CORPORATEEQUALITY INDEX
2003

Human Rights Campaign Foundation, 1640 Rhode Island Ave., N.W., Washington, DC 20036
phone 202/628-4160 TTY 202/216-1572 fax 202/347-5323 website www.hrc.org© 2003 by the Human Rights Campaign Foundation. The HRC Foundation grants permission for the reproduction andredistribution of this publication only when reproduced in its entirety and distributed free of charge. The Human Rights
Campaign name and the Equality logo are trademarks of the Human Rights Campaign.

INTRODUCTION
This marks the second year that the Human Rights Campaign Foundation’s workplace project — HRC WorkNet— has rated major U.S. corporations on their records toward lesbian, gay, bisexual and transgender employees,
consumers and investors.
The initial publication of the HRC Corporate Equality Index in 2002 sparked strong public interest and caught
the attention of corporate executives. Within a week of its release in August 2002, more than 30 companies called
the Human Rights Campaign to inquire about how to obtain a rating or improve the one they had. The level ofinterest was borne out in the improved response rate to this year’s survey and in the number of companies that told
HRC they would begin implementing the policies measured in the index and plan to respond in 2004.
Companies have begun to cite their HRC Corporate Equality Index scores in advertisements and public forums,
and employee groups are using the index to drive internal change. Thus, the onus is on the Human Rights
Campaign Foundation to assess corporate performance against the index in a credible, consistent and fair manner.
The seven criteria that make up the index are broad measures of corporate behavior toward the GLBT community.
The 2003 criteria are substantially unchanged from 2002. There are, however, some questions on the 2003 survey
regarding practices that are not part of the criteria but are important indicators of how a company treats its gay,lesbian, bisexual and transgender employees. (For example, we ask whether companies voluntarily extend family
and medical leave to GLBT workers and their families, and whether they make COBRA coverage available toemployees’ domestic partners on the same basis as such coverage is available to opposite-sex spouses.) It is our goal
to add some of those factors to future Corporate Equality Index ratings, with advance notice to rated employers sothat they have ample opportunity to maintain their scores.
The Human Rights Campaign Foundation is committed to working with each of the companies that are listed inthis report — and others that should be here — to improve their understanding of GLBT issues in the workplace
and ultimately to improve their scores.

HRC CORPORATE EQUALITY INDEX 2003 1

THE CRITERIAThe Human Rights Campaign Foundation’s Corporate
Equality Index is a simple and effective tool to rate large
American businesses on how they are treating gay, lesbian,bisexual and transgender employees, consumers andinvestors.
Companies were rated on a scale of 0 percent to 100 percent based on whether they:
1. Have a written non-discrimination policy covering sexual orientation in their employee handbook or manual.
2. Have a written non-discrimination policy covering
gender identity and/or expression in their employee
handbook or manual.
3. Offer health insurance coverage to employees’ samesex domestic partners.
4. Officially recognize and support a gay, lesbian, bisexual and transgender employee resource group; or would
support employees’ forming a GLBT employee resourcegroup if some expressed interest by providing space andother resources; or have a firm-wide diversity council orworking group whose mission specifically includes
GLBT diversity.
5. Offer diversity training that includes sexual orientation and/or gender identity and expression in the workplace.
6. Engage in respectful and appropriate marketing to
the gay, lesbian, bisexual and transgender community
and/or provide support through their corporate foundation or otherwise to GLBT or HIV/AIDS-related organizations or events.
7. Engage in corporate action that would undermine
the goal of equal rights for lesbian, gay, bisexual andtransgender people.1
Each of the seven factors was given equal weight in calculating the score. Only for criterion No. 4 was half credit
awarded in some instances. Half credit was given if a company had neither a GLBT employee resource group nor afully inclusive diversity council but would allow a GLBT
resource group access to facilities, should one arise.

2 HRC CORPORATE EQUALITY INDEX 2003

The index is guided in part by the Equality Principles, 10benchmarks for companies seeking to demonstrate a commitment to equal treatment of GLBT employees, consumers
and investors. The Equality Principles were developed in
1992 by the Equality Project, a New York-based group thatmonitors corporate policies and practices surrounding sexual
orientation and gender identity and expression. (SeeAppendix 1 for the full Equality Principles.)

METHODOLOGYThe Human Rights Campaign Foundation surveyed the2003 Fortune 500 companies and Forbes’ list of the 200
largest privately held firms. Because of some overlap in the
two lists, the total number of companies surveyed in 2003
was 697. The 2003 survey was mailed in March to the chief
executive officer and the head of human resources.
Reminder cards were mailed to companies that had not
responded in April. Companies that still had not responded
were telephoned by HRC and asked to complete the survey.
(See Appendix 2 for the complete survey.)
A total of 120 companies returned surveys, for a response rateof 17 percent. (The response rate in 2002 was 10 percent.)
The HRC Foundation did not rely solely on self-reporting
to rate companies, however. HRC employed a team ofresearchers to double-check corporate policies and investigate corporate practices. They scrutinized filings with the
Securities and Exchange Commission to track connections
between significant shareholders and board members ofrated companies and any anti-gay organizations or activities.
Case law and news accounts were also searched to ascertain
whether allegations of discrimination on the basis of sexual
orientation and/or gender identity and expression had beenbrought against any of these corporations.
Once preliminary scores were tabulated, letters were sent to
all the companies informing them of their score and asking
them to provide HRC with any additional information.
A total of 250 Fortune- or Forbes-listed companies are rated
in this report. They are the focus of analyses covered here.
(A total of 217 Fortune- or Forbes-listed companies wererated in 2002.) An additional 112 firms with at least 500
employees that are not on the Fortune 500 or Forbes lists
were also rated. However, unlike the 2002 report, thesefirms were not tabulated in this report’s analyses. The reason
for that is to develop a comparison of the same universe

from year to year. Scores for all companies are presented at
the end of this report. The HRC Foundation did not survey
or rate colleges and universities, governments or non-profits.
These data were supplemented by HRC WorkNet, which
since 1995 has collected information on U.S. employers andmaintains the most accurate and extensive database of policies regarding the GLBT community. Finally, data were
included from the former glvIndex and glvReports.com,
which conducted similar annual surveys of the same set ofcorporations from 1993 until HRC acquired the index in
2001. News accounts, employee resource groups and individuals provide another level of data in determining corporate policies.
HRC WorkNet was aided in the development of the survey
instrument and the index criteria by the HRC BusinessCouncil, an advisory group composed primarily of GLBT
executives in a variety of disciplines from major U.S. corporations. The group provides substantial expertise and experience in corporate policy and decision-making to help ensurethat the index is rigorous and fair. The HRC BusinessCouncil was not involved in the administration of the survey, tabulation of the data or calculation of any scores. (SeeAcknowledgements for a list of HRC Business Council
members.)
Companies are not rated until all appropriate information
has been gathered and verified. The data were also scrutinized by a panel of GLBT workplace advocates who are not
employees of the HRC or the HRC Foundation or of anyof the companies rated. They bring years of experience inobserving corporate actions on each of the specific policy
areas covered by the index. (See Acknowledgements for alist of the reviewers.)
The rating for each company should be viewed as a composite of corporate activity over the last several years. Whilesome components of the index, such as non-discrimination
policies, do not typically change from year to year, otheraspects do, such as advertising and event sponsorship. A
total of 149 — or 60 percent — of the 250 Fortune- andForbes-listed companies that are rated have responded to
HRC’s survey in the last two years. For those companies
that did not respond, historical data were used. As HRC
WorkNet continues to expand its research capacity and as
more companies take an interest in providing HRC withtimely data, we will be able to report more precisely on
annual fluctuations in these corporate practices.

Even after scrupulous data collection and careful consideration, assigning a grade to a corporation that may employ
tens of thousands of people to measure how fairly it treats
GLBT individuals is a matter that involves some degree ofsubjectivity. The Corporate Equality Index is a broad measure of corporate policies and practices toward the GLBT
community. For more detailed explanations of corporate
practices readers should consult HRC WorkNet(www.hrc.org/worknet).

FINDINGSThis report rates 250 companies from two respected lists:
the Fortune 500 and Forbes 200 largest private companies.
(See Appendices 3 and 4 for a list of these companies andtheir scores.) The median score for these companies was 71
percent. The median score for companies in 2002 was 57
percent. Because each factor on the index accounts for 14
percentage points, this rise in 2003 means that employers
are generally meeting one additional criterion of the index
compared to 2002.
Twenty-one companies received a score of 100 percent. (Anasterisk indicates the company achieved 100 percent for the
first time in 2003.) They are:
Aetna Inc.
American Airlines(AMR Corp.)
Apple Computer Inc.
Avaya Inc.
Bank One Corp.*
Capital One
Financial Corp.*
Eastman Kodak Co.
Hewlett-Packard Co.*IBM Corp.*
Intel Corp.

