E. Affirmative Action In Employment

Georgetown University is committed to promoting the full realization of equal employment opportunity through an affirmative action program, in compliance with applicable laws. A central premise underlying affirmative action is that, absent discrimination, over time our workforce generally should reflect the gender, racial and ethnic profile of the labor pools from which we recruit and select faculty and staff. The University conducts annual analyses designed to evaluate the composition of our workforce and compare it to the composition of our relevant labor pools. If women and minorities are not being employed at the rate expected given their availability in the relevant labor pool, we engage in specific, practical steps to address this underutilization. In addition, our annual analyses measure the effectiveness of our affirmative action program with respect to disabled individuals and veterans.

The University undertakes appropriate outreach and positive recruitment activities to effectively recruit women, minority members, disabled individuals and veterans. It is the practice of this University and its departments to advertise vigorously and to recruit and hire qualified candidates. To this end, the University will take affirmative action to ensure that all qualified applicants and employees receive fair consideration and treatment. The University recruits, hires, trains and promotes persons in all positions, and ensures that all personnel actions are administered, without regard to membership in a protected class. Employment decisions are based only on valid job requirements. The University takes affirmative action to treat all qualified individuals without discrimination in all employment practices, including advertising, recruitment, selection, rates of pay or compensation, benefits and selection for training, professional development, job classifications, job assignments, leaves of absence, retention, promotion, award of tenure, advancement, transfer, demotion, layoff and termination. The University makes reasonable accommodations for the known physical or mental limitations of otherwise qualified individuals with disabilities.

The University monitors and examines its employment decisions, job qualifications and classifications, personnel processes, and compensation systems to evaluate the impact of those systems on women, minorities, disabled individuals, and veterans.

The University’s approved Affirmative Action Plan provides faculty, staff, student employees and applicants for employment with access to grievance procedures for prompt, fair, and impartial consideration of all complaints of unlawful discrimination on employment matters. Employees and applicants shall not be subjected to harassment, intimidation, threats, coercion or discrimination for engaging in any of the following activities: (1) filing a complaint; (2) assisting or participating in an investigation, compliance evaluation, hearing, or other activity related to the enforcement of the University’s non-discrimination obligations; (3) opposing any unlawful employment act or practice; or (4) exercising any other protected rights.

In support of this policy, the University affirms its commitment to undertake programmatic initiatives to ensure that each member of its community understands the importance of the program and his/her individual responsibility to contribute toward its maximum fulfillment. This policy will be widely disseminated to all members of the University community.

Responsibility for implementing the University’s affirmative action policy lies with Institutional Diversity, Equity & Affirmative Action (IDEAA), 37th and O Sts., N.W., Suite M36, Darnall Hall, Georgetown University, Washington, D.C. 20057. Inquiries regarding the University’s affirmative action policy should be addressed to IDEAA.