Diversity and Inclusion

Diversity: We value and include people from different cultures, backgrounds, and perspectives in the pursuit of our common goals.

Respect: We value people as individuals and treat them with fairness, compassion, and care.


The university is an Equal Employment Opportunity/Affirmative Action (EEO/AA) employer committed to maintaining a non-discriminatory, diverse work environment. The university does not unlawfully discriminate on the basis of race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, gender identity or expression, or on any other basis prohibited by applicable law in any of its programs or activities.

Staff members who believe that they have received unfair treatment resulting from sexual harassment, discrimination, affirmative action, or other issues involving fairness or accommodations for disability or religion, should contact the Office of Equal Employment Opportunity & Employee Relations at [email protected]. For more information, see the university's Equal Employment Opportunity policy (PDF).

In accordance with the Americans with Disabilities Act (ADA) as amended, the university does not discriminate against any "qualified individuals with a disability." Individuals qualify for employment if they meet the educational, skills, and experience requirements of a position and can perform the essential functions of the job with or without a reasonable accommodation.

The university is committed to diversity and nondiscrimination and supports the full employment of qualified individuals with disabilities in its workforce. Therefore, a process has been established to assist employees with disabilities in reasonably modifying the work environment to allow the employee to perform the essential functions of his or her job.

It is the responsibility of the staff member to request an accommodation of his or her physical or mental disability by contacting the Office of Equal Employment Opportunity & Employee Relations (EEO/ER). In accordance with the ADA, the university takes such requests seriously and promptly determines whether the employee is a qualified individual with a disability and whether a reasonable accommodation exists which would allow the employee to perform the essential functions of the job without imposing an undue hardship on the university or other employees.

If you believe that you have been unlawfully discriminated against because of a disability, you should contact EEO/ER at [email protected].  For more information, see the university's  Disabilities Policy.

Sometimes individuals hold religious beliefs or conduct religious practices that conflict with their work schedules or assigned responsibilities. The university will attempt to provide a reasonable accommodation for sincerely held religious beliefs and practices of such individuals if to do so does not impose an undue hardship for the staff members' department or interfere with their ability to perform the essential functions of their position. Staff members who wish to request a reasonable accommodation based on your religious beliefs should contact the Office of Equal Employment Opportunity & Employee Relations (EEO/ER) at [email protected]. Documentation may be requested to support an accommodation request. For more information see the university's policy on Religious Accommodation.

The Office of Diversity & Inclusion supports GW’s strategic priorities and aspirations for academic excellence by providing diversity expertise, tools, data and programming that inform and shape curricular, research, administrative and outreach activities to: improve teaching and learning outcomes; facilitate mentoring and leadership development; increase the dissemination and application of knowledge; and build and sustain vital community partnerships to foster a university community that is welcoming and inclusive.  In addition, the Office of Diversity & Inclusion is also responsible for ensuring that the university adheres to its obligations under Title IX of the Education Amendments of 1972, which prohibits gender discrimination, including sexual harassment and sexual violence, in any educational program or activity by any member of the university community.

The university is committed to maintaining a positive climate for study and work, one in which individuals are judged solely by relevant factors, such as ability and performance, and one in which they may pursue their academic and work activities in an atmosphere free from coercion and intimidation. Sexual harassment/violence of employees by those in a position to affect their employment conditions or by other employees is contrary to such an atmosphere and will not be tolerated.

The university's Policy on Sexual Harassment and Sexual Violence provides detailed definition of each term but is generally categorized as unwelcome sexual conduct, such as sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when such conduct is made a term or condition of employment or creates a hostile and intimidating work environment. Sexual harassment can take different forms. It includes such behavior as touching, pinching, hugging, jokes of a sexual nature, making obscene gestures, or using sexual language or pictures on computer software.

If you believe you are being or have been sexually harassed, have been the victim of sexual violence, if someone has accused you of sexual harassment or inappropriate behavior of a sexual nature, or if you receive a report of sexual harassment, you may contact the Title IX Coordinator, at [email protected] or the Assistant Title IX Coordinator in Equal Employment Opportunity & Employee Relations at [email protected]. The Coordinator will respond to your questions, provide support and referral information, address your concerns, and, if warranted, coordinate an investigation and appropriate remedial action.

For more information, see the university's policy on Sexual Harassment and Sexual Violence and the Threats and Acts of Violence policy.

The university offers programs designed to assist you with both professional and personal concerns. This section describes the programs and offices that can help you deal with these issues. By knowing what resources are available to you, you will be able to use them appropriately and effectively.

Office of Equal Employment Opportunity & Employee Relations (EEO/ER) helps staff members and managers resolve performance or behavioral concerns that may arise. This unit also administers the staff Grievance Program and offers advice on corrective action, which may include mediation, training, or discipline including termination.

Supervisory personnel are expected to assist in handling employment matters. If work-related problems develop, you should discuss your concerns with your manager. Most problems can be resolved in this manner. If a situation remains unresolved, however, you should discuss it with your department head or Human Resources representative. If these efforts are unsuccessful, the university provides employees with a staff grievance process. This process is coordinated by the Office of Equal Employment Opportunity/Employee Relations and is appropriate for resolving work-related matters arising from alleged unfair treatment in matters such as work assignments, promotions, transfers, discipline, or termination.

This office also coordinates the grievance process for work-related problems that involve allegations of discrimination (being treated differently) because of age, color, disability, national origin, race, sex, veteran status, or any other basis protected under applicable law.

Grievances must be filed within 15 calendar days of the challenged employment action, except for termination, which must be filed within 10 calendar days of the termination. Before filing a grievance, you must discuss the situation with a representative of EEO/ER and complete a request form. However, such a discussion does not extend the deadline for requesting a grievance hearing.

Medical residents may use the university's informal grievance procedures for work-related matters that involve allegations of discrimination (see above) and should consult the Resident Manual for additional information about other work-related matters. Employees represented by unions may use the university's grievance program for discrimination matters; all other work-related matters should be addressed through the union agreement.

You may obtain information about procedures and forms for requesting a grievance hearing from the EEO/ER by contacting EEO/ER at [email protected].

The university’s Employee Assistance Program is called the Wellbeing Hotline. The Wellbeing Hotline is a confidential counseling and referral service that is available to assist employees in working through a wide range of personal and work-related concerns. Some of these concerns include family problems, emotional disturbances, alcoholism and drug addiction, on-the-job stress, or problems with co-workers, dependent/elder care. This service is available to staff at no charge.