The Bar Association of San Francisco (“BASF”) is proud to announce that 15 of BASF’s Leaders Circle firms scored 100% on the Human Rights Campaign’s (“HRC”) “Corporate Equality Index 2013: Rating American Workplaces on Lesbian, Gay, Bisexual and Transgender Equality.” The following law firms have earned a 100% rating by satisfying all of the criteria on HRC’s scrupulous scorecard:
- Akin Gump Strauss Hauer & Feld
- Arnold & Porter
- Bingham McCutchen
- Bryan Cave
- Crowell & Moring
- Fenwick & West
- Foley & Lardner
- Hinshaw & Culberston
- Littler Mendelson
- Morrison & Foerster
- Nixon Peabody
- O’Melveny & Myers
- Orrick, Herrington & Sutcliffe
- Perkins Coie
- Pillsbury Winthrop Shaw Pittman
- Sheppard, Mullin, Richter & Hampton
- Shook, Hardy & Bacon
- Winston & Strawn
As a result, the HRC has recognized each of these firms as a “Best Place to Work for LGBT Equality.”
Amy Todd-Gher, Valdez Todd & Doyle LLP, and Robert Augustine Depew, Employment Law Resources Group, co-chairs of BASF’s LGBT Committee, responded as follows: “We applaud these leaders for LGBT best employment practices in our community. Each of these firms has demonstrated their commitment to diversity and the LGBT community through both words and meaningful, concrete actions. BASF will continue to support employers in their efforts to create diverse and inclusive work environments for all of their employees.”
HRC is the largest equal rights advocacy group and political lobbying organization for lesbian, gay, bisexual and transgender (“LGBT”) people in the United States. In 2002, HRC began conducting an annual Corporate Equality Index survey of companies’ policies and practices for their LGBT employees. In 2012, HRC revised its standards to implement “the most stringent scorecard the HRC Foundation has ever administered.” The new standards include not only requirements for employers to implement LGBT-inclusive policy statements and training, hiring, and recruiting standards, but also to maintain “comprehensive benefits parity” (for both same-sex couples and medically necessary health care services for transgender employees) and “robust requirements” of corporate responsibility to the broader LGBT community.
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