Is Paccar Inc. really LGBTQ friendly?
Paccar Inc. offers a wide range of benefits to their LGBTQ employees, which includes health insurance, domestic partner benefits, and parental leave. The company also participates in public events and organizations that support LGBTQ rights, and they have donated to politicians who support or don't support LGBTQ rights legislation.
Does Paccar Inc. have an LGBTQ inclusive culture?
Paccar Inc. has not shown commitment to diversity. Initiatives like training for new hires and employees, executives performance tied to diversity goals, and policies that support an inclusive culture around gender identity and self expression have not been implemented at this company.
Paccar Inc. does not have employee groups and/or diversity councils within the company to support LGBTQ employees, or other programs around hiring, supplier selection, marketing, and philanthropy to support LBBTQ individuals, causes, and organizations.
Employee group –or– Diversity council
LGBTQ Corporate Social Responsibility
Three Distinct Efforts of Outreach or Engagement to Broader LGBTQ Community
Three LGBTQ Internal Training and Education Best Practices
Does Paccar Inc. have inclusive workforce protections?
Paccar Inc. has partially implemented inclusive workforce protections, like policies that include both sexual orientation and gender identity & expression for all operations.
Policy includes sexual orientation for all operations
Policy includes gender identity or expression for all operations
Does Paccar Inc. offer LGBTQ friendly benefits to its employees?
Paccar Inc. does not provide inclusive benefits offering for US Employees.
Health Insurance and other benefits are not equivalent when it comes to their coverage of spouses or domestic partners for different-sex and same-sex couples.
At Paccar Inc. Transgender individuals are not offered equal health coverage, including medically necessary care.
Equivalency in same- and different-sex spousal medical and soft benefits
Equal health coverage for transgender individuals without exclusion for medically necessary care
Equivalency in same- and different-sex domestic partner medical and soft benefits