FactSet Research Systems

FactSet received a score of 100 on the 2025 Corporate Equality Index (CEI) from the Human Rights Campaign (HRC), a political stakeholder group. The company recruits employees based on sexual identity. The company discriminates against vendors that do not promote divisive sex and gender policies, indicating it prioritizes sexual issues over merit (1)(2). The company is a signatory of the Principles for Responsible Investment, incorporating ESG issues into investment analysis, decision-making, and other business practices (3)(4). The company integrates ESG into its business practices. From its Privacy and Legal page: “We urge our Suppliers to target reductions in their carbon footprints, and where possible incorporate reduction, re-use, and recycling measures in their business operations” (5). The company promotes divisive sex and gender policies. Its Supply Chain Code of Conduct requires international vendors to include sexual orientation and gender identity in their nondiscrimination policy (6). However, the company has not publicly canceled customers, suppliers, or vendors based on political views or religious beliefs (7).

FactSet’s HRC 2025 CEI rating indicates the company will not donate to non-religious charities unless they embrace controversial sexual identity policies (1)(2). The company does not discriminate against religious organizations based on views or beliefs. FactSet Charitable Foundation’s charitable giving focus areas are “elevating the next generation of leaders, paving the way for higher education, and building the groundwork for success” (3).

FactSet’s HRC 2025 CEI rating indicates the company forces employees to attend multiple, controversial trainings on gender identity, sexual orientation, transgender issues, and divisive racial ideology. The company provides gender transition guidelines for its employees and a specific benefits guide with a comprehensive explanation of transgender services funded by the company (1)(2). The company provides unconscious bias training for its employees globally (3). The company appears to prioritize diversity over merit in its leadership composition. From its Corporate Governance Guidelines: “The Board seeks to include directors with diverse and solid experience in areas relevant to the Company’s business” (4). The company appears to prioritize diversity over merit in its recruiting. From its 2023 Sustainability Report: “The Workforce pillar covers areas such as leadership commitment to DE&I, transparency and accountability, people processes, retention and advancement, recruitment, education and engagement.” The company appears to prioritize diversity over merit in its hiring: “These company-wide DE&I goals included efforts such as integrating DE&I topics in team meetings, participating in DE&I programming and learning sessions, adhering to inclusive hiring best practices, and completing Unconscious Bias training” (5). The company appears to prioritize diversity over merit in its recruiting: “We believe that a diverse network of suppliers brings unique perspectives, experiences, and expertise to our supply chain. By actively seeking out and engaging with minority-owned, women-owned, veteran-owned, LGBTQ+-owned, and other underrepresented businesses, we aim to create a more inclusive and resilient supply chain” (6). The company does not provide viewpoint protections for its employees (7).

FactSet’s HRC 2025 CEI rating indicates the company agrees to allow a controversial stakeholder group focused on sexual identity issues to dictate marketing or advertising strategy. By doing so, the company risks dividing employees, alienating customers and harming shareholders (1)(2). The company opposed the Florida Parental Rights in Education Act, which would prohibit teaching gender identity and sexual orientation to kids in K-3rd grade (3). The company signed an open letter endorsing the Equality Act, a contentious proposal to amend the 1964 Civil Rights Act by adding sexual orientation and so-called gender identity as protected categories. The legislation would, among other implications, grant biological men access to women-only spaces such as sports teams and public restrooms, and compel healthcare providers to deliver sex-denying healthcare (4). The company was part of the Freedom for All Americans coalition, which advocated for federal legislation that would overrule state laws designed to protect girls’ sports and similar laws (5). The company opposed various state and local legislation intended to protect parental rights, girls’ sports, bathroom facilities, and gendered spaces (6). The company opposed legislation in Iowa intended to protect parental rights, girls’ sports, bathroom facilities, and gendered spaces (7). The company’s CEO, Phil Snow, signed the CEO Action for Diversity & Inclusion pledge, which includes a commitment to promote DEI through bias education training in the workplace (8)(9). The company is aligned with the Paris Agreement, which entails a commitment to net zero carbon emissions by 2050 (10). The company is committed to net zero carbon emissions by 2040 (11). The company supports DEI within its business practices, employing a DEI Officer (12). The company supports DEI within its business practices. From its 2023 Sustainability Report: “Advancing our diversity, equity and inclusion strategy and programs and publicly disclosing our demographic data as provided to regulators” (13). The company supports ESG within its business practices. From its 2023 Sustainability Report: “FactSet collaborates with local and international organizations to advance our ESG efforts and drive progress toward sustainable development” (14). The company scored a 95 out of 100 on the 2023-2024 Corporate Equality Index (CEI) from the Human Rights Campaign (HRC), a political stakeholder group (15)(16).

FactSet’s HRC 2023-2024 CEI rating indicates the company covers transgender related costs for its employees and their children, including paid short-term leave, puberty blockers, cross-sex hormones, chest surgeries, genital surgeries, medical visits and lab monitoring, travel and lodging. Additionally, the company has pledged philanthropic support of at least one organization or event that promotes sex and gender ideology. By allowing a political stakeholder group to dictate operations, the company increases health care costs and risks dividing employees, alienating customers and harming shareholders (1)(2). Otherwise, there are no publicly known cases of the company using corporate funds to advance ideological causes, organizations, or policies (3).

FactSet’s HRC 2025 CEI rating indicates the company publicly advocated for controversial sex and gender ideology through local, state or federal legislation or initiatives. By allowing a political stakeholder group to dictate operations, the company risks dividing employees, alienating customers and harming shareholders (1)(2). The company does not operate a PAC or report on its lobbying at this time (3)(4)(5).