The purpose of an EEO (Equal Employment Opportunity) statement is to comply with EEOC (Equal Employment Opportunity Commission) law but there’s also a marketing aspect to it. The words in your EEO statement (which often appear in all your job postings) are also words that a candidate will measure you by.

That’s why I ran every EEO statement below through Ongig’s Text Analyzer software to make sure they were gender-neutral and inclusive.

In fact, many employers are adding hot new diversity-related words into their EEO statements such as “inclusive”, “LGBT” and “gender identity”.

On the flipside, if your words are too compliance-heavy, you’ll be interpreted as conservative or stodgy.

Words matter!

If you want to write more inclusive content, you can also try these 4 Diversity tools.

I looked at EEO statement samples from 10 employers that could help you improve or create your own EEO statement. If you’d like to see a sample EEO statement with “inclusion” language added to it, check out 10 Examples of Awesome Inclusion Statements.

Table of Contents

Here are the 16 samples of an effective EEO Statement:

SurveyMonkey EEO Statement

I lead with SurveyMonkey because tennis star Serena Williams recently joined their board to help improve their diversity hiring; and Facebook’s COO Sheryl Sandberg is also on their board and has a lot of energy around hiring women.

They take a short-and-sweet non-legalese approach and mention 2 key words: “diversity” and “inclusive”.

“SurveyMonkey is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.”

E&J Gallo Winery EEO Statement

If you want to use the fewest EEO words possible and yet still likely be in compliance to work as a contractor or sub-contractor with the U.S. government (see Section 60-1.41 of the EEOC law on job advertisements), you can do what the Gallo wine company does in their job postings — they simply insert these 3 words at the bottom of every job:

“Equal Opportunity Employer”

Note: Gallo has a bunch of additional details on diversity on the rest of their GalloCareers web site.

Google EEO Statement

Notice how Google uses the first person language (we, our, etc.) and stands out for using positive words such as “celebrate” and “thrive”.

“At Google, we don’t just accept difference — we celebrate it, we support it, and we thrive on it for the benefit of our employees, our products, and our community. Google is proud to be an equal opportunity workplace and is an affirmative action employer.”

U.S. Federal Government EEO Statement

You might not think of the Federal Government as modern or progressive but they were among the early major employers to include mention of “gender identity” and “sexual orientation” in their own jobs’ EEO statements:

“The United States Government does not discriminate in employment on the basis of race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit factor.”

This is a controversial topic — The Human Rights Campaign called out the Department of Commerce for later deleting any mention of gender identity and sexual orientation.

Dell EEO Statement

Dell throws in the kitchen-sink of areas they don’t discriminate against and I applaud them for being so inclusive. One challenge with this approach is that the list of types of people they welcome will keep getting longer and unwieldy as new topics like gender and sexual orientation (both of which they have) arise.

“Dell is an Equal Opportunity Employer and Prohibits Discrimination and Harassment of Any Kind: Dell is committed to the principle of equal employment opportunity for all employees and to providing employees with a work environment free of discrimination and harassment. All employment decisions at Dell are based on business needs, job requirements and individual qualifications, without regard to race, color, religion or belief, national, social or ethnic origin, sex (including pregnancy), age, physical, mental or sensory disability, HIV Status, sexual orientation, gender identity and/or expression, marital, civil union or domestic partnership status, past or present military service, family medical history or genetic information, family or parental status, or any other status protected by the laws or regulations in the locations where we operate. Dell will not tolerate discrimination or harassment based on any of these characteristics.”

Facebook EEO Statement

Facebook’s EEO is pretty standard but I include it here because they include both an email address and phone number for disabled candidates.

“Facebook is proud to be an Equal Employment Opportunity and Affirmative Action employer. We do not discriminate based upon race, religion, color, national origin, gender (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender identity, gender expression, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics.

If you need assistance or an accommodation due to a disability, you may contact us at or you may call us at 1+650-308-7837.”

Zayo EEO Statement

I include Zayo’s EEO statement because they add the less-used line about merit: All employment is decided on the basis of qualifications, merit, and business need.”

