STONEWALL

TOP GLOBAL
EMPLOYERS
2017

STONEWALL TOP GLOBAL EMPLOYERS 2017 1

Stonewalls Top Global Employers list showcases
the best multinational employers for lesbian, gay, STONEWALL
TOP GLOBAL
bi and trans (LGBT) staff. The list is compiled from
submissions to the Global Workplace Equality

EMPLOYERS
Index: a powerful benchmarking tool used by
employers to create inclusive workplaces across
the markets in which they operate.

This guide celebrates the pioneering efforts

of leading organisations to create inclusive
2017
workplaces and advance equality for LGBT
people, wherever they are in the world.

CONTENTS
5 FOREWORD

6 GLOBAL CONTEXT

8 KEY FACTS

10 HOW THE INDEX WORKS

With thanks to our launch partner,
11 THE RESULTS
Herbert Smith Freehills.
12 STONEWALL TOP GLOBAL EMPLOYERS 2017

14 AWARD WINNERS

20 STONEWALL GLOBAL DIVERSITY CHAMPIONS

22 FURTHER RESOURCES

2 STONEWALL TOP GLOBAL EMPLOYERS 2017 STONEWALL TOP GLOBAL EMPLOYERS 2017 3
 At Stonewall we know that people perform better when they can be themselves.
We work with over 120 multinational employers who recognise that creating
inclusive workplaces is not only the right thing to do, but is also crucial to their
success.

FORE WORD Through our Global Diversity Champions programme, we help multinational
employers across all sectors and industries create workplaces where lesbian,
gay, bi and trans staff can be themselves and, because of this, thrive. We also
help our partners understand how they can proactively advance equality in the
communities and societies in which they operate many of which remain hostile
to LGBT people.
LGBT people face discrimination, violence and isolation in every country in the
world. Consensual same-sex activity remains illegal in 72 countries, and is
punishable by death in eight. In more than half the world, LGBT people may not
RUTH HUNT be protected from discrimination by workplace law. Most governments deny trans
people the right to legally change their name and gender from those that were
CHIEF EXECUTIVE, assigned to them at birth. This is a significant challenge to employers who seek to
STONEWALL uphold values of diversity, inclusion and non-discrimination and who are working
to create workplaces where LGBT people can flourish.
The Global Workplace Equality Index is a tool designed to help employers
tackle this challenge head on. By using this framework, participants are actively
demonstrating their commitment to LGBT equality to staff, clients and
customers across the globe. By sharing their achievements and challenges, these
organisations are also changing hearts and minds and inspiring action by others.
Now in its sixth year, the Global Workplace Equality Index is reaching more
people than ever before this years participants collectively employ over 1.6
million people. More organisations than ever are proactively engaging with LGBT
communities in the countries in which they operate.
Congratulations to the 2017 Stonewall Top Global Employers and award winners
for your outstanding achievements, and thank you to all who took part. You are
at the forefront of driving LGBT inclusion in the global workplace and we are
incredibly proud to work with you. With your continued partnership, we can work
to ensure that all lesbian, gay, bi and trans employees are accepted without
exception, wherever they are in the world.

STONEWALL TOP GLOBAL EMPLOYERS 2017 5

GLOBAL The legal context for lesbian, gay, bi and trans people differs greatly around the Sources and more information:
Key facts and information contained in this map is taken from the following To download the reports and learn more, visit www.ilga.org.
world. In the past 25 years, progress for LGBT rights has been made in many ILGA World reports: Stonewall produces a series of Global Workplace Briefings that shine a spotlight on the

CONTEXT
countries. However, huge challenges remain. This map illustrates some of the 2016 Trans Legal Mapping Report: Recognition before the law situation for LGBT people in different countries. To download the briefings, visit
laws that impact on the lives of LGBT people globally. 2017 State-Sponsored Homophobia Report www.stonewall.org.uk/global-workplace-briefings
2016 The Personal and the Political: Attitudes to LGBTI people around the world