J.P. Morgan Chase & Co.
Lehman Brothers
Holdings Inc.*
Levi Strauss & Co.*
Lucent Technologies Inc.
MetLife Inc.*NCR Corp.
Nike Inc.
PG&E Corp.*
Prudential Financial Inc.*
S.C. Johnson & Son Inc.*
Xerox Corp.

This represents a 91 percent increase over 2002 when 11
companies received a score of 100 percent. Eight of the 10
new companies to achieve a score of 100 percent did so byadding gender identity and/or expression to their equal
employment opportunity policies. MetLife Inc., which
received a score of 71 percent in 2002, instituted a non-discrimination policy covering gender identity and expression
and received credit for a diversity council that includes
GLBT issues. Lehman Brothers Holdings Inc., which had
a score of 43 percent in 2002, reported four new practices
in 2003: a gender identity and expression non-discrimina-

HRC CORPORATE EQUALITY INDEX 2003 3

tion policy, diversity training, an employee resource groupand financial support for GLBT community groups andevents.
No companies scored zero percent in 2003. The lowest
score achieved by companies rated in 2003 was 14 percent.
Five companies received that score:
Aramark Corp.
Domino’s Inc.
ExxonMobil Corp.
Meijer Inc.
National Gypsum
They stand in contrast to industry peers such as Target
Corp. (86 percent), Sears Roebuck & Co. (86 percent),
Darden Restaurants (86 percent) and McDonald’s Corp.
(57 percent).
Of the 2003 lowest-scorers, only ExxonMobil Corp.
overtly resisted equal treatment for GLBT employees, consumer and investors by continuing to oppose a shareholder
resolution asking it to add sexual orientation to its equal
employment opportunity statement. The company stripped
sexual orientation from Mobil’s EEO policy when the twocompanies merged in 1999 and suspended enrollment in
Mobil’s domestic partner benefits program. Since 1999, thecompany’s board of directors has opposed a shareholder
resolution asking it to include sexual orientation in its
EEO policy. The company received a score of 14 because it
provides training for employees on sexual orientation issues
in their workplace.
Given that it remains legal in 36 states to fire employees
based on sexual orientation, and in 46 states based on gender identity and expression, non-discrimination policies that
include sexual orientation and gender identity and expression are the bedrock of corporate commitment to GLBT
employees.2 ExxonMobil’s lack of effort to foster a welcoming environment for GLBT employees contrasts sharply
with such competitors as ChevronTexaco Corp. (86 percent) and a number of other oil and gas companies.

Each of the three companies that received zeroes in 2002
improved their scores in 2003. Those companies and their
2003 scores are: Cracker Barrel Old Country Stores/CBRLGroup Inc. (29 percent), Emerson Electric Co. (29 percent) and Lockheed Martin Corp. (71 percent).3
Cracker Barrel improved its score by withdrawing its opposition to a shareholder proposal asking the company toinclude sexual orientation in its non-discrimination policy
and subsequently adopting such a policy. Emerson ElectricCo. began offering diversity training and support for a
GLBT community group, but continued to oppose a shareholder resolution asking it to add sexual orientation to its
non-discrimination policy.
The most-improved company was Lockheed Martin, whosescore went from zero to 71 percent. Lockheed Martin —also the target of a shareholder resolution — added both asexual orientation non-discrimination policy and domestic
partner benefits. At this writing, the company was onlylacking gender identity in its non-discrimination policy anda commitment to charitable contributions to the GLBT
community.
Three of the six companies that scored 14 percent in 2002
improved their scores as well, albeit marginally. They are:
FedEx Corp. (29 percent), Wal-Mart Stores Inc. (43 percent) and MeadWestvaco Corp. (29 percent). Domino’s
Inc., ExxonMobil Corp. and Meijer Inc. remained at 14
percent. FedEx Corp. announced in April 2003 that it
would include sexual orientation in its EEO policy.
MeadWestvaco Corp. also added such a policy. And WalMart Stores Inc., the largest non-government employer in
the United States, improved its score by instituting a nondiscrimination policy covering sexual orientation and diversity training.

TRENDS
Eighty rated companies — or 32 percent — improved theirscores in 2003 compared to 2002. The median score increase
was 14 percentage points.
The total number of companies meeting each individual
criterion grew from 2002. Sexual orientation non-discrimination policies continue to be the hallmark of most corporate efforts to treat GLBT employees fairly — 95 percent ofcompanies rated had such policies, compared to 93 percent
last year.

4 HRC CORPORATE EQUALITY INDEX 2003

Fig. 1. Percent of Companies Meeting Each Index Component
100

95%

2003

93%

Fig. 2. Number of Companies Receiving Each Possible Score6
100
2003

2002

80

74%

71%

70%
61%

60

85

2002

80

67%
57%

55%

43%

40

60

57

20

44

40

9%

36

6%

0

1

2

3

4

5

33

32

30
28

6

1 Non-discrimination policy covers sexual orientation

43

20

21

21

11

2 Diversity training
3 Advertising and philanthropy
4 Domestic partner benefits
5 Employee resource group 4
6 Non-discrimination policy covers gender identity and expression

The number of companies that met the diversity training
criterion saw the biggest jump in 2003, up 19 percentage
points from 2002. That was followed by companies meetingthe criterion around employee resource groups. However,
the growth in that arena is due almost exclusively to a modification in 2003 scoring that allowed companies to receive
credit for having inclusive firm-wide diversity councils evenwhen they do not have active employee resource groups.
Thus, 86 percent of the new companies that met that indicator did so because of the existence of diversity councils
that cover GLBT issues.

7

0

5 6

5

2

1
100%

86%

79%

71%

64%

57%

50%

43%

29%

14%

0%

(Percentages in gray indicate that these scores were not available tocompanies in 2002. Allowing half credit on the employee resourcegroup indicator created additional score possibilities.)

While the median score in 2003 was 71 percent, the mostcommon score was 86 percent. A total of 85 of the rated
companies received that score — meaning they missed only
one of the affirmative criteria. For 83 of these companies,
the factor they lacked was a policy prohibiting discrimination based on gender identity and expression. These policies
are being implemented more rapidly at Fortune 500 companies. As of this writing, 21 Fortune 500 companies had
such policies, compared to just five in 2001. In addition,state and local laws that protect individuals based on gender
identity and expression are proliferating.7

There were more companies advertising to the gay community as well.5 Seventy-one percent of companies rated bythis report met that component of the index, compared to
61 percent in 2002. Seventy percent of employers rated
provide domestic partner health insurance, up from 67
percent last year.
A total of 9 percent of rated companies include gender
identity and/or expression in their EEO policies, up from 6
percent in 2002.

HRC CORPORATE EQUALITY INDEX 2003 5

INDUSTRY ANALYSIS
A review of scores based on industry revealed that somemarket sectors comprise companies that consistently scoredabove the median of 71 percent for Fortune and Forbes
companies. These industries include:
Airlines
Median score: 86 percent
Banking and Financial Services
Median score: 86 percent
High-Tech/Equipment Manufacturers
Median Score: 86 percent
Telecommunications
Median Score: 86 percent
They included such high performers as American Airlines(100 percent), Bank One Corp. (100 percent), Capital
One Financial Corp. (100 percent), J.P. Morgan Chase &Co. (100 percent), Lehman Brothers Holdings (100 percent), Avaya Inc. (100 percent), Eastman Kodak Co. (100percent), Intel Corp. (100 percent), Lucent Technologies(100 percent), AT&T (86 percent), BellSouth Corp. (86percent), Qwest Communications (86 percent), SBC
Communications (86 percent) and Verizon
Communications (86 percent).
Each of the industries also has members that are not on parwith their peers, however. Southwest Airlines (43 percent),has refused to participate in the HRC Corporate Equality
Index survey for two years. Its rating is based on reports
from employees within the company who have communicated with HRC.
In the banking and financial services industry, Marsh &McLellan (43 percent) and Bank of New York Co. (29percent) remain below their industry peers. Hightech/equipment manufacturing and telecommunications
companies such as Maytag Corp. (29 percent), Emerson
Electric Co. (29 percent) and Sprint Corp. (29 percent)all scored below their industry average.

