There are several LGBTQ corporate equality indexes around the globe. They all appear similar in their approach and model. Since I live in the United States I’ll briefly discuss the Human Rights Campaign Fund’s (HRC) Foundation’s Index.
I applaud HRC for leading the way in establishing LGBTQ friendly policies, benefits, and practices in the USA with Fortune 1000 level companies. Each of the 10-11 years they have produced their annual report they’ve added additional criteria making companies who scored 100% last year further improve to maintain that coveted score.
I’m more than open to being corrected and provided with more information. But here are the facts as I understand them:
In order to produce the report, the HRC PAC (Political Action Committee) formed the HRC Foundation, after all a PAC focuses on politics, not corporations. The LGBTQ Equality Index is a huge income source for HRC. According to their public tax records, the HRC Foundation alone generated in 2107 $20.5 million. In 2018 $20.7 million. While the PAC side in 2017 pulled in $49.7 million and in 2018 $52.3 million. This means the HRC Foundation’s income from the LGBTQ Corporate Equality Index represented 29.2% in 2017 and 28.3% in 2018 of HRC’s total income.
- For as long as it’s been produced it is limited to only the US Fortune 1000 and their top law firms which is less than 0.01% of the US employers.
- The US Fortune 1000 employ 8% of the US population – this leaves the remaining 92% of the US employees not represented and left behind.
- 99.99% of US employers don’t have the opportunity to show how great they are since not included.
- The once a year survey is sent to the HR director.
- Fortune 1000 companies can choose to participate or not – if not they get scored 0%.
- The HR Director (or appointed HR staff person) completes the survey and provides any necessary documentation. It is self-reported by management.
- HRC can at any time choose to boot a company off the upcoming year for actions or inactions as they themselves determine.
- It takes into account if the Fortune 1000 company has LGBTQ friendly policies, benefits, and other attributes. Which are all 100% amazing to have. But it does not include any (ZERO) input from actual LGBTQ employees regarding the reality of the working environment.
With all the above, the HRC LGBTQ Corporate Equality Index was a great start in building the momentum of creating LGBTQ inclusive safe workplaces. Over the course of 10 years and over $200 million, it is appreciated but not enough for today and moving forward.
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