Coca-Cola and Best Buy have been on HRC’s 100-percent Pro-Homosexual Corporations list for two and four years, respectively. Coke’s competitor PepsiCo has been on the HRC list for four years. McDonald’s scores an 85% on the “gay” group’s survey. Click HERE to learn about the HRC’s criteria for ranking companies.

In 2008, the following 195 ‘Fortune 1,000′ corporations received a perfect 100-percent score from the pro-homosexual lobby group Human Rights Campaign (HRC), in its “2008 Corporate Equality Index.” Click on AFTAH”s story on McDonald’s 85-percent score — to learn about the pro-”gay” criteria for HRC’s “Corporate Equality Index.” The number next to each corporation’s name and headquarters city indicates how many years that company has received a 100% HRC ranking. (First-year 100% corporations are in bold.) Source: HRC’s 2008 Corporate Equality Index.

_____________________________

AAA Northern California, Nevada and Utah San Francisco, CA 3
Abercrombie & Fitch Co. New Albany, OH 2
Accenture Ltd. New York, NY 1
Adobe Systems Inc. San Jose, CA 2
Aetna Inc. Hartford, CT 6
Agilent Technologies Inc. Santa Clara , CA 4
Akin, Gump, Strauss, Hauer & Feld LLP Washington, DC 1
Alcatel-Lucent Murray Hill, NJ
Allianz Life Insurance Co. of North America Minneapolis, MN 2
Allstate Corp., The Northbrook, IL 1
Alston & Bird LLP Atlanta, GA 3
American Express Co. New York, NY 4
Ameriprise Financial Inc. Minneapolis, MN 2
AMR Corp. (American Airlines) Fort Worth, TX 6
Anheuser-Busch Companies Inc. St. Louis, MO 2
Aon Corp. Chicago, IL 1
Apple Inc. Cupertino, CA 6
Arnold & Porter LLP Washington, DC 2
AT&T Inc. San Antonio, TX 3

Bain & Co. Inc. Boston, MA 2
Bank of America Corp. Charlotte, NC 2
Bausch & Lomb Inc. Rochester, NY 5
Bear Stearns Companies Inc., The New York, NY 1
Best Buy Co. Inc. Richfield, MN 4
Bingham McCutchen Boston, MA 1
Boehringer Ingelheim Pharmaceuticals Inc. Ridgefield, CT 1
Boeing Co. Chicago, IL 2
Borders Group Inc. Ann Arbor, MI 3
Boston Consulting Group Boston, MA 1
BP America Inc. Warrenville, IL 3
Bright Horizons Family Solutions Inc. Watertown, MA 2
Brinker International Inc. Dallas, TX 2
Bristol-Myers Squibb Co. New York, NY 2
Bryan Cave LLP St. Louis, MO 1

Capital One Financial Corp. McLean, VA 5
Cargill Inc. Wayzata, MN 4
Carlson Companies Inc. Minnetonka, MN 2
Charles Schwab Corp., The San Francisco, CA 4
Chevron Corp. San Ramon, CA 3
ChoicePoint Inc. Alpharetta, GA 4
Chrysler LLC Auburn Hills, MI 3
Chubb Corp. Warren, NJ 4
Cisco Systems Inc. San Jose, CA 4
Citigroup Inc. New York, NY 4
Clear Channel Communications Inc. San Antonio, TX 2
Cleary, Gottlieb, Steen & Hamilton New York, NY 1
Clorox Co. Oakland, CA 2
CMP Media LLC Manhasset, NY 3
CNA Insurance Chicago, IL 2
Coca-Cola Co., The Atlanta, GA 2
Coors Brewing Co. Denver, CO 4
Corning Inc. Corning, NY 3
Countrywide Financial Corp. Calabasas, CA 1
Credit Suisse New York, NY 3
Crowell & Moring LLP Washington, DC 1
Cummins Inc. Columbus, IN 3