6 HRC CORPORATE EQUALITY INDEX 2003

Several industries contain companies that consistently scorebelow the median average for Fortune and Forbes companies. These include:
Hotels, Resorts and Casinos
Median Score: 43 percent
Mail and Freight Delivery
Median Score: 29 percent
Retail and Consumer Products
Median Score: 57 percent
Major hotel chains such as Marriott International (43 percent) and Hilton Hotels Corp. (43 percent) stand in contrast to industry leaders Hyatt Hotels Corp. (86 percent)and Starwood Hotels & Resorts (86 percent).
In the mail and freight delivery sector, neither FedEx
Corp. (29 percent) nor United Parcel Service Inc. (29percent) offer domestic partner benefits.
The retail and consumer products industry contains somehigh performers, such as S.C. Johnson & Son Inc. (100percent), Sears Roebuck & Co. (86 percent) and Target
Corp. (86 percent), but also includes low performers: WalMart Stores Inc. (43 percent), Circuit City Stores Inc. (29percent), Staples Inc. (29 percent), Toys ‘R’ Us Inc. (43percent) and Office Depot Inc. (43 percent).

EXCEEDING EXPECTATIONS
While more corporations across America are implementing
policies and practices that are the hallmarks of equal treatment for GLBT employees, consumers and investors, asmall subset have demonstrated a commitment to equality
beyond their own work forces. Twenty-two Fortune andForbes companies with HRC Corporate Equality Index ratings have endorsed the Employment Non-Discrimination
Act, a federal bill that would ban discrimination on thebasis of sexual orientation.8 They are:Agilent Technologies Inc. (86 percent)Apple Computer Inc. (100 percent)
AT&T Corp. (86 percent)
Capital One Financial Corp. (100 percent)Charles Schwab Corp. (86 percent)Cisco Systems (86 percent)Coors Brewing Co. (86 percent)
Eastman Kodak Co. (100 percent)
FleetBoston Financial Corp. (86 percent)General Mills Inc. (86 percent)Hewlett-Packard Co. (100 percent)
IBM Corp. (100 percent)John Hancock Financial Services Inc. (86 percent)J.P. Morgan Chase & Co. (100 percent)Levi Strauss & Co. (100 percent)
Microsoft Corp. (86 percent)Nationwide (86 percent)
Nike Inc. (100 percent)Oracle Corp. (71 percent)Prudential Financial Corp. (100 percent)
Verizon Communications (86 percent)
Xerox Corp. (100 percent)In addition to sponsoring GLBT community groups andevents, at least two companies also specifically prohibit contributions to organizations that actively discriminate against
GLBT people. Lucent Technologies Inc. (100 percent) andLevi Strauss & Co. (100 percent) each require recipients ofcontributions from their corporate foundations to adhere toanti-discrimination guidelines, which precludes contributing
to groups such as the Boy Scouts of America, which prohibits gay youth from entering their programs.
The Coca-Cola Co. (71 percent) beat back an attempt by ashareholder to remove sexual orientation from its non-discrimination policies. The company’s board issued a strong
statement against the resolution, which failed.

CONCLUSIONS
Since at least 1995, a majority of Fortune 500 companies
have included sexual orientation in their non-discrimination
policies. Today, 64 percent of Fortune companies have thosepolicies. The HRC Corporate Equality Index reveals thatmany of those companies have gone further in defining
their actions around GLBT diversity in the workplace. A
majority of companies rated have taken other major steps
toward creating an equal workplace, from diversity training
to domestic partner benefits. And companies are moving
forward rapidly on these issues. A third of the companies inthis report increased their scores from last year. That signifies that a sizable portion have identified a continuum ofpractices that are important to GLBT Americans.
Most of the companies in this report can do more. Only 8
percent of companies rated received a score of 100 percent.
Even fewer, 3 percent, received the lowest score assigned
this year — 14 percent. What this tells us is there is still alarge middle ground of companies that have taken some ofthe steps toward equality in the workplace for GLBT people, but have further to go. The HRC Corporate Equality
Index is intended to be a road map for employers to identify best practices and benchmark their companies against
their peers. HRC hopes that employees, consumers andinvestors will use the index as a tool to educate corporate
leaders on the tenets of corporate responsibility toward the
GLBT community and encourage them to do better.

HRC CORPORATE EQUALITY INDEX 2003 7

NOTES
1. Companies with no known anti-GLBT activity automatically earned 14 percentage points. Otherwise, companies lost points
based on such actions as: undue influence by a significant shareholder calculated to undermine a company’s employment policies
or practices related to its GLBT employees; or directing corporate charitable contributions in a manner calculated to undermine
equality for GLBT people. Scores on this criterion may also be based on information related to a company’s actions, such as:
opposing shareholder resolutions reasonably aimed at encouraging the adoption of non-discrimination policies covering sexual
orientation and/or gender identity; or directing resources from a majority-owned subsidiary to an institution(s) whose mission orgoals undermine equality for GLBT people; or engaging in proven practices that are contrary to the company’s written GLBT
employment policies.
2. On July 24, 2003, California became the fourth state to prohibit employment discrimination based on gender identity. Its
law takes effect Jan. 1, 2004.
3. Cracker Barrel Old Country Stores is not listed among the Fortune 500 or the Forbes 200 and thus is not among thecompanies analyzed in this 2003 Corporate Equality Index report. However, because it was one of three companies thatreceived a zero in the 2002 report and because it did make a significant step forward, we mention it here.
4. This figure includes only those employers that received full credit for this indicator, either by having an officially sanctioned GLBT employee resource group or a firm-wide diversity council that specifically includes GLBT diversity issues.
5. This percentage represents the cumulative number of companies that have advertised or donated to the GLBT community
over the last several years and not the number that advertised exclusively in 2002 or 2003.
6. This table compares only companies listed in the Fortune 500 and Forbes 200 for both 2002 and 2003, although the2002 Corporate Equality Index report rated some companies outside those lists that had at least 500 employees. Those lattercompanies are excluded here in order to keep the analysis consistent.
7. Three states and 60 cities and counties currently prohibit workplace discrimination on the basis of gender identity and/or
expression. On Jan. 1, 2004, California will become the fouth state to prohibit this type of discrimination. Visit
www.hrc.org/worknet for the most up-to-date list of these jurisdictions.
8. For a complete list of corporations that have endorsed the Employment Non-Discrimination Act, see
www.hrc.org/issues/federal_leg/enda/background/endacorp.asp.

8 HRC CORPORATE EQUALITY INDEX 2003

ACKNOWLEDGEMENTS
HRC WorkNet was aided in the development of the survey
instrument and the index criteria by the HRC BusinessCouncil, an advisory group composed primarily of GLBT
executives in a variety of disciplines from major U.S. corporations. The group provides their substantial expertise andexperience in corporate policy and decision making to help
ensure that the index is rigorous and fair. The HRC BusinessCouncil was not involved in the administration of the survey, tabulation of the data or calculation of any scores.

THE HRC BUSINESS COUNCIL
Selisse Berry, Out & Equal Workplace Advocates
Ellen Braun, Capital One Financial Corp.
Phil Burgess, Walgreen Co.
Kevin Cheng, ChevronTexaco Corp.
Wes Combs,
Witeck-Combs Communications Inc. (co-chair)
Scott Coors, Coors Brewing Co.
Kim Cromwell, Cromwell Consulting
Scottie Ginn, IBM Corp.
John Hassell, Hewlett-Packard Co.
Ronald Helaire, Zoopwizards Inc.
Emily Jones, Eastman Kodak Co.
Grant Lukenbill, Global Consumer Index
Cynthia Martin, Blue Shield of California (co-chair)
Sue McManus, Nationwide
Steve Mulligan, retired, Sears, Roebuck & Co.
Mendes Napoli, Napoli Management Group
Rick Schroder, Shell Oil Co.
Rob Shook, IBM Corp.
Richard Spencer, Capitol One Financial Corp.
John Sullivan, Imation Corp.
David Taborelli, Prudential Financial Inc.
Brian Tremain, Merrill Lynch & Co.
Louise Young, Raytheon Co.

