The 2025 Corporate Equality Index (CEI), published by the Human Rights Campaign (HRC) Foundation, marks another milestone in the journey toward inclusive workplaces for LGBTQ+ employees. Now in its 22nd year, the CEI remains the leading benchmarking tool for assessing and promoting LGBTQ+ workplace equality in the United States and globally. This year’s report highlights record-breaking participation and unprecedented growth in companies implementing comprehensive LGBTQ+ inclusion policies, benefits, and practices. It also underscores the challenges posed by ongoing political polarization and anti-LGBTQ+ rhetoric. This article delves into the key findings, achievements, and implications of the 2025 CEI.

Participation and Growth

The 2025 CEI achieved record participation with 1,449 major businesses evaluated, employing over 22 million workers in the United States alone. Among these, 765 companies scored a perfect 100, earning the prestigious “Equality 100 Award: Leader in LGBTQ+ Workplace Inclusion” designation. This represents a 28% increase in top scorers compared to the previous year, signaling corporate America’s growing commitment to fostering equitable workplaces.

Over 72 new companies participated in this year’s survey, spanning more than 35 industries. The report highlights that top-rated CEI employers come from every region of the United States and represent diverse sectors, including technology, healthcare, retail, and law. This expanding participation underscores the CEI’s influence as a roadmap for advancing LGBTQ+ workplace inclusion.

Key Criteria for Evaluation

The CEI evaluates companies based on four core pillars:

1. Workforce Protections: Companies must have non-discrimination policies explicitly covering “sexual orientation” and “gender identity” for all employees.

2. Inclusive Benefits: Equitable benefits must extend to same- and different-sex spouses, domestic partners, and transgender individuals, including access to medically necessary care.

3. Supporting an Inclusive Culture: Employers must demonstrate a sustained commitment to LGBTQ+ diversity through employee resource groups, training programs, and inclusive policies.

4. Corporate Social Responsibility: Companies must engage in public commitments to the LGBTQ+ community, such as supplier diversity programs, philanthropy, and advocacy for equality under the law.

Record Growth in Inclusive Benefits

One of the most significant areas of progress is the adoption of transgender-inclusive healthcare benefits. In 2002, no CEI-rated company provided such benefits. Today, 91% of CEI participants offer at least one plan that includes comprehensive transgender-inclusive coverage. Additionally, 1,112 companies have adopted gender transition guidelines, a notable increase from 660 in 2022. These guidelines help ensure transitioning employees receive consistent support from managers, HR, and peers.

Companies are also providing LGBTQ+ health benefits guides to help employees navigate their options without fear of outing themselves. This year, 75% of rated companies offered such guides, enhancing transparency and accessibility for employees and their families.

Expansion of Employee Resource Groups (ERGs)

ERGs continue to play a vital role in fostering inclusive workplace cultures. This year, 1,416 companies reported having ERGs or diversity councils focused on LGBTQ+ inclusion. Among these, 1,312 explicitly welcome both LGBTQ+ employees and allies, reflecting a broadening commitment to intersectional inclusion.

Corporate Advocacy

Many businesses have gone beyond internal policies to publicly advocate for LGBTQ+ rights. Over 1,000 CEI-rated companies demonstrated public commitment to the LGBTQ+ community through initiatives such as supporting Pride events, advertising inclusive messaging, and funding LGBTQ+ organizations. Additionally, 557 companies joined the HRC’s Business Coalition for the Equality Act, advocating for federal non-discrimination protections.

Challenges in a Polarized Landscape

Despite these achievements, the 2025 CEI acknowledges the increasingly complex environment businesses face. Over 600 anti-LGBTQ+ bills were introduced across the United States in 2024, many targeting transgender individuals. These legislative attacks have placed additional pressure on companies to reaffirm their commitments to inclusion.

Some businesses have faced backlash for their DEI (Diversity, Equity, and Inclusion) initiatives, with critics alleging these efforts are politically motivated. Yet, the data remains clear: inclusive workplaces drive innovation, attract top talent, and improve business outcomes. For example, a 2024 report from Boston Consulting Group found that companies with diverse leadership teams generate 19% more revenue from innovation compared to less diverse peers.

Stories of Impact

The CEI report includes personal accounts from employees whose lives have been transformed by inclusive workplace policies:

Imani’s Story: As a Black queer woman, Imani found belonging and professional growth through her company’s LGBTQ+ ERG. The group’s support enabled her to thrive both personally and professionally.