“Zayo is an Equal Opportunity Employer. Zayo does not discriminate on the basis of race, religion, color, sex, gender identity, sexual orientation, age, non-disqualifying physical or mental disability, national origin, veteran status or any other basis covered by appropriate law. All employment is decided on the basis of qualifications, merit, and business need.”

Tesla EEO Statement

Tesla’s EEO statement is contrarian just like them. They say that not only do they hire based on merit, but they fire based on merit. Everything is based on merit!

“Tesla is an equal opportunity employer. All aspects of employment including the decision to hire, promote, discipline, or discharge, will be based on merit, competence, performance, and business needs. We do not discriminate on the basis of race, color, religion, marital status, age, national origin, ancestry, physical or mental disability, medical​​​ condition, pregnancy, genetic information, gender, sexual orientation, gender identity or ​expression, veteran status, or any other status protected under federal, state, or local law.”

IMP Group International EEO Statement

Leading off with “Our goal” is unique. It’s both first-person (Our) and mentions that it’s their goal (implying that they’re working towards progress on diversity). They also mention “diverse” in their open line which immediately differentiates themselves from other EEO statements that jump right into legalese.

“Our goal is to be a diverse workforce that is representative, at all job levels, of the citizens we serve.  IMP Group Ltd. has an Employment Equity Policy and we welcome applications from Aboriginal People, African Nova Scotian’s and Other Racially Visible People, Persons with Disabilities and Women in occupations or positions where they are under represented.  If you are a member of one of the equity groups, you are encouraged to self-identify, on either your application form, covering letter or resume.”

Comcast EEO Statement

Don’t you think mentioning LGBT as one of just 9 words in their EEO statement might win over the LGBT (Lesbian, Gay, Bi-Sexual, Transgender) community? I do.

“Comcast is an EOE/Veterans/Disabled/LGBT employer”

Under Armour EEO Statement

UnderArmour’s EEO statement mentions “respect” and “teammates” in its opening sentence — those are positive words that are rarely seen in an EEO statement.

“At Under Armour, we are committed to providing an environment of mutual respect where equal employment opportunities are available to all applicants and teammates without regard to race, color, religion, sex, pregnancy (including childbirth, lactation and related medical conditions), national origin, age, physical and mental disability, marital status, sexual orientation, gender identity, gender expression, genetic information (including characteristics and testing), military and veteran status, and any other characteristic protected by applicable law. Under Armour believes that diversity and inclusion among our teammates is critical to our success as a global company, and we seek to recruit, develop and retain the most talented people from a diverse candidate pool.”

Textio EEO Statement

This EEO statement might be my favorite of all. It’s written in Plain English, mostly first person and drops all legalese. It also answers the question “Why” (the more inclusive we are, the better our work will be).

“Textio embraces diversity and equal opportunity in a serious way. We are committed to building a team that represents a variety of backgrounds, perspectives, and skills. The more inclusive we are, the better our work will be.”

UBS EEO Statement

UBS is an Equal Opportunity Employer. We respect and seek to empower each individual and support the diverse cultures, perspectives, skills and experiences within our workforce.

Code for America EEO Statement

Code for America is an example of a 2-pronged EEO statement. Their first sentence uses affirmative language (“Code for America values a diverse workplace…” They follow that up with a second paragraph that has more of the kitchen sink EEO Statement in which they mention all the groups of people that will not be discriminated

Code for America values a diverse workplace and strongly encourages women, people of color, LGBT individuals, people with disabilities, members of ethnic minorities, foreign-born residents, and veterans to apply.

Code for America is an equal opportunity employer. Applicants will not be discriminated against because of race, color, creed, sex, sexual orientation, gender identity or expression, age, religion, national origin, citizenship status, disability, ancestry, marital status, veteran status, medical condition or any protected category prohibited by local, state or federal laws.

Cupertino Electric EEO Statement

Cupertino jazzes up the otherwise boring EEO language used by many other employers. Check out how they say that they are “proud to be an Equal Employment Opportunity and affirmative action employer” and that they “celebrate” diversity. Sometimes adding just one or 2 power words like that makes all the difference:

Cupertino Electric, Inc. (CEI) is proud to be an Equal Employment Opportunity and affirmative action employer. We celebrate diversity and do not discriminate based on race, religion, color, national origin, sex, sexual orientation, age, veteran status, disability status, or any other applicable characteristics protected by law.


