More Than Words: The EEOC Statement

Disabled and neurodivergent individuals often struggle with whether to disclose their condition to employers, during the interview process and indeed, even after they have been employed.

To understand this dilemma better, I conducted a simple (unscientific) survey in October, asking for their views on EEOC statements.

I shared the survey on LinkedIn, including Beyond Impact 's page, and in several disability-focused LinkedIn groups.

The responses revealed a common theme:

there’s a growing distrust in formal equality statements and a desire for more concrete actions from employers.

Let’s dive into these findings and discuss what they mean for disabled and neurodivergent job seekers today.

What is the EEOC?

The EEOC is "Under the laws enforced by EEOC, it is illegal to discriminate against someone (applicant or employee) because of that person's race, color, religion, sex (including gender identity, sexual orientation, and pregnancy), national origin, age (40 or older), disability or genetic information." In short, the EEOC statement at the bottom of job postings is meant to reassure candidates about a company's commitment to equal opportunity.

Like the ADA, if you are just achieving what the law requires, you're only getting a 70%, a low C, a barely passing grade.

And, does an EEOC statement resonate with the very people it’s designed to support, particularly those with disabilities or neurodivergent status?

The findings

A Genuine Tone in Communication

Our survey showed a strong preference for language that doesn't just fulfill legal requirements but speaks to a deeper understanding of individual work styles and needs.

The highest-rated response (40.15%) favored a statement acknowledging that everyone achieves their best work differently and that accommodations to facilitate this are not just available but an integral part of the company culture.

Visible Proof of Commitment

However, words alone are not enough. 31.06% of respondents indicated skepticism unless accommodation statements are backed up by visible proof on the company's website.

Potential candidates are looking for social proof—real examples of accommodations that have been made, such as specialized technologies or flexible processes.

Multiple Access Points

Accessibility is paramount, not just in spirit but in the practical application. One respondent pointed out that offering a single method of communication, such as email, does not suffice.

A truly inclusive company provides multiple ways to request accommodations and ensures its application process is accessible to all, recognizing that not everyone can interact with standard digital forms or text-based communications.

Inclusivity Beyond the Statement

The second question in our survey highlighted a desire for comprehensive inclusivity policies.

The overwhelming majority (68.64%) preferred detailed statements that go beyond non-discrimination and describe a culture of diversity, inclusion, and fair assessment at every stage of employment.

Addressing Identity Respectfully

When it comes to how disability and neurodivergence are referenced,

55.40% preferred the term "disability or neurodivergent status,"

suggesting a more inclusive approach. One poignant comment called for empathy and meeting individuals "where they are and how they need to be accommodated."

Action Steps for Companies

1. Provide Multiple Methods of Communication: Respondents expressed that they would prefer a range of communication options beyond email or online forms. Companies should:

• Offer alternative ways to request accommodations, such as phone numbers or video submission options.
• Ensure their contact methods are accessible to all potential applicants, including those who may not type or read standard text.

2. Demonstrate Authentic Commitment: Applicants are looking for more than just template language; they seek genuine commitment to diversity and inclusion. To address this:

• Personalize EEOC statements to reflect the company's unique culture and approach to inclusivity.
• Provide examples of accommodations made for employees in the past, showcasing a history of actionable inclusiveness.

3. Reflect Diversity in Company Materials: A singular statement is often not enough to convey a deep commitment to equal opportunity. Companies should:

• Include accessibility and accommodation information in multiple places, such as job descriptions, the careers page, and the company's accessibility statement.
• Use imagery and language in marketing materials that reflect a diverse workforce, including people with disabilities.

4. Use Clear and Inclusive Language: The language used in EEOC statements and job postings should resonate with the intended audience. Companies are advised to:

• Employ language that includes "disability or neurodivergent status" to acknowledge a spectrum of abilities and ways of thinking.
• Avoid terms that could be perceived as discriminatory or exclusionary.

5. Showcase Real Inclusion: Survey responses indicated a distrust in EEO statements that are not backed by visible action. Companies should:

• Highlight stories and testimonials from diverse employees, including those with disabilities, about their positive experiences with the company.
• Make these stories available and easily accessible to potential applicants.

6. Address Specific Needs: Acknowledgment of different needs in the workplace is critical. Therefore, companies should:

• Explicitly state their willingness to provide reasonable accommodations and detail the process for requesting such accommodations.
• Ensure that the process for requesting accommodations is straightforward and respectful of applicants' time and privacy.

