To receive credit for this effort, a company must:

• Briefly describe the training, and how it specifically incorporates both sexual orientation and gender identity.
• Upload sample materials from your training. This could be an agenda or outline defining learning outcomes, sample slides, facilitator guide or other material.

More information:

• Description should specifically note if ALL New Hires are required to attend and describe how the training specifically addresses BOTH sexual orientation and gender identity.

To receive credit for this effort, a company must:

• Briefly describe the training, and how it incorporates BOTH sexual orientation and gender identity.
• Upload sample materials from your training. This could be an agenda or outline defining learning outcomes, sample slides, facilitator guide or other material.

More information:

• This training should be distinct and separate from the new-hire training. It may be part of a broader managerial training. Description must include how often managers/supervisors are required to complete the course (ex. upon hire/promotion only, annually, bi-annually, etc.)

To receive credit for this effort, a company must:

• Briefly describe the training, who is required to attend, and how it specifically incorporates BOTH sexual orientation and gender identity.
• Upload sample materials from your training. This could be an agenda or outline defining learning outcomes, sample slides, facilitator guide or other material.

More information:

Examples of these types of trainings include

• Unconscious bias training
• Leadership training/education or
• Skill development training.

Note: In order to receive credit for this effort, the training must include topics of sexual orientation or gender identity.

To receive credit for this effort, a company must:

• Choose "Yes" to affirm that LGBTQ+ diversity efforts can be submitted as a part of senior diversity metrics.
• Briefly describe the diversity and inclusion measures or efforts used as part of senior leaders' overall performance evaluation.

More information:

• Please note: We are not asking if all senior leaders or executives are required to submit LGBTQ+ diversity and inclusion metrics, but whether or not LGBTQ+ efforts can count toward such metrics.

To receive credit for this effort, a company must:

Choose "Yes" to affirm that your company integrates concepts of intersectionality into trainings, initiative, or other educational opportunities.

Upload sample materials from your training. This could be an agenda or outline defining learning outcomes, sample slides, facilitator guide or other material.

More information:

Intersectionality is the concept that individuals are oppressed based on multiple and intersecting identities. These axes of oppression “intersect” and reinforce each other. This is also known as "double" or "triple" oppression.

For more about the CEI and intersectionality, click here.
For more about intersectional approaches to diversity and inclusion work, click here. 
 

Examples:

A lunch and learn for HR business partners on applying an intersectional lens to recruitment

A cross-programming event between the Pride and Black Employee ERGs on Black LGBTQ+
experiences

Including scenarios depicting examples of how your policies may apply to experiences of those who
are multiply marginalized (such as a Black queer woman or a disabled trans man) as a part of broader training.

NOTE: Integration of concepts of intersectionality is required for credit in this section. This can be a part of another training or as a stand alone educational offering.