Greenland

Canada
Norway
Russia
Iceland Finland
Sweden
Estonia
Latvia
UK DK
Ireland Lithuania
NL Poland Belarus
BE Germany
LU CZ Ukraine Kazakhstan Mongolia
LI SLK
France CH AU MOL
HU
Andorra Monaco Italy SLN Romania Georgia Armenia
Croatia SER Uzbekistan
Vatican B&H KS Bulgaria Kyrgyzstan N. Korea
United States City San MON Azerbaijan
of America Spain AL MAC Turkmenistan Tajikistan
Portugal Marino Turkey S. Korea Japan
Greece
Tunisia Cyprus Syria Afghanistan China
British Virgin Islands Malta Israel LB Iran
Iraq
Morocco Gaza Bhutan
St Kitts & Nevis Jordan
Antigua and Barbuda WB KW Nepal
Algeria Libya Egypt Bahrain Pakistan
The Bahamas Laos
Honduras Dominica Saudi Qatar
Mexico St Lucia Arabia UAE Taiwan
Haiti PR Cape India Hong Kong
Cuba Myanmar
St Vincent & the Grenadines Verde
Mauritiana Oman Bangladesh Marshall
Belize Barbados Mali Niger Islands
Guatemala Jamaica Dom. Rep. Sudan Eritrea Thailand
Grenada Yemen
El Salvador Senegal Chad Vietnam Philippines
Trinidad & Tobago Burkina Faso
Nicaragua Gambia Djibouti Micronesia
Costa Rica Guyana Cte Palau
Venezuela Guinea Bissau Nigeria Central Cambodia
Panama Suriname Guinea
dIvoire African South Ethiopia Sri Lanka Brunei
French Guyana Cameroon Republic Sudan Somalia Nauru Kiribati
Colombia Sierra Leone Benin Malaysia
Liberia Maldives
TG Uganda Singapore
Ghana ST and P Kenya Indonesia
Ecuador Democratic Rwanda Solomon
Equatorial Guinea Republic of Burundi Islands Tuvalu
the Congo Seychelles
Gabon Tanzania Papua New
South Guinea Fiji
Congo Malawi Sumatra Timor
Peru Brazil Comoros Leste
Angola Samoa
Zambia
Vanautu Tonga
Bolivia
Zimbabwe Mozabique
Madagascar
Cook
Mauritius Islands
Namibia
Paraguay Botswana

Colour key Swaziland Australia

Chile South Lesotho
Same-sex sexual acts are criminalised Africa
Uruguay
Argentina
Same-sex sexual acts are not criminalised, but no Italicised and underlined countries: it is legal to Italicised countries: it is legal to change your gender in legal documents, but this may
positive protections exist change your gender in legal documents be subject to medical intervention such as sterilisation
Discrimination in employment based on sexual Argentina Italy Australia Germany Namibia South Korea
orientation is prohibited Austria Malta Belarus Hong Kong Netherlands Spain New
Bolivia Nepal Belgium Indonesia New Zealand Ukraine Zealand
Same-sex relationships are recognised by law, for Canada Norway Bosnia and Herzegovina Iceland Panama USA
example same-sex marriage, civil unions etc. Colombia Portugal Cuba Japan Poland Vietnam
Denmark Sweden Czech Republic Latvia Singapore
Duel protections exist employment discrimination is Ecuador United Kingdom Estonia Luxembourg Sri Lanka
prohibited (as above) and relationships are recognised France Uruguay Finland Mongolia South Africa
(as above) Ireland
Where a country is not listed, this indicates it is either not legal to change your gender in legal documents or it is unclear whether and how you can do so.
6 7
KEY FACTS
72 / /
In 72 countries it is illegal
to have sex with someone
of the same sex, and it is
punished by death in eight.
8 STONEWALL TOP GLOBAL EMPLOYERS 2017
In more than half the world,
LGBT people may not be
protected from discrimination
by workplace law. This
means that LGBT employees
can be rejected for jobs,
overlooked for promotion or
fired for being who they are.
A quarter of the worlds
population believes that
being LGBT or intersex
should be a crime.
17 22 /
Only 17 countries allow trans
people to change their gender
in legal documents without
medical intervention such
as sterilisation.
STONEWALL TOP GLOBAL EMPLOYERS 2017
22 countries recognise
same-sex marriage and 28
countries recognise same-sex
relationships in other ways
(e.g. civil partnership) by law,
with some countries
offering both.
Nearly one fifth of the
worlds population disagrees
that human rights should
be applied to everyone,
regardless of their sexual
orientation or gender identity.
9
HOW THE The Global Workplace Equality Index is the definitive benchmarking tool for global
LGBT workplace equality. THE RESULTS
INDEX WORKS The Global Index enables organisations to navigate the challenge of upholding

91
inclusive values globally and make progress towards LGBT equality, no matter 91 per cent of
entrants have one or
where in the world they operate. It gives organisations a clear and rigorous action more global senior
plan for their work across the globe. champions for LGBT
PER CENT equality
Each entrant compiles a submission demonstrating their organisations

82
performance against a set of best-practice criteria accompanied by supporting 82 per cent of entrants
evidence. The criteria are split across nine different areas of employment policy promote themselves as
LGBT inclusive on their
and practice, examining both global working structures and operational country global websites or social

77
activity: media platforms PER CENT 77 per cent of entrants
have consulted
in-country human
Section 1: Employee policy rights organisations to
PER CENT understand the local
Section 2: Training context for

68
LGBT people
Section 3: Staff engagement 68 per cent of entrants
have policies that protect
lesbian, gay and bi staff
Section 4: Leadership

64
from discrimination 64 per cent of entrants
across global operations PER CENT have a global network
Section 5: Monitoring group for LGBT staff

59
Section 6: Procurement 59 per cent of entrants PER CENT
have a global allies
Section 7: Community engagement and understanding local context programme

Section 8: Global mobility

59 per cent of entrants PER CENT
have policies that
protect trans staff from
Section 9: Additional in-country activity discrimination across
global operations

Once submissions are received and marked, all entrants who who achieve a
certain score are celebrated as Stonewall Top Global Employers. Scoring is

41
41 per cent of entrants

40
confidential between the organisation and Stonewall as is participation by provide legal information 40 per cent of senior
organisations who do not receive Top Global Employer status. relevant to lesbian, gay leaders have advocated
and bisexual people for externally for legal
Following the release of the Top Global Employers list, all entrants who are all overseas assignment PER CENT equality for LGBT people
locations PER CENT
members of Stonewalls Global Diversity Champions programme benefit from a
feedback meeting with their account manager. During this meeting, they receive
tailored feedback on their submission and tips for action planning the year ahead.

THIS YE A RS
PA RTICIPAN
COLLEC TIV EL TS
Y EMPLOY
Partnering with Stonewall has enabled us to benchmark 1, 6 24,0 0 0 PE
OPLE
our successes, learn from other leaders and inspire
other organisations. Through this partnership, we have
extraordinary opportunities to introspect, to lead and to 9 per cent of entrants
drive change.
14
have in-country senior 14 per cent of
champions in all their entrants provide legal
operational countries. information relevant
Sander van t Noordende
9
to trans people for all
9 per cent of entrants PER CENT overseas assignment
Group Chief Executive - Products, Accenture provide information on the
lived experiences of LGBT
locations
people for all overseas
assignment locations. PER CENT

10 STONEWALL TOP GLOBAL EMPLOYERS 2017 STONEWALL TOP GLOBAL EMPLOYERS 2017 11
STONEWALL TOP GLOBAL
EMPLOYERS 2017
Accenture At Accenture, we believe that rich diversity makes our
401,000 employees company stronger, smarter and more innovative. We
Operating in 120 countries recognise that each person has unique strengths. By
embracing those strengths, we perform better as a company.
Sander van t Noordende, Group Chief Executive Products
Baker McKenzie LLP We believe that diversity makes us stronger and that our
13,000 employees people perform better when they can be themselves at
Operating in 47 countries work. No one should be at a disadvantage because of who
they are or whom they love. It is an imperative that sexual
orientation, gender identity and gender expression should
form no barrier to an employee progressing to the top of
this firm.
Justine Thompson, Senior Inclusion and Diversity Manager
Barclays LGBT inclusion is important because when you dont have to
120,000 employees think twice about bringing your whole self to work, you use
Operating in 40 countries 100% of that energy to be productive and efficient at work.
At Barclays, we want colleagues to be empowered to tap
into that energy.
Mark McLane, Global Head of Diversity and Inclusion
BP plc We are a global company and aim to attract, develop
and retain the best talent from all strands of diversity
74,500 employees
Operating in 79 countries including the LGBT community. We want LGBT employees
to feel confident and safe at work, enabling them to achieve
their potential.
Alan Haywood, CEO Integrated Supply and Trading
Freshfields People perform at their best when they know they can
Bruckhaus Deringer be who they are. We work hard to ensure that all around
the world our people are working in supportive, inclusive
5,800 employees
environments. That is part of being a responsible business.
Operating in 16 countries
Georgia Dawson, Asia Managing Partner
Herbert LGBT is an integral part of our whole strategic drive on
Smith Freehills diversity and inclusion, which is about being a great place to
5,000 employees work, attracting and retaining the most talented individuals,
and engaging with our clients through shared values and
Operating in 27 countries
authentic relationships.
Justin DAgostino, Global Head of Disputes and Regional
Managing Partner Asia-pac
STONEWALL TOP GLOBAL EMPLOYERS 2017
HSBC
235,000 employees
Operating in 70 countries
Pinsent Masons
great business sense. Being genuinely valued and respected
3,000 employees
Operating in 11 countries
RBS
77,000 employees
Operating in 18 countries
Nicholas Crapp, Chief Audit Executive
Simmons
& Simmons
2,000 employees
Operating in 21 countries
Found from website recreated PMS
Thomson Reuters
45,000 employees
Operating in 100+ countries
Vodafone
108,000 employees
Operating in 26 countries
Vittorio Colao, CEO, Vodafone Group
STONEWALL TOP GLOBAL EMPLOYERS 2017
We want all our colleagues to feel they can be their
true selves at work and we want our customers to see
themselves in HSBC. Understanding our customers helps us
build products and services that work for them.
Noel Quinn, Chief Executive, Global Commercial Banking
LGBT inclusion in our workplace is morally right and makes
at work is empowering people are more focused, less
distracted and more productive. We want to create a
working environment that values the power of diversity and
allows all of our people to bring their whole selves to work.
Richard Foley, Senior Partner
We are determined to build a truly inclusive culture,
one that lets everyone bring the best of themselves to
work, every day. We want all of our LGBT colleagues and
customers to feel welcome and accepted for who they are.
We seek to integrate diversity into all our activities and to
create an inclusive environment where everyone can fulfil
their potential. LGBT rights are not recognised or protected
in many jurisdictions in which we operate. We continue to
address this to ensure that our LGBT colleagues have access
to equal opportunity, regardless.
Mahrie Webb, Partner
The LGBT community is critical to our effort and we are
committed to supporting their success inside and outside
Thomson Reuters. We believe this because it is the only
way a company can attain sustainable growth over the
long term, as research has told us time and time again
that inclusion and diversity directly impact engagement,
retention, productivity, innovation and the bottom line.
Patsy Doerr, Global Head of Corporate Responsibility
& Inclusion
People need to be true to who they really are to perform
well over the long term. We want our LGBT+ colleagues
to know that our culture embraces everyone who works
for us whatever their sexuality or gender identity on
equal terms.
13
 GLOBAL LGBT Employee-led LGBT network groups bring together LGBT staff to advance sexual
orientation and gender identity equality across organisations. The best organisations

STONEWALL NETWORK
have local LGBT network chapters in most countries in which they operate. A
coordinated global LGBT network joins up the local chapters and supports the growth
of new local groups.

AWARD
TOP GLOBAL Accenture

EMPLOYERS
Accentures global LGBT network has chapters in 39 countries. The network and its
local chapters are key to shaping the companys inclusive policies and practices. For
example, helping secure partnership benefits for same-sex couples.
Accentures LGBT networks organise programmes and events all year round. These
include attendance at Pride parades, mentoring, client networking events, community

AWARD WINNERS
sponsorships, webcasts, recruiting activities and much more. They also liaise with
other local LGBT groups and organisations who share their commitment to LGBT
equality.

2017 The progress of each local chapter is measured against a scorecard that identifies
priorities and key success factors across all countries. More than 14,000 employees
connect directly with the LGBT network at Accenture, as either members or allies.

This award is a wonderful recognition of all the work our

teams across the world are doing on a daily basis to drive
change and ensure LGBT inclusion. Were honoured and
inspired to continue growing our global Pride at Accenture
network with passion and conviction.

Andrew Wilson
Chief Information Officer and
Pride at Accenture Global Network Lead, Accenture

14 STONEWALL TOP GLOBAL EMPLOYERS 2017 15

GLOBAL SENIOR Senior leaders are uniquely placed to communicate an organisations commitment to
LGBT equality. Their visible support lets staff know this commitment is authentic and GLOBAL ALLY The term ally describes people who do not identify as LGBT but who believe in and
act to advance LGBT equality. Many employers recognise that allies are essential

CHAMPION PROGRAMME
at the heart of the organisation. Senior leaders can drive change from the top and to create inclusive and supportive workplace environments for LGBT employees.
push for these values to be upheld, wherever in the world the organisation operates. Increasingly, employers are implementing formal programmes so employees can be
visible advocates for LGBT equality within their organisation.

AWARD AWARD
Harry Small, Baker McKenzie Barclays

Harry Small is a partner and head of the Global Technology Practice Group of Baker Thousands of people belong to Barclays allies programme, with members across
McKenzies London office. He helped found the organisations global LGBT network Barclays global workplaces, from Mumbai to Malaysia and South Africa to Singapore.
and sits on the legal panel for the Human Dignity Trust a charity supporting those
New and potential allies receive training that empowers them to create inclusive
who want to challenge anti-LGBT laws wherever they exist in the world.
workplaces for their LGBT colleagues. Barclays leadership has been involved in the
Harry has used his role within the organisation to make LGBT inclusion a global priority ally programme from the beginning. Around 8,000 senior leaders across the globe
for Baker McKenzie, and has been instrumental in the firm adopting the stance of we have had training that tackles unconscious bias against LGBT people and other
are not neutral on LGBT rights. This principle sits at the heart of the organisations marginalised groups within the workplace, which introduces the concept of being
campaigns and initiatives. Harry has worked to ensure that each Baker McKenzie an ally.
office has an appointed leader responsible for championing LGBT equality in their
Barclays has prioritised the visibility of allies online and in the office to ensure
jurisdiction, irrespective of legal and social context. He has driven the extension of
staff everywhere see signals of LGBT inclusion in their workplaces. Allies are also
same-sex partner benefits and the development of local network chapters within
actively involved in running the Spectrum LGBT network and in delivering a range of
the firm.
awareness-raising events, campaigns and initiatives globally each year.
As well as advancing equality for Baker McKenzie staff, Harry also mentors and
partners with leaders from other global companies on this topic, speaks regularly at
events and in the press, and donates his legal expertise to numerous LGBT causes.
We could not be prouder of this outstanding accomplishment.
Being awarded Stonewalls Global Ally Programme Award
clearly recognises the unwavering and ever-growing support
I am honoured to have been named Stonewalls Global Senior
we provide our LGBT colleagues around the world. Global ally
Champion. LGBT+ equality is an issue I care about greatly.
programmes are crucial to ensuring organisations like ours
I have been very proud of the support Baker McKenzies
are truly inclusive. There is no better way to show this than
leadership has demonstrated in our not neutral stance on
to create and develop programmes for allies to show their
LGBT+ issues along with so many colleagues worldwide across
support of fellow colleagues.
this firm. I gratefully accept this award on behalf of them all.
Mark McLane
Harry Small Global Head of Diversity and Inclusion, Barclays
Partner, Baker McKenzie

16 STONEWALL TOP GLOBAL EMPLOYERS 2017 STONEWALL TOP GLOBAL EMPLOYERS 2017 17
GLOBAL TRANS Trans staff face distinct challenges in the workplace, many of which differ significantly
from lesbian, gay and bi experiences. These could include challenges in accessing
INCLUSION
physical spaces, such as gendered facilities, or direct discrimination and harassment
based on gender identity. Globally, trans people are often prevented from living
authentically. Few countries allow trans people to change their legal gender without
AWARD prohibitive requirements, such as sterilisation.
HSBC
HSBC has placed trans people at the heart of the organisations diversity and inclusion
strategy, for staff, customers and the communities in which it operates.
Working in consultation with trans employees, HSBC has developed comprehensive
guidelines for transitioning at work that have been rolled out globally. Specific content
relating to gender identity has been embedded in its initiatives, for example in the
resources made available to allies and by hosting trans-specific talks and events
around the world.
In some countries, HSBC has now rolled out new services which aim to offer trans
customers a better banking experience. These include allowing customers to choose
from 10 different gender-neutral titles, as well as simplifying the experience of those
who wish to change their gender on their bank account. HSBC has sponsored the
Community Business 2016 Transgender Inclusion Champion Award in Asia, and a
range of other community initiatives in the countries in which it operates.
We are very proud to be recognised with this award. We
would like people to have an inclusive experience with HSBC,
which is why its important that we acknowledge and celebrate
diversity in its many forms. The trans chapter of HSBCs
Pride network supported the testing of our voice ID software
ensuring our trans customers are accurately identified for
telephone banking. We have added 10 gender neutral titles
for our trans and non-binary customers. Global trans inclusion
is important to us to help us offer our trans customers a more
relevant service.
Birgit Neu
Global Head of Diversity and Inclusion, HSBC
18 STONEWALL TOP GLOBAL EMPLOYERS 2017
GLOBAL The best global employers make engaging with local LGBT communities and non-profit
COMMUNITY
organisations a key principle of their approach to LGBT equality. As the situation
for LGBT people globally is nuanced and ever changing, this approach ensures
ENGAGEMENT
employers keep up to date with changes and identify risks and opportunities. Building
partnerships with local LGBT communities also enables organisations to contribute to
AWARD
wider social change for LGBT people in a meaningful way.
Vodafone
Vodafone proactively supports LGBT communities in many of the countries in which
it operates. By consulting with its LGBT consumers, they have been able to pioneer
engaging LGBT-inclusive advertising campaigns. This includes featuring a same-sex
kiss in the #powertokisses campaign in Italy and making a young trans person the
central storyline in a German campaign. The organisation also supports Pride parades
across the world and uses its high-street stores to raise visibility of LGBT campaigns
throughout the year.
As well as making clear public commitments to equality, Vodafone also works with
local LGBT groups to deliver LGBT training to employees, for example in their roll-out
of unconscious bias training in India. They consistently seek partnerships that will aid
the organisations efforts to become an LGBT-inclusive employer, as well as supporting
community projects aligned with their values of inclusion.
Vodafone has embedded community engagement in its overall diversity strategy and
its LGBT action plans. This ensures it is consistent in placing LGBT communities at the
heart of its work in this area.
We want our LGBT+ colleagues to know they can be
themselves and take this energy and passion to the
communities and customers we serve. We are delighted
to win this award. Our employees have been passionately
and actively engaged in our LGBT inclusion agenda and
this is fantastic recognition for all the efforts of our
colleagues worldwide.
Ronald Schellekens
Group HR Director, Vodafone
STONEWALL TOP GLOBAL EMPLOYERS 2017 19
 The legislative and social landscape for LGBT people worldwide is ever-changing. The Index and programme help direct our attention to
Our Global Diversity Champions programme provides expertise and a network to where we can make a difference under the guidance of
keep you informed of any changes, along with the possible implications for your
Stonewall as our trusted partner.
staff, wherever they are in the world. We work with many of the worlds most
influential organisations to share best practice and support their efforts to become
LGBT-inclusive employers globally.
Justin DAgostino
Global Head of Disputes and Regional Managing Partner
Asia-pac, Herbert Smith Freehills