This one is unique because ADP combines their EEO statement with their Diversity Statement:

Diversity, Equity, Inclusion & Equal Employment Opportunity at ADP: ADP affirms that inequality is detrimental to our associates, our clients, and the communities we serve. Our goal is to impact lasting change through our actions. Together, we unite for equality and equity. ADP is committed to equal employment opportunities regardless of any protected characteristic, including race, color, genetic information, creed, national origin, religion, sex, affectional or sexual orientation, gender identity or expression, lawful alien status, ancestry, age, marital status, or protected veteran status and will not discriminate against anyone on the basis of a disability. We support an inclusive workplace where associates excel based on personal merit, qualifications, experience, ability, and job performance.

Kubra EEO Statement

This one catches my eye because they combine the EEO with “accommodation” language in one paragraph:

“KUBRA is an equal opportunity employer dedicated to building an inclusive and diverse workforce. We will provide accommodations during the recruitment process upon request. Information received relating to accommodation will be addressed confidentially. We thank all applicants for their interest; however, only candidates under consideration will be contacted.”

Ongig EEO Statement

I also wrote this one which I’ve used for Ongig’s own jobs. It’s EEOC compliant so that Ongig can work with the government:

“We are an equal opportunity employer and value diversity. All employment is decided on the basis of qualifications, merit and business need.”


3 Mistakes to Avoid in an EEO Statement

1. Don’t Use the “Kitchen Sink” approach and THEN leave someone out — Take Wells Fargo, for example. Their EEO Statement is:

    Wells Fargo is an Affirmative Action and Equal Opportunity Employer, Minority/Female/Disabled/Veteran/Gender Identity/Sexual Orientation.

— that sounds all well and good but compare it to Dell’s list of groups they want to be inclusive with:

“race, color, religion or belief, national, social or ethnic origin, sex (including pregnancy), age, physical, mental or sensory disability, HIV Status, sexual orientation, gender identity and/or expression, marital, civil union or domestic partnership status, past or present military service, family medical history or genetic information, family or parental status”

…by comparison, Wells Fargo looks like they are EXCLUDING some groups (e.g. age, marital, domestic partnership, HIV Status)

2. Don’t Sound Like an Outsider Wrote Your EEO — — Here is TuSimple’s EEO statement:

TuSimple is an Equal Opportunity Employer. This company does not discriminate in employment and personnel practices on the basis of race, sex, age, handicap, religion, national origin or any other basis prohibited by applicable law. Hiring, transferring and promotion practices are performed without regard to the above listed items.”)

— Do you notice how the “This company” sounds so formal. Did an employee even write this EEO?

3. Don’t repeat yourself...Amazon’s EEO has 2 statements at the end of job postings saying the same thing: 

“We believe passionately that employing a diverse workforce is central to our success and we make recruiting decisions based on your experience and skills. We welcome applications from all members of society irrespective of age, gender, disability, sexual orientation, race, religion or belief. Amazon is committed to a diverse and inclusive workplace.

Amazon is an equal opportunity employer and does not discriminate on the basis of race, national origin, gender, gender identity, sexual orientation, protected veteran status, disability, age, or other legally protected status. For individuals with disabilities who would like to request an accommodation…

— Tha shows a lack of care about the EEO wording and a waste of the reader’s time. 

EEO Policy Examples

Some companies also have an Equal Policy (usually a longer-form version of an EEO statement). They are often signed by the CEO or leader of an organization. Here are 4 examples:

U.S. Environmental Protection Agency’s EEO Policy Statement

The EPA’s Equal Opportunity Policy is quite long, so I took a screenshot: 


Deloitte’s EEO Policy Statement

Below is a letter from Deloitte’s CEO on their Equal Opportunity Policy


United States Department of Agriculture’s Civil Rights & EEO Policy Statement 

The USDA has a dual civil rights and EEO policy statement


USPS EEO Policy Statement

Here’s the plain text of the United States Postal Service’s EEO Policy Statement in case you want to borrow pieces of it for your own:

Shipping Cremated Remains - Newsroom -

Equal Employment Opportunity Policy Statement
The United States Postal Service® (Postal ServiceTM) reaffirms its long-standing commitment to equality of opportunity in every aspect of employment. Equal employment opportunity (EEO) is not only a legal requirement under our nation’s laws, but also a business imperative.

