Stonewall Workplace Equality Index
The Stonewall Workplace Equality Index is an annual benchmarking exercise conducted by the lesbian, gay, and bisexual rights charity Stonewall to determine and showcase the UK's top employers for Lesbian, Gay, and Bisexual staff. The index was launched in 2005 as the Corporate Equality Index, changing its name to Workplace Equality Index in 2006.
It is free from employers to enter the index, Stonewall create the index based upon a questionnaire based submission from the employer. The questionnaire, currently comprises 25 questions upon which Stonewall assesses the employers standing against eight good practice criteria. (Originally this was 20 questions over nine areas, but was revised in 2009.)
- Employee Policy
- Employee Engagement
- Staff Training & Development
- Supplier Policy
- LGB Community Engagement
- The 'pink plateau'
- Additional evidence
From 2012, an additional set of criteria for global employers was set to recognise global support for LGB equality. These ranged from global non-discrimination policies to worldwide partner benefits and relocation support. In its first year, 19 submissions were assessed against the global criteria.
Following each employers written response to the 25 questions, Stonewall assess and awards each employer marks out of a maximum score of 200. If no supporting evidence has been provided then marks are not awarded. Each employers submission is tested twice, once by the Workplace Team and once by Stonewall's policy experts. In addition, a range of submissions are randomly selected for a face-to-face consultation with an external consultant selected according to the workplace type.
Staff Feedback Survey
In order to provide additional evidence for employers, Stonewall introduced a Staff Feedback Survey in 2009 in order to collect feedback directly from LGB staff of entrants. The results of these surveys (in the 2012 index) were worth 5% of the total mark.
The survey consists of nice questions designed to analyse the inclusiveness of workplace culture, including the following:
- Openness of sexual orientation with colleagues
- Confidence reporting homophobic bullying
- Having well informed heterosexual colleagues
- Support from line management and senior managers
- Visible role models in the workplace
|Year||Winner||Winner's Score||Number of
|Average Score of
|Average Score of
|Score required for
|2012 ||Ernst & Young||363||76%||49%||65%|
|2011 ||Home Office||378||90%||74%|
|2009 ||Lloyds TSB||93%||317||56%|
|2006 ||Staffordshire Police||86%||164||50%|
|2005 ||British Council||89%||40%|
- Employment Equality (Sexual Orientation) Regulations 2003
- Equality Act 2010
- Corporate Equality Index, maintained for U.S. businesses by the Human Rights Campaign
- "Stonewall Workplace Equality Index 2013".
- "Stonewall Workplace Equality Index 2012".
- "Stonewall Workplace Equality Index 2011".
- "Stonewall Workplace Equality Index 2010".
- "Stonewall Workplace Equality Index 2009".
- "Stonewall Workplace Equality Index 2008".
- "Stonewall Workplace Equality Index 2007".
- "Stonewall Workplace Equality Index 2006".
- "Stonewall Corporate Equality Index 2005".