What is the difference between Equal Opportunity and Diversity Statements?
While both a diversity statement and an Equal Opportunity statement reflect a company's commitment to creating an inclusive and fair workplace, they serve different purposes and emphasize different aspects of that commitment.
Equal Opportunity Statements are legally mandated
An Equal Opportunity statement is primarily focused on legal compliance and non-discrimination. It outlines the company's commitment to providing equal employment opportunities to all individuals, regardless of their protected characteristics. It is often required by law, especially for government contractors and larger organizations. Given this focus, the tone of Equal Opportunity Statements are typically formal and legalistic.
Equal Opportunity Statements have two key features:
- An explicit statement of the employers’s commitment to providing equal employment opportunities and non-discrimination.
- A list of protected characteristics or designated groups. These differ based on jurisdiction but often include sex, race, religion and disability status.
Examples
- United States: "We are an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or veteran status."
- United Kingdom: "{{Company}} is committed to creating a diverse and inclusive workplace. We welcome applications from all qualified individuals regardless of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex or sexual orientation.”
- Canada: "{{Company}} is committed to employment equity and creating a diverse and inclusive workplace. We welcome applications from all qualified individuals, including members of designated groups such as women, Indigenous peoples, persons with disabilities, and members of visible minorities."
- European Union: “{{Company}} is committed to ensuring equal treatment and non-discrimination in the workplace. We welcome applications from all qualified individuals regardless of religion or belief, disability, age, or sexual orientation."
In some contexts, Equal Opportunity statements include a commitment to positive or affirmative action (as in the Canadian example above). Read more here about the impact of anti-discrimination laws on job post.
Diversity Statements are important for employer brand
A diversity statement, on the other hand, focuses on the company's broader commitment to fostering a diverse and inclusive workplace culture. It reflects the company's values, goals, and initiatives related to diversity, equity, and inclusion.
The content of diversity statements is much more variable than Equal Opportunity Statements. Diversity statements can describe the value the company places on diversity and the benefits it brings to the organization and initiatives or programs aimed at promoting diversity and inclusion within the workplace. Diversity statements can also include a broader range of characteristics and identities than those covered by Equal Opportunity laws.
Examples
- "We are committed to building a diverse and inclusive team where every voice is heard and valued. Our diversity initiatives include employee resource groups, mentorship programs, and inclusive hiring practices. We believe that a diverse workforce drives innovation and excellence."
- "At {{Company}} we are committed to building a diverse and inclusive team. We believe that diverse perspectives drive innovation and create a vibrant workplace where everyone can thrive. Our initiatives include {{specific programs}}, and we strive to create an environment where all voices are heard and valued."
Specific Differences
Equal Opportunity Statement |
Diversity Statement |
|
Focus |
Primarily legal and compliance-oriented, ensuring non-discrimination and adherence to Equal Opportunity laws. | Values-driven, highlighting the company’s commitment to creating a diverse and inclusive culture. |
Content |
Specific mention of protected characteristics and compliance with anti-discrimination laws. | Broader focus on DEI initiatives, programs, and the overall importance of diversity to the organization. |
Tone |
Formal and legalistic, ensuring compliance with laws and regulations. | More inspirational and aspirational, aiming to attract diverse talent and foster an inclusive culture. |
Which is better?
Some companies are legally required to have an Equal Opportunity statement based on local laws. However, among the broader range of companies, our research has demonstrated that diversity statements that have a similar tone and content as Equal Opportunity statements (i.e. formal tone, references to protected characteristics) generally fare better. Among candidates from a diverse range of backgrounds (women and non-binary individuals, people of color, people who identify as LGBTQ), Equal Opportunity statements improved the perceived inclusiveness and belonging. When in doubt, opting for an Equal Opportunity statement is good practice.
💡How Datapeople Helps
- Diversity Statements are table-stakes: All jobs benefit by including statements of non-discrimination. On the Datapeople platform, diversity statements are standard requirements in both jobs and templates. The editor provides real-time guidance when they are missing in the sidebar.
- Our Policy Guide enables jurisdiction-specific guidance: Some employers need to have Equal Opportunity statements for specific locations to remain compliant with anti-discrimination laws. You can enact this through an option in the Policy Guide.
- Our Compliance Report enables teams to validate conformity: This report demonstrates which of your open jobs are out of compliance including missing diversity or Equal Opportunity statements, salary disclosure or accommodation statements.
