The Clorox Company Earns Fourth Conse...

The Clorox Company Earns Fourth Consecutive 100 Percent Rating on...

There are 16 comments on the CSRwire.com story from Sep 19, 2009, titled The Clorox Company Earns Fourth Consecutive 100 Percent Rating on.... In it, CSRwire.com reports that:

The Clorox Company today announced its fourth consecutive year of earning a top rating of 100 percent on the Human Rights Campaign's Corporate Equality Index.

Join the discussion below, or Read more at CSRwire.com.

Since: Jul 08

Location hidden

#1 Sep 19, 2009
Big Deal ..... NOT it's fixed anyway and any company can buy their way into a 100% rating with enough sponsership money.

“Love thy neighbor!”

Since: Dec 06

Westland , MI

#2 Sep 19, 2009
WoW!! I read the whole article and I offer my congratulations to the Clorex Company. I buy many of their products already, but will be certain to intentionally purchase them from now on.

Since: Dec 08

Toronto, ON, Canada

#3 Sep 19, 2009
If my next dog happens to have white fur, I'll name it "Clorox". It sounds like a good dog name.

It's nice to hear about another company getting a perfect score.

Since: Jul 08

Location hidden

#4 Sep 20, 2009
Clorox got their 100% rating simple by writing a BIg check to the HRC Mothershipthere Nothing to it anyone can do it Hell !! Focus on the Family could get a 100% rating with HRC just as easy

“EQUAL RIGHTS”

Since: Feb 08

NO MORE-NO LESS

#5 Sep 20, 2009
Brandi P wrote:
Clorox got their 100% rating simple by writing a BIg check to the HRC Mothershipthere Nothing to it anyone can do it Hell !! Focus on the Family could get a 100% rating with HRC just as easy
the problem with your reasoning is that focus on the family does not believe in human rights. the "leader" of focus would never say:

Clorox Chairman and CEO Don Knauss said, "At Clorox, we believe it doesn't matter if you're black or white, gay or straight, tall or short. What matters is the kind of human being you are - your character."

“Love thy neighbor!”

Since: Dec 06

Westland , MI

#6 Sep 20, 2009
Brandi P wrote:
Clorox got their 100% rating simple by writing a BIg check to the HRC Mothershipthere Nothing to it anyone can do it Hell !! Focus on the Family could get a 100% rating with HRC just as easy
Please direct me to the source of your information.

Since: Jul 08

Location hidden

#7 Sep 20, 2009
You totally mised the point on my post. It wasn't an reflextion on the Clorox Company but on HRC and how Flawed their rating system is and has been for years that's no secret and less people put stock in it now then in the passed.
allie topeka wrote:
<quoted text>
the problem with your reasoning is that focus on the family does not believe in human rights. the "leader" of focus would never say:
Clorox Chairman and CEO Don Knauss said, "At Clorox, we believe it doesn't matter if you're black or white, gay or straight, tall or short. What matters is the kind of human being you are - your character."

“EQUAL RIGHTS”

Since: Feb 08

NO MORE-NO LESS

#8 Sep 20, 2009
Brandi P wrote:
You totally mised the point on my post. It wasn't an reflextion on the Clorox Company but on HRC and how Flawed their rating system is and has been for years that's no secret and less people put stock in it now then in the passed.
<quoted text>
sorry, but that is not what you said:)

“Love thy neighbor!”

Since: Dec 06

Westland , MI

#9 Sep 20, 2009
Brandi P wrote:
You totally mised the point on my post. It wasn't an reflextion on the Clorox Company but on HRC and how Flawed their rating system is and has been for years that's no secret and less people put stock in it now then in the passed.
<quoted text>
Anything that has been bandied about with no substantiation is not fact. Facts on a flawed system would be appreciated.

Since: Jul 08

Location hidden

#10 Sep 21, 2009
Facts ! Ok here's Facts
Equally disturbing, the HRC has announced that the CEI criteria will not be updated or corrected for 2010:

"...we will continue to use the rating system we have used since the 2006 Corporate Equality Index. We are committed to giving at least one year's notice for the rating system to change."[10]

Where is the commitment to trans-employees who are denied access to medically necessary care as a consequence of these broken criteria? Corporations who never deserved perfect CEI scores in prior years certainly do not deserve a free pass for another fraudulent perfect score in 2010. It seems unconscionable for the HRC to prolong the suffering of gender dysphoric employees and dependents for the purpose of rewarding health care discrimination.

