Equal Opportunity Employer Statement: Examples, Templates & Writing Guide for 2026

Originally published: Sep 30, 2025 / Updated: May 13, 2026

An equal opportunity employer statement is one of the most important paragraphs your company will ever write, and most businesses get it completely wrong.

They copy a sentence from a legal document, paste it at the bottom of every job posting, and call it done. What they don’t realize is that this tiny paragraph is often the last thing a candidate reads before deciding whether to apply. It shapes how your company looks to job seekers, employees, regulators, and the public all at once.

This guide gives you everything you need: real scored examples from top companies, a ready-to-use template, a writing checklist, and honest answers to the questions HR teams actually ask. Whether you’re writing your first EOE statement or updating one that hasn’t changed in five years, you’re in the right place.

What Is an Equal Opportunity Employer Statement?

An equal opportunity employer statement (also written as an EOE statement or EEO statement) is a formal declaration that your company does not discriminate against job applicants or employees based on protected characteristics. These typically include race, color, religion, sex, national origin, age, disability, genetic information, veteran status, sexual orientation, and gender identity. However, the exact list depends on your location and applicable laws.

The statement usually appears at the bottom of job postings, on your careers page, and inside your employee handbook.

But here’s what separates a functional EOE statement from a great one: a functional statement tells people you follow the law. A great one tells people what kind of workplace you actually are.

There’s a meaningful difference between “We are an equal opportunity employer” and “We believe the best work happens when every person feels they belong here.” Both satisfy legal requirements. Only one makes candidates want to work for you.

Why Your Equal Opportunity Employer Statement Matters More Than You Think

Before we get into examples and templates, it helps to understand exactly what’s at stake.

It directly affects who applies to your roles. According to Glassdoor’s Diversity and Inclusion Workplace Survey, conducted by The Harris Poll among 2,745 US adults, 76% of job seekers and employees say a diverse workforce is an important factor when evaluating companies and job offers. That means three out of four candidates are silently judging your commitment to inclusion before they ever hit apply. Across dozens of open roles a year, that single paragraph can be the difference between a strong applicant pool and an empty one

It keeps you legally protected. In the United States, the Equal Employment Opportunity Commission (EEOC) enforces federal anti-discrimination laws. Companies with 15 or more employees are required to comply with Title VII of the Civil Rights Act, the Americans with Disabilities Act (ADA), and the Age Discrimination in Employment Act (ADEA). An up-to-date EOE statement demonstrates your alignment with these requirements.

It sets the standard for how your team behaves. Your equal opportunity employer statement isn’t just for candidates. Existing employees read it too. It signals what conduct is expected, what values leadership actually holds, and whether the company means what it says.

How We Scored These Examples (And Why It Matters)

Most articles just list company statements and say things like “this one is great!” without telling you why. We evaluated each example below on five criteria, each scored out of 10:

• Clarity: Is it easy to understand for any reader?
• Specificity: Does it name what it covers (hiring, pay, promotion, etc.)?
• Warmth: Does it feel human, or like legal boilerplate?
• Coverage: Does it address a comprehensive list of protected characteristics?
• Actionability: Does it go beyond words to describe real commitments?

8 Equal Opportunity Employer Statement Examples, Scored and Analyzed

1. Google

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

• What works: Google uses the first person (“we”) and emotionally strong verbs, celebrate, support, and thrive. This doesn’t read like legal text. It reads like something a company actually believes.

• What’s missing: The short version lacks a detailed list of protected characteristics. Google publishes that separately, which is worth doing, but for standalone job postings, more specificity helps.

• Best for: Companies with strong brand recognition who want an emotionally resonant, concise statement.

2. Meta (Facebook)

Facebook is proud to be an Equal Opportunity Employer and Affirmative Action employer. They do not discriminate based upon race, religion, color, national origin, sex (including pregnancy, childbirth, reproductive health decisions, or related medical conditions), sexual orientation, gender identity, gender expression, age, status as a protected veteran, status as an individual with a disability, genetic information, political views or activity, or other applicable legally protected characteristics.

• What works: The coverage here is exceptional. Meta explicitly lists reproductive health decisions as a protected category, a level of specificity most companies skip. Adding “political views or activity” shows they’ve thought carefully about their workforce composition.

• What’s missing: The tone is formal and list-heavy. There’s no sense of personality.

• Best for: Larger companies, government contractors, or organizations that need to demonstrate broad legal compliance.

3. Asana

Asana is committed to providing a workplace free from discrimination or harassment. They 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 they provide equal employment opportunities to all qualified candidates and employees. They examine their unconscious biases and take responsibility for always striving to create an inclusive environment that makes every employee and candidate feel welcome.

