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 june 2019.”

“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 transgender justice initiative is an innovative new program, and leads economic empowerment programs, capacity-building initiatives, community engagement efforts, and public safety education campaigns that combat the discrimination faced by transgender people. In fy20, tji also collaborated with community-based advocates to produce a series of powerful videos and blogs highlighting both realities of anti-transgender violence and amplifying transgender advocates pushing for real change -- videos released around transgender day of remembrance. Tji also partnered with transcanwork to execute its first transgender and non-binary job fair in los angeles, in partnership with transcanwork and the la lgbt center. In addition, the program provided ongoing mentorship to fellows engaged in the elevate capacity-building program, for black and latinx transgender women in the hiv advocacy sphere. Finally, through several community-based meetings in cities hard hit by anti-transgender violence, tji is working with dozens of on-the-ground leaders to develop public safety and advocacy in their local communities and networking opportunities to advance public safety. Welcoming schools is the only bias-based bullying prevention program in the nation that provides lgbtq-specific training and resources with an intersectional lens, developed for use in elementary schools. In fy20, welcoming schools established a national partnership with the national education association (nea) to deliver ws training to nea affiliates nationwide. The program also developed and launched welcoming schools summits to provide local, day long learning for educators in partnership with community organizations, and a new training module, "intersectionality: school practices with an intersectional lens." the annual jazz & friends national day of school and community readings was more inclusive - and included authors and characters of color as well as stories with non-binary themes. Finally, traffic to the welcoming schools website increased 28% for a total of 325,000 people. To date, welcoming schools has trained over 100,000 educators and impacted over 10.5 million students in 40 states as well as canada. The workplace equality program advances equality for lgbtq workers through the adoption and implementation of inclusive policies, practices, and benefits in the u.s. And beyond. In fy20, the cei 2020 launched with record 686 top-rated companies, a 20% increase. On the public policy front, the team increased membership in the business coalition for the equality act to 264 companies, +128 from the same time last year, engaged coalition members in advocacy efforts, and led the organization of an amicus brief for the title vii cases in the supreme court of the united states with 206 major employers signed on. The team created new training tools and content for transgender and non-binary inclusion, including respectful workforce and customer interactions. The team's engagement directly with employers also continued to grow, and workplace developed new training tools and content for addressing unconscious bias against lgbtq workers, a white paper on the importance of lgbtq-inclusive paid family leave, delivered bi-weekly learning webinars to members of the corporate diversity & inclusion professional community, and delivered on the ground engagements with key partners. The youth well-being program provides professional development to over 5,000 youth-serving professionals annually, through the annual time to thrive conference, webinars, participation at major national convenings, and by amplifying the stories of hrcf youth ambassadors. The program also convenes hrcf's parents for transgender equality council. In fy20, the program launched project thrive, a national collaborative campaign with over 22 national organizations and associations to promote lgbtq youth well-being. Youth well-being continued to develop and disseminate high impact guides and resources for parents of”

“Unrealized loss on interest rate swap -52,642.”