Businesses must demonstrate a firm-wide, sustained efforts to measure LGBTQ+ identity with data collection, including at least one of the following elements (5 points):
Businesses must demonstrate ongoing commitment to workplace transgender inclusion with the following efforts (5 points):
Participants must have either an LGBTQ+ employee resource group or diversity council inclusive of LGBTQ+ issues (10 points).
To receive credit for this effort, a company must:
Indicate that their anonymous employee engagement survey captures LGBTQ+ demographic information.
More information:
Review our Employer Guide to LGBTQ+ Self-ID. this document provides guidance on inclusive language and provides sample questions.
Watch our webinar on LGBTQ+ self-ID (slides here).
Note: In order to receive credit, HRIS or anonymous survey must ask about LGBTQ+ identity broadly or ask about sexual orientation and gender identity. "Gender identity" must include options beyond just "male" and "female" to count for credit.
To receive credit for this effort, a company must:
Indicate that their HR Information System captures LGBTQ+ demographic information.
More information:
Review our Employer Guide to LGBTQ+ Self-ID. this document provides guidance on inclusive language and provides sample questions.
Watch our webinar on LGBTQ+ self-ID (slides here).
Note: In order to receive credit, HRIS or anonymous survey must ask about LGBTQ+ identity broadly or ask about sexual orientation and gender identity. "Gender identity" must include options beyond just "male" and "female" to count for credit.
To receive credit for this effort, a company must:
Answer "Yes" to affirm that board members are able to voluntarily self-ID their sexual orientation and/or gender identity or as a part of the LGBTQ+ community.
More information:
OutLeadership's research report on LGBTQ+ board diversity.
Note: In order to receive credit, board self-ID surveys must ask about LGBTQ+ identity broadly or ask about sexual orientation or gender identity. "Gender identity" must include options beyond just "male" and "female" to count for credit.
To receive credit for this effort, a company must:
Upload a copy of their Workplace Gender Transition Guidelines
To receive credit, guidelines must include at least the following information:
Who in the business is charged with helping a transitioning employee manage their workplace transition
What a transitioning employee can expect from management
What management's expectations are for staff, transitioning employees, and any existing LGBTQ+ ERGs in facilitating a successful workplace transition
What the general procedure is for implementing transition-related workplace changes, such as adjusting personnel and administrative records, as well as a communication plan for coworkers and clients
Answers to frequently asked questions about company policies, such as dress codes and restroom use policies.
More information:
For more about Workplace Gender Transition Guidelines, check out this resource.
For example Gender Transition Guidelines, review page 28 of our Transgender & Non-binary Toolkit for Employers.
To receive credit for this effort, a company must:
Choose at least one of the following three options:
Transgender-Inclusive Restroom/Facilities Policy
To receive credit, upload the company's restroom/facilities policies that explicitly allows employees to use the facilities that most correspond with their gender identity.
Note: We are not asking you about the construction of gender-neutral bathrooms
Gender-neutral Dress Code Policy
To receive credit, upload the company's dress code policy. The policy should outline relevant expectations for dress in the workplace irrespective of gender.
Policies/procedures that allow for optional sharing of gender pronouns
To receive credit, upload the company's policies, procedures, or guidance around optional pronoun sharing.
More information:
For more about inclusive restroom/facilities policies, click here.
For more about gender-neutral dress code policies, click here (includes sample language).
Examples:
To receive credit in the CEI, a company must:
Answer "Yes" to indicate the company has an LGBTQ+ employee resource group (ERG)
Provide the group name and email (if applicable)
Provide name and title of executive sponsor (Note: This information will not be made public)
Upload either a screenshot from your intranet describing this group OR an employee brochure or information sheet describing this group.
More information:
Learn more about Establishing an Employee Resource Group with our resource.
Visit our page on Expanding Your Employee Resource Group.
To receive credit in the CEI, a company must: