This excerpt taken from the IDA DEF 14A filed Apr 7, 2008.
WHEREAS: IDACORP does not explicitly prohibit discrimination based on sexual orientation or gender identity/expression in its written employment policy;
The Human Rights Campaign Foundation (HRCF) defines sexual orientation as: An enduring emotional, romantic, sexual and relational attraction to another person; may be a same-sex orientation, opposite-sex orientation or bisexual orientation. Gender identity is described as: The gender role that a person claims for his or her self – which may or may not align with his or her physical gender. Gender expression is defined as: How a person behaves, appears or presents him- or herself with regard to societal expectations of gender.
National polls consistently find more than three-quarters of Americans support equal rights in the workplace for gay men, lesbians and bisexuals. In a Gallup poll conducted in May 2007, approximately 89 percent of respondents favored equal opportunity in employment for gays and lesbians;
According to a June, 2007, survey conducted by Harris Interactive, twenty-eight percent of gay and lesbian employees believe they have experienced discrimination or unfair treatment in the workplace, and forty percent of employees are uncomfortable being open about their sexual orientation with their colleagues;
A 2005 survey by Harris Interactive and Witeck-Combs, showed that 88 percent of gay and lesbian adults considered it extremely or very important that a company have a written non-discrimination policy that includes sexual orientation;
Nineteen states, and the District of Columbia, have laws prohibiting employment discrimination based on sexual orientation; By January 2008, 13 states will have laws in place prohibiting discrimination on the basis of gender identity/expression.
IDACORP is increasingly an outlier given its lack of an inclusive policy. As tracked by HRCF’s Corporate Equality Index, many companies in the Fortune 500 Index have implemented best practices and policies to support discrimination free workplaces, including:
87% have Equal Employment Opportunity policies that include sexual orientation,
30% have Equal Employment Opportunity policies that include gender identity and/or expression,
53% provide domestic partner health insurance,
49% have diversity training programs,
28% have Employee Resource or Affinity groups for employees.
Utilities and energy companies, such as Consolidated Edison, Dominion Resources, Entergy, Exelon, Keyspan, National Grid, Nicor, PG&E, PNM Resources, Severn Trent Services, and Southern California Edison explicitly prohibit gender identity/expression and sexual orientation discrimination in their written policies;