• What works: Asana’s statement is the most honest on this list. They don’t just say they value inclusion, they say they examine their own unconscious biases. They also list exactly where equal treatment applies: hiring, compensation, training, performance reviews, and termination. This is the level of specificity candidates actually want to see.

• What’s missing: It could be slightly tighter in length.

• Best for: Tech companies, startups, and people-focused organizations that want to lead with authenticity.

4. Apple

Apple is an Equal Employment Opportunity employer that is committed to inclusion and diversity. They also take affirmative action to offer employment and advancement opportunities to all applicants, including minorities, women, protected veterans, and individuals with disabilities.”

• What works: Apple goes beyond non-discrimination by explicitly mentioning affirmative action as a commitment to actively creating opportunities, not just passively not discriminating. It’s concise without feeling empty.

• Best for: Companies that want a short, punchy statement that still signals proactive inclusion.

5. Atlassian

They believe that the unique contributions of all Atlassians create their success. To ensure that their products and culture continue to incorporate everyone’s perspectives and experiences, they never discriminate based on race, religion, national origin, gender identity or expression, sexual orientation, age, marital status, veteran status, or disability status. All your information will be kept confidential according to EEO guidelines. Pursuant to the San Francisco Fair Chance Ordinance, they will consider qualified applicants with arrest and conviction records.

• What works: Two things stand out here. First, Atlassian ties diversity directly to business outcomes (“create our success”), making the business case embedded inside the statement itself. Second, they explicitly mention considering applicants with criminal records, which very few companies do. This signals genuine inclusivity, not just legal compliance.

• Best for: Companies in progressive markets (tech, creative industries) or those with diverse urban hiring pools.

6. Microsoft

Microsoft is an equal opportunity employer. All qualified applicants will receive 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.

• What works: Microsoft’s list of protected characteristics is among the most comprehensive available. The inclusion of family care leave and genetic information reflects modern workforce realities. The phrase “applicable laws, regulations, and ordinances” provides a legal safety net as laws change.

• What’s missing: It reads entirely as legal text. No warmth, no personality, no sense of what it’s actually like to work there.

• Best for: Enterprises with strong legal teams that need airtight compliance documentation.

7. Salesforce

Salesforce is an Equal Employment Opportunity and Affirmative Action Employer. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender perception or identity, national origin, age, marital status, protected veteran status, or disability status.

• What works: The phrase “gender perception or identity” is notably thoughtful; it protects employees from discrimination based on how others perceive their gender, not just how they identify.

• Best for: Standard corporate job postings where concise legal clarity is the priority.

8. Netflix

Netflix is an equal opportunity employer and does not discriminate based on race, national origin, gender, gender identity, sexual orientation, protected veteran status, disability, age, or other legally protected status.

• What works: Netflix keeps it short and clean. The phrase “other legally protected status” is smart drafting; it future-proofs the statement as laws evolve without requiring constant rewrites.

• Best for: Companies that want the minimum viable statement that still covers all bases.

Ready-to-Use Equal Opportunity Employer Statement Template

Here is a template you can adapt. Replace the brackets with your company’s information:

[Company Name] is an equal opportunity employer committed to building a workplace where every person is valued, respected, and supported to do their best work.

We do not discriminate against any applicant or employee on the basis of race, color, religion, sex (including pregnancy and related conditions), national origin, age, disability, genetic information, veteran status, sexual orientation, gender identity or expression, marital status, or any other characteristic protected by applicable federal, state, or local law.

Equal opportunity extends to every aspect of employment at [Company Name], including hiring, compensation, training and development, performance evaluation, promotion, and separation.

We actively work to identify and reduce unconscious bias in our hiring processes. Applicants who require accommodations during the application or interview process are encouraged to contact [HR email/contact] most accommodations involve no cost and take little time to arrange.

[Optional: Pursuant to the [relevant local ordinance], we will consider qualified applicants with criminal histories in a manner consistent with applicable law.]

Get Free Template

How to use this template:

• Keep the first paragraph in all job postings and on your careers page
• Include the full version in your employee handbook and onboarding documents
• Add the accommodation contact wherever the statement appears
• Review annually, or whenever employment law changes in your jurisdiction

The 5 Mistakes That Make Equal Opportunity Employer Statements Useless

Understanding what not to do is just as important as knowing what to include.

1. Writing it once and never updating it, Employment law changes. New protected categories are added. Executive orders come and go. An EOE statement that was accurate in 2020 may be outdated today. Build a calendar reminder to review it at least once a year, ideally with legal counsel. Your global hiring compliance process should trigger this review automatically.

2. Using it only in job postings. Your equal opportunity employer statement should live in your employee handbook, your onboarding packet, your careers page, and any printed recruitment materials. If it only appears in job ads, you’re using it as marketing rather than as a genuine policy signal. It should be part of every employee onboarding document package that new hires receive.

