the four components of the corporate equality index
Our . Since its launch in 2002, employees, consumers and investors have used the CEI as a comprehensive tool to determine what a companys policies are before they accept a job, buy a product or invest their money. Our mission. These initiatives intend to give more equitable opportunities to those would be small business owners who are more likely to face social and practical barriers to success. The web-based survey included links to sample policies and other guidance, found on the HRC Foundation website. We show that the U.S. anti-discriminatory laws prohibiting discrimination in the workplace based on sexual orientation and gender identity (i.e. Allocation of Resources. This represents a robust 14 percent increase in top-rated employers over the prior year and, given that the initial report had 32 top scorers, an almost 700 percent increase since the programs inaugural report in 2018. South Dakota and Montana passed RFRA legislation and Ohio passed a medical care refusal bill. They always find a way to make everything work. We would like to express our gratitude to all our HRC colleagues for their collaboration, teamwork and support. The pandemic has caused temporary disturbances in the production and commercialization of goods and services that have translated into tensions in the sales figures, causing serious liquidity problems, drops in profitability, and increased risk. The toolkit includes the HRC Foundations best practice guidance on transgender inclusive policies and practices (including sample policies) as well as guidance for implementing transgender-inclusive healthcare benefits. . Other benefits available for other medical conditions are also available to transgender individuals. of CEI-rated businesses (1,160 of 1,271 respondents) offer at least one transgender-inclusive plan option with current market standard coverage, up from 0 in 2002 and just 8% in the 2009 CEI report. IN LIGHT OF POLICY AND BENEFITS expansion, the HRC Foundation has rolled out a number of studies and resources aimed at making the policies and benefits part of an everyday workplace practice of LGBTQ+ inclusion. Determines the value of diversity management for the future. Determines the value of diversity management for the future. With the 2022 CEI, 56 percent of rated companies have global operations and over 99 percent extend those protections globally. In both cases, the HRC Foundation notified the business of the official rating and gave them an opportunity to provide updates or clarification prior to the report release. Debunking the Myths: Transgender Health and Well-Being, U.S. Federal Government Employment Policies, Sexual Orientation in U.S. Nondiscrimination Policy, Gender Identity in U.S. Nondiscrimination Policy. Keisha attained her Juris Doctor degree from the University of Maryland School of Law. The Walt Disney Company proudly announces that for the 16th year in a row it received a score of 100 on the Human Rights Campaign Foundation's Corporate Equality Index, the nation's foremost benchmarking survey and report measuring corporate policies and practices related to LGBTQ+ workplace equality. Employers recognize that beyond the letter of a policy, additional programming and educational efforts are necessary. In the 2022 CEI, 842 employers achieved a top score of 100 and earning the coveted title of "Best Place to Work for LGBTQ+ Equality.". Northern Trust Corp. Wyndolyn (Wendy) C. Bell, MD of CEI-rated businesses (1,187 of 1,271 respondents) met the standard of demonstrating a least three efforts of public commitment to the LGBTQ community. Understanding Brand Equity. . In this second part, we show how to implement this theoretical framework onto a spreadsheet software. ), the HRC Foundation evaluates them on the inclusion of sexual orientation and gender identity protections. Launched in 2018, the Chilean-based program assessed 31 companies in its inaugural 2019 report and 15 of them received the HRC Foundations designation of Mejores Lugares para Trabajar LGBT. For the report in 2021, the program grew by 52 percent, rating a total of 96 companies with 28 earning top marks, an increase from 20 top scorers in 2020 and only 63 participating companies. Wherever credit can be verified, all ranked businesses will receive it, irrespective of their participation in the CEI survey. The HRC Foundation has always held businesses accountable for the types of organizations receiving their philanthropic dollars. Five Distinct Efforts of Outreach or Engagement to Broader LGBTQ+ Community (15)Businesses must demonstrate ongoing LGBTQ+ specific engagement that extends across the firm, including at least five of the following: b. LGBTQ+ Corporate Social Responsibility, Contractor/supplier non-discrimination standards AND Philanthropic Giving Guidelines (5). Benefits for same-sex partners 3. Domestic partner benefits do not only serve same-sex couples. 