes recognized and IBM operations and IBMer necessary steps to create an leagues to view afterward. The best-in-class policies and procedures interactions must be consistent with individualized transition plan five videos are: from internal and external subject IBM global policies and local laws. including but not limited to 1. The Transgender Journey matter experts: – Reiterates IBM’s commitment to pathways for disclosure or engaging 2. Helping Those Who Are transgender employees and provides others, creating a timeline, and Transitioning – IBM internal team an overview of the course communications strategies 3. Issues – IBM Transgender employees who – Requires employee consent and – Maintains necessary flexibility in 4. Common Mistakes and acted as consultants emphasizes the importance of the approach to the transition plan. How to Avoid Them – Diversity & Inclusion including confidentiality before any steps are Allows for differing circumstances, 5. Chance Encounters LGBT+ Global Inclusion Leaders taken to facilitate the employee’s needs and desires of individual – An accompanying presentation – Human Resources including transition transgender employees is ready to support managers experts on IBM’s LGBT+ inclusive (partnered with an experienced policies and benefits 3. Workshop LGBT+ global diversity leader) in – Learning & Development including – Includes educational materials, educating colleagues and work Instructional Design experts including a set of videos and a teams. – Benefits and Integrated Health presentation to be used as a flexible Services teams framework for training and support 4. Support – Legal review to ensure compliance for the transitioning employee’s – Outlines steps for monitoring and – External partners manager and work group checking progress – Includes guidance for – Provides practical guidance Materials from external partners such communicating with clients for for managers on monitoring as HRC, PFLAG, UK and transgender employees in client- the workplace for micro others were utilized to ensure up-to- facing roles aggressions, and ensuring ongoing date information on the transgender opportunities to provide feedback community as well as alignment with recognized best-in-class policies and practices. IBM and HRC / The challenge / The solution / IBM’s transition framework / The business case for transgender inclusion / Moving ahead < 9 >

“IBM has a rich history of diversity and inclusion — it’s in our DNA. Each generation of leaders has addressed the diversity and inclusion issues of their time, and so it is not surprising that in 2002 IBM recognized the need to address gender identity and expression in our equal opportunity policy, and then evolved our benefits, management training and workplace practices to stand by and support employees who transition. We are proud of the holistic and flexible approach we designed.”

— Diane Gherson, Senior Vice President, HR, IBM IBM and HRC / The challenge / The solution / IBM’s transition framework / The business case for transgender inclusion / Moving ahead < 10 >

Respect for the Consent must be obtained from the transitioning employee before a It is the employee’s transition. All transitions are unique and the employee’s voice must transitioning employee team can be assembled to assist or begin planning. be considered and heard.

Privacy is emphasized and the employee is involved in the planning process.

Personal storytelling Five short videos use the voices and stories of transgender IBMers to Many people do not personally know (or don’t know that they know) a transgender highlight real-life experiences of working and transitioning at IBM. person. This lack of familiarity means people often rely on stereotypes and misconceptions about the community, which can lead to misunderstanding and even Letting IBMers who have experienced transition tell their stories discrimination. reflects a commitment to authenticity and enables understanding and connection. The stories help break down stereotypes and misconceptions allowing for greater personal connection.

These stories help build greater understanding and rapport, critical to creating more welcoming workplace cultures and effective work teams.

Scalable and accessible Housed within IBM’s global “Leadership Academy,” the modules are With today’s highly dispersed workforces, scaling any HR solution is challenging and available to IBMers in appropriate geographies around the globe. critical. IBM’s processes must be robust enough to communicate complex information across a diverse workforce, yet remain scalable to a global audience. The entire LGBT+ learning system, including the Transitioning in the Workplace modules, sits alongside all other leadership development Accessibility and transparency are also important. With a quick keyword search, materials within IBM’s platform. a transgender person who is unsure whether or not it is safe to come out as their authentic self at work will be comforted in seeing the robust LGBT+ content on the Keyword searches return the entire course series to the user. Leadership Academy. Similarly, someone who manages or works with a transitioning employee now has easy access to a wealth of tools and resources for learning and understanding, aimed at making transitioning safe and respectful across working groups.

Additionally, housing LGBT+ content alongside all other development materials affirms the company’s commitment to inclusion across the spectrum of workforce diversity.