EEO is a critical component of the Postal Service’s efforts to recruit, develop, and retain the most qualified, diverse workforce to support our organization’s strategic mission of delivering to every household in America.

It is the policy of the Postal Service that all employees and applicants for employment be afforded equal opportunities in employment without regard to race, color, sex (including pregnancy, sexual orientation, and gender identity including transgender status), national origin, religion, age (40 or over), genetic information, disability, or retaliation for engaging in an EEO-protected activity. As part of its program of equal employment opportunity, the Postal Service prohibits discrimination or harassment based on any of these categories.

In addition, it is also the policy of the Postal Service to prohibit discrimination or harassment based on marital status, status as a parent and past, present, or future military service. All employees must refrain from practicing or tolerating discrimination or harassment.

Employees found to have taken actions that violate this policy and our country’s EEO laws may be subject to corrective action up to and including removal from the Postal Service.

All of us, executives, managers, supervisors, and employees, share in the responsibility for successfully incorporating the Postal Service’s policy on equal employment opportunity in every aspect of our duties and complying with this country’s EEO laws.

Posmaster General, CEO

Equal Opportunity Policy Statement Templates

Here are 3 EEO Policy Statement templates that might help you create your own: 

Note: If you find this article interesting you might also find this one useful: 10 Examples of Awesome Diversity Statements.

Legal Note: You should talk with own attorneys/counsel about what compliance language is necessary for your own EEO statements in job postings. 

Purpose and Legal Framework 

So, you might be wondering, what’s the deal with this whole “EEO statement” thing? Well, let’s break it down for you. The purpose of an Equal Employment Opportunity (EEO) statement is pretty straightforward: it’s all about ensuring fairness in the workplace. Basically, it’s a way for companies to say, “Hey, we’re all about giving everyone a fair shot.”

Now, why is this important? Well, besides just being the right thing to do, there are legal reasons too. You see, there are all these laws and regulations out there that require companies to treat everyone fairly when it comes to hiring and employment practices. Therefore, these laws make sure that job seekers and employees aren’t discriminated against based on things like race, gender, age, or disability.

So, including an EEO statement in their job ads and other employment materials, companies are showing that they’re serious about following these laws. It’s like a little reminder to everyone that they’re committed to creating an inclusive work environment where everyone has a fair shot at success.

What should your EEO statement say?

Now, you might be thinking, “But what exactly does an EEO statement say?” Well, it typically includes things like the company’s commitment to providing reasonable accommodation for qualified individuals with disabilities, a statement that they’re an equal opportunity employer, and information on how to report any instances of harassment or discrimination.

And remember, it’s not just about federal laws – companies also need to consider local laws and regulations when crafting their EEO statements. So, by including all the necessary info in their EEO statement, companies can make sure they’re covering all their bases and staying on the right side of the law.

Overall, having a strong EEO statement isn’t just a legal requirement – it’s also a best practice for creating inclusive workplaces where everyone feels valued and respected. So, whether you’re a job seeker or a company looking to attract diverse talent, an EEO statement is definitely something to keep in mind.

Promoting Diversity and Inclusion

An effective EEO statement prioritizes creating a workplace where everyone feels valued and respected. When a company embraces equal opportunity, it sets the stage for a more inclusive work environment where people from diverse backgrounds can thrive.

Think of it like this: imagine you’re putting together a puzzle. Each piece is different, but when they all come together, they create a beautiful picture. That’s what diversity does for a workplace—it brings together people with different experiences, perspectives, and skills to create something amazing.

Therefore, by having a strong EEO statement, a company shows that it’s committed to promoting diversity and inclusion. This commitment sends a powerful message to job seekers that this is a place where they’ll be welcomed and valued for who they are. After all, who wouldn’t want to work for a company that celebrates diversity?

The benefit

When a company actively promotes diversity and inclusion, it’s more likely to attract a wide range of talented individuals. So, these could be people from different races, genders, ages, religions, or abilities. When companies cast a wide net, it’s easier to find the best and brightest candidates for their teams.