2 HRC CORPORATE EQUALITY INDEX 2003 THE CRITERIA The Human Rights Campaign Foundation's Corporate Equality Index is a simple and effective tool to rate large American businesses on how they are treating gay, lesbian, bisexual and transgender employees, consumers and investors. The following 15 companies have the distinction of earning top scores on three of HRC's Corporate Equality measures: the Corporate Equality Index, Equidad MX and Equidad CL: In addition to the triple winners, the following 106 companies earned top marks on both the Corporate Equality Index and Equidad MX, in our 2022 editions. Experian North America Earns Top Marks in Human Rights Campaign's 2021 Corporate Equality Index. Human Rights Campaign Foundation. include economic, ethical, legal, and discretionary responsibilities. The CEI is the nation's foremost benchmarking survey and report measuring corporate policies and practices related to LGBTQ workplace equality. Moody's Corporation (NYSE:MCO) today announced that it has again received a perfect score on the Human Rights Campaign Foundation's 2022 Corporate Equality Index (CEI), marking the eleventh consecutive year the company has earned a top ranking. Jan 27, 2022, 09:03 ET. Exceptions to this policy are made on a case-by-case . For example, where routine care, hormone therapies, and medically necessary surgeries are available to cisgender (non-transgender) people, these same healthcare benefits must also be extended to transgender people covered by the plan. The HRC Foundation is eager to commemorate this anniversary by sincerely thanking the many people that have made the CEI a success year after year for two impactful decades. All Fortune 500 Fortune 500 Participants Best Places to Work for LGBTQ+ Equality, Fortune 500 employers actively participated in the 2022 CEI, American Law Magazine 200 law firms actively participated in the 2021 CEI. Following the unprecedented success of the CEI, many United States-based multinational companies became eager to replicate inclusive practices across their global footprint, leading to the work of the HRC Foundation expanding into the business community in the Americas. Discriminatory bills that attempt to curb access to public services for transgender people, deny basic services to LGBTQ+ families, or preempt local nondiscrimination ordinances put company employees, employee families, and customers at risk. 4. Corporate Social Responsibility (20 points possible). Edward Jones scored 100 percent on the Human Rights Campaign Foundation's 2022 Corporate Equality Index (CEI), the nation's foremost benchmarking survey and report measuring corporate policies and practices related to LGBTQ+ workplace equality. No matter the rating, any business that participates in the CEI is taking on a transparent, credible process of LGBTQ+ inclusion. NORTHBROOK, ILLINOIS Jan. 27, 2021 UL, the global safety science leader, proudly announced that it earned a score of 100% on the Human Rights Campaign (HRC) Foundations 2022 Corporate Equality Index (CEI). The CEI continues to reflect best practices for LGBTQ+ workers and their families. Witeck Communications, Inc. Alex Rhodes(he/him)Global Diversity & Inclusion Executive and Enterprise LGBTQ* Strategy LeadBank of America. Recognizing the differences in businesses rated in the CEI, this criterion can also be met with an organization-wide diversity council or working group with a mission that specifically includes LGBTQ+ diversity and inclusion. While many of these recruiting events went in virtual 2020, CEI-rated businesses remained engaged. Policy includes sexual orientation for all operations, b. Supplier diversity initiatives are a win-win relationship for both the LGBTQ+ owned small businesses and the businesses that contract them. Next, the HRC Foundation expanded its LGBTQ+ workplace inclusion efforts to South America by partnering with Fundacin Iguales, Chiles largest LGBTQ+ advocacy group, to promote LGBTQ+ inclusive policies and protections among Chilean businesses and corporations through HRC Equidad CL. Strategy #1: Create a Candidate-Focused Career Site. The CEI serves as a roadmap to LGBTQ+ inclusive policies and practices, but it cannot provide a holistic assessment of the unique workplace cultures and individual experiences that characterize different employers. : financial, in kind or pro bono support), Demonstrated public support for LGBTQ+ equality under the law through local, state or federal legislation or initiatives. Today, the Human Rights Campaign announced the results of their annual Corporate Equality Index, and for the fifth consecutive year EA is proud to have received a 100% rating from the survey. Jackson