Dell Inc. Round Rock, TX 4
Deloitte & Touche USA LLP New York, NY 2
Deutsche Bank New York, NY 5
Dewey Ballantine LLP New York, NY 1
Dickstein Shapiro LLP Washington, DC 1
Dorsey & Whitney LLP Minneapolis, MN 2
Dow Chemical Co. Midland, MI 3
DuPont (E.I. du Pont de Nemours) Wilmington, DE 2

Eastman Kodak Co. Rochester, NY 6
Electronic Arts Inc. Redwood City, CA 1
Eli Lilly & Co. Indianapolis, IN 2
Ernst & Young LLP New York, NY 3
Estee Lauder Companies New York, NY 3
Esurance Inc. San Francisco, CA 1

Faegre & Benson Minneapolis, MN 4
Fannie Mae Washington, DC 2
Foley & Lardner Milwaukee, WI 1
Foley Hoag LLP Boston, MA 1
Ford Motor Co. Dearborn, MI 4
Freescale Semiconductor Inc. Austin, TX 3

GameStop Corp. Grapevine, TX 1
Gap Inc. San Francisco, CA 3
Genentech Inc. South San Francisco, CA 1
General Mills Inc. Minneapolis, MN 3
General Motors Corp. Detroit, MI 2
GlaxoSmithKline plc Philadelphia, PA 3
Global Hyatt Corp. Chicago, IL 3
Goldman Sachs Group Inc., The New York, NY 4
Google Inc. Mountain View, CA 2

Harrah’s Entertainment Inc. Las Vegas, NV 1
Hartford Financial Services Co. Hartford, CT 1
Harvard Pilgrim Health Care Inc. Wellesley, MA 2
Heller Ehrman LLP San Francisco, CA 2
Herman Miller Inc. Zeeland, MI 1
Hewitt Associates Lincolnshire, IL 2
Hewlett-Packard Co. Palo Alto, CA 5
Holland & Knight LLP New York, NY 1
Honeywell International Inc. Morristown, NJ 2
Hospira Inc. Lake Forest, IL 2
HSBC USA Inc. Prospect Heights, IL 1

IndyMac Bancorp Inc. Pasadena, CA 1
ING North America Insurance Corp. Atlanta, GA 2
Intel Corp. Santa Clara, CA 6
International Business Machines Corp. (IBM) Armonk, NY 5
Intuit Inc. Mountain View, CA 3

J.C. Penney Co. Inc. Plano, TX 1
J.P. Morgan Chase & Co. New York, NY 6
Jenner & Block LLP Chicago, IL 3
Johnson & Johnson New Brunswick, NJ 3

Kaiser Permanente Oakland, CA 3
KeyCorp Cleveland, OH 1
Keyspan Corp Brooklyn, NY 4
Kimpton Hotel & Restaurant Group Inc. San Francisco, CA 4
Kirkland & Ellis Chicago, IL 1
KPMG LLP New York, NY 3
Kraft Foods Inc. Northfield, IL 4
Kramer Levin Naftalis & Frankel LLP New York, NY 1

Latham & Watkins LLP New York, NY 1
Lehman Brothers Holdings New York, NY 5
Levi Strauss & Co. San Francisco, CA 5
Lexmark International Inc. Lexington, KY 3
Liz Claiborne Inc. New York, NY 2

Macy’s Inc. Cincinnati, OH 1
Marriott International Inc. Washington, DC 1
Massachusetts Mutual Life Insurance Co. Springfield, MA 1
MasterCard Inc. Purchase, NY 1
McDermott Will & Emery LLP Chicago, IL 2
McKinsey & Co. Inc. New York, MA 2
Mellon Financial Corp. Pittsburgh, PA 3
Merck & Co. Inc. Whitehouse Station, NJ 2
Merrill Lynch & Co. New York, NY 3
MetLife Inc. New York, NY 5
Microsoft Corp. Redmond, WA 3
Mintz, Levin, Cohn, Ferris, Glovsky & Popeo Boston, MA 1
Mitchell Gold + Bob Williams Taylorsville, NC 5
Morgan Stanley New York, NY 2
Morrison & Foerster LLP San Francisco, CA 5
Motorola Inc. Schaumburg, IL 4

