For businesses managing shift workers across multiple locations, EEO statements serve both legal and practical purposes. Federal contractors and subcontractors are legally required to include EEO statements in job postings. For all other employers, EEO statements are optional but demonstrate commitment to diversity and fair treatment, both qualities that attract broader candidate pools and reduce discrimination risks.
According to iHire's 2023 State of Online Recruiting Report, only 21.5% of employers include EEO statements or diversity information in job postings, down 27.6% year-over-year. This decline occurs despite evidence that clear anti-discrimination commitments help attract diverse talent and signal inclusive workplace culture.
The challenge for multi-location businesses is creating EEO statements that sound genuine rather than formulaic legal disclaimers. Most EEO statements read identically because employers simply copy template language without considering how the message appears to candidates. Understanding who needs EEO statements, what they should include, and how to make them authentic strengthens both legal compliance and employer branding.
Who Must Include EEO Statements
Federal contractors and subcontractors are legally required to include EEO taglines in all job postings, descriptions, advertisements, announcements, and recruitment materials. This requirement stems from Executive Order 11246, which mandates affirmative action compliance for federal contractors.
All other private employers with 15 or more employees must comply with federal anti-discrimination laws enforced by the EEOC, but they're not legally required to include EEO statements in job postings. However, including these statements demonstrates compliance commitment and attracts candidates who value inclusive workplaces.
Federal agencies are required to issue EEO policy statements to all employees annually. Under 29 CFR § 1614, federal employers must communicate anti-discrimination policies and procedures clearly and regularly.
State and local requirements may impose additional obligations. Some jurisdictions require specific language about state-protected classes or mandate EEO statements in certain contexts.
What EEO Statements Must Include
While no rigid formula exists for non-federal contractors, effective EEO statements typically include several key elements:
Declaration of Non-Discrimination
The core statement affirms that the organization doesn't discriminate based on protected characteristics. This can be as simple as "We are an equal opportunity employer" or more detailed.
Basic version: "Company Name is an equal opportunity employer."
Detailed version: "Company Name is committed to equal employment opportunities regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status, age, or any other characteristic protected by law."
Protected Classes Listed
While you can use catchall language like "or any other characteristic protected by law," listing specific protected classes demonstrates awareness and commitment. Federal protected classes include:
- Race
- Color
- Religion
- Sex (including pregnancy, sexual orientation, and gender identity)
- National origin
- Age (40 and older)
- Disability
- Genetic information
- Protected veteran status (for federal contractors)
Some employers add state or local protected classes to ensure comprehensive coverage.
Example: "Company Name does not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity, gender expression, national origin, disability, protected veteran status, age, or genetic information."
Commitment to Accessibility
Statements often include language about providing reasonable accommodations for applicants with disabilities during the application process.
Example: "If you need accommodation during the application process due to a disability, please contact [email/phone number]."
Legal Compliance
Many statements note compliance with federal, state, and local anti-discrimination laws.
Example: "Company Name complies with all federal, state, and local laws prohibiting discrimination in employment."
Anti-Retaliation Language
Comprehensive EEO policies (in employee handbooks rather than job postings) include commitments not to retaliate against employees who report discrimination or participate in investigations.
Example: "Company Name prohibits retaliation against any employee or applicant who files a discrimination complaint, opposes discriminatory practices, or participates in discrimination investigations."
Real Examples from Major Employers
Examining how established companies in food service, retail, and automotive services craft EEO statements provides insight into different approaches:
Jiffy Lube
"It is the policy of this company to provide equal employment opportunities without regard to race, creed, color, religious belief, sex, age, national origin, physical or mental handicap, or veteran status."
What works: Straightforward language that clearly lists protected classes relevant to automotive service businesses.
What could improve: Could add sexual orientation and gender identity, which are now recognized as sex discrimination categories under Title VII.
Tim Hortons
"We are an equal-opportunity employer. We recognize that people are our finest asset. It is our policy to provide equal employment opportunities to all individuals, regardless of race, creed, color, religion or belief, national origin, sex, ancestry, age, marital status, veteran status, disability, medical condition, gender identity, or sexual orientation."
What works: Connects equal opportunity to valuing employees ("people are our finest asset"), making the statement feel more personal. Comprehensive list of protected characteristics appropriate for food service.
What's missing: Information about accommodation requests for applicants with disabilities.
Dunkin'
"We recognize that people are our finest asset. It is our policy to provide equal employment opportunities to all individuals, regardless of race, creed, color, religion or belief, national origin, sex, ancestry, age, marital status, veteran status, disability, medical condition, gender identity, or sexual orientation."
What works: Leads with purpose (recognizing people as assets) before listing legal protections. Appropriate length for a job posting in the quick-service restaurant industry.
What could improve: Could add specific contact information for accommodation requests during the application process.