The data were scrutinized by a panel of GLBT workplaceadvocates who are not employees of HRC or the HRC
Foundation or of any of the companies rated. They bringyears of experience in observing corporate actions on eachof the specific policy areas covered by the index.
Shelley Alpern, Trillium Asset Management
Selisse Berry, Out & Equal Workplace AdvocatesChris Daley, Transgender Law Center
Brian McNaught, author and trainer on workplace issuesof sexual orientation and gender identity and expression
David Medina, AFL-CIO
Janis Walworth, Center for Gender Sanity
Mike Wilke, Commercial Closet Association

HRC CORPORATE EQUALITY INDEX 2003 9

APPENDIX 1. THE EQUALITY PRINCIPLES(As amended by the Equality Project executive board, copyright 2001)

1. The company will prohibit discrimination based on sexual orientation and gender expression or gender identity
as part of its written employment policy statement.

7. The company advertising policy will avoid the use ofnegative stereotypes based on sexual orientation, gender
identity or gender expression.

2. The company will disseminate its written employment
policy statement company-wide.

8. The company will not discriminate in advertising, marketing or promoting events on the basis of sexual orientation, gender expression or gender identity.

3. The company will not tolerate discrimination on thebasis of any employee’s actual or perceived health condition, status or disability.
4. The company will offer equal health insurance and otherbenefits to employees to cover their domestic partners
regardless of the employee’s marital status, sexual orientation, gender expression or gender identity.
5. The company will include discussions of sexual orientation, gender expression and gender identity as part of its
official employee diversity and sensitivity training
communications.
6. The company will give employee groups equal standing,regardless of sexual orientation, gender identity or
gender expression.

10 HRC CORPORATE EQUALITY INDEX 2003

9. The company will not discriminate in the sale of its
goods or services based on sexual orientation, gender
expression or gender identity.
10. The company will not bar charitable contributions togroups and organizations on the basis of sexual orientation, gender expression or gender identity.

APPENDIX 2. CORPORATE EQUALITY INDEX SURVEY
The questions in bold are directly used to compute each company’s rating. Those questions that are not in bold collect information for research and will only be presented in aggregate form across all companies surveyed, if at all.
1. Does your firm have a written policy barring employment discrimination based on, and using the words, “sexual
orientation?” (Please attach a copy of the policy.)__ Yes, we have a company wide policy__ Only in one or more subsidiaries or labor agreements__ We do not have such a policy, but are working toward this in the next one year__ We do not have such a policy
1a. If yes, does the policy apply to employees based outside the United States?
__ Yes__ No__ We have no employees based outside the U.S.
2. Does your firm have a written policy barring employment discrimination based on, and using the words, “gender
identity” or “gender expression?” (Please attach a copy of the policy.)__ Yes, we have a company wide policy__ Only in one or more subsidiaries or labor agreements__ We do not have such a policy, but are working toward this in the next one year__ We do not have such a policy
2a. If yes, does the policy apply to employees based outside the United States?
__ Yes__ No__ We have no employees based outside the U.S.
3. Does your company offer health insurance coverage to your employees’ domestic partners?
__ We do not offer domestic partner health benefits and have no plans to offer them__ We do not offer domestic partner health benefits, but plan to offer them in the next one year__ Yes, to same-sex partners only__ Yes, to opposite-sex partners only__ Yes, to same- and opposite-sex partners
4. What year did same-sex domestic partner health insurance benefits become available at your company?
__ We do not offer these benefits_______

5. What benefits does your company offer to domestic partners of U.S. employees?
Please place use “Y” or “N” depending on what your company offers:

MedicalDentalVisionDependent medical coverage
COBRA/COBRA-like benefits
Bereavement leave
FMLA-like leave
Life insurance
Relocation/travel assistance

Available tolegal spouses

Available to employees’
domestic partners

____
____
____
____
____
____
____
____
____

____
____
____
____
____
____
____
____
____

HRC CORPORATE EQUALITY INDEX 2003 11

Adoption assistance
Beneficiary for pension/401(k)
Other

____
____
____

____
____
____

Please describe any other benefits offered to employees’ domestic partners:_________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________
6. Does your company have an officially recognized lesbian, gay, bisexual or transgender employee affinity group?
__ YesName of group:
Name/Phone/E-mail of primary contact: ______________________________________________________________________________________ No
6a. If not, would your company allow LGBT employees to use its facilities and other resources to form a group if
they expressed interest?
__ Yes__ No
7. Does your company have a firm-wide diversity council or working group with a mission that specifically includes
LGBT diversity?
__ Yes, we have a diversity council or working group that includes LGBT issues__ No, we have a diversity council or working group, but LGBT issues are not covered__ No, we do not have a diversity council or working group
8. What topics are covered in your company’s diversity awareness or employee training and who is required to attend?

Diversity Topic
Sexual orientation
Gender identity
Religion
Race/ethnicity
GenderOther

All employees
are required
to attend

Some employees
are required
to attend

No employees are
required to attend, but
training is offeredNot
offered

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___
___

Describe the “other” training employees receive: _________________________________________________________________________________________________________________________________
9. In the past year, has your company advertised its products or services in any lesbian, gay, bisexual or transgender
media (magazine, newspaper, television)?
__ YesIf so, please name the media outlet: __________________________________________ No

12 HRC CORPORATE EQUALITY INDEX 2003

10. In the past year, has your company sponsored a lesbian, gay, bisexual or transgender community event?
__ YesIf so, please name the event: ____________________________________________ No
11. In the past year, has your company made a contribution to an HIV/AIDS or women’s health organization or lesbian, gay, bisexual or transgender community or political organization?
__ YesIf so, please name the organization: ____________________________________________ No
12. Please include any other information that would illustrate how your company views lesbian, gay, bisexual or transgender
employees, consumers or investors. (This could include information on innovative business practices that affect the gay community, further description of employee benefits, innovative products or services adapted for the gay community, etc.)____________________________________________________________________________________________________________________________________________________________________
The following question is designed to collect information on the diversity of corporate boards. While researchers have foryears focused on gender, racial and ethnic board diversity, none have looked into which boards have openly gay, lesbian,bisexual or transgender members. This is an optional question and it will not be used in rating your company.
13. Are there any openly gay, lesbian, bisexual or transgender members of your company’s board of directors?
__ Yes__ No
13a. If yes, how many are openly gay, lesbian, bisexual or transgender? ______HRC CORPORATE EQUALITY INDEX 2003 13

APPENDIX 3. CORPORATE EQUALITY INDEX SCORES
for Fortune 500 and Forbes 200 Companies (sorted by score)
EMPLOYER NAME
Aetna Inc.
American Airlines (AMR Corp.)
Apple Computer Inc.
Avaya Inc.
Bank One Corp.
Capital One Financial Corp.
Eastman Kodak Co.
Hewlett-Packard Co.
IBM (International Business Machines Corp.)
Intel Corp.
J.P. Morgan Chase & Co.
Lehman Brothers Holdings
Levi Strauss & Co.
Lucent Technologies Inc.
MetLife (Metropolitan Life Insurance)
NCR Corp.
Nike Inc.
PG&E Corp.
Prudential Financial Inc.
S.C. Johnson & Son Inc.
Xerox Corp.
Agilent Technologies Inc.
Allstate (The Allstate Corp.)
American Express Co.
AOL Time Warner Inc.
AT&T Corp.
Bank of America Corp.
BellSouth Corp.
Boeing (The Boeing Co.)
Booz Allen Hamilton Inc.
Borders Group Inc.
Cargill Inc.
Cendant Corp.
Charles Schwab (The Charles Schwab Corp.)
ChevronTexaco Corp.
Chubb Corp.
Cigna Corp.
Cisco Systems
Citigroup Inc.
Continental Airlines
Coors Brewing (Adolph Coors Co.)*
Darden Restaurants
Dow Chemical Co.
Electronic Data Systems Corp. (EDS)
Fannie MaeFederated Department Stores
FleetBoston Financial Corp.
Ford Motor Co.
Gannett Co. Inc.