Please join me in writing Joe Solmonese, Executive Director of the HRC,[11] to press the HRC to require fair access to hormonal and surgical transition care for a perfect 100% score in the 2010 Corporate Equality Index. I also urge you to contact the chief executives of the genuine 100% GLBT inclusive employers, listed below,[12] who already provide hormone and surgical transition care benefits without recognition by the HRC. Thank them for walking the walk, and give them your business and recommend them to friends and colleagues.

Since: Jul 08

Location hidden

#11 Sep 21, 2009
Moreover, the Human Rights Campaign continues to reward, with 100% scores, employers who promote false stereotypes of mental illness for gender variant or transcendent workers. Corporations with discriminatory practices based on these stereotypes still remain eligible for perfect CEI scores. The current CEI criteria allow them to cover mental health counseling for the purpose of "changing" gender identity, discouraging transition or driving trans employees into the closet (known as gender-reparative therapies) and simultaneously deny all benefits for hormonal and surgical transition care.

Such benefit policies reinforce negative psychiatric stereotypes and contribute to a hostile workplace environment. For example, a transsexual woman at my own employer was demeaned and ridiculed as mentally disordered by her supervisor, who told her,

"I don't know why a 'man' would want to cross-dress. You know, the company will pay to fix this condition." [8]

She was terminated during her transition.

Again, there is no stipulation in the CEI selection criteria to suggest that mental health care coverage offered by a 100% company must actually be in support of transition or respectful to the affirmed gender identity of the employee. Of 260 total employers awarded perfect 100% CEI ratings in 2009, over half of them (138) simultaneously cover mental health counseling and deny all surgical benefits to transitioning employees.[9] This raises concern of a growing prevalence of the mental illness stereotype among executives awarded 100% scores by the HRC.

Since: Jul 08

Location hidden

#12 Sep 21, 2009
The resulting barriers to health care extend far beyond medical transition itself. Health policy exclusions are often very broadly worded, with phrases such as:

"All expenses related to gender reassignment, including those related to complications arising from such services." [6]

And:

"[treatment] not appropriate based on the gender of the patient."

Thus, post-transition hormone replacement therapy (HRT) that is offered to all other employees may be denied to trans-employees strictly on the basis of their gender identity with consequential medical risk. Coverage for many conditions prevalent among birth-assigned females may be arbitrarily denied to trans-women, if the conditions may be constructed as "complications" of transition. The converse is true for transmen. Also, transmen and transwomen regardless of surgical status may be denied care under the second exclusionary statement, because they possess atypical physiology. For example, the tragic death of Mr. Robert Eads, a trans-man who was similarly refused treatment for ovarian cancer, is chronicled in the award-winning documentary, Southern Comfort.[7] Employers who deny medically necessary transition care, as well as equitable health benefits unrelated to transition, for transsexual employees are not merely rewarded by the HRC, they are held up as models of perfection.

Since: Jul 08

Location hidden

#13 Sep 21, 2009
According to the Employer Database search tool on the HRC web site,[3] the total number of employers surveyed rose slightly to 11,403 from 11,369 last year. While companies given 100% scores rose 1/3, from 195 to 260, the number of 100% CEI employers who cover surgical transition procedures fell from 55 to 47. Firms with 100% scores who cover hormone benefits fell from 85 to 83, and those with top 100% scores who cover transition medical visits fell from 76 to 68. Most disturbing, the number of employers given 100% CEI scores who specifically exclude surgical transition care rose 65% since 2008 -- from 117 to 193. Clearly, the "rapidly emerging trend" is that access to transition care benefits is getting worse among a majority of employers awarded perfect scores by the HRC.

The problem lies in the selection criteria used by the HRC to award CEI scores. Health insurance access for transitioning individuals is only worth five points, and only one of five types of health benefits is required to score all five. They are listed as: "Counseling by a mental health professional; pharmacy benefits covering hormone therapy; medical visits to monitor the effects of hormone therapy and other associated lab procedures; medically necessary surgical procedures such as hysterectomy; or short-term disability leave for surgical procedures."[4] In sharp contrast, domestic partner benefits total 25 of 100 points in the CEI score. Three different types of domestic partner benefits (health insurance; COBRA, dental, vision and legal dependent coverage; plus at least three from a list of other benefits) must be offered by the employer to receive a perfect 100% score.

Consequently, employers have no incentive to offer hormonal or surgical coverage to transitioning employees, and companies who do offer medical transition benefits are not recognized or appreciated. This is in spite of a policy announcement by the American Medical Association last year calling for health insurance coverage of these treatments for what it termed "a serious medical condition" [5] The current CEI criteria send a clear message to employers that the health and lives of transitioning workers are not valued within the GLBT community.