Lewis PC, Scott Sapperstein of CEI-rated businesses (1,021 of 1,271 respondents) have written giving guidelines that prohibit philanthropic support of non-religious organizations with an explicit policy of discrimination towards LGBTQ+ people. These questions work to assess three categories of criteria, which are outlined in more detail in the Scoring Criteria section. The CEIs Corporate Social Responsibility criteria ensure that sexual orientation and gender identity protections apply to those standards that businesses require their vendors or suppliers to adhere to, as well as recipients of their philanthropic funds. THE CORPORATE EQUALITY INDEX 2022 ASKED PARTICIPANTS a series of questions about LGBTQ+ inclusive policies, practices and benefits. He speaks with Shery Ahn and . 1 company on Refinitiv's Diversity & Inclusion Index, which identifies the 100 publicly traded companies with the most diverse and inclusive workplaces, based on Refinitiv's environmental, social and governance (ESG) data.This is Accenture's fourth year on the Index. For the 13th consecutive year, Oracle received a score of 100 on the Human Rights Campaign Foundation's 2022 Corporate Equality Index (CEI), the nation's foremost benchmarking survey and report measuring corporate policies and practices related to LGBTQIA+ workplace equality. To this effort, in 2016, the Corporate Equality Index criteria were expanded to require that companies with global operations extend their nondiscrimination policies across all their operations. Data collection forms that include employee race, ethnicity, gender, military and disability status typically recorded as part of employee records include optional questions on sexual orientation and gender identity. The four components of the Corporate Equality Index are: 1. In addition to seeing a growth in the number of highly-rated employers, the CEI has also seen great success in the reach of the survey. Transgender Inclusion in the Workplace: Accelerating Progress. The premise of parity underlies the inclusive benefits section of the CEI criteria. It is our pleasure, as it has been in years past, to continue our work for years to come. The CEI is a national benchmarking survey and report that measures and tracks corporate policies and practices related to LGBTQ+ workplace equality. Components Of Brand Equity. Scores from 1 to 2.66 were considered in the "low" range, scores from 2.67 to 4.33 were considered in the "moder- ate" range, and scores . According to McWilliams et al. Thank you to HRC staff Elizabeth Bibi, Laurel Powell, Aryn Fields, Jon Groat, Wes Jones, Savonne Pearson, Tarine Wright, Emily Simeral Roberts, Carolyn Simon and Kelli Stam for communication, press and media guidance. The most considerable progress measured over the 20-year history of the CEI, which has also been reflected in this 20th edition, is the wide-scale adoption of transgender-inclusive initiatives by participating businesses. Message from the Interim HRC Foundation President, Spotlight: Corporate Initiatives Including the Business Coalition for the Equality Act, Sexual Orientation in U.S. Nondiscrimination Policy, Gender Identity in U.S. Nondiscrimination Policy, Public Commitment to the LGBTQ+ Community, Advance Auto Parts (Advance Holding), Raleigh, NC, Advanced Micro Devices Inc., Sunnyvale, CA, Alliance Data Systems Corporation, Columbus, OH, American Eagle Outfitters Inc., Pittsburgh, PA, American Electric Power Co. Inc., Columbus, OH, American Express Global Business Travel, New York, NY, American Honda Motor Co., Inc., Torrance, CA, Ameriprise Financial, Inc., Minneapolis, MN, AvalonBay Communities, Inc., Arlington, VA, Bain & Co. Inc./ Bridgespan Group, Boston, MA, BD (Becton, Dickinson and Co.), Franklin Lakes, NJ, BioMarin Pharmaceutical Inc., San Rafael, CA, Black & Veatch Holding Inc., Overland Park, KS, Blue Cross & Blue Shield of Rhode Island, Providence, RI, Boehringer Ingelheim USA Corp., Ridgefield, CT, Bridgestone Americas Holding Inc., Nashville, TN, Broadridge Financial Solutions Inc., Lake Success, NY, Caesars Entertainment Corp., Las Vegas, NV, California Water Service Group, San Jose, CA, Capital Markets Company, The, New York, NY, Choice Hotels International Inc., Rockville, MD, Daniel J. Edelman Holdings, Inc., New York, NY, Danone North America LLC, White Plains, NY, Depository Trust & Clearing Corp., The, New York, NY, Dun & Bradstreet Corp., The, Short Hills, NJ, E. I. du Pont de Nemours and Co. (DuPont), Wilmington, DE, EMD Serono, MilliporeSigma and EMD Electronics, Burlington, MA, Empower Retirement, Greenwood Village, CO, Equitable Financial Life Insurance Company, New York, NY, Este Lauder Companies Inc., The, New York, NY, FactSet Research Systems Inc., Norwalk, CT, Fairview Health Services, Minneapolis, MN, GlaxoSmithKline, Research