Indiana Affirmative Action laws & HR compliance analysis

Indiana Affirmative Action: What you need to know

The state of Indiana has no affirmative action requirements for private employers. The Indiana Civil Rights Law prohibits employment practices that discriminate on the basis of age, race, religion, color, sex, disability, national origin, or ancestry.
It also unlawful for an employer to discriminate against a prospective employee on the basis of status as a veteran by refusing to employ an applicant for employment on the basis that he or she is a veteran of the armed forces of the United States, a member of the Indiana National Guard, or member of a reserve component (IN Stat. Sec. 22-9-1-1 et seq.). The Law covers employers with six or more employees. It has no provision that requires private employers to implement affirmative action plans (AAPs).
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State agencies. Indiana requires all state agencies to develop AAPs to address under-utilization in the workforce of women, minorities, individuals over the age of 40, and individuals with disabilities (IN Stat. Sec. 4-15-12-1et seq.). The director of state personnel must approve the plans.
All state contracts and franchises to public utilities must contain a provision that the contractor or subcontractor will not discriminate against an applicant or employee on the basis of race, religion, color, sex disability, national origin, or ancestry. (IN Stat. Sec. 22-9-1-10). Another provision of the law prohibits age discrimination in all contracts (IN Stat. Sec. 22-9-2-4).
The state's Department of Workforce Development collects data that will help employers prepare their AAPs. For additional information, contact the Indiana Department of Workforce Development, Labor Market Information Office, at

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