Employment Resources for the Disability Community
Georgetown’s disability culture and community is robust and dynamic. The University values the accomplishments and contributions of our disabled community members and recognizes that creating a culture of access in the workplace aligns with the University’s Jesuit values. The University shares the following resources for prospective employees, current employees, supervisors, and hiring managers.
Resources for Prospective Employees
Employment Opportunities at Georgetown:
Georgetown University welcomes qualified individuals with disabilities to apply to our open positions. Please use the links below to view our current employment opportunities.
If you are a qualified individual with a disability and need reasonable accommodations for any part of the application and hiring process, please visit the Office for Equal Opportunity Compliance website for general information about requesting accommodations, as well as information about requesting accommodations specifically for applicants. You also can also contact the Office for Equal Opportunity Compliance at (202) 687-4798 or oeoc@georgetown.edu.
Additional Resources:
The resources listed below may be useful for individuals with disabilities who are searching for employment at Georgetown or elsewhere:
- Disability Disclosure and Interviewing Techniques for Persons with Disabilities
- Interviewing Tips for Applicants on the Autism Spectrum
- CareerOneStop is the U.S. Department of Labor’s career, training and job search website that offers job seekers free online tools, information, and resources, including:
- Resources and information to support employment success for people with disabilities; and,
- Toolkits to research careers, find training or search for jobs, including a Skills Matcher and Resume Guide.
- The D.C. Department on Disability Services offers vocational rehabilitation services and job seeker services, among other programs and services.
- Online Job Boards committed to promoting employment opportunities for people with disabilities:
Resources for Current Employees
Georgetown encourages all employees and community members to explore these disability-related programs and resources offered by the university:
- Accessibility at Georgetown is a university website for faculty, staff, students and visitors that includes resources related to accommodations, physical accessibility, digital accessibility, event accessibility and associated policies;
- Disability Cultural Center;
- Employee Resource Groups, including the Disability ERG;
- Requesting Accommodations includes information about how university employees can request reasonable accommodations from the Office for Equal Opportunity Compliance. The Office for Equal Opportunity Compliance coordinates all reasonable accommodation requests for employees. Employees can request a reasonable accommodation by completing the Disability Accommodation Request for Employees form;
- Language Access and Diversity;
- Office of Faculty & Staff Benefits, including Leave and Disability benefits;
- Faculty and Staff Assistance Program;
Resources for Supervisors and Hiring Managers
Supervisors and hiring managers play a critical role in supporting the university’s efforts to attract and retain members of the disabled community. Supervisors and hiring managers should be familiar with the resources available through the Accessibility at Georgetown website and should be sure to follow the guidance on how to make documents, digital resources, and events accessible. The Office for Equal Opportunity Compliance is also available to provide training or workshops on accessibility in the workplace on request.
If employees or applicants request reasonable accommodations from supervisors or hiring managers, supervisors or hiring managers should refer the requester to the Disability Accommodation Request for Employees form or the Disability Accommodation Request for Applicants form. Supervisors or hiring managers should never make or deny accommodation requests on their own. All accommodation requests must be coordinated through the Office for Equal Opportunity Compliance.
The following additional resources have been cultivated to assist supervisors and hiring managers with these important efforts:
- Recruiting, Hiring, Retaining, and Promoting People with Disabilities: A Resource Guide for Employers
- Accessible and Authentic Interviews for Candidates with Disabilities
- Accessible Onboarding
- Professional Development and Advancement of Employees with Disabilities
- Disability-Related Laws
- Neurodiversity in the Workplace
- Mentally Healthy Workplaces Checklist
Resources for Reporting Accessibility Barriers
Anyone who encounters an accessibility barrier at the university should report physical accessibility barriers here, being sure to select that the request is accessibility-related and report digital accessibility barriers here.
Resources for Reporting Disability Discrimination or Bias
University policies prohibit discrimination and harassment based on disability. Anyone who has experienced possible disability-based discrimination, harassment or bias incidents can review the options available to them through the Office for Equal Opportunity Compliance. Available options include filing a formal complaint, filing a bias report or requesting alternative resolution.
University supervisors and hiring managers are reminded that they are required to report any conduct that may violate the university’s nondiscrimination or anti-harassment policies, including possible disability-based discrimination, harassment or bias incidents. Conduct that may violate these policies must be reported by contacting the Office for Equal Opportunity Compliance at 202-687-4798 or oeoc@georgetown.edu, within 24 hours, or as soon as possible.
Employees are also reminded to report conduct that may violate the university’s nondiscrimination or anti-harassment policies, including disability-based conduct, by contacting the Office for Equal Opportunity Compliance at 202-687-4798 or oeoc@georgetown.edu. If in doubt as to whether certain conduct violates these policies, or if you have any questions about these policies or their application, supervisors, hiring managers and employees should contact the Office for Equal Opportunity Compliance for a consultation.
Resources to Support Disability Inclusion
All members of the Georgetown community play a role in creating an inclusive environment and are encouraged to review the following resources:
- Disability Etiquette
- Attitudinal Awareness
- Working Together: Ensuring People with Disabilities Feel Welcome and Included in the Workplace
- Person-First and Identity-First Language: Using respectful and appropriate language to communicate with and about people with disabilities supports disability inclusion. Some within the disability community prefer person-first language, while others prefer identity-first language. Person-first language emphasizes the person first and not the disability (e.g., person with a disability), while identity-first language emphasizes the disability first (e.g., disabled person). Whenever possible, it is recommended that you ask the person you are speaking to or writing about their preferred terminology. Please consult the following communication guidelines and resources for more information:
Disability-Related Organizations
Numerous resources external to Georgetown offer guidance and information to employees, supervisors and people with different types of disabilities, some of which are highlighted below:
- The Association on Higher Education and Disability (AHEAD) is the leading professional membership association for individuals committed to equity for persons with disabilities in higher education.
- The Employer Assistance and Resource Network on Disability (EARN) offers information and resources to help employers recruit, hire, retain and advance people with disabilities.
- The Equal Employment Opportunity Commission (EEOC) is a federal agency responsible for enforcing federal laws prohibiting discrimination against applicants and employees based on protected categories such as disability and genetic information. The EEOC provides disability-related resources for employees and employers.
- The Job Accommodation Network (JAN) is the leading source of free, expert and confidential guidance on job accommodations and disability employment issues.
- The Office of Disability Employment Policy (ODEP) is a non-regulatory federal agency whose mission is to develop and influence policies and practices that increase the number and quality of employment opportunities for people with disabilities.
- The Yang-Tan Institute (YTI) on Employment and Disability, housed in Cornell University’s School of Industrial and Labor Relations, conducts research and provides continuing education and technical assistance on many aspects of disability in the workplace. Its mission is to advance the inclusion and full participation of people with disabilities in the workplace and community.
- The Disabled Veterans Resource Center is a non-profit foundation committed to providing reliable, high-quality resources to the disabled veteran community.
- The Administration for Community Living (ACL) is a division of the U.S. Department of Health and Human Services that seeks to maximize the independence, well-being and health of older adults, people with disabilities across the lifespan and their families and caregivers. The ALC has compiled employment resources for people with disabilities and their families.