The Exact DEI Standards Companies Like Amgen Are Held To

The following is the exact guidance given by the hugely influential Human Rights Campaign (HRC) to corporations and businesses, which they must follow or suffer divestment by the world’s largest investors, including BlackRock Fund Advisors and The Vanguard Group. The Human Rights Campaign receives millions from wealthy leftist activists and homosexuals in particular.

In 2022, Amgen received a perfect 100/100 score from the HRC, and its Drag Queen event for children ages 3-11 this June seems clearly aimed at meeting certain criteria from the HRC’s guidance.

The HRC’s guidance reads:

Launched in 2002, the HRC Foundation’s Corporate Equality Index has become a roadmap and benchmarking tool for U.S. businesses in the evolving field of lesbian, gay, bisexual, transgender and queer equality in the workplace. The HRC Foundation is committed to keeping the criteria for the CEI rigorous, fair and transparent by identifying emerging best practices that improve the experiences of LGBTQ employees of participating businesses. Equally important, we are committed to providing the resources and consultation that enable each business to attain a 100 percent rating.

Updated: 01/27/2022

Rating Criteria for the 2023 CEI

1. Workforce Protections (5 points possible)

• Policy includes sexual orientation and gender identity/gender identity or expression for all operations (5)

2. Inclusive Benefits (50 points possible)

To secure full credit for benefits criteria, each benefit must be available to all benefits-eligible U.S. employees. In areas where more than one health insurance plan is available, at least one inclusive plan must be available.

• Equivalency in same- and different-sex spousal medical and soft benefits (No points awarded)
• Equivalency in same- and different-sex domestic partner medical and soft benefits (10)
• Equivalency in spousal and domestic partner family formation benefits regardless of sex. (10)
• Equal health coverage for transgender individuals without exclusion for medically necessary care (25)
• LGBTQ+ Benefits Guide (5)

3. Supporting an Inclusive Culture (25 points possible)

a. Four LGBTQ+ Internal Training and Accountability Efforts (5)
Businesses must demonstrate a firm-wide, sustained and accountable commitment to diversity and cultural competency, including at least four of the following elements:

• New hire training clearly states that the nondiscrimination policy includes gender identity and sexual orientation and provides definitions or scenarios illustrating the policy for each
• Supervisors undergo training that includes gender identity and sexual orientation as discrete topics (may be part of a broader training), and provides definitions or scenarios illustrating the policy for each
• Integration of gender identity and sexual orientation in professional development, skills-based or other leadership training that includes elements of diversity and/or cultural competency
• Integration of intersectionality in professional development, skills-based, or other training (required)
• Senior management/executive performance measures include LGBTQ diversity metrics

b. One LGBTQ+ Data Collection Effort (5)

• Anonymous employee engagement or climate surveys conducted on an annual or biennial basis allow employees the option to identify as LGBTQ+
• Data collection forms that include employee race, ethnicity, gender, military and disability status — typically recorded as part of employee records — include optional questions on sexual orientation and gender identity.
• Board (or other governing body) member demographic data collection include the option for individuals to report their sexual orientation and gender identity or self-identity as LGBTQ+

c. Transgender Inclusion Best Practices (5)

• Gender transition guidelines with supportive restroom, dress code and documentation guidance
• Implementation of the [sic] at least one (1) of the following policies or practices
• Trans-inclusive restroom/facilities policy
• Gender-neutral dress code
• Policies/procedures that allow for optional sharing of gender pronouns

d. Employee Group –OR– Diversity Council (10)

4. Corporate Social Responsibility (20 points possible)

a. Five Distinct Efforts of Outreach or Engagement to Broader LGBTQ+ Community (15)
Businesses must demonstrate ongoing LGBTQ+ specific engagement that extends across the firm, including at least five of the following:

• LGBTQ employee recruitment efforts with demonstrated reach of LGBTQ+ applicants (required documentation may include a short summary of the event or an estimation of the number of candidates reached)
• Supplier diversity program with demonstrated effort to include certified LGBTQ+ suppliers
• Marketing or advertising to LGBTQ consumers (e.g.: advertising with LGBTQ+ content, advertising in LGBTQ media or sponsoring LGBTQ organizations and events)
• Philanthropic support of at least one LGBTQ+ organization or event (e.g.: financial, in kind or pro bono support)
• Demonstrated public support for LGBTQ+ equality under the law through local, state or federal legislation or initiatives

b. LGBTQ+ Corporate Social Responsibility

Contractor/supplier non-discrimination standards AND Philanthropic Giving Guidelines (5)

4. [sic] Responsible citizenship (-25)
Employers will have 25 points deducted from their score for a large-scale official or public anti-LGBTQ blemish on their recent records. Scores on this criterion are based on information that has come to HRC’s attention related to topics including but not limited to: undue influence by a significant shareholder calculated to undermine a business’s employment policies or practices related to its LGBTQ employees; directing corporate charitable contributions to organizations whose primary mission includes advocacy against LGBTQ equality; opposing shareholder resolutions reasonably aimed at encouraging the adoption of inclusive workplace policies; revoking inclusive LGBTQ policies or practices; or engaging in proven practices that are contrary to the business’s written LGBTQ employment policies.

Amgen scored 100 out of 100 points on the Corporate Equality Index, which demands implementation of the following kinds of policies:

Senior management/executive performance measures include LGBTQ diversity metrics

Gender-neutral dress code

Policies/procedures that allow for optional sharing of gender pronouns

Businesses must demonstrate ongoing LGBTQ+ specific engagement that extends across the firm

Supplier diversity program with demonstrated effort to include certified LGBTQ+ suppliers

Philanthropic support of at least one LGBTQ+ organization or event (e.g.: financial, in kind or pro bono support)