Consultative Services

The Equal Employment Opportunity Department provides a variety of consultative services to University staff.  We are available to assist you with situations that involve allegations of unfair treatment, sexual harassment, discrimination, affirmative action or other issues that involve fairness, as well as disability and religious accommodations.

Consultative assistance is provided to staff through on-site visits, telephone support, publications, educational outreach, mediation and referral.

Resolve Faculty and Staff Requests for Reasonable Accommodations under the Americans with Disabilities Act for Employment Matters (more info)

All GW employees, both faculty and staff, may contact the Equal Employment Opportunity Department to request a reasonable accommodation of a disability.  Employees will be asked to complete an accommodation request form.  EEO will 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.

Resolve Staff Requests for Religious Accommodations

Sometimes individuals hold religious beliefs or conduct religious practices that conflict with their work schedules or assigned responsibilities.  EEO will review requests and assist in providing a reasonable accommodation due to bona fide religious beliefs and practices of such individuals if doing so does not impose an undue hardship on the employee's department.  If you would like to request a reasonable accommodation based on your religious beliefs, you should contact the Equal Employment Opportunity Department.

Resolve Staff Internal Discrimination Complaints (more info)

Non-faculty staff should be directed to EEO if the employee feels that (s)he has experienced 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 or retaliation. The employee can file a grievance, and EEO will work with the employee and the department to attempt a resolution of the matter.  Complaints of sexual harassment should be directed to the Sexual Harassment Response Coordinator at 202-994-6503.

Write the University’s Affirmative Action Plan for Faculty and Staff

EEO is responsible for developing the Affirmative Action Plan for staff and faculty.  For more information on the Affirmative Action Program for minorities and women and for individuals with disabilities and veterans, please contact the EEO office at 202-994-9656

Implement Staff Training Programs on EEO, Affirmative Action, Sexual Harassment, Diversity and Disability Issues (more info)

The Equal Employment Opportunity Department conducts training programs on EEO, affirmative action, sexual harassment, diversity and disability issues through a recurring training program.  EEO also offers training through the Department of Employee Training and Development.  For information on arranging for presentation of a workshop, contact Cynthia Richardson-Crooks, Director of EEO, or Rob Brady, Sr. EEO Associate.

Respond to External Administrative Agency Complaints Filed by Staff

When an employee files a complaint with the Equal Employment Opportunity Commission, the D.C. Department of Human Rights and Local Business Development, or any other agency that enforces employment discrimination laws, EEO will respond to the complaint on behalf of the University.  External administrative complaints received by an individual office should be forwarded to EEO for handling.

Serve as Lead Employer for the District of Columbia Business Leadership Network (DCBLN)

The University was selected as lead employer for the DCBLN in August 2001.  The Director of the Office of EEO serves as chair.  The DCBLN aims to enhance employment opportunities for an untapped pool of qualified workers and stimulate the best employment practices for people with disabilities.

The Business Leadership Network was started in 1994 by the Office of Disability Employment Policy (formerly the President's Committee on Employment of Persons with Disabilities).  This national program hinges on a fundamental business principle: "Success breeds success.  When employers discuss the successes and benefits of hiring job candidates with disabilities, others are inspired to do the same.

To inquire about the DCBLN please call 202-994-9656 or 202-994-9650 (TDD) or e-mail us at dcbln@gwu.edu.