Human Rights Campaign Foundation

“The form 990 was prepared by the outside accountants and was reviewed by senior management. The audit and finance committees reviewed the form 990 public disclosure copy prior to filing. The board was invited to review the 990 public disclosure copy before filing and a copy was provided electronically to all board members before the 990 was filed.”

“The organization annually sends out a conflicts of interest policy to its board members, officers and key employees and requests a signed disclosure form from each covered individual. Any disclosed conflict is reviewed by the general counsel. If a conflict does exist on a specific issue, meeting minutes reflect the board action to clear the conflict, either by having the affected board member, officer or key employee recuse themselves from the discussion or vote or remove themselves from all deliberations. This policy also applies to employees. All director-level staff certify annually they have reviewed the policy and have no potential conflicts to report. If a conflict is reported, it is reviewed by general counsel who resolves the conflict.”

“Within the fiscal year, the president's compensation was reviewed by a committee of independent directors and external compensation consultant. The results were presented to the full board for review and approval. Compensation for senior level staff is analyzed periodically by independent consultant and reviewed with a committee of the board. Minutes are kept of such meetings. The last compensation review for the top management official took place in july 2018.”

“Hrcf does not make its governing documents or conflicts of interest policy available to the public. The combined financial statements of human rights campaign and human rights campaign foundation are posted on the website www.hrc.org.”

“The human rights campaign (hrc) and human rights campaign foundation (hrcf) have entered into a cost sharing arrangement under which hrcf reimburses hrc for hrcf's allocable share of the compensation of certain employees for performing services provided to hrcf. Compensation reimbursed by hrcf is not additive to the compensation reported by hrc. Hrc and hrcf are not "related organizations" as that term is defined in the form 990 glossary. Pursuant to their agreement, hrcf reimbursed hrc for its share of compensation as follows: chad griffin (officer) $44,199.32 joni madison (officer) $79,441.51 james m. Rinefierd (officer) $96,160.01 nicole greenidge-hoskins (officer) $81,806.34 darrin hurwitz (officer) $55,435.37 mary beth maxwell (key employee) $305,814.74”

“Hrcf's public education & research program spearheads a wide variety of lgbtq advocacy and outreach campaigns, working to ensure that hrcf's resources and programs are timely, impactful, and inclusive. The team publishes resource guides, information materials, reports, and conducts original quantitative and qualitative research exploring the lived experiences of lgbtq people. Reports published this year included the u.s. Lgbtq paid leave survey, 2018 paid leave survey: report on non-binary and transgender respondents, lgbtq working people of color need paid leave, hiv 101: a guide to hiv prevention, treatment, and care on college and university campuses, 2018 lgbtq youth report, play to win: improving the lives of lgbtq youth through sports, coming out: living authentically as asian and pacific islander americans, 2018 latinx youth report, 2018 gender expansive youth report, coming out: living authentically as latinx americans, and a national epidemic: fatal anti-transgender violence in america in 2018. The program also launched surveys exploring topics ranging from adoption and foster care to inclusion in sports, presented at dozens of conferences, and supported programs throughout the building with research and writing efforts. Hrcf's religion and faith program continues to work to create a world where lgbtq people are welcomed as full members of the faith communities, and where faith leaders have the support they need to speak for truth and justice for lgbtq people. The program works to harness pro-lgbtq faith leaders and lay people to further equality, and for more than a decade has successfully engaged directly with religious leaders and faith communities and urged them to speak out in favor of full lgbtq inclusion. The team also creates resources to support the desires of many lgbtq people to live openly in their faith tradition, in the community in which they were raised, or in a new, more accepting one. Hrcf's workplace equality program continues to advance non-discrimination protections, equitable benefits, and inclusive practices for lgbtq employees through relationships with business leaders and workplaces advocates, and through its annual corporate equality index (cei) - the national benchmarking tool on corporate policies and practices pertinent to lesbian, gay, bisexual, transgender, and queer employees. In its 16th year, the 2019 cei had 571 businesses earn the cei's top score of 100, with significant increases in adoption of transgender-inclusive healthcare coverage. The workplace equality program produces extension resources for employers, conducts site-visits and trainings as well as conference presentations. The team engages in extensive consultation and collaboration with fortune 1000 and other major employers to advance lgbtq equality in the workplace.”

“Unrealized loss on interest rate swap -24,643.”