Equal Employment Opportunity and Access
We pride ourselves on being a champion to GW’s commitment to fair treatment of all members of its community and the main source of education to the university community on how to further our success and understanding of the value of a diverse workforce in our global environment.
The Equal Employment Opportunity and Access office (EEOA) provides consultative services to assist staff with situations that involve allegations of unfair treatment, discrimination and affirmative action, as well as disability and religious accommodations.
The university is an Equal Employment Opportunity/Affirmative Action (EEO/AA) employer committed to maintaining a nondiscriminatory, harassment–free, diverse work and education environment. The university does not unlawfully discriminate on the basis of protected characteristics or on any other basis prohibited by applicable law in any of its programs, activities, or employment practices.
For more information on this policy and its purpose, please read the Equal Employment Opportunity Policy Statement (PDF).
The GW Office of Equal Employment Opportunity & Access (EEOA) provides a variety of consultative services to university staff. We are available to assist you with situations that involve allegations of unfair treatment, discrimination, affirmative action, and other issues that involve fairness, as well as with disability and religious accommodations. Consultative assistance is provided to staff through meetings, on-site visits, telephone support, educational outreach, mediation and referral. For more information on any of the services listed below or for other questions, please contact the EEO & Access Office.
Consultative assistance is provided to staff through meetings, on-site visits, telephone support, educational outreach, mediation and referral. For more information on any of the services listed below or for other questions, please contact the EEO & Access Office.
Faculty and Staff Requests for Reasonable Accommodations under the Americans with Disabilities Act
EEOA is responsible for administering and coordinating the university's compliance with Title I of the Americans with Disabilities Act of 1990 (ADA) and the ADA Amendments Act of 2008 (ADAAA). These Acts prohibit employers from discriminating against qualified individuals with disabilities. A qualified individual with a disability is a person who, with or without a reasonable accommodation, can perform the essential functions of the job.
All GW employees, both faculty and staff, may contact EEOA to request the form needed to apply for an ADAAA reasonable accommodation by email at [email protected], by phone at 202-994-9656, or by fax at 202-994-9658. Once the employee returns the completed request form, EEOA will then determine whether the employee is a qualified individual with a disability and, if so, work with the department and the employee to identify any reasonable accommodation for the disability to enable the employee to perform the essential functions of the job.
Complete Accommodation & Release of Information forms
Faculty and Staff Requests for Reasonable Accommodations under the D.C. Protecting Pregnant Workers Fairness Act
EEOA is responsible for administering and coordinating the university's compliance with the District of Columbia’s Protecting Pregnant Workers Fairness Act (PPWFA). This act requires District of Columbia employers to provide reasonable accommodations for employees whose ability to perform job duties is limited because of pregnancy, childbirth, breastfeeding, or a related medical condition.
GW employees, both faculty and staff, may contact EEOA to request forms needed to apply for workplace accommodations under the PPWFA. Once the employee returns the completed request form to [email protected], EEOA will then determine whether the employee qualifies for an accommodation under the PPWFA. EEOA will then work with the department and the employee to identify workplace accommodati
A few examples of workplace accommodations that can be covered under PPWFA are: lactation breaks, lifting restrictions, schedule adjustments for doctors visits, light duty (when applicable depending on job assignment), special equipment, etc.
Note: Requests for continuous medical leave, intermittent medical leave, or leave for childbirth under the PPWFA are processed through GW’s leave administrator, Lincoln Financial (PDF). Questions about this leave may be directed to [email protected].
Staff Requests for Religious Accommodations
GW will make good faith efforts to provide reasonable religious accommodations to an employee whose sincerely held religious beliefs conflict with a University policy, procedure, or other employment requirement(s). EEOA will review requests and assist in providing a reasonable accommodation unless such an accommodation would create an undue hardship on the employee's department. If you would like to request a reasonable accommodation based on your religious beliefs, please contact EEOA.
Staff Internal Discrimination or Employee Relations Complaints
Non-faculty staff should be directed to EEOA if they feel that they have experienced unfair treatment discrimination on the basis of race, color, sex, national origin, religion, age, veteran status, disability, marital status, personal appearance, sexual orientation, family responsibilities, political affiliation, educational matriculation, retaliation, or gender identity or expression. An employee can file a complaint, and EEOA will work with the employee and the department to attempt a resolution of the matter.
If you have questions about the complaint processes, please consult the EEOA Complaint Process page or contact your HR Business Partner or the EEOA office.
The George Washington University complies with federal EEO laws prohibiting discrimination and the District of Columbia Human Rights Act of 1977. Therefore, discrimination complaints may be based on:
- National Origin
- Sexual Orientation
- Veteran Status
- Marital Status
- Personal Appearance
- Political Affiliation
- Family Responsibilities
Respond to External Administrative Agency Complaints Filed by Staff
When an employee files a complaint with the Equal Employment Opportunity Commission, the D.C. Office of Human Rights, or any other agency that enforces employment discrimination laws, EEOA will respond to the complaint on behalf of the university. External administrative complaints received by an individual office should be forwarded to the EEOA office.
University’s Affirmative Action Plan for Faculty and Staff
EEOA is responsible for developing the Affirmative Action Plan for staff and faculty in DC, Maryland, and Virginia.
Implement Staff Training Programs on EEO, Affirmative Action, and Disability Issues)
EEOA conducts training programs on equal employment opportunity laws, affirmative action obligations, and disability issues through a recurring training program.
Additional information related to Equal Employment Opportunity and employee relations can be found in both the Diversity and Inclusion section of the Employee Handbook as well as the Maintaining Diversity section of the Manager's Handbook.
Hiring managers who have questions about EEO considerations during the interview process should consult the Competitive Recruitment Guide and the Recruitment Resource "EEO Considerations in Interview Questions (PDF)."
Employees can also consult their HR Business Partner or contact the EEOA office for additional information or advice.
A number of resources are available from the US Department of Labor and other organizations which explain employee rights with regards to certain labor laws. These may be printed for your own reference or displayed in your office. Any questions you have on labor law and practices can be directed to your HR Business Partner and the EEOA office.
Know Your Rights: Workplace Discrimination is Illegal (PDF, Optimized for Screen Readers)
Know Your Rights: Workplace Discrimination is Illegal (website)
Know Your Rights: Workplace Discrimination is Illegal (website, Spanish)
Employee Rights under the Family and Medical Leave Act (PDF)
Your Rights Under the Uniformed Services Employment and Reemployment Rights Act (PDF)
Individuals with Disability Rights (OFCCP) (PDF)
Workplace Rights (OFCCP) (PDF)
Sexual Orientation and Gender Identity (OFCCP) (PDF)
Pregnancy Rights (OFCCP) (PDF)
D.C. Protecting Pregnant Workers Fairness Act (PDF)
- Employee Rights: Paid Sick Leave and Expanded Family and Medical Leave under The Families First Coronavirus Response Act (PDF)
- Frequently Asked Questions on the Families First Coronavirus Response Act
Notice to Employees: Information on Paid Family Leave in the District of Columbia