STONEWALL GLOBAL DIVERSITY CHAMPIONS TESTIMONIALS

Why become a Global Diversity Champion?
Youll have access to a network of more than 100 leading global organisations,
where you can share ideas and collaborate on new initiatives.
Participating in the Global Index is both informative and
Our detailed country briefings give you up-to-date information on the LGBT legal
and cultural situation in hotspot countries. stretching. It assists us to innovate our processes and
Use our Global Diversity Champions logo and branding in your internal and
provides access to information and best-practice guidance
external messaging to show your commitment to worldwide LGBT equality. that we can learn from.
Well guide you through the Global Workplace Equality Index: the definitive
benchmarking tool assessing your progress on LGBT equality across your Colin Passmore
operational countries. You can compete for a place as a Top Global Employer. Senior Partner, Simmons & Simmons
Stonewall Global Diversity
With our free webinars, youll discover emerging best practice and applicable
Champions is kindly supported
tips on priority topics.
by Barclays Stonewall provides RBS with the opportunity to
Youll have opportunities to learn from or be profiled as case studies in our network with other global companies, it disseminates
guides and research, and to share your work as a speaker at our events and
conferences. pertinent advice on current local legal considerations
and supplies relevant support resources such as the online
Becoming a Global Diversity Champion shows your commitment to working
towards acceptance without exception for LGBT people in the workplace global guides.
and beyond. Marjorie Strachan
For more information and to join the programme, please contact Global Head of Inclusion, RBS
memberships@stonewall.org.uk, call us on +44 (0) 207 7593 3473 or visit us at
www.stonewall.org.uk/globaldc

Maximising our relationship with Stonewall and receiving

information, advice and guidance on best practice aids BP The Stonewall Global Workplace Equality Index gives us
tremendously in our efforts to continue to drive an open an opportunity for an impartial review of our progress to
and inclusive workplace for all LGBT staff. see how far we have come and how much further we need
to go.
Alan Haywood
CEO Integrated Supply and Trading, BP plc Mark McLane
Global Head of Diversity and Inclusion, Barclays

20 STONEWALL TOP GLOBAL EMPLOYERS 2017 STONEWALL TOP GLOBAL EMPLOYERS 2017 21
 As part of our work with multinational employers, Stonewall produces a series of
resources to help you create an inclusive workplace for your LGBT staff globally.