CITY
Hartford
Dallas-Fort Worth Airport
Cupertino
Basking Ridge
ChicagoFalls Church
Rochester
Palo Alto
ArmonkSanta Clara
New York
New York
San Francisco
Murray Hill
New York
DaytonBeaverton
San Francisco
NewarkRacineStamford
Palo Alto
Northbrook
New York
New York
New York
Charlotte
AtlantaSeattleMcLeanAnn Arbor
Minneapolis
New York
San Francisco
San Ramon
WarrenPhiladelphia
San Jose
New York
HoustonGoldenOrlandoMidland
Plano
Washington
Cincinnati
BostonDearborn
Arlington

14 HRC CORPORATE EQUALITY INDEX 2003

STATE
CT
TX
CA
NJ
IL
VA
NY
CA
NY
CA
NY
NY
CA
NJ
NY
OH
OR
CA
NJ
WI
CT
CA
IL
NY
NY
NY
NC
GA
WA
VA
MI
MN
NY
CA
CA
NJ
PA
CA
NY
TX
CO
FL
MI
TX
DC
OH
MA
MI
VA

HRC RATING
100
100
100
100
100
100
100
100
100
100
100
100
100
100
100
100
100
100
100
100
100
86
86
86
86
86
86
86
86
86
86
86
86
86
86
86
86
86
86
86
86
86
86
86
86
86
86
86
86

EMPLOYER NAME
General Electric Co.
General Mills Inc.
General Motors Corp.
Gillette Co., The
Goldman Sachs Investment Banking
Hartford Financial Services Co.
Honeywell International Inc.
Hyatt Hotels Corp. (H Group Holding)International Paper Co.
John Hancock Financial Services Inc.
Lexmark International Inc.
Limited Brands Inc.
Lincoln National Corp.
McGraw-Hill (The McGraw-Hill Companies Inc.)
McKinsey & Co. Inc.
Mellon Financial Corp.
Merck & Co. Inc.
Merrill Lynch & Co.
Microsoft Corp.
Morgan Stanley
Motorola Inc.
Nationwide
New York Times Co.
Nordstrom Inc.
Pfizer Inc.
Polaroid Corp.
PricewaterhouseCoopers
Procter & Gamble (The Procter & Gamble Co.)
Quest Diagnostics
Qwest Communications International Inc.**
Raytheon Co.
RJ Reynolds Tobacco
SAFECO Corp.
SBC Communications Inc.
Schering-Plough Corp.
Sears, Roebuck and Co.
Sempra Energy
SLM Corp. (Sallie Mae)
St. Paul Companies
Starbucks Corp.
Starwood Hotels & Resorts Worldwide
Sun Microsystems
Target Corp.
Texas Instruments Inc.
Unisys Corp.
United Airlines (UAL Corp.)
US Airways Group
US Bancorp
Verizon Communications
Visteon Corp.
Wachovia Corp.
Walgreen Co.
Walt Disney Co.

CITY
Fairfield
Minneapolis
DetroitBoston
New York
Hartford
Morristown
ChicagoPurchase
BostonLexington
Columbus
Philadelphia
New York
New York
Pittsburgh
Whitehouse Station
New York
Redmond
New York
Schaumburg
Columbus
New York
SeattleNew York
Cambridge
New York
Cincinnati
Teterboro
Englewood
Lexington
Winston-Salem
SeattleSan Antonio
MadisonHoffman Estates
San Diego
RestonSt. PaulSeattleWhite Plains
Palo Alto
Minneapolis
DallasBlue BellElk Grove
Arlington
Minneapolis
New York
Dearborn
Charlotte
Deerfield
Burbank

STATE
CT
MN
MI
MA
NY
CT
NJ
IL
NY
MA
KY
OH
PA
NY
NY
PA
NJ
NY
WA
NY
IL
OH
NY
WA
NY
MA
NY
OH
NJ
CO
MA
NC
WA
TX
NJ
IL
CA
VA
MN
WA
NY
CA
MN
TX
PA
IL
VA
MN
NY
MI
NC
IL
CA

HRC RATING
86
86
86
86
86
86
86
86
86
86
86
86
86
86
86
86
86
86
86
86
86
86
86
86
86
86
86
86
86
86
86
86
86
86
86
86
86
86
86
86
86
86
86
86
86
86
86
86
86
86
86
86
86

HRC CORPORATE EQUALITY INDEX 2003 15

EMPLOYER NAME
Washington Mutual Savings Bank
Wellpoint Health Networks
Wells Fargo & Co.
Xcel Energy
Anheuser-BuschCalpine Corp.
Colgate-Palmolive Co.
Ernst & Young
Northrop Grumman Corp.
Reebok International
UnumProvident Corp.***
3M (Minnesota Mining and Manufacturing)
Abbott Laboratories
Air Products & Chemicals Inc.
Amazon.com
Amgen Inc.
Applied Materials Inc.
Bristol-Myers Squibb Co.
Campbell Soup Co.
Cinergy Corp.
Coca-Cola (The Coca-Cola Co.)
Consolidated Edison Co.
Cummins Inc.
Dell Computer Corp.
Delphi Automotive
Delta Airlines Inc.
Dole Food Co. Inc.
DTE Energy Co
Duke Energy
Edison International
Eli Lilly & Co.
Freddie Mac
Gateway Inc.
Georgia PacificInterpublic Group of Companies Inc.
Johnson & Johnson
Kellogg Co.
Kimberly-Clark
Lockheed Martin Corp.
Northeast Utilities System
Northwest Airlines Corp.
Oracle Corp.
PepsiCo Inc.
Pitney Bowes Inc.
PPG Industries
Principal Financial Group
Providian Financial Corp.
QUALCOMM Inc.
Ryder System Inc.
Sara Lee Corp.
SunTrust Banks Inc.
Supervalu
Tech Data Corp.

CITY
SeattleThousand Oaks
San Francisco
Minneapolis
St. Louis
San Jose
New York
New York
Los Angeles
Stoughton
Portland
St. PaulAbbot Park
Allentown
SeattleThousand Oaks
Santa Clara
New York
CamdenCincinnati
Atlanta
New York
Columbus
AustinTroy
AtlantaWestlake Village
DetroitCharlotte
Rosemead
Indianapolis
McLean
North Sioux City
Atlanta
New York
New Brunswick
Battle Creek
DallasBethesda
BerlinEagan
Redwood Shores
Purchase
Stamford
Pittsburgh
Des Moines
San Francisco
San Diego
Miami
ChicagoAtlanta
Eden Prairie
Clearwater

16 HRC CORPORATE EQUALITY INDEX 2003

STATE
WA
CA
CA
MN
MO
CA
NY
NY
CA
MA
ME
MN
IL
PA
WA
CA
CA
NY
NJ
OH
GA
NY
IN
TX
MI
GA
CA
MI
NC
CA
IN
VA
SD
GA
NY
NJ
MI
TX
MD
CT
MN
CA
NY
CT
PA
IA
CA
CA
FL
IL
GA
MN
FL

HRC RATING
86
86
86
86
79
79
79
79
79
79
79
71
71
71
71
71
71
71
71
71
71
71
71
71
71
71
71
71
71
71
71
71
71
71
71
71
71
71
71
71
71
71
71
71
71
71
71
71
71
71
71
71
71

EMPLOYER NAME

CITY

STATE

HRC RATING

Viacom Inc.
Whirlpool Corp.
Baxter International Inc.
ConocoPhillips
Deere & Co.
Illinois Tool Works Inc.
PNC Financial Services Group Inc.
Allegheny Energy
Altria Group Inc. (Philip Morris Companies Inc.)
Avon Products
Barnes & Noble Inc.
Caterpillar
Clorox Co.
DPR Construction
DuPont (E. I. du Pont de Nemours)
EMC Corp.
Estee Lauder Companies
Gap Inc.
General Dynamics Corp.
Hallmark Cards Inc.
Health Net Inc.
Hilton Hotels Corp.
Home Depot
Host Marriott
J.C. Penney Corp. Inc.
Kmart Corp.
Kroger Co., The
Liz Claiborne Inc.
MassMutual Life Insurance
Mattel Inc.
MBNA Corp.
McDonald’s Corp.
Navistar International
Nextel Communications
Owens Corning
PPL Corp.
Progressive (The Progressive Corp.)
Safeway Inc.
Software House International
Williams Companies Inc.
Pathmark Stores Inc.
AnthemAutoZone Inc.
Avnet Inc.
Carlson Companies Inc.
Coca-Cola Enterprises
Costco Wholesale Corp.
Dana Corp.
H. E. Butt Grocery Co.
Humana Inc.
KB HomeMarriott International

New York
Benton Harbor
Deerfield
Houston
MolineGlenview
Pittsburgh
Hagerstown
New York
New York
New York
PeoriaOakland
Redwood City
Wilmington
Hopkinton
New York
San Francisco
Falls Church
Kansas City
Woodland Hills
Beverly Hills
Atlanta
Bethesda
Plano
Troy
Cincinnati
New York
Springfield
El Segundo
Wilmington
Oakbrook
Warrenville
RestonToledoAllentown
Mayfield Village
OaklandSomerset
Tulsa
Woodbridge
Indianapolis
MemphisGreat Neck
Minneapolis
AtlantaIssaquah
ToledoSan Antonio
Louisville
Los Angeles
Bethesda

