Good news from Nick Twork, Manager of Product Communications for Porsche Cars North America. Porsche has new protections and benefits for its lesbian and gay employees!

Based on Nick’s responses, it appears that Porsche has included sexual orientation in its non-discrimination clause for some time. (Though why company reps never told us that in the past — despite repeated queries in person, by phone, and by email — we don’t know.) The new and expanded LGBT-friendly workplace policy extends spousal benefits to same-sex couples. Maybe if one of the members of their team proves to be essential and indispensable member of their team, the company might also opt for key person insurance for them! International companies such as Porsche have always been a front-runner at setting benchmarks similar to this, and if this does happen, it would not come as a shock.

Such a move, however, had been anticipated for some time. Since Volkswagen is now Porsche’s parent company, and since VW has earned perfect scores on HRC’s Corporate Equality Index, we expected that VW would eventually lead its popular sports brand into the LGBT light.

That said, it’s worth mentioning that Porsche hasn’t included gender identity in its non-discrimination clause, nor does the company’s health plan cover sex reassignment surgery. However, today’s news is still a big, big step in the right direction. Idealists may balk, but pragmatists see this as a win and hope that full marriage benefits and protections for transgender employees will soon follow.

This leaves just two automakers on Gaywheels’ not-gay-friendly list: Hyundai and its South Korean sister, Kia. When will they get with the program and enter the 21st century? It can’t be soon enough.

Here are Nick’s answers to some of our questions about Porsche’s new policies. Have a look:

1.When did the change take place?

Effective January 1, 2014, Porsche expanded its benefits programs to provide greater benefits to those employees in same sex relationships.

Prior to the expansion of benefits, Porsche put in place an Equal Employment Policy which states the following, “Porsche does not discriminate in employment opportunities or practices on the basis of race, color, religion, sex, national origin, age, disability, sexual orientation, or any other characteristic protected by federal, state or local law.”

2. Does it cover both white-collar and blue-collar employees (i.e.
execs and assembly line workers)?

The changes apply to all benefit-eligible employees.

3. What is included in the new policy? Anti-discrimination clause?
Medical/health benefits? Medical/bereavement leave for spouses? Etc.

The changes made in January involved providing health and welfare benefits to same sex spouses and, in certain instances, domestic partners of employees, and their dependents as well as the expansion fringe benefits to such groups beyond that required by law. The recognition is based on the laws of the state in which the employee lives. [ED. CLARIFICATION: The recognition is, in fact, based on where the couple was married, not where they reside. As long as the couple wed in a state that grants marriage licenses to same-sex couples, benefits apply.]

The health and welfare benefits include the medical benefits, dental benefits, pharmacy benefits, vision benefits, life insurance, COBRA, adoption benefits, pension plan, 401(k) plan, and employee assistance plan. The fringe benefits include the employee lease driving privileges, FMLA, and bereavement.

4. Is there protection for transgender employees? If so, are their
medical needs covered in your health plan?

Please refer to the wording from our Equal Employment Policy shown in Item 1 above. Our health benefits do not cover sex reassignment surgery or associated medical treatments.