Alex’s Journey: Alex, a non-binary employee, shared how their workplace’s gender transition guide and inclusive culture allowed them to bring their full self to work. For the first time, they felt respected and valued.

- Carlos and Thomas: This married couple accessed inclusive family formation benefits to adopt a child, emphasizing the importance of equitable parental leave and adoption reimbursement programs.

These stories underscore the tangible impact of LGBTQ+ inclusion, highlighting how equitable policies create environments where employees feel safe, valued, and empowered.

Global Expansion of Equality

Beyond the U.S., the HRC Foundation’s Equidad/e programs have extended the CEI framework to Latin America. Programs in Mexico, Chile, Argentina, and Brazil have driven significant progress:

Equidad MX: In 2025, 261 companies in Mexico earned top ratings, a 716% increase since the program’s launch in 2016.

Equidad CL: Chile saw a 367% increase in top-scoring companies since its inaugural report in 2019.

Equidad AR and BR: Argentina and Brazil have also shown remarkable growth, with companies embracing domestic partner benefits, transgender-inclusive healthcare, and LGBTQ+ ERGs.

These programs have impacted nearly 25 million employees worldwide, showcasing the global relevance of LGBTQ+ workplace inclusion.

The Future of Workplace Equality

Looking ahead, the HRC Foundation remains committed to evolving the CEI criteria to address emerging challenges. Key areas of focus include:

1. Strengthening Intersectionality: Encouraging companies to integrate intersectional training and support for employees who hold multiple marginalized identities.

2. Combatting Backlash: Providing resources to help businesses navigate opposition to DEI initiatives while staying true to their values.

3. Expanding Global Outreach: Continuing to promote LGBTQ+ inclusion in regions with less tolerant legal and cultural environments.

Why the CEI Matters

The CEI is more than a scorecard; it’s a powerful tool for driving cultural and organizational change. By participating in the CEI, companies signal their commitment to fostering workplaces where all employees can thrive. The data is clear: inclusive policies benefit businesses, employees, and society at large.

For LGBTQ+ employees, a high CEI score represents a workplace where they can feel safe, valued, and supported. For businesses, it’s a competitive advantage in attracting and retaining top talent. And for society, it’s a step closer to a future where equality is the standard, not the exception.

As Kelley Robinson, President of the HRC, aptly stated, “This work isn’t about politics—it’s about people.” The 2025 Corporate Equality Index reaffirms that inclusive workplaces are not only morally imperative but also essential for building stronger, more competitive businesses in an increasingly global marketplace.

Read the entire report at hrc.org/cei

Las Vegas Equality by the Numbers

Caesars Entertainment has received a perfect score for the 18th consecutive year, solidifying its position as a leader in LGBTQ+ workplace equality. This achievement is a result of Caesars’ commitment to inclusivity, advocacy, and various initiatives supporting LGBTQ+ employees and communities.

IGT, based in Providence, RI (but with a significant Las Vegas presence), has maintained its top score of 100, implementing various programs and policies to promote diversity and inclusion, including inclusive hiring practices, training on unconscious bias and its efforts to create an inclusive work environment.

Under the ownership of Sheldon Adelson, the Venetian and Palazzo did not participate in the CEI. Now under ownership of Apollo Global Management (based in New York), Venetian and Palazzo are attributed a score of 100 for the second year in a row.

MGM Resorts International dropped from a multi-year 100 streak to 85 in the 2023-2024 report, and improved by 5 points this year. The only lacking criteria was equivalency in same- and different-sex family formation benefits. MGM has not responded for comment in 2 years.

Las Vegas Sands Corporation, previous owner of Venetian and Palazzo and the Sands Expo improved 35 points this year. The company current lacks the criteria of equal health coverage for transgender individuals without exclusion for medically necessary care.

Aristocrat entered the CEI last year for the first time with a score of 40 and improved greatly this year with a score of 70. Criteria lacking is equal health coverage for transgender individuals without exclusion for medically necessary care, and providing four LGBTQ+ internal training elements.

For its second year at 55, Cosmopolitan is lacking in many areas, including internal training and culture and benefits, and social responsibility. Cosmopolitan has been acquired by MGM Resorts International and has not responded to our request for comment.

Wynn retains a score of 35 for the second year in a row. The company’s once high-standards for DEI now lacks in inclusive benefits, internal training and culture, social responsibility. Wynn responded last year for our request for comment with a commitment to work with HRC to improve this year’s score, but has not responded this year.