National Grid USA Westborough, MA 1
Nationwide Columbus, OH 4
NCR Corp. Dayton, OH 6
New York Times Co. New York, NY 4
Newell Rubbermaid Inc. Atlanta, GA 1
Nike Inc. Beaverton, OR 6
Nixon Peabody LLP Rochester, NY 2
Nordstrom Inc. Seattle, WA 3
Northern Trust Corp. Chicago, IL 2
Northrop Grumman Corp. Los Angeles, CA 2

O’Melveny & Myers LLP Los Angeles, CA 1
Oracle Corp. Redwood Shores, CA 1
Orrick, Herrington & Sutcliffe San Francisco, CA 2

Paul, Hastings, Janofsky & Walker LLP Los Angeles, CA 1
PepsiCo Inc. Purchase, NY 4
Pfizer Inc. New York, NY 4
PG&E Corp. San Francisco, CA 5
Pillsbury Winthrop Shaw Pittman LLP San Francisco, CA 2
Powell Goldstein LLP Atlanta, GA 2
PricewaterhouseCoopers LLP New York, NY 2
Principal Financial Group Des Moines, IA 1
Prudential Financial Inc. Newark, NJ 5

Raytheon Co. Waltham, MA 3
Recreational Equipment Inc. Kent, WA 1
Replacements Ltd. McLeansville, NC 6

S.C. Johnson & Son Inc. Racine, WI 5
Schering-Plough Corp. Kenilworth, NJ 2
Sears Holdings Corp. Hoffman Estates, IL 3
Sidley Austin LLP Chicago, IL 1
Sodexho Inc. Gaithersburg, MD 1
Sonnenschein, Nath & Rosenthal Chicago, IL 1
Sprint Nextel Corp Reston, VA 3
Starbucks Corp. Seattle, WA 1
Starcom MediaVest Group Chicago, IL 2
Starwood Hotels & Resorts Worldwide White Plains, NY 2
State Street Corp. Boston, MA 2
Subaru of America Inc. Cherry Hill, NJ 1
Sun Microsystems Inc. Santa Clara, CA 3
SunTrust Banks Inc. Atlanta, GA 3
Supervalu Inc. Eden Prairie, MN 1

Tech Data Corp. Clearwater, FL 3
Time Warner Inc. New York, NY 1
Toyota Motor Sales USA Inc. Torrance, CA 2
Travelport Inc. Parsippany, NJ 1

U.S. Bancorp Minneapolis, MN 1
UBS AG Stamford, CT 3
United Parcel Service Inc. (UPS) Atlanta, GA 1
US Airways Group Inc. Tempe, AZ 3

Viacom Inc. New York, NY 3
Visa Foster City, CA 2
Volkswagen of America Inc. Auburn Hills, MI 2

Wachovia Corp. Charlotte, NC 2
Walgreens Co. Deerfield, IL 3
Walt Disney Co. Burbank, CA 2
Washington Mutual Inc. Seattle, WA 2
Waste Management Inc. Houston, TX 1
Wells Fargo & Co. San Francisco, CA 4 [see AFTAH article: "Wells Fargo Is a Huge Supporter of the Homosexual Agenda"]
Whirlpool Corp. Benton Harbor, MI 4
Wyndham Worldwide Corp. Parsippany, NJ 2

Xerox Corp. Stamford, CT 6

Yahoo! Inc. Sunnyvale, CA 1

 Eastman Kodak Company now gives preferential treatment to homosexual-owned “minority” subcontractors, and proudly gives funds to the Gay, Lesbian, Straight Education Network. (GLSEN sponsored the notorious “Fistgate” workshop in 2000 and promotes homosexuality- and transsexuality-affirming lessons for grade schoolers.) Would Kodak be emboldened under an ENDA law to restrict “anti-gay” discussions or speech among its employees?