NY
MI
IL
TX
IL
IL
PA
MD
NY
NY
NY
IL
CA
CA
DE
MA
NY
CA
VA
MO
CA
CA
GA
MD
TX
MI
OH
NY
MA
CA
DE
IL
IL
VA
OH
PA
OH
CA
NJ
OK
NJ
IN
TN
NY
MN
GA
WA
OH
TX
KY
CA
MD

71
71
64
64
64
64
64
57
57
57
57
57
57
57
57
57
57
57
57
57
57
57
57
57
57
57
57
57
57
57
57
57
57
57
57
57
57
57
57
57
50
43
43
43
43
43
43
43
43
43
43
43

HRC CORPORATE EQUALITY INDEX 2003 17

EMPLOYER NAME

CITY

STATE

HRC RATING

Marsh & McLennan
Office Depot Inc.
Omnicom Group
PacifiCare Health Systems
Seagate Technology Inc.
Southwest Airlines
State Farm Group
Toys “R” Us Inc.
Vertis
Wal-Mart Stores Inc.
AIG (American International Group)
Albertson’s Inc.
Archer Daniels Midland Co.
Automatic Data Processing Inc.
Bank of New York Co.
Bethlehem Steel Corp.
Circuit City Stores Inc.
Emerson Electric Co.
FedEx Corp.
Genuine Parts Co.
H. J. Heinz Co.
Harrah’s Entertainment Inc.
Hormel Foods Corp.
Lear Corp.
May Department Stores Co., The
Maytag Corp.
MeadWestvaco Corp.
New York Life Insurance Co.
Newell Rubbermaid Inc.
R.R. Donnelley & Sons
RadioShack Corp.
Rite Aid Corp.
Rohm & Haas
Sprint Corp.
Staples Inc.
TIAA-CREF
United Parcel Service (UPS)
Wyeth
Aramark Corp.
Domino’s Inc.
Exxon Mobil Corp.
Meijer Inc.
National Gypsum

New York
Delray Beach
New York
Santa Ana
Scotts Valley
DallasBloomington
Framingham
Baltimore
Bentonville
New York
Boise
DecaturRoselandNew York
Bethlehem
Richmond
St. Louis
MemphisAtlanta
Pittsburgh
Las Vegas
AustinSouthfield
St. Louis
North Newton
Stamford
New York
Freeport
ChicagoFort WorthCamp Hill
Philadelphia
Overland Park
WestboroughNew York
Atlanta
MadisonPhiladelphia
Ann Arbor
IrvingGrand Rapids
Charlotte

NY
FL
NY
CA
CA
TX
IL
MA
MD
AR
NY
ID
IL
NJ
NY
PA
VA
MO
TN
GA
PA
NV
MN
MI
MO
IA
CT
NY
IL
IL
TX
PA
PA
KS
MA
NY
GA
NJ
PA
MI
TX
MI
NC

43
43
43
43
43
43
43
43
43
43
29
29
29
29
29
29
29
29
29
29
29
29
29
29
29
29
29
29
29
29
29
29
29
29
29
29
29
29
14
14
14
14
14

* It appears that a significant shareholder of Coors Brewing Co. stock may have supported an institution whose mission includes undermining the goal of GLBT equality.
To HRC’s knowledge, such support has not affected the company’s policies or practices related to it GLBT employees.
** It appears that a significant shareholder of Qwest Communications International Inc. stock may have supported an institution whose mission includes undermining thegoal of GLBT equality. To HRC’s knowledge, such support has not affected the company’s policies or practices related to it GLBT employees.
*** It appears that a significant shareholder of UnumProvident Corp. stock may have supported an institution whose mission includes undermining the goal of GLBT
equality. To HRC’s knowledge, such support has not affected the company’s policies or practices related to it GLBT employees.

18 HRC CORPORATE EQUALITY INDEX 2003

APPENDIX 4. CORPORATE EQUALITY INDEX SCORES
for Fortune 500 and Forbes 200 Companies (sorted alphabetically)
EMPLOYER NAME

CITY

STATE

HRC RATING

3M (Minnesota Mining and Manufacturing)
Abbott Laboratories
Aetna Inc.
Agilent Technologies Inc.
AIG (American International Group)
Air Products & Chemicals Inc.
Albertson’s Inc.
Allegheny Energy
Allstate (The Allstate Corp.)
Altria Group Inc. (Philip Morris Companies Inc.)
Amazon.com
American Airlines (AMR Corp.)
American Express Co.
Amgen Inc.
Anheuser-Busch
Anthem
AOL Time Warner Inc.
Apple Computer Inc.
Applied Materials Inc.
Aramark Corp.
Archer Daniels Midland Co.
AT&T Corp.
Automatic Data Processing Inc.
AutoZone Inc.
Avaya Inc.
Avnet Inc.
Avon ProductsBank of America Corp.
Bank of New York Co.
Bank One Corp.
Barnes & Noble Inc.
Baxter International Inc.
BellSouth Corp.
Bethlehem Steel Corp.
Boeing (The Boeing Co.)
Booz Allen Hamilton Inc.
Borders Group Inc.
Bristol-Myers Squibb Co.
Calpine Corp.
Campbell Soup Co.
Capital One Financial Corp.
Cargill Inc.
Carlson Companies Inc
Caterpillar
Cendant Corp.
Charles Schwab (The Charles Schwab Corp.)
ChevronTexaco Corp.
Chubb Corp.

St. PaulAbbot Park
Hartford
Palo Alto
New York
Allentown
Boise
Hagerstown
Northbrook
New York
SeattleDallas-Fort Worth Airport
New York
Thousand Oaks
St. Louis
Indianapolis
New York
CupertinoSanta Clara
Philadelphia
Decatur
New York
RoselandMemphisBasking Ridge
Great Neck
New York
Charlotte
New York
ChicagoNew York
Deerfield
Atlanta
Bethlehem
SeattleMcLeanAnn Arbor
New York
San Jose
CamdenFalls Church
Minneapolis
Minneapolis
PeoriaNew York
San Francisco
San Ramon
Warren

MN
IL
CT
CA
NY
PA
ID
MD
IL
NY
WA
TX
NY
CA
MO
IN
NY
CA
CA
PA
IL
NY
NJ
TN
NJ
NY
NY
NC
NY
IL
NY
IL
GA
PA
WA
VA
MI
NY
CA
NJ
VA
MN
MN
IL
NY
CA
CA
NJ

71
71
100
86
29
71
29
57
86
57
71
100
86
71
79
43
86
100
71
14
29
86
29
43
100
43
57
86
29
100
57
64
86
29
86
86
86
71
79
71
100
86
43
57
86
86
86
86

HRC CORPORATE EQUALITY INDEX 2003 19

EMPLOYER NAME

CITY

STATE

HRC RATING

Cigna Corp.
Cinergy Corp.
Circuit City Stores Inc.
Cisco Systems
Citigroup Inc.
Clorox Co.
Coca-Cola (The Coca-Cola Co.)
Coca-Cola Enterprises
Colgate-Palmolive Co.
ConocoPhillips
Consolidated Edison Co.
Continental Airlines
Coors Brewing (Adolph Coors Co.)*
Costco Wholesale Corp.
Cummins Inc.
Dana Corp.
Darden Restaurants
Deere & Co.
Dell Computer Corp.
Delphi Automotive
Delta Airlines Inc.
Dole Food Co. Inc.
Domino’s Inc.
Dow Chemical Co.
DPR Construction
DTE Energy Co
Duke Energy
DuPont (E. I. du Pont de Nemours)
Eastman Kodak Co.
Edison International
Electronic Data Systems Corp. (EDS)
Eli Lilly & Co.
EMC Corp.
Emerson Electric Co.
Ernst & Young
Estee Lauder Companies
Exxon Mobil Corp.
Fannie MaeFederated Department Stores
FedEx Corp.
FleetBoston Financial Corp.
Ford Motor Co.
Freddie Mac
Gannett Co. Inc.
Gap Inc.
Gateway Inc.
General Dynamics Corp.
General Electric Co.
General Mills Inc.
General Motors Corp.
Genuine Parts Co.
Georgia PacificGillette Co., The

