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I'm going to assume that your organization is covered by the federal affirmative action regulations. If this isn't the case, you have significant latitude in what you might use for an EEO tagline. While it might seem somewhat unreasonable, OFCCP requires that radio and television ads have an EEO tagline that parallels what is use with any other type of advertisement. Thus, if you want to use a short EEO tagline, you would need to say something like "Equal Opportunity Employer-vets and disabled". However, I would personally find this tagline awkward for use in radio or TV ads, even if it works for print ads. If you still want something short, you may want to consider the following: "Equal Opportunity Employer - veterans and individuals with disabilities encouraged to apply." If you're willing to have a longer tagline, you might want to use something like this. "We are an equal opportunity/affirmative action employer. We especially encourage veterans and individuals with disabilities to apply." If you'd like to encourage minorities and women to apply, OFCCP has stated that you need to include something about all the classifications protected under Executive Order 11246 in your advertisement. That would mean your tagline would be something like this. "We are an equal opportunity/affirmative action employer. We consider candidates regardless of race, color, religion, gender, sexual orientation, gender identity, national origin, disability, or veteran status." A better (though longer) version of the above might be as follows: "We are an equal opportunity/affirmative action employer. We consider candidates regardless of race, color, religion, gender, sexual orientation, gender identity, national origin, disability, or veteran status, and encourage minorities, females, veterans, and individuals with disabilities to apply." Ultimately, you're left with a variety of problematic choices. Thank OFCCP for making this more difficult by providing restrictive instructions in its revised regulations for protected veterans and individuals with disabilities and in its new regulations regarding sexual orientation and gender identity.
You can use this OFCCP audit checklist to ensure you're doing what is required to maintain OFCCP's regulations including VEVRAA, Section 503, and EO 11246. Or request a demo to streamline your compliance and recruiting efforts.