3. Keeping it completely separate from your hiring behavior. A statement means nothing if your interviewers ask discriminatory questions or if your hiring panels lack diversity. Pair your EOE statement with structured, bias-aware practices. If your team hasn’t had interview training that covers legal question boundaries and unconscious bias, that’s where to start.

4. Making it invisible or inaccessible. If your EOE statement is buried in tiny font at the bottom of a page, or only available in English when you hire from multilingual communities, you’re undermining its purpose. Make it accessible to everyone, including people using screen readers or assistive technology.

5. Treating it as legal protection rather than a workplace promise. The companies with the best EOE statements, Asana and Atlassian, stand out here; they treat the statement as a living commitment, not a legal shield. They back it with compliance training that ensures their entire workforce understands and practices these values.

How to Write Your Own Equal Opportunity Employer Statement: A Practical Process

Step 1: Know Which Laws Apply to You

This varies by company size, industry, and location. In the United States:

• Companies with 1+ employees must comply with the Equal Pay Act
• Companies with 15+ employees fall under Title VII, the ADA, and GINA
• Companies with 20+ employees are covered by the Age Discrimination in Employment Act
• Federal contractors have additional obligations under OFCCP regulations

If you operate internationally, each country has its own framework. The EU’s equal treatment directives, Canada’s Employment Equity Act, and Australia’s Fair Work Act all establish different requirements. Get a legal review before publishing your statement.

Step 2: Decide on Length and Tone

A short statement (one to three sentences) works for job postings where space is limited. A longer statement (two to four paragraphs) is appropriate for your careers page and handbook. Your tone should match how your company communicates elsewhere. If your job postings are warm and conversational, a cold legal paragraph at the bottom sends a confusing signal.

Step 3: List Every Area Where Equal Treatment Applies

Don’t just say “we are an equal opportunity employer.” Name the specific employment decisions your commitment covers: hiring, pay, promotions, training, performance reviews, disciplinary action, and separation. This specificity tells candidates you’ve actually thought this through.

Step 4: Address Accommodations Directly

Mention that applicants can request accommodations for disabilities or religious practices. Include a contact method. This tells candidates with disabilities that they are genuinely welcome, not just technically allowed to apply. Research consistently shows that most workplace accommodations cost little or nothing to provide.

Step 5: Have Legal Counsel and Employees Review It

Legal review ensures compliance. Employee reviews, especially from people in underrepresented groups, ensure authenticity. Ask them: Does this sound like us? Does it feel true? Would this make you more or less likely to apply here?

Step 6: Publish It Everywhere and Keep It Updated

Careers page, job postings, handbook, offer letters, and your equal opportunity employer statement should be visible throughout the hiring and employment lifecycle.

Equal Opportunity Employer Statement vs. Affirmative Action Statement: What’s the Difference?

These terms often appear together, but they mean different things.

An equal opportunity employer statement says you will not discriminate. It’s a passive commitment: everyone starts from a fair baseline.

An affirmative action statement says you will actively work to increase the representation of historically underrepresented groups. It’s a proactive commitment: you’re not just removing barriers, you’re opening doors.

Many large companies and all federal contractors include both. If your company is actively recruiting from underrepresented talent pools, running targeted outreach programs, or partnering with diversity-focused organizations, your statement should reflect that.

What 2026 Changes to Watch For

The legal and cultural landscape around equal employment opportunity continues to shift. Here are the developments HR teams should monitor in 2026 and beyond:

• EEOC and DOJ enforcement focus on DEI program structure. Recent guidance from both agencies has clarified that companies cannot use protected characteristics as a factor in hiring decisions, even in the name of diversity. Well-intentioned programs that result in different standards for different groups remain legally vulnerable. The solution is not to abandon inclusion efforts, but to anchor them firmly in equal-opportunity practices rather than demographic targets.

• State-level variation is increasing. Some states have passed legislation expanding protected classes beyond the federal baseline. Others have restricted certain types of DEI programming. If your company operates across multiple states, a single EOE statement may need jurisdictional adjustments.

• Candidate expectations are rising. Especially among younger workers, a generic legal paragraph no longer signals commitment. Candidates want to see what your inclusion practices actually look like, not just a statement that you have them.

Final Thought: Your Statement Is a Promise

Every equal opportunity employer statement is, at its core, a promise to every person who reads it. It says: you will be evaluated on your ability, not on who you are. You will be paid fairly. You will be treated with dignity.

The gap between companies that rank highly as employers and those that struggle to hire often comes down to whether their people believe that promise is real not whether the statement exists at all.

Write something you can stand behind. Back it up with fair processes, structured interviews, and consistent training. Review it every year. And treat it not as the last line of a job posting, but as the opening line of your relationship with every person who chooses to work with you.