Pittsburgh Theological Seminary Professor Rob Gagnon, author of The Bible and Homosexual Practice, examines the potential assaults on liberty if the ENDA bill (Employment Nondiscrimination Act, H.R. 3685) becomes law. Gagnon’s paper, “Don’t ENDAnger Your Liberties in the Workplace,” is a must read, as it delves into the potential reactions (and over-reactions) of corporation managers to a federal law that bans “discrimination” based on homosexuality (”sexual orientation”). Check out these scenarios offered by Gagnon:

• Suppose in the lunchroom or at the water cooler you engage in a conversation about sexual ethics. If a fellow employee extols homosexual bonds and you express your moral reservations about such bonds, you or the company could be liable for an anti-discrimination lawsuit for creating an intimidating atmosphere in the workplace that adversely affects the standing of a person who is vocal about his or her homosexual activity.
• Let’s say that, in response to “diversity” posters, you post on your cubicle the text of Rom 1:24-27. Or in response to a corporate directive that you participate supportively in a “Coming Out Day” you respectfully decline because you find homosexual practice to be morally offensive. Or in an attempt to get exempted from the email list of the company’s “GLBT” organization (gay, lesbian, bisexual, and transgender) you send an email requesting to be removed from the list because you think homosexual practice is immoral. In all these circumstances, you are far more likely to be disciplined or fired, and to have no legal redress, with an “ENDA” in place than without it.
• As a means of protecting the company against “discrimination” lawsuits, your employer may require you to attend indoctrination seminars that stress that homosexuality is as morally neutral as race or sex; and, moreover, to participate in “coming out” celebrations in the workplace that affirm “sexual diversity.” Your employer may further prohibit, under penalty of termination, any conversation, written communication, or act that calls homosexual practice into question.
• While homosexual and bisexual persons will have their jobs protected under this act, your job status and advancement will have no such protections if you manifest “discriminatory” words against homosexual behavior. Indeed, not only will your religious convictions not be protected in a secular workplace, but also they will be treated as “bigotry” akin to racism and sexism. Corporations don’t generally hire or promote bigots. It is not good for business.
• Monitoring of “discriminatory” beliefs toward homosexual and bisexual persons could even extend, at least in the case of white collar employees, outside the workplace. For example, if a school teacher has published in a newspaper a letter that advocates that society not provide legal incentives for homosexual practice, or offers counseling for those seeking to come out of the homosexual life, the courts could rule (as the British Columbia Supreme Court ruled a couple of years ago) that the employer is entitled to take such discriminatory views into consideration in suspending or firing the employee.

Gagnon’s entire paper can be viewed in HTML format HERE or as a PDF document HERE. Also see Americans For Truth’s special report on ENDA, “14 Good Reasons to Oppose H.R. 3685, the ‘ENDA Our Freedom” Bill.”

From the Out & Equal website:

Out & Equal Workplace Advocates is proud to display our ever-increasing list of corporations who support LGBT workplace equality by encouraging and fostering their own employee resource groups (ERGs). With such valuable workplace groups in place, employees in one ERG can turn to leaders in other groups to share resources and establish good workplace practices for LGBT employees. LGBT employees trust their employers are keeping their interests in mind when making key business decisions that affect all employees…

True Out & Equal Workplace Leaders

TAKE ACTION – Pass this article forward to the executives at your company and contact your elected officials in Washington, D.C. (Congressional switchboard: 202-224-3121) to express opposition to the “ENDA Our Freedom” Bill. (ENDA is the pro-homosexual, pro-”transgender” Employment Non-Discrimination Act.) Also, call President Bush at 202-456-1111 or 456-1414 and ask him to veto any and all pro-homosexual bills that emerge from the Democrat-led Congress.

