Picture a US job posting. Now, describe it in detail. It might include a description of the role, core responsibilities, minimum and preferred qualifications, and perhaps a salary range or an explanation of benefits. But what about an equal employment opportunity (EEO) statement?

The majority of job-seekers in the US, according to SHRM knowledge advisor Karen Burke and recruiter Keirsten Greggs, pay little to no attention to EEO declarations—the statements certifying that companies will not make hiring decisions based on legally protected criteria like race or gender.

Even though such statements are optional for non-federal contractors and subcontractors, Burke estimates that if she reviewed 100 job postings for US positions, 98 would list an EEO statement. The practice has gotten so ubiquitous, Burke and Greggs agreed, that including a diversity statement offers applicants little meaningful information about a company’s unique approach to diversity and inclusion.

“You asked me if I think people read [EEO statements], and I don’t,” Greggs told HR Brew. “The reason why…is because they’re just automatic at this point…A recruiter doesn’t really pay attention to it either.”

However, academic studies have found that applicants from traditionally underrepresented communities may carefully review EEO statements for clues about an organization’s culture. If the posting is poorly designed, some research suggests, the statements meant to signal inclusion can inadvertently deter them from applying.

What’s in a word? The main point of an EEO statement, according to Amanda Klysing, a social psychology researcher and doctoral candidate at Lund University, is to “broaden the applicant pool” when companies otherwise attract homogenous candidates. She said that the effort has to start with a reckoning where HR considers how they’re describing their organizational culture and values to candidates.

“What are we saying? What are we communicating to people who may want to apply to us?” she suggested asking. That calculus, Klysing said, should include explicit communication as well as what companies may be implicitly communicating—perhaps unintentionally—through word choice.

Read more here.—SV

Most US offices have first-aid kits and automated external defibrillators in case of an emergency. Later this year, some employers in Canada will also be required to have naloxone kits on hand, in case an employee overdoses on the job.

Where in the world? Ontario is home to Canada’s capital, Ottawa, and a growing opioid epidemic. In response, the province updated its Occupational Health and Safety Act (OHSA) standards to mandate, among other things, that certain employers equip their offices with naloxone kits (also known by its brand name Narcan) by June 1, 2023. The medication, which comes in a nasal spray or injectable, can be used to save the life of someone experiencing an opioid overdose.

As part of the new regulation, employers will be provided with free kits and training. “We’re past the point of talking. We need all hands on deck to end the stigma surrounding opioid overdoses and dependency so we can save lives,” Ontario Labor Minister Monte McNaughton told CBC.

According to the government’s website, employers will be expected to determine if they need to carry the kits based on their risk of a potential worker opioid overdose, including whether an employee has previously overdosed at work or has disclosed an opioid use disorder. The CBC reports that examples of traditionally high-risk workplaces include construction sites, bars, and restaurants.

McNaughton’s goal is for all Ontario’s 300,000 businesses to have naloxone onsite by 2030.

Satellite view. The US doesn’t currently require employers to carry naloxone kits. But for the 2.1 million Americans struggling with opioid addiction, the American Medical Association (AMA) recommends that HR teams provide naloxone kits and instructions for how to use them.

Read more here.—KP

Today’s top HR reads.

Stat: 88% of surveyed Gen Z workers in the US and parts of Europe say the Covid-19 pandemic has impacted what they want from their jobs. (ManpowerGroup)

Quote: “Firms that have figured out how to make hybrid schedules work will be more productive. It’s not just that talent might leave, but those firms that do the hard work of figuring it out and reimagining the workplace are going to be more successful in the future.”—Stephan Meier, management professor at Columbia Business School, on companies instituting mandatory RTO (CBS News)

Read: Some recruiters are making job-seekers go through increasingly onerous interview processes, causing some candidates to withdraw from consideration. (Vox)