Your EEO statement should be authentic and reflect more than just hiring decisions within the company. Other aspects of employment, such as promotions and remuneration, should also be supported by positive actions. Here`s a list of ways you can align your EEO statement with your company`s culture and attract a good variety of talent. Employers` statements on equal opportunities should not be a mere formality. Employers who consciously work for equal opportunity and diversity should be proud to announce this. We talked about what the Equal Opportunity Statement is and what to do and what not to do. Now let`s look at a few examples to inspire you to write your EEO statement. Since eEO reporting is a government-regulated requirement, it can apparently lose some of the mood and authenticity without the custom policy statement. Perhaps the most direct approach is Workable`s EEO declaration. It is written in simple language that makes it clear that they hire without judgment or discrimination. Diversity has been a trending topic for years, which proves enough that there aren`t enough of them in the workplace. Diversity is essential to a company`s ability to support growth and innovation.
To demonstrate your commitment to inclusive business practices, an equal opportunity statement from the employer is required in part. Do the results of these studies suggest that employers should not publish EEO statements? Probably not. If you are a federal contractor or subcontractor, you have no choice. The Equal Employment Opportunity Commission (EEOC) requires that you include the phrase “[company name] is an equal opportunity employer” in each job posting, as well as a statement of non-discriminatory practices. But even if you`re not bound by the law, it`s a good thing to reassure candidates that you`re committed to equal opportunity. It is quite long and can be found here: www.eeoc.gov/eeo-policy-statement. Federal contractors should include the company name in their return, but that doesn`t mean they can`t use inclusive “we” language that is more appealing to candidates. People often want to be part of the group, so using “us” can be a powerful, if subtle, technique. Ben & Jerry`s chose to use a slogan as a federal contractor to explicitly state its obligations. They also used their business justification for DCI to create this statement. They urged others to take action by posting the required positions that demonstrate their commitment to meeting the requirements. Employers` Equal Opportunity Statements (EOEs) are generally considered best practices.
They express employers` commitment to equal opportunities and diversity. Their role seems simple. But this is not the case. This is because eeo statements only make sense if they reflect the truth. Whether your main goal is to stay compliant or attract diverse, forward-thinking talent, the steps in writing a great EEO statement remain the same: candidates seem to view employers` equal opportunity statements positively. Thus, employers with equal opportunities have the opportunity to make a single statement and attract better candidates. An Equal Employer Opportunity Statement (EEO) is a company`s commitment to transparent and non-discriminatory employment. Although mandatory hiring practices are established by the Equal Employment Opportunity Commission (EEOC), they should be formulated in a way that reflects the work environment.
A group of researchers conducted a series of studies to investigate how EEO policy statements affect companies` hiring practices. The researchers examined the consequences of applicants masking parts of their identity by removing racist cues such as minority scholarships or traditional names from their CVs (also known as “CV laundering”): This is an example of an eEO statement provided by the OFCCP to be included in contracts with suppliers, etc. (It is required by federal contractors, but not by most other businesses. This is part of maintaining a positive action plan.). Give candidates the opportunity to learn even more about your company`s DCI values and commitments by referring them to your careers website. Ideally, this includes testimonials from new and long-term employees, statements of support from leaders, images that can help certain underrepresented groups see someone like them succeed in the company, and much more. The language you use in job postings must also match your EEO record. For example, if the rest of your job posting contains words that appeal to male candidates, EEO statements may lose some of their effectiveness. The same goes for ads that use words that can exclude protected groups. For example, it`s best to avoid words like “young” or “close-shaven.” While this example is too long to use in contracts, orders, or job postings, it remains one of the formats required by a federal contractor and optional for an equal opportunity employer. This long format offers many opportunities to share the aspirations and vision of the organization and provide resources, which is evident in the example above.
This example shows the use of vision and aspiration to convey the organization`s belief and repeat that belief to employees. However, employers with federal contracts of $10,000 or more must indicate in job postings that qualified candidates will be considered regardless of race, color, religion, sex, sexual orientation, gender identity, and national origin. .