AN Americans For Truth EXCLUSIVE SPECIAL REPORT

Amy Andre, program manager for Out & Equal, presented a workshop at the National Gay & Lesbian Task Force’s Creating Change conference, November 8-12, 2006, in Kansas City, Missouri, entitled 15 Steps to an Out & Equal Workplace. (AFTAH’s reporters went undercover at the conference because the Task Force ejects critical observers at its events.)

One key initiative revealed by Andre: the promotion of a “spousal equivalency policy” that would require employers to pay homosexuals a higher salary than married heterosexuals.

These are the steps that homosexual activists are recommending for American corporations (our comments are in bold and italics):

(1) Support and attend the annual Out & Equal “Workplace Summit”

(2) Start an “employee resource group” – This employee group will be used to pressure the company to complete the remaining steps.

(3) Offer domestic partner benefits – O&E supports domestic partner benefits for cohabitating heterosexuals as well as homosexual partners.

(4) Include “sexual orientation” in your company’s EEO policy – Such a policy would prevent the company from “discriminating against” homosexuals or bisexuals.

(5) Include “gender identity and expression” in your company’s EEO policy – This policy would prevent an employer from “discriminating against” a transvestite (cross-dresser) or transsexual (who might be considering a “sex change” operation or might be partially or completely “transitioned”), even if this situation creates a problem with clients. (For example, these policies have been used to ensure that a teacher who cross-dresses or proceeds with a “sex-change” operation cannot be fired. Instead, children are expected to understand and cope with this outrageous situation.)

(6) Include LGBT [lesbian, gay, bisexual, transgender] workplace diversity training – “Knowing someone who is LGBT changes attitudes” so O&E recommends having the trainer or another employee “come out” during the session — a manipulative tactic.

(7) Support the LGBT community through corporate giving – Although homosexual activists generally express disdain for corporate America, executives are urged to contribute money to promote the normalization of homosexuality.

(8) Recruit and develop LGBT employees

(9) Market to the LGBT community

(10) Create LGBT-specific advertising

(11) Provide LGBT leadership development opportunities

(12) Develop spousal equivalent policies for LGBT employees – See below — this one is very important.

(13) Include LGBT-owned businesses in your supplier diversity program – O&E recommends the National Gay & Lesbian Chamber of Commerce’s certification program. This policy results in business moving from family-oriented companies to pro-homosexual companies. (Case in point: Wal-Mart.)

(14) Promote an LGBT-friendly corporate culture

(15) Share best practices around LGBT workplace issues

Out & Equal convinces companies that homosexuals comprise both a vital source of talent and a uniquely attractive target market segment. Using data from Witeck-Combs, a pro-homosexual firm, O&E suggests that homosexuals comprise 6 to 7 percent of the population. (Their number far exceeds more scientific estimates that put the figure at 1-3 percent.)

Using their inflated numbers, O&E says the 14 to 16 million homosexuals will spend about $640 billion in 2006. They report that homosexuals are twice as likely to be professionals or managers, are early adopters of new technologies, are brand loyal, and have a higher discretionary income. That enticement, along with a little “social justice” guilt, deceives companies into implementing O&E recommended policies.

First, a corporation would incur additional expense to fund “domestic partner” benefits. Most corporations contribute a substantial portion toward the cost of an employee’s personal health care and some toward the cost of coverage for an employee plus spouse or employee plus spouse/children. O&E recommends that an employer make that same contribution for those who are not married — for instance, a live-in boyfriend/girlfriend or a homosexual partner.

Homosexual “Spousal Supremacy”?
Next, Out & Equal’s “spousal equivalency policy” would require the employer to compensate the homosexual employee for the absence of tax exemption on homosexual partner and children health insurance costs. An employee normally makes a contribution, deducted from his paycheck, toward the cost of his health care coverage. For a married man, that expense is paid with pre-tax or tax-exempt dollars. Because there is no federal recognition of “gay marriage,” although a homosexual may receive domestic partner benefits, his contribution is paid with taxable dollars.

