6 Inspiring Equal Opportunity Employer Statement Examples [+ Guide to Craft Your Own]

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6 Inspiring Equal Opportunity Employer Statement Examples [+ Guide to Craft Your Own]

An equal opportunity employer statement is a powerful affirmation of your company’s stance on diversity, equity, and inclusivity. It clearly outlines your organization’s intentions to treat everyone equally regardless of background, culture, or identity.

But don’t be fooled into thinking your equal opportunity employer statement needs to be dull or full of jargon. We’ve picked some inspiring examples from top employers demonstrating how to craft your statements with empathy and soul. 

What is an equal opportunity employer statement? 
The benefits of an equal opportunity employer statement
Equal opportunity employer statement examples
9 Steps to create a powerful equal opportunity employer statement 

What is an equal opportunity employer statement? 

An equal opportunity employer statement is a paragraph or two declaring a company’s commitment to providing equal employment opportunities for all applicants and employees, regardless of race, religion, gender, national origin, age, disability, marital status, or veteran status. 

Also known as an affirmative action statement, this signals to job applicants that the employer complies with relevant laws and regulations regarding equal opportunity and offers a welcoming and inclusive work environment. As a bonus to the business, it also provides a positive impression to customers, business partners, and anyone else who interacts with the company. 

The benefits of an equal opportunity employer statement

Your equal opportunity statement isn’t just a nice-to-have; it drives tangible results for the organization:

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  • Shows commitment to DE&I. Glassdoor research finds that 76% of candidates consider whether an employer is committed to DE&I before accepting a job offer. Although equal opportunity statements differ from diversity statements, they’re an important way to introduce your stance as an equitable and inclusive employer. 
  • Fills vacancies faster. Textio research reveals that companies with an equal opportunity statement in their job ads fill vacancies 6% faster than those without.    
  • Enhances your employer brand. Your EOE statement (and anywhere you include it) is a critical touchpoint that creates a positive impression about the company as an employer. 69% of job seekers would reject a job offer from an organization with a negative employer brand, even if they were unemployed, so your EOE could be the deciding factor. 
  • Improves employee morale. Your statement is a benchmark for how you expect your employees to behave, reassuring individuals they can bring their whole selves to work without their colleagues discriminating against them
  • Meets legal requirements. The organization may be subject to local or federal laws depending on your location. For example, it is illegal for US companies with 15+ employees to discriminate against an employee or job candidate based on race, gender identity, pregnancy, or various other protected characteristics. The Equal Employment Opportunity Commission enforces these regulations. 

Equal opportunity employer statement examples

Companies sometimes use a cookie-cutter approach to crafting their statement, copying a bland paragraph filled with legal jargon and pasting it into their job ads. Another approach taken is to craft a more empathetic message that conveys inclusivity. We’ve cherry-picked some of the best statements for you to get a better understanding of what will work for your company.  

1. Asana 

Asana’s statement is: 

“Asana is committed to providing a workplace free from discrimination or harassment. We expect every member of the Asana community to do their part to cultivate and maintain an environment where everyone has the opportunity to feel included, and is afforded the respect and dignity they deserve.

Decisions related to hiring, compensating, training, evaluating performance, or terminating are made fairly, and we provide equal employment opportunities to all qualified candidates and employees. We examine our unconscious biases and take responsibility for always striving to create an inclusive environment that makes every employee and candidate feel welcome.”

Why this statement works

Asana is specific about the areas of HR that its equal opportunities extend to, such as compensation, performance management, and termination decisions. The company also remains accountable by acknowledging that biases exist while pledging to find ways to identify and overcome them. 

How to elevate your statement

To improve this statement, job applicants and employees would benefit from learning more about the specific laws and regulations that Asana’s policy adheres to. Consider showing your compliance with regulations and be specific about what laws you are referring to in your equal opportunity employer statement. 

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2. Scholastic 

Scholastic’s statement is:

“Scholastic is an Equal Opportunity Employer. Our policy is clear: there shall be no discrimination on the basis of age, disability, sex, race, religion or belief, gender reassignment, marriage/civil partnership, pregnancy/maternity, or sexual orientation.

We are an inclusive organization and actively promote equality of opportunity for all with the right mix of talent, skills and potential. We welcome all applications from a wide range of candidates. Selection for roles will be based on individual merit alone.”

Why this statement works

Along with describing the specific minority groups their equal opportunity policy applies to, Scholastic goes one step further by outlining its approach to recruitment. Focusing heavily on skills and individual merit is a highly inclusive strategy that encourages job seekers from all backgrounds to apply. 

How to elevate your statement

To embrace a wider audience and attract even more diverse talent, Scholastic could extend the classifications listed to include those with military service, of any national origin, any political affiliation, and more. Consider the audience your statement specifically encompasses and be sure to include the various types of audience so that you can attract a diverse pool of candidates.

3. Atlassian 

Atlassian’s statement is:

“We believe that the unique contributions of all Atlassians create our success. To ensure that our products and culture continue to incorporate everyone’s perspectives and experience, we never discriminate based on race, religion, national origin, gender identity or expression, sexual orientation, age, or marital, veteran, or disability status.

All your information will be kept confidential according to EEO guidelines. Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.” 

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Why this statement works

Atlassian speaks from the heart, using authentic language to describe its culture and praising its people for its success. One favorite thing about this statement is it’s not a one-and-done approach. Instead, Atlassian recognizes that progress relies on being continuously open to welcoming new team members while providing reassurance about privacy. 

How to elevate your statement

People with disabilities would benefit from learning what accommodations Atlassian could offer during the application process. What accommodations can you offer? Be clear about these in your statement, rather than making ambiguous references.

