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LGBTQ Corporate Equality Ratings – A New Approach for All Employers

There are several LGBTQ corporate equality indexes around the globe. They all appear similar in their approach and model. Since I live in the United States I’ll briefly discuss the Human Rights Campaign Fund’s (HRC) Foundation’s Index.

I applaud HRC for leading the way in establishing LGBTQ friendly policies, benefits, and practices in the USA with Fortune 1000 level companies. Each of the 10-11 years they have produced their annual report they’ve added additional criteria making companies who scored 100% last year further improve to maintain that coveted score.

I’m more than open to being corrected and provided with more information. But here are the facts as I understand them:

In order to produce the report, the HRC PAC (Political Action Committee) formed the HRC Foundation, after all a PAC focuses on politics, not corporations. The LGBTQ Equality Index is a huge income source for HRC. According to their public tax records, the HRC Foundation alone generated in 2107 $20.5 million. In 2018 $20.7 million. While the PAC side in 2017 pulled in $49.7 million and in 2018 $52.3 million. This means the HRC Foundation’s income from the LGBTQ Corporate Equality Index represented 29.2% in 2017 and 28.3% in 2018 of HRC’s total income.

  1. For as long as it’s been produced it is limited to only the US Fortune 1000 and their top law firms which is less than 0.01% of the US employers.
  2. The US Fortune 1000 employ 8% of the US population – this leaves the remaining 92% of the US employees not represented and left behind.
  3. 99.99% of US employers don’t have the opportunity to show how great they are since not included.
  4. The once a year survey is sent to the HR director.
  5. Fortune 1000 companies can choose to participate or not – if not they get scored 0%.
  6. The HR Director (or appointed HR staff person) completes the survey and provides any necessary documentation. It is self-reported by management.
  7. HRC can at any time choose to boot a company off the upcoming year for actions or inactions as they themselves determine.
  8. It takes into account if the Fortune 1000 company has LGBTQ friendly policies, benefits, and other attributes. Which are all 100% amazing to have. But it does not include any (ZERO) input from actual LGBTQ employees regarding the reality of the working environment.

With all the above, the HRC LGBTQ Corporate Equality Index was a great start in building the momentum of creating LGBTQ inclusive safe workplaces. Over the course of 10 years and over $200 million, it is appreciated but not enough for today and moving forward.

OutBüro is your alternative and opportunity

United Nations Human Rights Officer Fabrice Houdart - In LinkedIn Group 2019-07-03 OutBuro More Aligned with UN LGBTQ Business Standards than most Corporate Equality Indexes

OutBüro is a comprehensive employer branding and review monitoring platform for all employers, any type, any size and anywhere. OutBüro does not rate/score your organization. Your employees do.

  1. OutBüro is for any employer – for-profit, non-profit, government of all levels, universities, colleges, PACS, etc.
  2. OutBüro is for any size employer from Fortune 1000 to an employer of 10 people.
  3. OutBüro is for anywhere. No matter what country, state/province, region/county, or city. Technically anywhere in the universe connected to earth’s internet. 🙂
  4. Indicate if you have or not and then link to and/or upload the following:
    1. Sexual orientation non-discrimination policy
    2. Gender identity non-discrimination policy
    3. Domestic partner benefits
    4. Trans inclusive health benefits
    5. LGBTQ employee resource group (ERG)
    6. If the organization publically supports LGBTQ Equality and Inclusiveness
    7. If the organization has all the same in all regions is operates
    8. If the organization requires the same level in vendors/suppliers/contractors
    9. If the organization has LGBTQ inclusion/awareness training for all employees
  5. 90% of the data you provide about your organization must accompany social proof – link to it or upload it. This gains your organization credibility as you are not just saying you have it, you are showing you have it.
  6. Consolidate and showcase all the great things the organization does for its employees, its clients/customers by linking to content, uploading photos, linking to videos, posting articles.
  7. Indicate how the organization supports the community linking to other sites, uploading images, linking to videos, posting articles.
  8. Indicate the LGBTQ organizations such as non-profits and small businesses you support linking to their OutBüro employer listing.
  9. Link to and/or upload your LGBTQ inclusive customer-facing marketing.
  10. Describe and link to the LGBTQ inclusive recruiting employee candidate career fairs and such that you participate in and support.
  11. Link/upload LGBTQ employee video testimonials.
  12. Link to your primary online job posting site.
  13. Link to the profiles of your staff recruiters dedicated to seeking LGBTQ candidates
  14. Indicate the number of total employees, the number of all diversity categories in positions of management and the number of LGBTQ persons in positions of management.
  15. Host your LGBTQ Employee Resource Group on OutBüro community groups
  16. Use the community profiles to seek out qualified LGBTQ candidates.
  17. Add LGBTQ centric press releases on the OutBüro blog – news announcements, employee or client/customer stories, monthly/quarterly LGBTQ ERG activity announcements and so much more.
  18. OutBüro does not rate/score your organization. Your employees do.
  19. OutBüro will never boot your organization off the site.
  20. Your organization may be added to the site even if you as an organization choose to not claim your listing – employees may still rate you. Case in point, Publix has refused to participate with HRC, we simply added them. Employees may add any employer for free with limited listing features and then rate them.
  21. It’s affordable. It’s based on the total number of employees so small and medium organizations get all the same features as a large organization at a scaled annual subscription.
  22. It is timely – get feedback from employees up to every 4 months on their unique timeline.
  23. Lead as the admin/moderator a topical, industry, company, or regional group.

About the author: Dennis Velco
An LGBTQ rights activist who focuses on the LGBTQ professional and entrepreneur community. Enabling employer brands to thrive and demonstrate their support for their LGBTQ employees and the community.

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