Creating an Equal Employment Opportunity policy

Key points to include

Certain items must be included in your EEO policy. They may feel like exhaustive lists because, in actuality, there’s a lot to cover. At a minimum, it’s important to go over the fundamentals that make an EEO policy exactly that.

• Protected employee categories
  • Note that some states have additional categories, so keep that in mind depending on your office location(s)
• Employment decisions covered by EEO
  • Though we most often discuss EEO in terms of hiring, it covers all types of work situations, including firing, promotions, harassment, training, wages, and benefits, to name a handful
• Who to contact in cases of potential EEO policy violation
  • Again, it’s important to provide information for the main Equal Employment Opportunity Commission (EEOC) headquarters in Washington, DC, but also provide employees with the locations of nearby field offices

In addition to the basic and necessary information provided above, you might also consider including the following information.

• The actions your company takes to fulfill its EEO promise in all facets of employment
• The intersection of harassment and EEO policies
• How to report concerns internally, as well as the company’s policy against retaliation
• Internal investigation procedures

Once you’ve got the details finalized, it’s time to help your organization sparkle!

Why it matters

Oh, boy. This could easily turn into a dissertation, but we’ll keep things simple. We know why EEO policies matter from a legal standpoint (EEOC violations = $$$), but let’s look at it from another angle: BE AN ETHICALLY SOUND COMPANY. Some companies regurgitate the requisite EEO statement and the buck stops there. Other companies are proactively building diverse and inclusive workforces.

Job seekers and employees alike can separate the companies that are obligatorily copying and pasting EEO policies from those that are driven by a true passion to make the workplace more equitable. Tip: Be the latter. So, before you cover the legally required parts of your EEO policy (outlined above), START off with a bangin’ why that shows employees what your company is all about.

Your EEO policy introduction could go something like this:

We believe the best workplaces are those where all employees feel welcomed and accepted. We are committed to creating a diverse and inclusive workplace that embraces, encourages, and celebrates differences. By bringing together people with unique backgrounds and experiences, we will all benefit from new ideas and perspectives. To support this initiative, we apply our Equal Employment Opportunity policy to all employment decisions.

What’s trending

There’s no doubt that diversity, equity, and inclusion have become top corporate priorities in recent years. However, this goes far beyond a trend — the emphasis on DEI is here to stay. As you’re working to create or update your EEO policy, use the opportunity to consider areas for improvement.

A 2020 Glassdoor survey indicated that 76% of job seekers and employees consider a diverse workforce an important factor when evaluating companies and job offers. On top of that, the survey indicated that underrepresented groups won’t even apply for jobs at companies lacking diversity.

As an added perk, there is plenty of data to support the fact that diversity leads to increased profitability. So put that icing on your cake.

Additional notes

Link to relevant handbook policies, such as:

• Policy against Harassment, Discrimination, and Retaliation
• Open Door Policy

While you’re perfecting your handbook, check out some other Blissbook content focused on policy creation:

• How to Write Policies & Procedures
• How to Write a Culture-First Employee Handbook