4. Moody’s 

Moody’s statement is: 

“We recruit, hire, employ, train, promote, and compensate individuals based on job-related qualifications and abilities. Moody’s also has a longstanding policy of providing a work environment that respects the dignity and worth of each individual and is free from all forms of employment discrimination, including harassment, because of race, color, sex, gender, age, religion or religious creed, national origin, ancestry, citizenship, marital status, sexual orientation, gender identity, gender expression, genetic information, physical or mental disability, military or veteran status, or any other characteristic protected by law.

Moody’s also provides reasonable accommodation to qualified individuals with disabilities or based on a sincerely held religious belief, in accordance with applicable laws. If you need to inquire about an accommodation, or need assistance with completing the application process, please email [email protected]

Why this statement works

Moody’s takes the legwork out of asking for accommodations by providing an email address for applicants who require extra support during the hiring process — what better way to prove they’re an inclusive employer? Their use of “longstanding” also signals that Moody’s isn’t new to prioritizing equal opportunity — it’s been doing so for years.

How to elevate your statement

Moody’s statement does seem a little templatized and lacks soul. Ensure that your statement provides a genuine, authentic overview of your organization, instead of simply copying what others have to say. 

5. Nintendo 

Nintendo’s statement is: 

“Nintendo is an equal opportunity employer. We offer a welcoming and inclusive environment in service to one another, our products, the diverse consumers we represent, and the communities we call home. We do all of this with kindness, empathy and respect for each other.”

Why this statement works

Nintendo’s statement is short, sweet, and to the point. It describes the company’s core values upfront – kindness, empathy, and respect – which makes it easy for potential candidates to determine if their values align with Nintendo’s.

How to elevate your statement

A lengthier version might provide more detail to describe exactly what an inclusive environment means to the company. Of course, this is determined by what your company has done or plans on doing in its equal opportunity efforts. Rather be truthful with what your company is doing, than adding fluff to your equal opportunity employer statement. 

6. Loom 

Loom’s statement is: 

“We are actively seeking to create a diverse work environment because teams are stronger with different perspectives and experiences. We value a diverse workplace and encourage women, people of color, LGBTQIA individuals, people with disabilities, members of ethnic minorities, foreign-born residents, older members of society, and others from minority groups and diverse backgrounds to apply.

We do not discriminate on the basis of race, gender, religion, color, national origin, sexual orientation, age, marital status, veteran status, or disability status. All employees and contractors of Loom are responsible for maintaining a work culture free from discrimination and harassment by treating others with kindness and respect.”

Why this statement works

Loom’s statement is comprehensive and covers a wide range of characteristics. It also clearly outlines why the company is committed to creating a diverse work environment — it’s not just the right thing to do; it works from a business perspective. 

Loom clarifies how its employees and contractors are responsible for maintaining an inclusive work culture. This ensures everyone is held accountable for creating a safe and equitable workplace. 

How to elevate your statement

It would be encouraging to see this statement refer to other employee lifecycle stages like L&D or compensation rather than focusing entirely on hiring. Think about what your company is doing across the full employee lifecycle and include these efforts in your statement. 

Create a Powerful Equal opportunity Employer Statement

9 Steps to create a powerful equal opportunity employer statement 

Composing an effective statement is essential for building a workplace culture that values diversity, inclusion, and equity. Follow these nine steps to craft your message. 

  • Step 1: Review legal requirements. Begin by consulting with your compliance and legal team to ensure your statement meets all applicable requirements based on your company size and location. 
  • Step 2: Define what your equal opportunity statement encompasses. Explain which protected classes it refers to, such as race, gender, or religion. 
  • Step 3: State what “equal opportunity” means to your company. Go into granular detail about this broad term and which aspects of the employee lifecycle it refers to. For example, recruitment, promotions, compensation, learning and development, succession planning, performance management, and termination decisions. 
  • Step 4: Use clear and consistent language. Avoid using legal jargon that may baffle or bore some employees or applicants. Ensure your message is consistent with language used in your job ads, social profiles, and company careers pages.
  • Step 5: Be transparent. Offering equal opportunities as an employer is an ongoing and imperfect process. Take ownership of your mistakes and list how you actively strive to build a more equitable workplace. 
  • Step 6: Enable support to accommodate. Demonstrate how you plan to support job seekers with disabilities or religious beliefs that would prevent them from following your typical application. Dr. Laura Bogardus, TEDx Speaker and Consultant, explains, “Most accommodations cost nothing, but those that do typically cost $500 or less.”
  • Step 7: Incorporate your company values. Describe how your statement aligns with your overall mission and what it means to be a part of your organization. 
  • Step 8: Link back to your statement. Proudly display it on your careers pages, job board ads, employee handbook, onboarding and orientation documentation, and anywhere else relevant to your organization. Ensure these communications systems are fully accessible for those with disabilities so your message is never lost. 
  • Step 9: Collect feedback. Understand how well your statement resonates with your workforce, job candidates, and key organizational stakeholders. What do they like, and what could you explain differently or in more detail? Does it strike the right tone? 

Update your equal opportunity statement as your company culture evolves 

Equal opportunity employer statements can quickly become outdated due to increasing awareness of social justice issues and changing legal requirements. 

This is why it is important for HR to review your statement regularly. Seek input from the right stakeholders, and revise your statement as required to align with company culture. This course correction will ensure your company continues to offer an inclusive environment for all. 

Key takeaways

  • Comply with regulations: Always check your legal obligations in terms of the messaging you use and where you post it. 
  • Customize your message: Even if you work from a template, don’t be afraid to speak from the heart and inject some personality into your statement to bring it to life. 
  • Provide examples: Walk the talk by describing how you support employees and applicants as an equal-opportunity employer. 
  • Adjust your statement. Stay relevant and in alignment with your current company culture by regularly reviewing and modifying your message. 
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