Statement of Equal Employment Opportunity
and Affirmative Action Policy
It is the policy of George Mason University to promote equal opportunity in employment. This statement applies to all jobs at the University. The University shall ensure that individuals are employed, and treated during employment, without regard to their race, color, religion, ethnic national origin (including shared ancestry and/or ethnic characteristics), sex, disability, military status (including veteran status), sexual orientation, gender identity, gender expression, age, marital status, pregnancy status, genetic information or any other characteristic protected by law. In promoting equal opportunity in employment, George Mason University complies with federal and state laws and regulations, including U.S. Executive Order 13899 and 14188 and Chapter 471 of the 2023 Virginia Acts of Assembly, which require the consideration of the International Holocaust Remembrance Alliance (“IHRA”) definition and examples of antisemitism.
Employment decisions at the University are based on legitimate job-related criteria. All personnel actions or programs that affect qualified individuals, including but not limited to, recruitment, advertising, hiring, promotion, transfer, demotion, layoff or recall from layoff, wage and benefit administration, rate of pay or other forms of compensation, selection for training or other employment opportunities, and termination, are made without discrimination on any basis or characteristic protected by law. Employees may choose to voluntarily disclose or update their sex, race, ethnicity, national origin, disability, and protected veteran status at any time by contacting Human Resources. Such information will be maintained in a confidential manner and will not be used against an individual when making any employment decisions. Employees and applicants with disabilities, including disabled veterans, are encouraged to inform the ADA Office (ada@gmu.edu) within the Office of Access, Compliance, and Community (“OACC”) of requests for reasonable accommodation when necessary to perform or apply for a job for which they are otherwise qualified.
No employee or applicant for employment will be subjected to harassment, intimidation, threats, coercion, or discrimination because they have or may have (1) filed a complaint; (2) assisted or participated in an investigation, compliance review hearing, or other activity related to the administration any federal, state or local law or regulation regarding equal employment opportunity; (3) opposed any act or practice made unlawful by such laws or regulations; or (4) exercised any other legal right protected by such laws or regulations.
To ensure Equal Employment Opportunity, George Mason University’s OACC is the designated office for individuals to notify in cases in which they allege that they have faced employment discrimination on the basis of any protected characteristic listed above. In consideration of situations in which individuals allege that statements or actions of respondents may indicate motivation or intent that is based on actual or perceived membership or association with groups that share a protected category (e.g., race, sex, national origin), evidence of such will constitute evidence of discriminatory intent. For example, in a case alleging discrimination or harassment that is antisemitic, OACC will consider whether the alleged conduct falls within the IHRA definition or examples of antisemitism, or in a case alleging discrimination or harassment on the basis of race, OACC will consider whether the alleged usage of racial slurs or racial epithets to assess whether conduct presented with discriminatory intent.
George Mason University and its President are fully committed to the principles of equal employment opportunity and affirmative action, and support the successful implementation of the University's Affirmative Action Program ("the Program"). Sharnnia Artis, Vice President and Chief Diversity and Affirmative Action Officer for the University, has been appointed with responsibility for implementation of the Program and has the full support of University administration towards its total implementation. The University's Program includes an audit and reporting system, which uses metrics and additional sources of information to measure its effectiveness. The Affirmative Action Officer is responsible for periodically reviewing the progress and implementation of the Program as well as compliance with University's affirmative action policy.
Managers and supervisors across the University are expected to take an active part in the University's Affirmative Action Program to ensure all current and prospective employees are treated in a non-discriminatory manner with regard to employment decisions. Likewise, the University solicits the cooperation and support of all employees in the execution and evaluation of the Program. In accordance with applicable law, the University's Affirmative Action Program is available for review during normal hours of operation, upon request.
Gregory Washington
President
02/27/2025