To be LGBTQ inclusive, companies must offer trans healthcare, report says
A disparity exists within Fortune 500 companies specifically — between those that chose to participate in the CEI audit and those which abstained. Of those who participated, 100% had U.S. nondiscrimination policies that included sexual orientation and gender identity; of the non-CEI Fortune 500 companies, 76% and 68% included sexual orientation and gender identity, respectively, in their policies.
Likewise, 95% of the participating Fortune 500 companies had already publicly committed to the LGBTQ community; of their nonparticipating peers, none of those companies had public LGBTQ commitments. Of the Fortune 500 companies surveyed by HRC, 95% had organizational LGBTQ competency programs — examples HRC gives include diversity training for all workers, LGBTQ metrics through self-identification programs and gender transition guidelines — whereas 0% of their nonparticipating peers had such resources for their employees.
Further, 74% of participating Fortune 500 companies offered domestic partner benefits and 88% of those companies offered trans-inclusive benefits. No nonparticipating Fortune 500 companies offered trans-inclusive or same-sex partner benefits for their LGBTQ employees.