Two-thirds of the fortune 200 companies have domestic partner and same-sex partner benefits. What are we seeing within the state of Utah and what do you see in your organizations?

From our perspective it's a little different. We were really wanting to embrace domestic partners whether it was same gender or opposite, but what we were faced with is we have 100 percent healthcare. If you are a domestic partner and the boyfriend and girlfriend fight and the girlfriend moves out, the girlfriend stays on the plan forever until we renew. We are trying to figure out how we can capitalize on that. Unfortunately, we've had a couple of people who have tried to get their cousin's kids on our plan because it's 100 percent coverage, They say, "My poor cousin has this disease and I want to help them and they don't have healthcare." Back to the point on a legal union of marriage, that makes it very easy and clean. We are indifferent culturally as a company on what their gender is.

Cammie Cable

DUNNING: 'This small firm has had domestic partner benefits for years, from before I came to work here three years ago. You can make them available under most plans without waiting for legal permission to do it. If you want the workforce of the future, you are going to have to embrace this. I have a 27-year-old and a 30-year-old, and they are just aghast that people are still worried about and arguing about who you choose to share your life with--the gender of the person you choose to share your life with. They can't argue about it because it seems to them to be a no-brainer. There are no legal impediments to putting in place benefits that allow you to get and keep the best and brightest. Whether it's because they are involved in a same-sex relationship or because they think it's so incredibly unfair to discriminate against people who are, you will be a more attractive employer to that group if this is a non-issue and you treat people the same.

HERRING: We've been providing those benefits...