However, it’s not just about attracting diverse talent. It’s also about supporting organizational values. So, when a company says it’s an equal opportunity employer, this needs to be evident. This creates a positive work environment where everyone feels like they belong and can contribute their best work.

And let’s not forget about the legal side of things. Having an EEO statement in place helps companies demonstrate their commitment to following applicable federal and state laws. So, this protects both the company and its employees from unlawful discrimination. It also ensures that everyone is treated fairly throughout the hiring process and beyond.

Risk Mitigation and Legal Compliance

Now, let’s talk about why having a solid EEO commitment is vital.

Imagine your company as a ship sailing through the sometimes stormy seas of employment law. Without a strong EEO commitment, you’re like a ship without a rudder, at the mercy of the waves. But with an effective EEO statement guiding your way, you’re better equipped to navigate those waters and avoid the rocks of discrimination lawsuits.

When a company makes it clear that it’s an equal opportunity employer, it’s more than a tagline—it’s a promise to treat everyone fairly, regardless of their background. Federal and state laws require companies to provide equal opportunities to all qualified individuals. And failing to do so can land you in hot water faster than you can say “disciplinary action.”

So, by having an EEO statement in place, companies can prove that they take their legal obligations seriously. This can also help mitigate the risk of costly discrimination lawsuits and protect the company’s reputation as a fair and inclusive employer. It’s like having insurance for your company’s good name.

But it’s not just about avoiding legal trouble. You also have to think about promoting a culture of fairness and respect in the workplace. So, when employees see that their company is committed to equal opportunity, they’re more likely to feel valued and respected. This can lead to higher morale, increased productivity, and lower turnover rates—a win-win for everyone involved.

Communicating Organizational Values

Ever wonder what your company stands for? Well, your EEO statement can give you a pretty good idea. Your company’s EEO statement is a public declaration of your organizational values, proudly proclaiming your commitment to diversity and fairness.

When a company includes an EEO statement in its policies, job ads, and everywhere else it can, it’s like saying, “Hey, we’re serious about this stuff.” It’s not just a box to check off; it’s a reflection of who you are as a company.

Think about it: when potential candidates see your EEO statement, what do you want them to think? So, you want them to know that your company values diversity and inclusion, that you’re committed to providing equal opportunities to everyone. You also want them to know that you won’t stand for discrimination of any kind.

And it’s not just about attracting talent either. It’s also about retaining it. So, when employees see that their company takes its EEO statement seriously, it fosters a sense of trust and loyalty. They know that they’re working for a company that cares about more than just the bottom line—that they’re working for a company that values them as individuals.

In addition, let’s not forget about branding. Your EEO statement isn’t just for internal use. So, this means that it’s also a key part of your company’s brand identity. It shows the world what you stand for and sets you apart from the competition. After all, in today’s world, where diversity and inclusion are more important than ever, having a strong EEO statement can be a major selling point for your company.

Employee Training and Monitoring

Everyone needs to know what’s expected of them and how to stay on the right track. That’s where training comes in. So, by educating employees about EEO policies, you’re giving them the tools they need to navigate the sometimes tricky terrain of workplace equality. This includes things like understanding what constitutes discrimination, being aware of unconscious biases, and knowing how to prevent harassment of any kind.

However, it’s not just a one-and-done deal. Training should be ongoing to make sure everyone stays up to date and on the same page. So, just like you wouldn’t stop practicing driving after you get your license, you shouldn’t stop learning about EEO policies after your initial training.

Also, let’s not forget about monitoring. Just like you keep an eye on your car’s dashboard to make sure everything’s running smoothly, you need to keep an eye on how your EEO policies are being implemented. So, this means checking in regularly to ensure compliance and effectiveness.

In the end, what good is having EEO policies if no one follows them? Therefore, by monitoring and enforcing these policies, you’re showing that you take them seriously and that you won’t tolerate any funny business.

Why I wrote this?

The reason I care so much about EEO statements is that they are a common element of job descriptions. And Ongig’s mission is to transform your job descriptions to boost candidate applications and diversity. Give me a shout if you’d like to see how Ongig’s Text Analyzer helps you write the best EEO statements and every other part of your job descriptions.

It’s not just about compliance…it’s about who you are and who you want to be.

by in Diversity and Inclusion