FURTHER RESOURCES
Also in this series:
STONEWALL GLOBAL WORKPLACE
STONEWALL
BRIEFINGS STONEWALL
GLOBAL WORKPLACE GLOBAL WORKPLACE BRIEFINGS
BRIEFINGS STONEWALL
STONEWALL GLOBAL WORKPLACE BRIEFINGS GLOBAL WORKPLACE
STONEWALL BRIEFINGS
GLOBAL WORKPLACE BRIEFINGS
STONEWALL GLOBAL WORKPLACE BRIEFINGS

ARGENTINA BELGIUM
AUSTRALIA BRAZILCANADACHINAFRANCE
Argentina is rich in natural resources,
Australiahas
is ana internationally
highly diversified
Belgium has three official languages, namely Dutch, French and German. Belgiums
competitive
industrial and
sector
advanced
and an market economy. The country Canada is a high-tech industrial society, with impressive With growthmore
in manufacturing,
than 84 million foreign tourists each year, France is the most visited
export-oriented agricultural sector.
boastsHowever,
strong service
the country
private enterprise-based economy has thrived due to the countrys geographic
and industrial
sufferedsectors,
from reoccurring
whilenetwork
natural resources China is both the in worlds largest exporter asis well as across every sector though
economic crises during most country
of the 20th
a major
centuryexporter
location,
and itsofpublic
minerals,
transport
debtenergy
is comparatively
and food.
Brazil ishave
themade
and diversified
Australia
the base.mining
biggest
industrial
has a population of
economy and service
The countrys
possessing
sectors since 1945.
in third-largest
South
capital,
theand
America theand
The country
worlds
is rich
is largest country
natural
in the
economy.
resources,
world. The French
In the
economy
a last year,
diversified
foreign
Brussels, is home to several international organisations, such as the EU NATO. oil reserves in the world. Home the to
government
over 35 million
maintains
people,
significant control over transport, power and defence
ofexpanding its presence totalin world markets. Thefirms
country
havehas

DO ASK,
high. Home to over 34 million people,
22.5m people
a totaland
of 25a Stonewall
total of 47 Stonewall
Global
Belgium Diversity
Global
has Champions
Diversity Champions
a population operate
over 11 million there.
people and a total ofof39
41Stonewall
Stonewall Global Diversity Champions invested
operate $128bn
industries.
in the country. (84.8bn)
Over 66 million in China,
people live making
in France and 51 Stonewall Global Diversity
operate in the country. Global Diversity Championsespecially
operate there. large and well-developed agricultural, mining, theChampions
the country top destination
operate in thefor foreign direct
country.
manufacturing, and service sectors. Brazil is investment.
home to 204 China has a population of 1.36 billion people
THE LEGAL LANDSCAPE THE LEGAL LANDSCAPE and a total of 61 Stonewall Global Diversity Champions
THE LEGAL LANDSCAPE THE LEGAL LANDSCAPE million people. Stonewalls InGlobal
In Stonewalls Global Workplace Equality Index, broad legal zoning is used to group the differing challenges faced by organisations
Diversity
Global
across
Stonewalls
Champions THE LEGAL LANDSCAPE
their Workplace Equality Index, broad legal zoning is used to group the differing challenges faced by organisations across their
In Stonewalls Global Workplace Equality globalIndex broad legal zoning is used to group
operations. In Stonewalls
the differing Global Workplace
challenges
employ in excess of 176,000 people in Brazil. operate in China.
faced by Equality Index,across
organisations legal zoning
their is used to group the differing
global challenges faced by organisations across their global
operations. In Stonewalls Global Workplace Equality Index broad legal zoning is used to group the differing challenges faced by organisations across their

