How to write better EEO statements
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Last month, I shared one of the most common mistakes I see in job postings: lists of “responsibilities” and “qualifications” that are way too long and don’t even list the right things, causing you to lose qualified applicants and get a less diverse applicant pool. (Missed last month’s post? Click here to read about how to avoid this mistake.)
Today, I’m sharing another very common missed opportunity I see in job postings across industries and how to fix it.
The Mistake: You're using a boilerplate Equal Opportunity Employer (EEO) statement.
Why is this a mistake?
Boilerplate EEO statements (which is what I see in most job postings) read like what they are: legal disclaimers. And let’s be honest: legal disclaimers make most of our eyes glaze over if we read them at all. They never make us more excited about the contract we’re considering. This is such a missed opportunity – and in many cases, a misrepresentation of your organization!
Are you doing DEI work to avoid a lawsuit, or are you doing it because you care about treating your people equitably and you want to build an organization where folks feel a strong sense of inclusion across identity groups? Since you’ve found your way to my newsletter, I’m guessing it’s the latter. Your EEO statement is a chance to showcase that!
What should you do instead?
Write an EEO statement that illustrates your company culture and commitment to DEI! There are lots of good EEO statements that are both legally compliant AND help attract more qualified, values-aligned candidates — especially those with historically and currently underrepresented identities. Students in our hiring course have access to a full resources sheet for writing these.
Here are a few of my favorite examples from my clients:
From Storyroot (a small client services firm):
As an organization founded by a white, cis-gender woman, we are looking specifically for candidates with either demographic identities or life experiences that would add different perspectives to our work. We believe that for the sustainability field to remain relevant and effective, it is essential that we use equitable employment practices to actively recruit historically underrepresented and chronically underemployed groups. We encourage folks to apply who self-identify as black, indigenous, persons of color (BIPOC), women, working-class, or disabled. All qualified applicants will receive consideration for employment without regard for race, religion, sexual orientation, gender identity, national origin, age, disability, protected veteran status, genetic information, marital status, or any other basis prohibited by law.
Did you know that, according to research, men apply to jobs more often even if they only meet ~60% of listed qualifications, while women and members of historically marginalized groups tend to only apply when they think they meet every criteria? We think that’s bogus. If you’re interested in joining Storyroot and think this is the right job for you, please apply even if you can’t check every box. We’d still love to hear from you!
We recognize that flexibility comes in a variety of forms. Please talk to us about what flexibility and accommodations you need to do your job the best you can, whether that’s alternative working hours, particular means of communication, or anything else we haven’t thought of.
From Let My People Sing (a small non-profit):
At Let My People Sing!, we value building diverse Jewish singing communities, and we want our team to reflect the communities we are helping to build! Folks from historically and ongoingly marginalized and excluded communities, including those who are queer, trans, non-binary, BIJOCSM (Black Jews, Indigenous Jews, non-Black Jews of Color, Sephardim and Mizrahim Jews), disabled and poor / working class, from any Jewish background (including Jews by choice, those raised Orthodox or from patrilineal descent, etc.), are especially encouraged to apply.
Research shows that while cis-men apply to jobs when they meet an average of 60% of the criteria, women and other marginalized folks tend to only apply when they check every box. So if you think you have what it takes, but don't necessarily meet every single qualification, please still get in touch. We'd love to have a chat and see if you could be a great fit!
From Qventus (a mid-sized health tech startup):
We believe that diversity, equity, inclusion, and belonging are fundamental to improving healthcare and society, and that’s why we’re building a company that leads the way. We hold ourselves accountable to using fair hiring processes that mitigate the negative impacts of unconscious bias. We also work to ensure that people from underrepresented groups play meaningful roles on both sides of the interview table.
We are an equal-opportunity employer and give all qualified applicants consideration for employment without regard to age, ancestry, color, family or medical care leave, gender identity or expression, genetic information, marital status, medical condition, national origin, physical or mental disability, political affiliation, protected veteran status, race, religion, sex (including pregnancy), sexual orientation, or any other characteristic protected by applicable laws, regulations and ordinances.