Practical and flexible IBM’s “Transitioning at Work” modules contain practical guidance on Training and education in transgender inclusion and issues of gender identity and the entire process of supporting a transgender employee, including expression can seem overwhelming. For many diversity and HR practitioners, it is a pathway map for stakeholder engagement, sample transition sometimes hard to know where to start. timelines, and communications plans for managers, colleagues and For transgender inclusion efforts, many people require a baseline level of information, even clients. including basic concepts and terminology, often referred to as “Trans 101.” It’s At the same time, the guide repeatedly acknowledges the need for important, however, to embody a holistic approach that moves beyond concepts flexibility in approaching any individual person’s transitioning process and terminology to clearly delineate any relevant workplace policies as well as give and allows for necessary flexibility. practical guidance on acceptable and unacceptable behaviors. Bringing these concepts to life helps managers and employees truly understand and support their transitioning Lastly, the workshop materials include practical examples of micro colleagues. aggressions and other expressions of bias, as well as tools for managers and colleagues to address these unwelcome behaviors. As every transgender person’s transition and needs are unique to them, guidance needs to be flexible enough to tailor to the specific needs of a transitioning employee, while specific enough to provide a consistent framework that eliminates confusion and potential mismanagement. IBM and HRC / The challenge / The solution / IBM’s transition framework / The business case for transgender inclusion / Moving ahead < 11 >

Ready to deploy resources The workshop section of the “Transitioning” module includes Proactive planning ensures managers and diversity professionals have the tools pre-approved content for manager and work team training. The necessary to educate work teams and other stakeholders. transitioning employee may review and make appropriate changes By creating educational resources that are ready to deploy, IBM positions its leaders to to the training framework to reflect individual preference and focus on a successful outcome, anticipating any anxiety that work teams or stakeholders circumstances. might have about the unknown. Managers will be paired with an experienced LGBT+ Global Diversity Leader to deliver the training content, ensuring necessary subject matter expertise.

Iterative The project team is committed to continuous improvement The conversation around gender identity and expression continues to grow and expand, through an iterative process based on user feedback. As on-the- meaning some concepts and vocabulary grow, change and expand as well. Additionally, job transitions take place, the LGBT+ Global Inclusion Leaders the legal landscape surrounding the rights of transgender people continues to evolve will capture feedback from user groups—transitioning employees, here in the US as well as around the globe. managers, work teams and so on—as part of the improvement A well-designed, nimble solution allows for timely updates and content refreshers based process. on emerging conversation, changing laws and evolving best practices. All documents and materials are “living” on IBM’s intranet Leadership Academy and open to the Global Diversity & Inclusion team for updating as needed.

What makes IBM’s approach best in class? “ We can help other people to under- The following attributes are elements in the evaluation of IBM’s new gender transition guidelines solution and its consideration as best in class: stand that equality, acceptance and mutual respect are all about being – Respect for the transitioning employee and their preferences in facilitating their transition drives every step in the process a human being.” – Use of personal storytelling – Ensuring scalability and accessibility — Bruno Di Leo, Senior Vice President, Global Markets, IBM – Practical yet flexible guidance – Iterative model – Ready-to-deploy resources IBM and HRC / The challenge / The solution / IBM’s transition framework / The business case for transgender inclusion / Moving ahead < 12 >

The business case for transgender inclusion

IBM, like many businesses, Attract and retain talent Workplaces infused with cultural The Cost of the Closet and Rewards 4 seeks to foster a diverse Human capital is often a company’s competency and awareness around of Inclusion — a study of the national diversity and inclusion across a picture of LGBT workers’ experiences and inclusive workplace that most valuable asset, and attracting and retaining the best talent is mission- multitude of categories—race, gender, of inclusion on the job as contrasting aligns with its commitment critical in today’s competitive landscape. national origin, religion, age, ability, with the perceptions of their non-LGBT to fundamental fairness Employers who value and embrace veteran status, sexual orientation, co-workers — employee engagement and inclusion — policies that diversity through their policies and gender identity, gender expression — suffers by up to 30 percent in not only solidify their commitment unwelcoming environments where are not only the right thing benefits signal to potential recruits, current employees, consumers to fairness, but build loyalty and LGBT employees experience a to do but are also good for and investors their commitment to productivity within their ranks. negative workplace environment or business. By promoting and fundamental fairness. In essence, they feel compelled to stay in the closet. championing diversity, IBM are welcoming talent from everyone, Boost engagement and Employers committed to transgender- inclusive workplaces can expect higher positions itself to attract and and have done the work to ensure that productivity all employees know that the essential levels of engagement and loyalty from In today’s highly competitive business retain the best talent and elements that comprise their identity are their transgender employees and landscape, businesses need all of their create a highly productive acknowledged and valued. their allies. Additionally, by providing employees fully engaged and productive environment where people transgender-inclusive health care on the job. According to the HRC coverage, an employer fulfills the are free to bring their whole Foundation’s workplace climate report corporate goal of employer provided selves to work. health insurance: to ensure a healthy and productive workforce. IBM and HRC / The challenge / The solution / IBM’s transition framework / The business case for transgender inclusion / Moving ahead < 13 >