Triangle Park, NC, Guardian Life Insurance Co. of America, The, New York, NY, Henkel Corporation (North America), Rocky Hill, CT, Hewlett Packard Enterprises, Palo Alto, CA, International Flavors & Fragrances Inc., New York, NY, Jacobs Engineering Group, Inc., Dallas, TX, JetBlue Airways Corp., Long Island City, NY, John Hancock Financial Services Inc., Boston, MA, Lush Fresh Handmade Cosmetics, Wilmington, NC, Marriott International Inc., Bethesda, MD, Marsh & McLennan Companies Inc., New York, NY, Massachusetts Mutual Life Insurance Co., Springfield, MA, McCormick & Company Inc., Hunt Valley, MD, Michael Page International Inc., New York, NY, Mitchell Gold + Bob Williams, Taylorsville, NC, Mondelez International Inc., Deerfield, IL, Morgan, Lewis & Bockius LLP, Philadelphia, PA, Morris, Manning & Martin LLP, Atlanta, GA, New Belgium Brewing Company, Fort Collins, CO, New York Life Insurance Company, New York, NY, Norfolk Southern Corporation, Norfolk, VA, Ocean Spray Cranberries Inc, Lakeville-Middleboro, MA, Otis Worldwide Corporation, Farmington, CT, Philip Morris International, New York, NY, PNC Financial Services Group Inc., Pittsburgh, PA, Porter Wright Morris & Arthur LLP, Columbus, OH, Power Home Remodeling Group LLC, Chester, PA, Precision Medicine Group, LLC, Bethesda, MD, Principal Financial Group, Des Moines, IA, RES (Renewable Energy Systems), Broomfield, CO, Saul Ewing Arnstein & Lehr LLP, Philadelphia, PA, Securian Financial Group Inc., Saint Paul, MN, Selective Insurance Company of America, Branchville, NJ, ServiceSource International, Inc., Denver, CO, Sheppard, Mullin, Richter, & Hampton LLP, Los Angeles, CA, Shook, Hardy & Bacon LLP, Kansas City, MO, Siemens Medical Solutions USA, Inc., Malvern, PA, Sony Corporation of America, New York, NY, Sony Interactive Entertainment Inc., San Mateo, CA, Stanley Black & Decker Inc., New Britain, CT, Stop & Shop Supermarket Company, LLC, The, Quincy, MA, SUEZ Water Technologies and Solutions, Trevose, PA, Takeda Pharmaceuticals USA Inc., Deerfield, IL, Tillamook County Creamery Association, Tillamook, OR, Toyota Motor North America Inc., Plano, TX, Truist Financial Corporation, Charlotte, NC, Uber Technologies Inc., San Francisco, CA, United Natural Foods, Inc., Providence, RI, Univar Solutions, Inc., Downers Grove, IL, Univision Communications Inc., New York, NY, Verizon Communications Inc., New York, NY, Viiv Healthcare, Research Triangle Park, NC, Wellmark Blue Cross Blue Shield, Des Moines, IA, Wyndham Hotels & Resorts Inc., Parsippany, NJ, Domestic partner, medical, and other benefits, Internal education and training best practices, LGBTQ+ employee resource group or diversity council, Outreach or engagement with LGBTQ+ community, Equal health coverage for transgender individuals without exclusions for medically necessary care. Workforce Protections (30 points possible), a. REDWOOD CITY, Calif. -- Impossible Foods Inc. received a perfect score of 100% on the Human Rights Campaign Foundation's 2021 Corporate Equality Index, the nation's foremost benchmarking report on corporate equity and policy. This awarded SAS the designation of "Best Place to Work for LGBTQ+ Equality." As the nation's foremost benchmarking survey and report measuring corporate policies and practices related to LGBTQ+ workplace equality, the CEI . In 2016, 54% of CEI-rated companies had global operations and 95 percent of those companies extended their LGBTQ+ inclusive nondiscrimination policies globally. Disney's efforts in satisfying all of . 100% of every HRC merchandise purchase fuels the fight for equality. ARLINGTON, January 27, 2022 WTW (NASDAQ: WTW), a leading global advisory, broking and solutions company, proudly announced that it received a score of 100 on the Human Rights Campaign Foundation's 2022 Corporate Equality Index, the nation's foremost benchmarking survey and report measuring corporate policies and . UnitedHealthcare (retired). The fit between the observable proxy or "construct" (the governance index) and the underlying concept (governance) is known as construct validity. These corporate initiatives include the Business Statement on Anti-LGBTQ+ State Legislation, the LGBTQ+ Refugees Mentorship Initiative, and Working Positively, which invites employers to commit to being visible role models in support of HIV-positive employees and other chronic illnesses.One of the largest coalition initiatives is the Business Coalition for the Equality Act. In the 2022 CEI, 842 employers achieved a top score of 100 and earning the coveted title of Best Place to Work for LGBTQ+ Equality.. #3 - Negative Effects. Corporate Equality Index, 2022. This landmark ruling is among the most impactful in history for the LGBTQ+ community. The elite distinction is the result of a cross-functional effort led by Impossible