In the example Ms. Andre used (and she did note that the figures would vary according to each unique circumstance), she estimated that the employer would need to pay a homosexual employee with a partner $3787.20/year extra to compensate for the different tax status; that figure would soar to $7006.32/year for a homosexual with a partner and children. The net effect of this concept would be to pay a homosexual with a “partner” thousands of dollars more than a married heterosexual.

And add to that the cost of employee time spent networking, calling or e-mailing, meeting to focus on their “victim” status, lobbying HR/management, etc.

Executives would do well to examine Eastman Kodak, Ford, and Wal-Mart as case studies and to note the negative effect of capitulating to GLBT demands — on corporate revenue, volume, and stock price.

Or they could simply heed the words of one (white, female) activist in a separate Task Force Creating Change session, who expressed disdain for American corporations and said:

“…I am happy to take the white man’s money
and use it to subvert [everything he stands for].”

Out & Equal’s 2007 Workplace Summit will be held September 27-29 at the Hilton in Washington, D.C. Human Resource executives would do well to take their calculators along.

The pro-family movement must re-engage in the corporate arena, or there is no hope of recovering moral sanity in the larger culture. To start with we can demand strict neutrality in corporate “diversity” and giving programs, and an end to one-sided tolerance seminars that are in reality training sessions in “gay” ideology. — Peter LaBarbera

Excerpted from Queer Inc, by Marc Gunther, published Nov 30, 2006, by Fortune:

…A platoon of Raytheon employees wearing identical blue-and-black bowling shirts, pins with the company’s logo and black pants proudly walked the halls of this fall’s convention of Out & Equal, an organization that brings together the networks of gay, lesbian, bisexual and transgender people – GLBT, in the argot of the moment – that have taken root at America’s big companies.

For three days in Chicago, with about 1,700 delegates from other companies, the 67 members of Raytheon’s GLBT network could attend workshops with such titles as The Cost of Transgender Health Benefits, Breaking Through the Lavender Ceiling and Male-on-Male Sexual Harassment: An Emerging Issue…

When Justin Nelson was trying to get the National Gay and Lesbian Chamber of Commerce off the ground in 2003, IBM offered its support. “If they hadn’t joined, there wouldn’t be a chamber,” Nelson says. Big Blue was followed by Wells Fargo, Motorola, Intel, American Express and recently, Wal-Mart…

Some companies are grappling with how to manage employees switching from one sex to another. American Airlines and its HR people helped a 58-year-old pilot – an ex-Marine and Vietnam combat veteran – go from being Robert to Bobbi. Energy giant Chevron published “Transgender@Chevron,” an eight-page guide to the issues that come up when a worker changes gender identity, ranging from the bureaucratic (don’t forget to get a new security badge) to the everyday (when it’s appropriate to move from the men’s room to the ladies’ room or vice versa)…

This is how workplace changes typically happen at big companies – from the inside out. Gay and lesbian employees come out of the closet. They find one another. They organize. They enlist straight allies. And they take their concerns to top managers.

These gay networks customarily meet in company facilities, use the company intranet, and receive financial support…

• Among corporations, IBM is the No. 1 financial supporter of gay rights groups in the U.S.
• To export its gay-friendly culture, IBM supports employee GLBT groups in 23 countries, including Singapore, Slovakia and Colombia. There’s plenty to do: In 80 countries homosexual acts are illegal, as they were in parts of the U.S. until a few years ago.
• Last year IBM convened a group of gay college students at the Human Rights Campaign to form a national organization of students in science and technology.
• IBM persuaded Dr. Marci Bowers, one of the world’s leading sex-reassignment surgeons and herself a transgendered person, to participate in the company’s health insurance program.

…the truth is that for the past 15 years, boycotts or no boycotts, corporate America has been moving in only one direction, and at a pretty rapid pace.

Do you recall that the restaurant chain Cracker Barrel fired gay workers back in 1991 for not having “normal heterosexual values”? Well, a few years ago, when a Kodak employee sent an e-mail to co-workers objecting to the company’s endorsement of National Coming Out day as “disgusting and offensive,” he was the one who was fired when he declined to apologize. He was entitled to his beliefs, the company explained, but his behavior was not aligned with Kodak’s values.