Philadelphia
Cincinnati
Richmond
San Jose
New York
OaklandAtlantaAtlanta
New York
HoustonNew York
HoustonGoldenIssaquah
Columbus
ToledoOrlandoMolineAustinTroy
AtlantaWestlake Village
Ann Arbor
Midland
Redwood City
DetroitCharlotte
Wilmington
Rochester
Rosemead
Plano
Indianapolis
Hopkinton
St. Louis
New York
New York
IrvingWashington
Cincinnati
MemphisBostonDearborn
McLeanArlington
San Francisco
North Sioux City
Falls Church
Fairfield
Minneapolis
DetroitAtlantaAtlanta
Boston

PA
OH
VA
CA
NY
CA
GA
GA
NY
TX
NY
TX
CO
WA
IN
OH
FL
IL
TX
MI
GA
CA
MI
MI
CA
MI
NC
DE
NY
CA
TX
IN
MA
MO
NY
NY
TX
DC
OH
TN
MA
MI
VA
VA
CA
SD
VA
CT
MN
MI
GA
GA
MA

86
71
29
86
86
57
71
43
79
64
71
86
86
43
71
43
86
64
71
71
71
71
14
86
57
71
71
57
100
71
86
71
57
29
79
57
14
86
86
29
86
86
71
86
57
71
57
86
86
86
29
71
86

20 HRC CORPORATE EQUALITY INDEX 2003

EMPLOYER NAME

CITY

STATE

HRC RATING

Goldman Sachs Investment Banking
H. E. Butt Grocery Co.
H. J. Heinz Co.
Hallmark Cards Inc.
Harrah’s Entertainment Inc.
Hartford Financial Services Co.
Health Net Inc.
Hewlett-Packard Co.
Hilton Hotels Corp.
Home Depot
Honeywell International Inc.
Hormel Foods Corp.
Host Marriott
Humana Inc.
Hyatt Hotels Corp. (H Group Holding)
IBM (International Business Machines Corp.)
Illinois Tool Works Inc.
Intel Corp.
International Paper Co.
Interpublic Group of Companies Inc.
J.C. Penney Corp. Inc.
J.P. Morgan Chase & Co.
John Hancock Financial Services Inc.
Johnson & Johnson
KB Home
Kellogg Co.
Kimberly-Clark
Kmart Corp.
Kroger Co., The
Lear Corp.
Lehman Brothers Holdings
Levi Strauss & Co.
Lexmark International Inc.
Limited Brands Inc.
Lincoln National Corp.
Liz Claiborne Inc.
Lockheed Martin Corp.
Lucent Technologies Inc.
Marriott International
Marsh & McLennan
MassMutual Life Insurance
Mattel Inc.
May Department Stores Co., The
Maytag Corp.
MBNA Corp.
McDonald’s Corp.
McGraw-Hill (The McGraw-Hill Companies Inc.)
McKinsey & Co. Inc.
MeadWestvaco Corp.
Meijer Inc.
Mellon Financial Corp.
Merck & Co. Inc.
Merrill Lynch & Co.

New York
San Antonio
Pittsburgh
Kansas City
Las Vegas
Hartford
Woodland Hills
Palo Alto
Beverly Hills
AtlantaMorristown
AustinBethesda
Louisville
ChicagoArmonkGlenview
Santa Clara
Purchase
New York
Plano
New York
BostonNew Brunswick
Los Angeles
Battle Creek
DallasTroy
Cincinnati
Southfield
New York
San Francisco
Lexington
Columbus
Philadelphia
New York
Bethesda
Murray Hill
Bethesda
New York
Springfield
El Segundo
St. Louis
North Newton
Wilmington
Oakbrook
New York
New York
Stamford
Grand Rapids
Pittsburgh
Whitehouse Station
New York

NY
TX
PA
MO
NV
CT
CA
CA
CA
GA
NJ
MN
MD
KY
IL
NY
IL
CA
NY
NY
TX
NY
MA
NJ
CA
MI
TX
MI
OH
MI
NY
CA
KY
OH
PA
NY
MD
NJ
MD
NY
MA
CA
MO
IA
DE
IL
NY
NY
CT
MI
PA
NJ
NY

86
43
29
57
29
86
57
100
57
57
86
29
57
43
86
100
64
100
86
71
57
100
86
71
43
71
71
57
57
29
100
100
86
86
86
57
71
100
43
43
57
57
29
29
57
57
86
86
29
14
86
86
86

HRC CORPORATE EQUALITY INDEX 2003 21

EMPLOYER NAME

CITY

STATE

HRC RATING

MetLife (Metropolitan Life Insurance)
Microsoft Corp.
Morgan Stanley
Motorola Inc.
National Gypsum
Nationwide
Navistar International
NCR Corp.
New York Life Insurance Co.
New York Times Co.
Newell Rubbermaid Inc.
Nextel Communications
Nike Inc.
Nordstrom Inc.
Northeast Utilities System
Northrop Grumman Corp.
Northwest Airlines Corp.
Office Depot Inc.
Omnicom Group
Oracle Corp.
Owens Corning
PacifiCare Health Systems
Pathmark Stores Inc.
PepsiCo Inc.
Pfizer Inc.
PG&E Corp.
Pitney Bowes Inc.
PNC Financial Services Group Inc.
Polaroid Corp.
PPG Industries
PPL Corp.
PricewaterhouseCoopers
Principal Financial Group
Procter & Gamble (The Procter & Gamble Co.)
Progressive (The Progressive Corp.)
Providian Financial Corp.
Prudential Financial Inc.
QUALCOMM Inc.
Quest Diagnostics
Qwest Communications International Inc.**
R.R. Donnelley & Sons
RadioShack Corp.
Raytheon Co.
Reebok International
Rite Aid Corp.
RJ Reynolds Tobacco
Rohm & Haas
Ryder System Inc.
SAFECO Corp.
Safeway Inc.
Sara Lee Corp.
SBC Communications Inc.
S.C. Johnson & Son Inc.

New York
Redmond
New York
Schaumburg
Charlotte
Columbus
Warrenville
Dayton
New York
New York
Freeport
RestonBeaverton
SeattleBerlinLos Angeles
Eagan
Delray Beach
New York
Redwood Shores
ToledoSanta Ana
Woodbridge
Purchase
New York
San Francisco
Stamford
Pittsburgh
Cambridge
Pittsburgh
Allentown
New York
Des Moines
Cincinnati
Mayfield Village
San Francisco
NewarkSan Diego
Teterboro
Englewood
ChicagoFort Worth
Lexington
Stoughton
Camp Hill
Winston-Salem
Philadelphia
Miami
SeattleOakland
ChicagoSan Antonio
Racine

NY
WA
NY
IL
NC
OH
IL
OH
NY
NY
IL
VA
OR
WA
CT
CA
MN
FL
NY
CA
OH
CA
NJ
NY
NY
CA
CT
PA
MA
PA
PA
NY
IA
OH
OH
CA
NJ
CA
NJ
CO
IL
TX
MA
MA
PA
NC
PA
FL
WA
CA
IL
TX
WI

100
86
86
86
14
86
57
100
29
86
29
57
100
86
71
79
71
43
43
71
57
43
50
71
86
100
71
64
86
71
57
86
71
86
57
71
100
71
86
86
29
29
86
79
29
86
29
71
86
57
71
86
100

22 HRC CORPORATE EQUALITY INDEX 2003

EMPLOYER NAME

CITY

STATE

HRC RATING

Schering-Plough Corp.
Seagate Technology Inc.
Sears, Roebuck and Co.
Sempra Energy
SLM Corp. (Sallie Mae)
Software House International
Southwest Airlines
Sprint Corp.
St. Paul Companies
Staples Inc.
Starbucks Corp.
Starwood Hotels & Resorts Worldwide
State Farm GroupSun Microsystems
SunTrust Banks Inc.
Supervalu
Target Corp.
Tech Data Corp.
Texas Instruments Inc.
TIAA-CREF
Toys “R” Us Inc.
Unisys Corp.
United Airlines (UAL Corp.)
United Parcel Service (UPS)
UnumProvident Corp.***
US Airways Group
US Bancorp
Verizon Communications
VertisViacom Inc.
Visteon Corp.
Wachovia Corp.
Wal-Mart Stores Inc.
Walgreen Co.
Walt Disney Co.
Washington Mutual Savings Bank
Wellpoint Health Networks
Wells Fargo & Co.
Whirlpool Corp.
Williams Companies Inc.
Wyeth
Xcel Energy
Xerox Corp.