Pride, Impossible Foods' LGBTQ+ . Rates of litigation, upon implementation, are consistent with other protected classes. Although there has been great progress seen in the area of LGBTQ+ issues, there is still much work left to be done. (he/him/el) Finally, companies must provide a guide for family formation, transgender-inclusive healthcare, and HIV services and treatment that is provided annually and upon hire to all employees. We look forward to the inclusion of this data in the 21st edition of the Corporate Equality Index. February 28th, 2023, 4:25 PM PST. Non-discrimination policies 2. Debunking the Myths: Transgender Health and Well-Being, U.S. Federal Government Employment Policies, Policy includes sexual orientation and gender identity/gender identity or expression for all operations (5), Equivalency in same- and different-sex spousal medical and soft benefits (No points awarded), Equivalency in same- and different-sex domestic partner medical and soft benefits (10), Equivalency in spousal and domestic partner family formation benefits regardless of sex. Across the country, 44 religious refusal bills were filed including about a dozen so-called Religious Freedom Restoration Act (RFRA) bills and a dozen more bills that would allow for religious refusals, including against LGBTQ+ patients, in medical care. Typically, these efforts have a strategic connection to the core mission of a business, such as a law firms pro bono legal support of organizations tasked with direct legal representation of LGBTQ+ individuals. Widespread employer adoption of such packages helps to ensure that offering LGBTQ+ inclusive benefits to employees and their families is a low-cost, high-return proposition for businesses. A comprehensive guide of available LGBTQ+ healthcare resources and services to ensure ease of accessibility to healthcare. These best practices will require a company to include the option to self-identify in human resource systems, the option to self-identify in confidential surveys, or the option to provide the members of the board (leadership body) with a means of self-identification. By using the CEI criteria as a guide, businesses can help ensure that their existing policy and benefits infrastructure is inclusive of LGBTQ+ workers and their families, resulting in greater recruitment and retention of a talented, diverse workforce. It gets our teams excited to come to work each day. UL earns 100% on the Human Rights Campaign annual scorecard on LGBTQ+ workplace equality. . Before joining HRC, Linda's background was in the mortgage and healthcare industries. Our leaders strive to continually manage employees in line with our values and beliefs to enable them to develop their full potential and to move beyond inclusion to a world of engagement. 100% of every HRC merchandise purchase fuels the fight for equality. Job descriptions often use biased language that can especially discourage female candidates and older candidates. The Corporate Equality Index is a project of the Workplace Equality Program at the Human Rights Campaign Foundation. In fact, over the last decade, most businesses that have offered same-sex partner benefits also extended these to different-sex partners. Companies were rated on a scale of 0 percent to 100 per- Accordingly, we will be raising the bar for CEI participants in 2023 to reflect new opportunities companies can seize to support their LGBTQ+ workers. However, companies opposed (and still oppose) these discriminatory bills. Most employers have reported an overall increase of less than 3.5 percent in total benefits costs when they implement partner benefits and marginal increases related to transgender-inclusive healthcare coverage (i.e., a fraction of a decimal point of cost calculations). We will also continue to advocate for passage of the Equality Act, federal legislation that would provide consistent and explicit anti-discrimination protections for LGBTQ+ people across key areas of life, including employment, housing, credit, education, public spaces and services, federally funded programs, and jury service. Four LGBTQ+ Internal Training and Accountability Efforts (5)Businesses must demonstrate a firm-wide, sustained and accountable commitment to diversity and cultural competency, including at least four of the following elements: c. Transgender Inclusion Best Practices (5), d. Employee Group OR Diversity Council (10), 4. The Equality Act creates clear, consistent protections to prohibit discrimination on the basis of sexual orientation and gender identity in employment ensuring that LGBTQ+ employees are hired, fired, and promoted based on their performance. based on race, religion, disability, etc. Working hand-in-hand with both U.S.