Out Leadership’s Business Climate Index for the 50 United States is an assessment of states’ performance on LGBT+ inclusion. It measures the impact government policies and prevalent attitudes have on the LGBT+ people residing in each state, quantifying the economic imperatives for inclusion and the costs of discrimination. It equips business leaders and policymakers with a clear sense of the most impactful steps states can take to make themselves more hospitable to forward-thinking, innovative, inclusive businesses.
out of a possible 100 points
There are no broad nondiscrimination protections for sexual orientation or gender identity in Indiana, although approximately 30% of Hoosiers are covered by full human rights ordinances. Nondiscrimination protections exist for state employees on the basis of sexual orientation and gender identity. Surgery is not currently required for gender marker changes, although the legislature is considering bills that would make the requirements more onerous.
There is no conversion therapy ban in Indiana. Unmarried couples are both recognized as parents in the case of adoption, however non-gestational parents are not recognized if the couple is not married.
Indiana’s Senators have anti-LGBT+ voting and speaking records. The state has a “religious freedom” law, but after an outcry, a rider preventing its use for LGBT+ discrimination was quickly appended.
The state does not prevent private insurers from excluding transgender healthcare from coverage. Medicaid covers hormone therapy for transgender patients, but not gender confirmation surgery. Knowingly transmitting HIV through personal contact without a disclosure and donating blood or tissue with an HIV+ status are felonies. In 2019 Governor Holcomb signed into law a hate crimes bill that that did not include gender identity as a protected class.
12% of transgender employees in Indiana report being harassed in the past year due to their gender identity, and 24% reported mistreatment such as being told to present in the wrong gender in order to keep a job. 27% of LGBT+ Indianans report food insecurity, almost double that of non-LGBT+s (15%). The LGBT+ unemployment rate (10%) is double the non-LGBT+ rate.
Download this report to learn how and why Out Leadership created the LGBT+ Business Climate Index for the 50 U.S. States, with important details about our methodology, including our data standards and practices.Our Methodology
The legal and cultural situation for LGBT+ people varies widely across the country. This map, based on each state's total Business Climate Score, illustrates the states where LGBT+ people are empowered to participate more fully and openly in the economy, and the states that are lagging behind.
Our partnerships make our work possible. The State LGBT+ Business Climate Index is financially supported by a grant from the Gill Foundation. The Index is based on data graciously shared by the Movement Advancement Project and the Williams Institute. Ropes & Gray is our pro bono legal partner for the CEO Business Briefs globally, and their research informs this Index. FCB partnered with us to conduct original market research into American attitudes toward LGBT+ workplace inclusion, informing the Regional Context section of the State CEO Briefs. America Competes supported the development of the scoring for the Risk Assessments detailed below, particularly for the Future Risk score.
Out Leadership and FCB partnered on original market research into the attitudes of American workers on LGBT+ inclusion, which fielded in March and April 2019. The full results will be launched in September 2019; we are able to share preliminary regional comparisons in this brief.
Only 50.8% of LGBT+ workers in the Midwest are out at work. They are only slightly more comfortable being open with their managers than other regions (14% more likely), but they are the least likely to cover their identity at work (17% less likely than nationwide). This could be due to the Midwest having the lowest rates for observing microaggressions (23% less likely) and hearing or engaging in negative conversations on average. However, workers in this region do not typically go out of their way to do business with inclusive companies (21% less likely than the nation as a whole). This is primarily driven by those who live in more rural areas where respondents were 85% less likely to do business with companies that are inclusive.
Unless otherwise noted, all comparisons for more or less likely are compared to the National results. Regional results are based off of 1,500 respondents (LGBT+ and Non-LGBT+ responses have been weighted to be age-representative for each audience in each region). National results are based off of 600 respondents representative of each audience (LGBT+ vs Non-LGBT+).
States in the Midwest region included: Illinois, Indiana, Iowa, Kansas, Michigan, Minnesota, North Dakota, Missouri, Nebraska, Ohio, South Dakota, and Wisconsin
Legal status of the Lesbian, Gay and Bisexual Community
Legal status of the Transgender Community
Government statements and actions
For more context around these scores, and to learn more about the criteria we used to assess how state laws, actions and attitudes toward LGBT+ people create business and talent risks, please visit www.outleadership.com/staterisk.
Status of LGBT+ Organizing and Community
Cultural Views of the LGBT+ Community