Transgender inclusion in families’ needs with respect to employer- breaking 750 employers — 79 percent 2018 inclusion of the workplace: HRC tracks provided health care coverage, workplace of the rated companies — that speci- fundamental protections protections, and a number of relevant fically include coverage for transgender progress over time in company non- policies and practices for the LGBTQ health care in at least one of their discrimination policies The Human Rights Campaign Foundation’s workforce. Since 2002, the competition employer-provided plans. The growing annual Corporate Equality Index (CEI)5 among the nation’s largest private sector trend is undeniable as forward-thinking is a national benchmarking survey and businesses to be an employer of choice employers embrace equal access to 99% report on policies and benefits for lesbian, for the LGBTQ community has been health care coverage that addresses of the 947 gay, bisexual, transgender and queer tremendous. specific needs across the full-spectrum CEI-participating employees, launched in 2002. Designed of their workforces. businesses with transparent, fair, and attainable Several measures in the CEI specifically standards, the first CEI in 2002 had just address concerns of transgender and From its inception in 2002, the 13 businesses earning a perfect rating. But gender non-conforming employees: a CEI criterion required employers by the recent 2018 report, reflective of the non-discrimination policy with protections to provide fundamental workplace most stringent criteria to date, 609 major based on gender identity, the availability protections for transgender employees employers earned a 100 percent score and of transgender-inclusive health care by including gender identity in their the distinction of being a “Best Places to coverage, and internal and external non-discrimination policies to score Work for LGBTQ Equality.” The CEI raised initiatives such as inclusive diversity 100 percent. In the latest CEI report the profile of LGBTQ employees and their training to address cultural competency for 2018, 82 percent of all Fortune 500 around gender identity and expression. companies and 99 percent of the 947 These measures related to transgender CEI-participating businesses include inclusion have seen the most significant these fundamental protections in their Number of 609 progress in the CEI’s 16-year history. non-discrimination policies. companies earning a Since 2006, the CEI has asked about Furthermore, more than eight in ten 82% perfect 100 the availability of transgender-inclusive of CEI-rated businesses offer robust of all Fortune 500 companies Corporate health care coverage, but it wasn’t diversity and inclusion programs Equality Index until the 2012 CEI that it became a that specifically include training on rating requirement to have at least one firm- gender identity. Today, hundreds wide health care plan that included of employers also equip managers transition-related care to earn a score of with “gender transition guidelines,” 100 percent. Over the last ten years, the a set of considerations and protocols HRC Foundation partnered with hundreds for transitioning employees. Over of major businesses participating in 450 major employers reported the the CEI to change market standards for implementation of these guidelines in 13 employer-provided health insurance the 2018 CEI. coverage for transgender people. The 2002 2018 2018 CEI report includes a record- IBM and HRC / The challenge / The solution / IBM’s transition framework / The business case for transgender inclusion / Moving ahead < 14 >

Moving ahead: additional resources for employers

HRC’s trans toolkit for HRC has created Transgender For more information employers Inclusion in the Workplace: A Toolkit for To learn more about IBM’s LGBT+ Inclusive Employers, a comprehensive resource With this paper, IBM and HRC together Learning Solutions please contact: including sample policies, guidelines hope to illuminate key best practices in and even scenario-based learning making workplaces more welcoming to Kimberly Messer modules. Housed on HRC’s website at transgender employees. We understand IBM Business Development Executive, www.hrc.org/transtoolkit, the toolkit that not every company will have the IBM Global Markets includes a series of five videos that resources and bandwidth to create their [email protected] employers are free to use to elevate own framework from scratch. transgender stories and bring the issues to life.

