3. CEI as Change Agent
• Only national benchmarking survey on LGBT
workplace inclusion
• Engaged hundreds of Fortune and other major
US Employers; increased equal benefits and
policies for millions of workers
• Criteria changed in 2006, 2009 announced for
2012 CEI (administered June 2011)
4. Input...
LGBT LGBT Workers
Workplace / Community
Advocates Members
Workplace
Participating
Diversity
Businesses
Leaders
Federal and CEI HRC Business
Council &
State Laws
Criteria Staff
5. CEI 2012: New Criteria Objectives
End benefits discrimination for transgender employees
and dependents
Equal benefits for partners and spouses
Organizational competency on LGBT inclusion
Demonstrated, public commitment to LGBT community
New Criteria Tenets
At least 12 months advance notice of changes
Transparency of criteria and scoring
Rigorous, fair and achievable criteria
6. 2012 CEI Criteria 2011-
non-discrimination policy
gender identity
sexual orientation
employment benefits
transgender-inclusive insurance
equal partner/spousal benefits
organizational competency
diversity/competency training and
metrics
employee group
engagement or diversity metrics
external engagement
responsible citizenship
7. 30
2012 CEI: Criteria
CEI Criteria Points Possible
• Non-discrimination policy includes sexual orientation 15
• Non-discrimination policy includes gender identity
and/or expression 15
• Domestic partner health insurance 15
• Full parity for partners across all other benefits 10
• Transgender-inclusive healthcare coverage 10
• LGBT Organizational competency 10
• LGBT employee resource group
(or LGBT-inclusive diversity council) 10
• Advertising, Marketing and Philanthropy 15
• Action that would undermine the goal of LGBT equality 0/-25
___
100
8. equal all benefits provided
benefits equally as allowed by law
for Including retirement,
partners relocation/travel,
employee discounts and
other “soft” benefits
9. Trans-
inclusive removes transgender
exclusions
healthcare
explicitly references
coverage WPATH Standards of Care
for medically necessary
treatment (incl. 2008 clarification)
at least one plan avail. to
all employees (and
dependents)
documentation to HRC
HRC: www.hrc.org/issues/transgender_inclusive_benefits.htm
WPATH: www.wpath.org/Documents2/socv6.pdf
10. Trans-
→ Plan documentation must be readily
inclusive available to employees and must clearly
communicate inclusive insurance by
healthcare September 2011
coverage → Benefits available to other employees must
extend to transgender individuals,
available by open enrollment 2012.
→ The following benefits should all extend to
transgender individuals, including for
services related to transgender transition
(e.g., medically necessary services related
to sex reassignment)
→ Dollar maximums on this area of coverage
must meet or exceed $75,000.
11. CEI 2011: 85 employers report trans-inclusive plans
available to 2,994,373 employees & their family members
3M Co. Deutsche Bank J.P. Morgan Chase & Co.
Aetna Inc. Diageo North America Johnson & Johnson PricewaterhouseCoopers LLP
Alcatel-Lucent DLA Piper K&L Gates LLP Replacements Ltd.
American Express Co. E. I. du Pont de Nemours &Co. Katten Muchin Rosenman LLP Robins, Kaplan, Miller & Ciresi
(DuPont) LLP
Ameriprise Financial Inc. Kimpton Hotel & Restaurant
AT&T Inc. Eastman Kodak Co. Grp Inc. Schiff Hardin LLP
Avaya Inc. Edwards Angell Palmer & Kirkland & Ellis LLP Sears Holdings Corp.
Dodge LLP KPMG LLP Shearman & Sterling LLP
Baker & McKenzie
Ernst & Young LLP Kraft Foods Inc. Sonnenschein, Nath &
Bank of America Corp.
Exelon Corp. Latham & Watkins LLP Rosenthal LLP
Barclays Capital
Faegre & Benson LLP Littler Mendelson PC Squire, Sanders & Dempsey LLP
Bingham McCutchen LLP
Federal Home Loan Mortgage Marriott International Inc. State Farm Group
Booz Allen Hamilton Inc. Corp. (Freddie Mac)
Campbell Soup Co. Marsh & McLennan Co’s Inc. Sun Microsystems Inc.
Ford Motor Co. Sutherland Asbill & Brennan
Cardinal Health Inc. McGraw-Hill Co’s Inc., The
Fried, Frank, Harris, Shriver & LLP
Carlton Fields PA Jacobson LLP Microsoft Corp.
Morgan Stanley TD Bank, N.A.
Chrysler LLC Genentech Inc.
Morrison & Foerster LLP Thomson Reuters
Cisco Systems Inc. General Motors Corp. UAL Corp. (United Airlines)
Citigroup Inc. Goldman Sachs Grp Inc., The Nike Inc. Walt Disney Co.
Clifford Chance US LLP Google Inc. Northern Trust Corp.
Oracle Corp. Wells Fargo & Co.
Coca-Cola Co., The Harris Bankcorp Inc.
Paul, Hastings, Janofsky & White & Case LLP
Covington & Burling LLP Herman Miller Inc.
Walker LLP Wilmer Cutler Pickering Hale &
Crowell & Moring LLP Hinshaw & Culbertson LLP Dorr LLP
Cummins Inc. PG&E Corp.
Intel Corp. Yahoo! Inc.,
Deloitte LLP Pillsbury Winthrop Shaw
International Business Pittman LLP 11
Machines Corp. (IBM)
http://www.hrc.org/documents/HRC-CEI-2011-Final.pdf
12. Examples: Transgender Exclusions
“ Services for, or leading to, sex transformation surgery.”
“ Gender Transformation: treatment or surgery to change gender
including any direct or indirect complications or aftereffects
thereof.”
“ Expenses for, or related to, sex change surgery or to any treatment
of gender identity disorders.”
“ Transsexual surgery including medical or psychological counseling
and hormonal therapy in preparation for, or subsequent to, any
such surgery.”
13. Aetna
Transgender-Inclusive
Insurance BCBS
Insurance Cigna
carriers/administrators Harvard Pilgrim
that offer at least basic
coverage HealthNet
Health Partners
Humana
Medica
Kaiser Permanente
United Health
Wellpoint
Finding Insurance for Transition-
Related Care:
http://www.hrc.org/issues/workpl
ace/benefits/15534.htm
14. organizational at least three:
new hire training
competency supervisor training
leadership training
gender transition guidelines
senior management performance
measures LGBT diversity
anonymous surveys collect gender
identity/sexual orientation data
employee records allow collection
of gender identity/sexual
orientation data (must include
appropriate security/privacy
safeguards)
15. 30
public at least three:
engagement LGBT recruitment efforts
LGBT supplier diversity
program
marketing or advertising to
LGBT consumers
philanthropic support of an
LGBT organization
publicly support LGBT
equality under the law
(local, state or federal)
16. resources
report: best practices in
transgender-inclusive
insurance
Workplace Project staff
Business Council Members
www.hrc.org/newcei
www.hrc.org/transbenefits
