Corporate Equality Index 2O18: Rating Workplaces on Lesbian, Gay, Bisexual, Transgender, and Queer Equality
The Human Rights Campaign Foundation launched the Corporate Equality Index (CEI) in 2002. It is first internationally recognized benchmarking report for businesses to gauge their level of LGBTQ workplace inclusion against competitors. In total, the CEI 2018 officially rates 344 Fortune 500 businesses, 104 Fortune 1000 businesses, 160 law firms and 339 additional major businesses. An additional 137 Fortune 500 businesses have unofficial ratings, bringing the total to 1,084 rated businesses.
Companies report that they are highly committed to gender diversity. But that commitment has not translated into meaningful progress. Progress isn’t just slow. It’s stalled. This is the central finding of Women in the Workplace 2018, a study conducted by McKinsey & Company in partnership with LeanIn.Org. In the fourth year of its ongoing research, the report draws on data from 279 companies employing more than 13 million people. Women in the Workplace 2018 is the largest comprehensive study of the state of women in corporate America.
Since 2004, the International Network on Leave Policies & Research has produced an annual review of leave policies and related research. The review covers maternity, paternity and parental leaves; leave to care for sick children and other employment-related measures to support working parents; and early childhood education and care policy. The 2018 review presents reports for 43 countries. The site further provides definitions for different leave policies, as well as comparative analyses of country leave policies.
The UK government requires organisations with more than 250 organisations to report their gender pay gap data (women and men’s average pay across the organisation). The UK Gender pay gap website allows you to find and compare gender pay gap information reported by employers, and learn more about the gender pay gap and how to close it.
This 2019 guide prepared by Acas and the UK Government Equalities Office offers employers, senior managers, line managers, HR personnel and and any other staff or policy-makers an explanation of what the gender pay gap is, and how to report on it in compliance with UK legislation. It also offers insight into the business benefits of taking effective action to address the challenges identified by analysing and reporting your gap.
The PL+US initiative aims to transform workplaces, public policies and culture to secure high-quality paid family leave for everyone. The initiative provides a number of short, evidence-informed issue briefs on the issue of paid family leave, including why it matters, links to women’s economic empowerment and messages that resonate with policy-makers. PL+US also provides a ranking of top US employers’ paid family leave policies.
State of the World’s Fathers: Time for Action is the second State of the World’s Fathers report, following the first-ever edition published in 2015. The first State of the World’s Fathers report presented a comprehensive global overview of trends related to equal care-giving, among other linked dynamics. It further synthesized various global data sources on related topics – unpaid care work, sexual and reproductive health and rights, maternal health, men’s violence against women, and child development. Developed by Promundo on behalf of MenCare, the 2017 report provides an update of recent policy change in several countries as well as remaining challenges, and proposes a set of priority areas for action.
This 2014 report from the International Labor Organization reviews national law and practice on both maternity and paternity at work across the world. Rights and practices that recognize the fundamental need and responsibility for parenthood of both women and men are mutually reinforcing and crucial for the achievement of equal opportunity. The report is based on an extensive set of legal and statistical indicators, including coverage in law and in practice, which provide a global and regional review of national legislation and practices as well as their evolution over the previous 20 years.
The Global Gender Gap Index was first introduced by the World Economic Forum in 2006 as a framework for capturing the magnitude of gender-based disparities and tracking their progress over time. The 2018 edition of the report benchmarks 149 countries on their progress towards gender parity on a scale from 0 (disparity) to 1 (parity) across four thematic dimensions—the subindexes Economic Participation and Opportunity, Educational Attainment, Health and Survival, and Political Empowerment—and provides country rankings that allow for effective comparisons across and within regions and income groups.