MadisonScotts Valley
Hoffman Estates
San Diego
RestonSomerset
DallasOverland Park
St. PaulWestboroughSeattleWhite Plains
Bloomington
Palo AltoAtlanta
Eden Prairie
Minneapolis
Clearwater
DallasNew York
Framingham
Blue BellElk Grove
Atlanta
Portland
Arlington
Minneapolis
New York
Baltimore
New York
Dearborn
Charlotte
Bentonville
Deerfield
Burbank
SeattleThousand Oaks
San Francisco
Benton Harbor
Tulsa
MadisonMinneapolis
Stamford

NJ
CA
IL
CA
VA
NJ
TX
KS
MN
MA
WA
NY
IL
CA
GA
MN
MN
FL
TX
NY
MA
PA
IL
GA
ME
VA
MN
NY
MD
NY
MI
NC
AR
IL
CA
WA
CA
CA
MI
OK
NJ
MN
CT

86
43
86
86
86
57
43
29
86
29
86
86
43
86
71
71
86
71
86
29
43
86
86
29
79
86
86
86
43
71
86
86
43
86
86
86
86
86
71
57
29
86
100

* It appears that a significant shareholder of Coors Brewing Co. stock may have supported an institution whose mission includes undermining the goal of GLBT equality.
To HRC’s knowledge, such support has not affected the company’s policies or practices related to it GLBT employees.
** It appears that a significant shareholder of Qwest Communications International Inc. stock may have supported an institution whose mission includes undermining thegoal of GLBT equality. To HRC’s knowledge, such support has not affected the company’s policies or practices related to it GLBT employees.
*** It appears that a significant shareholder of UnumProvident Corp. stock may have supported an institution whose mission includes undermining the goal of GLBT
equality. To HRC’s knowledge, such support has not affected the company’s policies or practices related to it GLBT employees.

HRC CORPORATE EQUALITY INDEX 2003 23

APPENDIX 5. CORPORATE EQUALITY INDEX SCORES
for Other Companies With At Least 500 Employees (sorted alphabetically)
EMPLOYER NAME

CITY

STATE

HRC RATING

A.G. Edwards Inc.
Abercrombie & Fitch Co.
ABN AMRO
Accenture
Adobe Systems Inc.
Advanced Digital Information Corp.
Advanced Micro Devices
Agouron Pharmaceuticals
American President Lines
ArhausAventis Pharmaceuticals Inc.
Baldor Electric Co.
Baltimore Gas & Electric Co.
Bausch & Lomb Inc.
Bayer Corp.
Bear Creek Corp.
Ben and Jerry’s Homemade Inc.
Biovail Pharmaceuticals Inc.
Blockbuster Inc.
BP (formerly BP Amoco)
Bridgestone Americas Holding Inc. (Firestone)
Cambridge Technology Group
Celestial Seasonings
Cerner Corp.
ChoicePoint Inc.
Cingular WirelessComark Inc.
Compass Group North America
Cracker Barrel Restaurants (CBRL Group Inc.)
Credit Suisse First Boston
D&B (The Dun & Bradstreet Corp.)
Daimler Chrysler Corp.
Deloitte & Touche
Deluxe Corp.
Deutsche Bank
Digitaria Interactive Inc.
Donna Karan
Dow Jones & Co. Inc.
E*TRADE Group Inc.
EarthLink Inc.
Franklin Templeton Investments
Gallup Organization, The
Genentech
GlaxoSmithKline Inc.
Hannaford Brothers
Harris Trust & Savings Bank
Harvard Pilgrim Health Care Inc.
Hasbro Inc.

St. Louis
New Albany
ChicagoChicagoSan Jose
RedmondSunnyvale
La Jolla
Oakland
Columbus
Bridgewater
Fort Smith
Baltimore
RochesterPittsburgh
MedfordSouth Burlington
Morrisville
Dallas
ChicagoNashville
Cambridge
Boulder
Kansas City
Alpharetta
Atlanta
Bloomingdale
Charlotte
LebanonNew York
Murray Hill
Auburn Hills
New York
Shoreview
New York
San Diego
New York
New York
Menlo Park
Atlanta
San Mateo
Princeton
San Francisco
Research Triangle Park
Scarborough
ChicagoWellesley
Pawtucket

MO
OH
IL
IL
CA
WA
CA
CA
CA
OH
NJ
AR
MD
NY
PA
OR
VT
NC
TX
IL
TN
MA
CO
MO
GA
GA
IL
NC
TN
NY
NJ
MI
NY
MN
NY
CA
NY
NY
CA
GA
CA
NJ
CA
NC
ME
IL
MA
RI

43
71
86
86
71
29
71
57
43
57
71
29
43
100
29
64
71
57
71
86
57
43
43
29
100
86
29
57
29
86
57
86
86
71
100
57
57
43
86
86
29
57
86
86
29
86
86
29

24 HRC CORPORATE EQUALITY INDEX 2003

EMPLOYER NAME

CITY

STATE

HRC RATING

Heller, Ehrman, White & McAuliffe
Hewitt Associates
Hoffmann-La Roche Inc.
Howard & Howard Attorneys, PC
Imation Corp.
Instinet Group Inc.
Jenner & Block
Kaiser Permanente Foundation Health Plan Inc.
Keane Inc.
Knight Ridder
KPMG LLP
Kraft Foods Inc.
L.L. Bean Inc.
Latrobe Brewing Co.
Lauren International
Lillian Vernon Corp.
Marimba Inc.
Men’s Wearhouse Inc., The
Miller Brewing Co.
Mitchell Gold Co.
Morningstar Inc.
Morrison & Foerster
N. W. Ayer & Partners
Nestle Purina PetCare Co.
Nims Associates Inc.
Northern Telecom Inc.
Northern Trust Corp.
Ortho-Neutrogena
PacifiCorp
Pennzoil-Quaker State Co.
Perkins & Will
Perot Systems Corp.
Prime Access Inc.
Quaker Oats Co.
Quantum Corp.
Quark Inc.
Replacements Ltd.
Reuters America Holdings Inc.
Rockwell Collins
SAP America
Scholastic Corp.
Scudder Kemper Investments
SGI (Silicon Graphics Inc.)
Shaw Industries Inc.
Shell Oil Co.
Siemens Energy & Automation Inc.
SRA International Inc.
Subaru of America Inc.
TAP Pharmaceutical Products Inc.
Times Mirror Co.
Toyota Motor Manufacturing North America Inc.
Travelers Property Casualty Corp.

San Francisco
Lincolnshire
NutleyBloomfield Hills
OakdaleNew York
ChicagoOakland
BostonSan Jose
Montvale
Northfield
Freeport
Latrobe
New Philadelphia
New Rochelle
Mountain View
HoustonMilwaukee
Taylorsville
ChicagoSan Francisco
New York
St. Louis
Decatur
Nashville
ChicagoLos Angeles
PortlandHouston
ChicagoDallasNew York
ChicagoMilpitas
DenverGreensboro
New York
PomonaNewton Square
New York
New York
Mountain View
DaltonHoustonAlpharetta
Fairfax
Cherry Hill
Lake Forest
Los Angeles
ErlangerHartford

CA
IL
NJ
MI
MN
NY
IL
CA
MA
CA
NJ
IL
ME
PA
OH
NY
CA
TX
WI
NC
IL
CA
NY
MO
IL
TN
IL
CA
OR
TX
IL
TX
NY
IL
CA
CO
NC
NY
CA
PA
NY
NY
CA
GA
TX
GA
VA
NJ
IL
CA
KY
CT

86
86
86
50
79
57
86
86
71
71
86
86
57
43
29
71
57
71
86
100
29
100
43
29
71
43
86
43
86
43
71
14
86
57
71
86
100
57
43
57
86
43
86
14
86
71
29
86
57
57
71
71

HRC CORPORATE EQUALITY INDEX 2003 25

EMPLOYER NAME

CITY

STATE

HRC RATINGUBS (Paine Webber)
University Hospitals of Cleveland
Verio Inc.
Visa International
Vision Service Plan
Vivendi Universal
Volkswagen of America Inc.
Wainwright Bank
Whole Foods Market Inc.
Working Assets Funding Service
Worldspan L.P.
WPP Group USA

New York
Cleveland
Englewood
Foster City
Rancho Cordova
New York
Auburn Hills
BostonAustinSan Francisco
Atlanta
New York

NY
OH
CO
CA
CA
NY
MI
MA
TX
CA
GA
NY

86
71
71
71
86
71
71
86
57
71
100
57

26 HRC CORPORATE EQUALITY INDEX 2003

www.hrc.org/worknet
A project of the Human Rights Campaign Foundation, 1640 Rhode Island Ave., N.W., Washington, DC 20036
8/2003