Since: Jul 08

Location hidden

#14 Sep 21, 2009
his week, the Human Rights Campaign released its 2009 State of the Workplace report and Corporate Equality Index (CEI) ratings of large US employers for GLBT inclusive policies and practices.[1] Perfect 100% ratings were awarded to a record 260 major companies, up from 195 in 2008. In a press release from Workplace Project Manager Samir Luther, the HRC boasted that 175 of the Fortune-500 businesses and 60 of the Fortune-100 firms now have gender identity protection in their employment policies.[2] True enough, the CEI has been influential in encouraging inclusion of gender identity in equal opportunity policies at major employers. However, health benefit equity for transitioning and transitioned employees requiring hormonal or surgical transition care was a very different story in the 2009 index.

Despite years of objection by health advocates for the trans-community, the HRC continues to omit medically necessary transition care as a requirement for a perfect 100% CEI score. Employees who suffer distress with their physical sex characteristics or ascribed gender role (often termed gender dysphoria) are singled out by many employers for exclusion from coverage for corrective procedures that are not excluded for other employees. By rewarding these employers with 100% scores, the HRC perpetuates this discrimination.

For many trans-employees, the HRC Corporate Equality Index has itself become a major barrier to equality.

The HRC announcement painted a rosy picture of transition care benefits: "Removing discriminatory exclusions for medically necessary, transgender-specific treatment is a rapidly-emerging trend"[2] It noted that 18 of the Fortune 100 corporations now offer surgical coverage. But were gains among America's very largest corporations representative of employers surveyed in the 2009 CEI or of those given top ratings?
Spider

Alpharetta, GA

#15 Sep 21, 2009
Brandi P wrote:
Big Deal ..... NOT it's fixed anyway and any company can buy their way into a 100% rating with enough sponsership money.
Cheating is a republican notion. HRC doesn't swing that way. From the HRC foundation:

Corporate Equality Index: Is There a Fee to Participate?

"There is no fee for businesses to participate in or be recognized by the Corporate Equality Index -- this includes survey submission, all consultation provided by the HRC Foundation staff, access to our web resources and inclusion in the Corporate Equality Index report and Buying for Equality guide.

Businesses that earn 100 percent ratings are also included in the Best Places to Work list and invited to attend the annual CEI awards reception, held in early Spring in New York. Businesses are invited to help offset the costs associated with the awards reception.

As of 2008, copies of the printed CEI and Buying for Equality publications are no longer available free of charge. Businesses are asked to purchase copies of these printed publications for a nominal fee. The reports continue to be available for download from the website at www.hrc.org/cei at no charge.
Criteria and Donations to HRC

The CEI criteria are designed to recognize employers' engagement with the broader LGBT community, including financial or in-kind donations to LGBT organizations. The HRC Foundation does not require employers to make financial contributions to HRC in order to obtain credit for this criterion. The CEI is administered and run by staff of the Human Rights Campaign Foundation, the 501(c)(3) educational arm of the Human Rights Campaign, who do not have fundraising responsibilities."
http://www.hrc.org/issues/workplace/9558.htm
Spider

Alpharetta, GA

#16 Sep 21, 2009
Brandi P wrote:
his week, the Human Rights Campaign released its 2009 State of the Workplace report and Corporate Equality Index (CEI) ratings of large US employers for GLBT inclusive policies and practices.[1] Perfect 100% ratings were awarded to a record 260 major companies, up from 195 in 2008. In a press release from Workplace Project Manager Samir Luther, the HRC boasted that 175 of the Fortune-500 businesses and 60 of the Fortune-100 firms now have gender identity protection in their employment policies.[2] True enough, the CEI has been influential in encouraging inclusion of gender identity in equal opportunity policies at major employers. However, health benefit equity for transitioning and transitioned employees requiring hormonal or surgical transition care was a very different story in the 2009 index.
Despite years of objection by health advocates for the trans-community, the HRC continues to omit medically necessary transition care as a requirement for a perfect 100% CEI score. Employees who suffer distress with their physical sex characteristics or ascribed gender role (often termed gender dysphoria) are singled out by many employers for exclusion from coverage for corrective procedures that are not excluded for other employees. By rewarding these employers with 100% scores, the HRC perpetuates this discrimination.
For many trans-employees, the HRC Corporate Equality Index has itself become a major barrier to equality.
The HRC announcement painted a rosy picture of transition care benefits: "Removing discriminatory exclusions for medically necessary, transgender-specific treatment is a rapidly-emerging trend"[2] It noted that 18 of the Fortune 100 corporations now offer surgical coverage. But were gains among America's very largest corporations representative of employers surveyed in the 2009 CEI or of those given top ratings?
Transgender inclusive insurance requirement will be included on January 1, 2012
http://www.hrc.org/issues/workplace/cei_crite...

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