EEO & Affirmative Action


Jack Henry & Associates, Inc.® reaffirms its commitment to the principles of equal opportunity and diversity. Our policy prohibits employment decisions based on race, color, religion, sex, gender, gender identity, gender expression, sexual orientation, ancestry, pregnancy, medical condition, age, marital status, national origin, citizenship status, disability, genetic information, military and veteran status, or any other protected status in accordance with the requirements of all federal, state, and local laws. Employment decisions can include hiring, firing, compensation, benefits, promotion, training selection, or other statuses or conditions of employment. All employment decisions will be made on the basis of individual skills, knowledge, abilities, job performance, and other appropriate qualifications.

As part of our equal employment opportunity effort we have established an affirmative action program that identifies specific recruiting needs. The HR organization is committed to addressing these recruiting needs and increasing the representation of qualified veterans, individuals with disabilities, minorities and women in our company. I have appointed Lori Morenz, AA & EEO Compliance Specialist, to manage our daily activities in these programs. All employees share responsibility for the success of these programs. All managers in our company are responsible for participating in the identification of problems, taking action to prevent harassment of employees, conducting and supporting career counseling for all staff members, ensuring that employees are afforded full employment opportunities and are encouraged to participate in all company-sponsored educational, training, and social activities. All employees are expected to support our equal employment opportunity and affirmative action policies. No one may use their lack of knowledge about these policies as an excuse for inappropriate behavior or decisions. Moreover, employees and applicants shall not be subjected to harassment, intimidation, threats, coercion, or discrimination because they have filed a complaint, assisted or participated in any investigation, opposed any unlawful act or practice, or exercised any protected rights. For more information, view the "EEO Is the Law" poster and "EEO Is the Law Supplement" poster.

If you are an individual with a mental or physical impairment that substantially limits a major life activity, or a qualified covered veteran (disabled veterans, recently separated veterans, active duty wartime or campaign badge veterans, and Armed Forces service medal veterans) and would like to be included under the Company’s affirmative action program, please complete the Affirmative Action Voluntary Identification Form. You may inform us of your desire to benefit under the program once hired or at any time after by completing the Affirmative Action Voluntary Identification Form and returning it to the Human Resource Department. Your submission is voluntary and responses will be used only for our Affirmative Action Program. Refusal to provide the Affirmative Action Voluntary Identification Form will not affect your prospects for employment or result in discharge or disciplinary treatment. Information you submit will be kept confidential, as required by federal, state, and local laws.

David Foss
President & CEO


Jack Henry & Associates is an equal opportunity/affirmative action employer. Individuals who require accommodation in the job application process for a posted position may email [email protected] with your contact information and accommodation request.


Jack Henry & Associates will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with Jack Henry & Associates’ legal duty to furnish information. 41 CFR 60-1.35(c)