Current Australian legislation supports the development of equal employment opportunities (EEO) policies and practices among larger employers but does not provide key performance indicators, clear benchmarks or ways to measure success. In this context, how do employers set goals or measure EEO outcomes? This paper examines two 'best practice' organisations using organisational reports and the responses of the Human Resource Manager and a small sample of their employees to a semi-structured interview. It reveals that obeying the law is not their main motivation. These organisations have found their own route to equal opportunity, with the current legislation providing only vague directions, and no checkpoints along the way.