Human Rights Campaign’s 2012 Corporate Equality Index report found a number of Philadelphia-based corporations that have successfully incorporated LGBT equality into their businesses — as well as some that could see improvement. The report scored 190 companies across the nation with a perfect 100 — including GlaxoSmithKline and Morgan, Lewis & Bockius LLP, which are headquartered in Philadelphia. HRC invites the nation’s “largest and most successful” companies to participate in the study, identifying them through the annual Fortune 1000 and American Lawyer 200. Private-sector companies with at least 500 employees can also request to participate. HRC rated the companies on factors such as nondiscrimination policies that include both sexual orientation and gender identity, full equality for domestic partners in health-insurance plans and other benefits, trans-inclusive health insurance coverage and workplace training on LGBT issues. Last year, 337 companies achieved the top score but new criteria was introduced this year that made the 100 rating more difficult to earn, including expanded requirements for LGBT competency trainings, resources and accountability measures, additional benefits for domestic partners and a more delineated public commitment to LGBT issues. This marks the 10th year of the study, which has traced an evolution of LGBT workplace equality in the past decade. When it first started, 319 companies participated, with just 13 achieving a 100 rating; this year 636 businesses were included, with the great majority scoring an 80 or higher. Many Philadelphia companies came out near the top of the list. Four local organizations earned a 90 — Aramark, Ballard Spahr LLP, Drinker Biddle & Reath LLP and Pepper Hamilton LLP — all of which lost points for failing to offer trans-inclusive health insurance coverage. That provision also lost Duane Morris LLP points. The company, which received an 85, also was deducted partial credit in one category because not all of its “soft” partner benefits for same-sex couples are fully equitable with the benefits offered to married couples. Comcast scored 80 for its lack of trans-inclusive health-insurance coverage and its failure to meet all of the requirements for firm-wide competency programs.
Comcast scored a 95 last year but was among the many organizations whose ratings decreased this year following the introduction of the new criteria. Comcast offers diversity training, but its current program does not include LGBT-specific modules. While the company’s insurance plan does not cover gender-reassignment surgery, it does include allowances for pre-surgery consultation and hormone treatments. A Comcast spokesperson was unsure if the company planned to expand its training or insurance plan in the future. “Our goal is to be at the top of our class in diversity and inclusion, and the LGBT community is a valued member of the Comcast community,” the spokesperson said. “Diversity and inclusion are core values at Comcast, so we highly value benchmark surveys like the Corporate Equality Index and appreciate its advocacy for the LGBT community. Its focus will help us build a stronger workplace.” Pep Boys received a rating of 70, getting docked for the same issues as Comcast, as well as losing partial credit for lacking parity in its “soft” benefits for partners and for not having an LGBT employee group, although the company indicated it would support the creation of such a group. “We’re very happy with the improvement we’ve made over the last few years,” said Troy Fee, senior vice president of human resources at Pep Boys, which employs nearly 19,000 people in 35 states and Puerto Rico. Pep Boys wasn’t able to complete the previous year’s HRC survey on time so it scored a 0 but, at that time, it would have been given a 50, Fee said, noting that this past year the company began its domestic-partner benefits program among other initiatives. Fee said Pep Boys is looking forward to continuing to build its HRC rating. “We’re always evaluating ways to enhance and create programs or benefits to differentiate Pep Boys,” he said. “Our goal is to be the preferred employer in the automotive aftermarket and, to get there, we need to continually strive to improve our offerings to our associates.” Saul Ewing LLP scored a 30, placing it second to last among all law firms that participated. Company spokesperson Leslie Gross said the firm “strongly dispute[s]” the score. Gross said Saul Ewing was not notified by HRC that it was compiling the report, and the data used was more than two years old. HRC spokesperson Paul Guequierre said Saul Ewing was contacted about the report but has not responded since 2009. The report cites that Saul Ewing does not include gender identity in its nondiscrimination policy, does not offer domestic-partner benefits and does not have an employee LGBT group — all of which Gross said the company does currently offer. Additionally, Gross said the firm has undertaken LGBT employment recruitment efforts, includes LGBT issues in its annual diversity retreat and has numerous firm members serving on the boards of LGBT agencies. Gross said that in 2012, the company plans to “gross up” compensation to mitigate the federal tax impact associated with firm-provided health insurance benefits for same-sex partners. “We remain strongly committed to our core values of diversity, inclusiveness and mutual respect for all,” Gross said. HRC also included data on companies that have never responded to its request for information, including Philadelphia’s Sunoco and Crown Holdings, both of which scored a 15. Sunoco did not respond with comments by press time; Crown Holdings did not respond to a request for comment. For more information on the report, visit www.hrc.org/resources/entry/corporate-equality-index-2011. Jen Colletta can be reached at [email protected].