-based and international businesses, HRC made the case that inclusion efforts did not have to be contained to any one border. After the United States v. Windsor and before the Obergefell v. Hodges Supreme Court rulings, HRC released a position paper cautioning against a marriage-only standard for accessing healthcare coverage, which is an unreasonable standard given the many other legal vulnerabilities that continue to affect LGBTQ+ individuals freedom beyond their right to marry. It is important to note that while Bostock brings meaningful protections to many LGBTQ+ people, Title VII applies only to employers with 15 or more employees, leaving many LGBTQ+ workers without these critical protections. #2 - Positive Effects. Ultimately, businesses invest in organizational competency programs because: Many employers integrate educational programs into already existing diversity and inclusion programs. Driving a sea change in the adoption of nondiscrimination policies including gender identity. The remaining 28 states offer either no LGBTQ+ non-discrimination protections or in some way exclude a key group from their laws, leaving these groups without legislative protection. In her spare time, she is a pro bono attorney at the Whitman Walker Clinic and assists clients with legal filings for name and gender marker changes. The requirement is that a top-rated business must implement internal requirements prohibiting company or law firm philanthropic giving to non-religious organizations that have a written policy of discrimination on the basis of sexual orientation and gender identity or have a policy explicitly permitting its own chapters, affiliates, etc. : advertising with LGBTQ+ content, advertising in LGBTQ media or sponsoring LGBTQ organizations and events), Philanthropic support of at least one LGBTQ+ organization or event (e.g. Committed to being a great workplace, Baird ranked No. She attained a Bachelors of Business Administration with a concentration in Finance, with honors, from Howard University. Since its inception, the pioneering program modeled after HRCs Corporate Equality Index has experienced substantial growth in promoting LGBTQ+ inclusive workplaces throughout the country. NIKE, Steve Smotherman 138 companies, from nearly every industry, participated in the CEI for the first time this year. We reviewed their content and use your feedback to keep the . To secure full credit for benefits criteria, each benefit must be available to all benefits-eligible U.S. employees. The award was posted on the HRC's recently-published Corporate . Inclusive Benefits (50 points possible). Diversity is an essential component of our corporate values and is tightly integrated into our business strategy. Until LGBTQ+ Americans have full equality through the federal Equality Act, domestic partner benefits will remain an essential CEI standard that helps to fill the void left by federal and state law and ensure LGBTQ+ workers and their families receive equitable benefits whether married or partnered. TEANECK, N.J., Jan. 27, 2022 - Cognizant (Nasdaq: CTSH), earned a score of 100 on the Human Rights Campaign Foundation's 2022 Corporate Equality Index, the nation's foremost benchmarking survey and report measuring corporate policies and practices related to LGBTQ+ workplace equality. Clearly enumerated nondiscrimination protections based on sexual orientation and gender identity are essential to LGBTQ+ workforce equity and inclusion. c. Three Distinct Efforts of Outreach or Engagement to Broader LGBTQ+ Community | Businesses must demonstrate ongoing LGBTQ+ specific engagement that extends across the firm, including at least three of the following: LGBTQ+ employee recruitment efforts with demonstrated reach of LGBTQ+ applicants (required documentation may include a short summary of the event or an estimation of the number of candidates reached), Supplier diversity program with demonstrated effort to include certified LGBTQ+ suppliers. Discusses strategies for implementing the four components of the Corporate Equality Index into a company for each state. Employers were not rated until all appropriate information had been gathered and verified to the greatest extent possible. 100% of every HRC merchandise purchase fuels the fight for equality. Assistant Vice President, Public Affairs & Strategic Alliances Many employers assumed that the marriage ruling obviated the need for partner benefits; however, this is not true. , Thank you to Alec Carrasco and Christal Jones for their database knowledge and expertise. Lee, C. (2019). HRC is proud to partner with leading employers on corporate initiatives that drive equality. The decision was major news for the LGBTQ+ community and had implications that can eventually reach civil rights laws forbidding discrimination in education, health care, housing, and many more areas of law. 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