So it’s clear where big business is going. What’s interesting is to watch it pull the rest of the country along. It turns out that the most important factor shaping people’s feelings about gay issues is not their age or even their religion – although those do matter – but whether they have relatives, friends or co-workers who are gay.

Continue reading at CNN…

1. Adobe Systems
2. Aetna
3. Agere Systems
4. Agilent Technologies
5. Allianz Life Insurance
6. Alston & Bird
7. American Express
8. AMR Corp. (American Airlines)
9. Anheuser-Busch
10. Apple Computer
11. Arnold & Porter
12. AT&T
13. Avaya
14. Bain & Company
15. Bank of America
16. Bausch & Lomb
17. Bell South
18. Best Buy
19. Boeing
20. BP America
21. Bright Horizons Family Solutions
22. Bristol-Myers Squibb
23. California State Automobile Association
24. Capital One Financial
25. Cargill
26. Carlson Companies
27. Charles Schwab
28. Chevron
29. ChoicePoint
30. Chubb
31. CIGNA
32. Cisco Systems
33. Citigroup
34. Clear Channel Communications
35. Clorox
36. CMP Media
37. CNA Insurance
38. Coca-Cola Company
39. Consolidated Edison
40. Coors Brewing
41. Corning
42. Credit Suisse First Boston
43. Cummins
44. Daimler Chrysler
45. Dell
46. Deloitte & Touche USA
47. Deutsche Bank
48. Dorsey & Whitney
49. Dow Chemical
50. DuPont
51. Eastman Kodak
52. Eli Lilly & Co.
53. Ernst & Young
54. Estee Lauder Companies
55. Faegre & Benson
56. Fannie Mae
57. Ford Motor Co.
58. Freescale Semiconductor
59. Gap Inc.
60. General Mills
61. General Motors
62. GlaxoSmithKline
63. Global Hyatt
64. Goldman Sachs Group
65. Google
66. Harvard Pilgrim Health Care
67. Heller Ehrman
68. Hewitt Associates
69. Hewlett-Packard
70. Honeywell International
71. Hospira
72. ING North America Insurance
73. Intel
74. IBM
75. Intuit
76. J.P. Morgan Chase & Co.
77. Jenner & Block
78. Johnson & Johnson
79. Kaiser Permanente
80. Keyspan
81. Kimpton Hotel & Restaurant Group
82. KPMG
83. Kraft Foods
84. Lehman Brothers Holdings
85. Levi Strauss & Co.
86. Lexmark International
87. Liz Claiborne
88. Lucent Technologies
89. McDermott Will & Emery
90. McKinsey & Co.
91. Mellon Financial
92. Merck & Co.
93. Merrill Lynch
94. MetLife
95. Microsoft
96. Mitchell Gold and Bob Williams
97. Morgan Stanley
98. Morrison & Foerster
99. Motorola
100. Nationwide
101. NCR Corp.
102. New York Times Co.
103. Nike
104. Nixon Peabody
105. Nordstrom
106. Northrop Grumman
107. Orrick Herrington & Sutcliffe
108. Owens Corning
109. Pepsico
110. Pfizer
111. PG&E
112. Pillsbury Winthrop Shaw Pittman
113. Powell Goldstein
114. PriceWaterhouseCoopers
115. Prudential Financial
116. Raytheon
117. Replacements
118. SC Johnson & Son
119. Schering-Plough
120. Sears Holdings Corporation
121. Sempra Energy
122. Sprint Nextel
123. Starcom MediaVest
124. Starwood Hotels & Resorts Worldwide
125. State Street
126. Sun Microsystems
127. SunTrust Banks
128. Tech Data Corp.
129. The Olivia Companies
130. US Airways
131. Viacom
132. Visa International
133. Volkswagen of America
134. Wachovia
135. Walgreens
136. Wells Fargo
137. Whirlpool
138. Xerox