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
The state has a comprehensive nondiscrimination law protecting sexual orientation and gender identity, and state employees are additionally protected from discrimination on both counts. There are straightforward processes to change gender markers on birth certificates and driver’s licenses, neither of which require surgery. Driver’s licenses allow an X option for nonbinary individuals.
The state lacks a conversion therapy ban. At school, nondiscrimination and anti-bullying laws protect LGBT+ students. LGBT+ parents can adopt, and both parents can be on their child’s birth certificate, but the non-carrying parent in a lesbian couple must go through the process of legally adopting her child.
The state’s governor and senators have consistent pro-LGBT+ voting records and histories of championing LGBT+ issues. The state currently has no religious exemption laws in place.
The state requires transgender healthcare coverage by all forms of insurance. It is a felony to knowingly expose another person to HIV without disclosure.
14% of transgender employees in Minnesota report being harassed in the past year due to their gender identity, and 23% report mistreatment such as being forced to use a restroom not matching gender. 21% of LGBT+ Minnesotans report food insecurity, more than twice as much as non-LGBT+ Minnesotans (10%). LGBT+ unemployment (more than 5%) is just slightly above the general rate (4%).
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. NOTE: *HIV criminalization laws are discriminatory and ineffective. These laws fail to account for advances made in treating and controlling HIV, may deter people from getting tested and seeking treatment, and can exacerbate the stigma targeting people living with HIV and LGBT+ people.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
Current Legal Status of LGBT+ people
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.
Socio-cultural Environment of LGBT+ people
Status of LGBT+ Organizing and Community
Cultural Views of the LGBT+ Community