Additionally, HRC’s Workplace Equality Program is available for consultation at [email protected]. IBM and HRC / The challenge / The solution / IBM’s transition framework / The business case for transgender inclusion / Moving ahead < 15 >

About the Human Rights About the authors Sponsored by: Campaign and the Human Beck Bailey Liz Cooper Deb Bubb Rights Campaign Foundation Deputy Director of Associate Director of HR VP and Chief Leadership, Employee Engagement Corporate Programs Learning & Inclusion Officer, IBM The Human Rights Campaign and the

Human Rights Campaign Foundation Beck Bailey is the Deputy Director of the Liz Cooper joined the Workplace Equality Special thank you to: together serve as America’s largest civil Workplace Equality Program where he Program in 2010. As Associate Director, Rosalia Thomas — Director of rights organization working to achieve focuses on helping America’s workplaces Liz engages directly with employers to Diversity, Terri Stein — Legal Counsel, lesbian, gay, bisexual, transgender and become more LGBTQ-inclusive through identify and improve LGBTQ-inclusive Casey Garhart — IBM Learning, queer (LGBTQ) equality. By inspiring employee engagement, training and policies and practices. Liz brings her Scott Stroud — Content Design, and and engaging individuals and commu- education. He also conducts outreach background in sales marketing research Joy Dettorre — Global Diversity nities, HRC strives to end discrimination to engage corporations in supporting to develop the Program’s resources for their guidance, expertise and against LGBTQ people and realize legislative action to create workplace on LGBTQ diversity and inclusion best knowledge during the creation of this a world that achieves fundamental protections for LGBTQ people. As a life- practices aimed at employers, employees, report. Designed by Scott Stroud. fairness and equality for all. long business professional prior to joining and consumers. She has a special focus HRC, Beck brings his knowledge and on engaging new businesses to partici- The Human Rights Campaign envisions experience as a change management pate in the CEI survey, and also oversees a world where lesbian, gay, bisexual, leader to this work. An LGBTQ advocate the annual Buying for Workplace Equality transgender and queer people are and out transgender man, he often Guide. In addition, Liz has enlisted the ensured equality and embraced as full speaks about his personal experience support of dozens of major businesses members of society at home, at work as a way to increase awareness and for pro-equality legislation across the and in every community. understanding. country. She also uses her advocacy to help elevate the role of allies in the LGBTQ Beck holds a BS in Management from community. By making allies a more visible Virginia Tech and an MBA from the part of the workforce, Liz hopes to make Isenberg School of Management at a fully inclusive culture the new standard UMass Amherst. for employers, allowing employees to be authentic and open in their workplace environment.

Liz holds a bachelor’s degree in Political Science from Davidson College in North Carolina and is currently pursuing her MA in Writing from Johns Hopkins University. < 16 >

© Copyright IBM and Human Rights Campaign 1 We understand that there are variations in the 3 James, S. E., Herman, J. L., Rankin, S., Keisling, 2018. All Rights Reserved. acronym used to represent the greater lesbian, M., Mottet, L., & Anafi, M. (2016). The Report of gay, bisexual, transgender and queer (LGBTQ) the 2015 U.S. Transgender Survey. Washington, IBM, the IBM logo, and ibm.com are trademarks community. We use “LGBT+” when referencing DC: National Center for Transgender Equality. of International Business Machines Corp., IBM’s efforts as that is how the company refers www.ustranssurvey.org/ registered in many jurisdictions worldwide. Other to the community, and “LGBTQ” for HRC efforts product and service names might be trademarks as that is how HRC refers to the community. We 4 Read “The Cost of the Closet and the Rewards of IBM or other companies. A current list of IBM recognize that other organizations may include of Inclusion: Why the Workplace Environment trademarks is available on the web at “Copyright variations of this acronym, such as “LGBT” or for LGBT People Matters to Employers” at and trademark information” at www.ibm.com/ another variation. www.hrc.org/climate legal/copytrade. 2 HRC’s Corporate Equality Index can be found at 5 HRC’s Corporate Equality Index can be found at www.hrc.org/cei www.hrc.org/cei