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Making EEO Statements Authentic
The most effective EEO statements balance legal requirements with genuine voice. Several strategies help avoid generic, contract-lawyer language:
Use First Person
Addressing candidates directly makes statements more personal and sincere.
Stiff third-person: "IBM is committed to creating a diverse environment and is proud to be an equal opportunity employer."
Warm first-person: "We're committed to creating a diverse environment where everyone feels welcome. We're an equal opportunity employer."
Lead with Purpose
Rather than starting with legal compliance, begin with why diversity and inclusion matter to your organization.
Legal-first: "Company Name complies with all federal, state, and local equal employment opportunity laws."
Purpose-first: "We believe diverse teams create better outcomes for our customers and our business. That's why we're committed to equal opportunity in all employment decisions."
Connect to Company Values
Link equal opportunity to your broader company mission and culture.
Example: "At Company Name, great service comes from great people. We welcome team members from all backgrounds because different perspectives make us stronger. We're an equal opportunity employer committed to fair treatment in all employment decisions."
Be Specific About Actions
Instead of just declaring commitment, mention specific practices that demonstrate it.
Example: "We actively recruit from diverse talent pools, provide reasonable accommodations throughout our hiring process, and ensure all candidates receive fair consideration based on their qualifications. We're an equal opportunity employer that values what each person brings to our team."
Where to Include EEO Statements
EEO statements and policies appear in multiple locations:
Job Postings
Brief EEO taglines at the end of job postings signal commitment to fair hiring. Keep these concise since they appear after job details that candidates want to read first.
Example: "Company Name is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees."
Employee Handbooks
Comprehensive EEO policies in handbooks provide detailed information about:
- Protected classes and legal protections
- Examples of prohibited discrimination
- Complaint procedures
- Investigation processes
- Anti-retaliation protections
- Reasonable accommodation procedures
These policies are typically 1-3 pages and include specific contact information for reporting concerns.
Company Websites
Career pages often feature EEO statements explaining organizational commitment to diversity, equity, and inclusion. These can be longer and more detailed than job posting taglines.
Applications
Employment applications include EEO statements explaining why demographic information is requested and how it will be used (for affirmative action tracking, not hiring decisions).
Physical Workplace Postings
The EEOC requires employers to display official "EEO is the Law" posters in workplaces where employees can see them. These posters summarize federal anti-discrimination laws and employee rights. Note that these statements are undergoing review based on a 2025 Executive Order, so monitor the official website for updates.
Common Mistakes to Avoid
Several errors undermine EEO statement effectiveness:
Outdated Protected Classes
Failing to include sexual orientation, gender identity, and pregnancy as sex discrimination categories makes statements legally incomplete. The EEOC and courts have clarified that Title VII's sex discrimination prohibition covers these categories.
Outdated: "We don't discriminate based on race, color, religion, sex, national origin, age, or disability."
Current: "We don't discriminate based on race, color, religion, sex (including pregnancy, sexual orientation, and gender identity), national origin, age, disability, genetic information, or any other characteristic protected by law."
Ignoring State/Local Protections
Some jurisdictions protect characteristics beyond federal law, such as marital status, political affiliation, or arrest record. Catchall language ("or any other characteristic protected by law") covers these without listing every state variation.
Generic Copy-Paste
Using identical language to competitors makes your commitment seem perfunctory rather than genuine. Candidates notice when EEO statements are clearly boilerplate.
No Accommodation Information
Failing to provide clear instructions for requesting accommodations during the hiring process creates barriers for candidates with disabilities who need modifications to participate fully.
Missing from Relevant Materials
Including EEO statements in handbooks but not job postings (or vice versa) creates inconsistent messaging about your commitment.
EEO Statements vs. EEO Policies
EEO statements and EEO policies serve different purposes:
EEO statements are brief declarations for external audiences (job seekers) affirming non-discrimination commitment. They appear in job postings and recruiting materials. Typically 1-3 sentences.
EEO policies are comprehensive internal documents for employees explaining:
- Protected classes in detail
- Types of prohibited conduct
- Reporting procedures
- Investigation processes
- Anti-retaliation protections
- Consequences for violations
- Resources for employees
EEO policies appear in employee handbooks and are typically 1-3 pages with specific procedural details.
Both are important, but they serve different audiences and levels of detail.
Connection to Broader Compliance
EEO statements connect to multiple compliance obligations. EEO-1 reporting requires demographic workforce data that demonstrates whether your equal opportunity commitments translate to practice. Workplace discrimination policies ensure you don't just declare non-discrimination but actually prevent it. Understanding protected classes helps you write accurate, complete statements. EEOC enforcement determines consequences for failing to honor EEO commitments. Reasonable accommodation procedures must support EEO promises. HR audits assess whether your practices match your policies.