7. Implement Regular Audits of Inclusive Practices: To ensure ongoing commitment to inclusivity, companies should:

• Conduct regular audits of their hiring process and workplace environment to identify and rectify any barriers to inclusion.
• Solicit feedback from current employees with disabilities to improve policies and practices continuously.

8. Legal Compliance and Beyond: While legal compliance is fundamental, it should be seen as a starting point rather than the end goal. Companies need to:

• Ensure their policies are in full compliance with local, state, and federal laws regarding employment and disability rights.
• Strive to exceed these standards by adopting best practices from within the industry and from disability advocacy groups.

Widen your Talent Pool

By implementing these steps, companies can move toward a more inclusive hiring process that not only complies with legal requirements but also resonates with disabled and neurodivergent populations to widen their talent pool.

Find out more

Contact Tara Cunningham, Beyond Impact , [email protected] to learn what you can do to make your recruitment strategy more inclusive.

Survey Monkey Graphs

Alt text does not seem available in the article mode of LinkedIn, so the full text describing the images are found at the bottom of this article.

Content from the questions and answers:

When applying for a job, which language would make you feel comfortable requesting accommodations, so you can bring your best self to an interview?

• Answered: 132
• Skipped: 8

If you would like to contact us regarding the accessibility of our website or need assistance completing the application process, please contact us by email at [Company Email Address}. Please note that only inquiries concerning a request for reasonable accommodation will be responded to from this email address and the email address cannot be used to inquire about the status of applications.

3.03% | 4

–

At [Company Name], we are committed to productivity and performance. We know everyone gets things done differently, and we know that means some of our employees may need a reasonable accommodation (whether that means technology, using apps, or changing processes) to ensure everyone can perform at their best. If you need an accommodation, contact our accommodations team.

40.15% | 53

–

I have a hard time trusting any accommodation statement if it is not backed up somewhere else on the company's website.

31.06% | 41

–

At [Company Name], we strive to create an accessible and inclusive experience for all candidates.If you need a reasonable accommodation during the application or the recruiting process, please submit a request via this Accommodation Request Form.?

25.76% | 34

TOTAL 132

Q2

If you are a person with a disability, or neurodivergent, what type of Equal Employment Opportunity statement would make you excited to apply for a job?

• Answered: 118
• Skipped: 22

"[Company Name] provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training."

5.93% | 7

–

[Company Name] is an equal opportunity employer and maintains a policy of non-discrimination with all employees and applicants for employment.What does that mean exactly? It means that at [Company], we believe in equality for all. And we believe we can lead the path to equality in part by creating a workplace that's diverse, inclusive, and free from discrimination. Know your rights: workplace discrimination is illegal. Any employee or potential employee will be assessed on the basis of merit, competence and qualifications – without regard to race, religion, color, national origin, sex, sexual orientation, gender expression or identity, transgender status, age, disability, veteran or marital status, political viewpoint, or other classifications protected by law.This policy applies to current and prospective employees, no matter where they are in their [Company] employment journey. It also applies to recruiting, hiring, job assignment, compensation, promotion, benefits, training, assessment of job performance, discipline, termination, and everything in between. Recruiting, hiring, and promotion decisions at [Company Name] are fair and based on merit. The same goes for compensation, benefits, promotions, transfers, reduction in workforce, recall, training, and education.

68.64% | 81

–

We are an Equal Employment Opportunity employer. We do not discriminate in hiring on the basis of sex, gender identity, sexual orientation, race, color, religion, creed, national origin, physical or mental disability, protected veteran status, or any other characteristic protected by federal, state, or local?law.

11.02% | 13

–

[Company] is an equal opportunity employer committed to a culturally diverse workforce. All qualified applicants will receive consideration for employment without regard to race, religion, color, age, sex, national origin, sexual orientation, gender identity, disability status or protected veteran status. [Company] also is committed to take affirmative action to employ and advance in employment such persons.?

14.41% | 17

TOTAL 118

If you are a person with a disability and/or neurodivergent how would you prefer to be addressed in an Equal Opportunity Statement?? "We don't discriminate based on..."

• Answered: 139 | Skipped: 1

disability: 15.83% | 22

–

disability status: 10.79% |15

–

physical or mental impairment: 2.88% | 4

–

disability or neurodivergent status: 55.40% | 77

Other (please specify): 15.11% | 21

TOTAL 139