The Corporate Equality Index serves as a road map to corporate diversity leaders to help them stay on top of the evolving field of policies and practices for lesbian, gay, bisexual, transgender and queer workers. The HRC Foundation is committed to staying ahead of the curve on LGBTQ+ diversity initiatives by incrementally raising the bar on the criteria that are factored into the Index and providing the tools for employers to meet them.

History of the Corporate Equality Index Criteria

In 2002, the first CEI rated employers strictly on seven criteria, which remain the basis for today’s criteria. The original criteria were guided in part by the Equality Principles, 10 touch points for businesses demonstrating their commitment to equal treatment of employees, consumers and investors, irrespective of their sexual orientation and gender identity or expression. Just 13 businesses received perfect ratings in that first year; by 2005, more than 100 businesses had achieved perfect ratings, with many establishing the next best practices such as spousal-equivalent domestic partner benefits and comprehensive insurance coverage for transgender employees.

• Corporate Equality Index: Rating Criteria 1.0 (2002-2005)
• The Equality Principles

In 2004, the HRC Foundation rolled out the second version of the CEI criteria, with greater weight given to comprehensive domestic partner benefits and to transgender inclusion; these criteria went into effect in 2006 will remain in effect through 2010 (for the CEI 2011 report).

• Corporate Equality Index: Rating Criteria 2.0 (2006-2010)

In 2009, the HRC Foundation rolled out the third version of the CEI criteria, with comprehensive requirements for partner benefits, transgender-inclusive benefits, organizational competency on LGBTQ+ issues and external engagement with the LGBTQ+ community; these criteria went into effect in 2011 (for the CEI 2012 report).

• Corporate Equality Index: 2012 Criteria

In 2013, the HRC Foundation rolled out the fourth, version of the CEI criteria, requiring the following standards be met by each employer in order to achieve a perfect score: have sexual orientation and gender identity non-discrimination protections explicitly included in all operations, both within the U.S. and extending to global operations; requiring all U.S. contractors to abide by companies' existing inclusive non-discrimination policies; and implementation of internal requirements prohibiting company/law firm philanthropic giving to non-religious organizations that have a written policy of discrimination on the basis of sexual orientation and gender identity; these criteria went into effect in 2015 (for the CEI 2016 report).

• Corporate Equality Index: 2016 Criteria

In 2021, the HRC Foundation rolled out the fifth, and current, version of the CEI criteria. The criteria expanded supporting an inclusive culture through internal and education best practices, LGBTQ+ data collection, transgender inclusion best practices, and outreach and engagement efforts to the broader LGBTQ+ community. The criteria also added new requirements for inclusive family formation benefits, and an LGBTQ+ benefits guide requirement. These criteria changes went into effect in 2023 (for the CEI 2023-2024 report).

• Corporate Equality Index: 2023-2024 Criteria

To review all of our previous Corporate Equality Index Reports, please see our CEI Archive. 

Principles of the Corporate Equality Index Criteria

For over twenty years, the CEI has upheld transparent and fair standards, fostering LGBTQ+ workplace inclusion. The HRC Foundation is committed to identifying the best in class policies and practices that improve the experiences of LGBTQ+ employees while providing the resources and consultation necessary for businesses to achieve their desired scores. These principles of the CEI ensure that the criteria are rigorous, measurable, and adaptable to the diverse needs of participating employers and the LGBTQ+ community.

The CEI’s criteria are designed to be rigorous yet fair, incorporating leading and best practices that any mid- to large- size employer can reasonably implement. Recognizing the diversity of U.S. employers, the criteria accommodates a range of industries, from consumer-focused businesses to specialized fields like law and technology. To support businesses in meeting these standards, the Human Rights Campaign Foundation  offers templates, guidance, consultation and other resources, making implementation of the CEI criteria accessible and feasible. Additionally, the scoring emphasizes parity rather than preferential treatment, requiring employers to extend equal benefits and protections to LGBTQ+ employees, ensuring fairness without creating undue advantages.

Transparency and objectivity are also cornerstones of the CEI criteria. Every metric is quantitatively measurable, providing clarity and accountability for all participants. The criteria are inclusive of both domestic and global policies, enabling companies to benchmark their efforts consistently across their entire operations, ensuring comparability across industries and years. For LGBTQ+ employees and job seekers, the CEI provides critical transparency by identifying workplaces where they can feel safe, valued, and supported. By publicly rating companies on their LGBTQ+ inclusion efforts, the CEI serves as a reliable resource for understanding which employers have committed to fostering affirming environments. This transparency empowers LGBTQ+ individuals to make informed decisions about where to work and contributes to creating a more equitable workforce overall.

Finally, attainability and reliability anchor the CEI’s approach. While new unscored questions and emerging practices are introduced to reflect ongoing developments, the core criteria remain stable for year-to-year comparisons. Furthermore, the HRC Foundation provides at least 2 survey cycles’ notice – usually in two year spans, of any significant changes. This ensures ample time for corporate partners to prepare and adapt. This thoughtful approach enables businesses to plan strategically and continuously improve their workplace inclusion efforts without encountering unexpected shifts.

Capturing Emerging Best Practices

The Corporate Equality Index survey has always included a number of indicators of LGBTQ+ workplace equality that are not included in the criteria; these are certainly items we might consider including in future criteria, but many are for simply for informational purposes as we gauge best practices among large employers.