DO TELL
global operations. operations. global operations.
Australia is classified as a Zone 1 country, which means sexual acts between people of the same sex are legal and clear national employment
Canada is classified as a Zone 1 country, which means sexual acts between people of the same sex are legal and clear national employment
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protections existsexual acts between
for lesbian, gay, and people Belgium
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protections exist on the ground of sexual orientation. protections exist for lesbian, gay, and bi people. protections exist for lesbian, gay, and bi people.
Two further zones exist. In Zone 2 countries, sexual acts between people of the same sex are legal but no clear national employment protections
Two further existIn Zone 2 countries, sexual acts between people of the same sex are legal but no clear national employment protections exist
zones exist.
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while in Zone 3 countries sexual acts between people of the same sex are illegal. on grounds of sexual orientation, while in Zone 3 countries sexual acts between people of the same sex are illegal.
In Stonewalls Global Workplace Equality Index, broad legal zoning is used to respond to the differing challenges faced by organisations across their
FREEDOM OF EXPRESSION, FAMILY AND SAME-SEX EQUALITY AND GENDERGlobal
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sexSocial distinction of origin, race or
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of lesbian, gay to bi effect.victim.
that recognition Insurance Married
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enter cohabitation unions. other thanpartnerships
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all provinces the same right to adopt orientation or sexual requested through a court
rights to adopt under the Australia.in any way. This is federalinpolicy
Canada. was signed, has anprovide
obligation Same-sex couples have
No. 23,592 (1988)
federal Civil Marriage Law
be discriminated legal representative
towards, opposite
serious toortheir acquired
contempt persons legal crime under Article
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gender. couples22 ofhave suchtolegal
support
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determines civil and
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or severe determined
gender under Article 143
ridicule the 2007equalAnti-Discrimination
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criminal sanctions for as Article 43 of the Constitution. by
of,Article
people5of ofthe
who federal
Belgianas
identify Civil Code Intersex people in the
Law. children. discriminatory they needand
accommodation to adopt
contract.children. adoption (Article 6-1 of the The change of name
599 of the National Civil and couples have equal Canada passed
actorsBillin C-23, transition. for a criminal offense are
limiting, restricting, Gender
LGBT. Identity(modified Lawby No.the Law ofAustralian
13 Capital Territory by public sector Civil Code). without changing the legal
obstructing or Commercial Code (2015). If murderrecognition
is motivatedinby respect
the of 26,743 (2012) and Article can change If certain common crimes
their legal regardModernization
to gender identity. of Benefits Ontario became theThere is an equal
first province to age aggravated when the gender has to be requested
taxation, social
sexual orientation, security,
gender February 2003). are committed and Obligations Act, which
impeding the free An adoption existing prior to
or the 27 of Law No. 26,061 gender without medical with a specifically prohibitofdiscriminationconsent regardless offence was motivated before a court (Article 60 of
and full exercise of the identity orhealth and other Federal
its expression of the (2005). intervention. discriminatory motive, provides same-sex couples on the basis of gender by the sexual orientation the Civil Code).
the change of legal gender victim, thisgovernment services. an
will be considered including on grounds of Several withparts
theofsame
Brazil,social
such and of sexual orientation and or sexual identity of the
constitutional rights can be maintained under as Riotax de Janeiro expression in 2012, followed by
aggravating circumstance in the If a personsexualis under 18
orientation, it will benefits(2000)as opposite- several other provinces.
gender identity. victim (Article 132-77 of the The French judiciary
of any person based federal Gender Identity Law Same-sex couples have years of age, the Family and So sexPaulo
couples(2001), have
in common-law
on discriminatory sentencingequal
underrights
Law No. to 26,791
adopt constitute aggravating Penal Code). refuses to recognise the
No. 26,743 (2012). (2012). children in some States Court mustcircumstances
authorise any in labour protection laws
relationships. Section 718.2(a)(i) of the Criminal existence of a third
reasons. gender reassignment prohibiting discrimination Code provides an aggravating The decree determining
Since federal Gender Identity and Territories in Australia. sentencing (Law of 25 are no legal (neutral) gender.
Law No. 26,743 (2012) came
Other non-labour laws regarding surgery, even where2003).
February there basedThereon sexual orientation circumstance relevant to sentencing the selection criteria for
discrimination that could be applied is parental consent to the prohibitions
and gender identity. to same-sex where the offence was motivated blood donors requires
into force, no marriage adoption in Canada.
Kindly supported by restrictions exist for trans
to labour relationships include federal treatment. Blood or tissue donations by bias, prejudice or hate based a compulsory one-
Non-Discrimination Law No. 23,592 by men who engage in on the sex or sexual orientation of year period of sexual
people. (1988) and Fight Against AIDS Law No. sexual activity with men are abstinence for men who
the victim.
23,798 (1990). banned in Belgium. have sex with men.

This overview is for guidance purposes only and does not constitute, nor should itThis
be interpreted
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DO ASK, DO TELL Capturing data on sexual orientation and gender identity globally 1 legal concerns, always consult with local legal experts.
for, detailed legal
legal concerns, always consult with local legal experts.
advice. you have legal concerns, always consult local for,
legaldetailed
experts. any specifi c legal concerns, always consult
legal concerns, always consult with local legal experts.
local legal experts.

DO ASK, DO TELL: GLOBAL WORKPLACE BRIEFINGS

Capturing data on Country-specific guidance on how to support LGBT staff
sexual orientation and through a mixture of legal, cultural and workplace
gender identity globally best-practice information

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