Compliance Overview 2025

Accommodations

OEOC is responsible for coordinating the University’s response to accommodation requests in accordance with federal and District of Columbia laws, as well as University policies. OEOC provides accommodation assistance to applicants for employment and current employees, including staff, AAPs, faculty, fellows, student employees, and visitors, in some instances.

Requests for accommodation may be based on disability, religion, or pregnancy, childbirth, breastfeeding, or a related medical condition. Examples of workplace accommodations may include equipment or software; office furniture; the opportunity to take reasonable, periodic breaks; an alteration of the work schedule; access to a lactation room; or temporary relocation of a work space.

To request an accommodation, individuals are invited to contact OEOC in one of the following ways:

1. Submit an online request for a:
   a. Disability accommodation
   b. Religious accommodation
   c. Pregnancy accommodation (based on pregnancy, childbirth, breastfeeding, or a related medical condition)
2. Send an email to OEOC at oeoc@georgetown.edu
3. Call OEOC at 202-687-4798
   
   OEOC considers each accommodation request individually and engages in an interactive process with the employee/applicant and the department. OEOC may request documentation to support an accommodation request and houses supporting documentation confidentially within OEOC .
   
   To ensure that all requests for accommodations based on disability, religion, or pregnancy, childbirth, breastfeeding, or a related medical condition are given full consideration by the University, supervisors, managers, and department chairs may neither grant nor deny an accommodation without consultation with OEOC.
   
   For more information about accessibility at Georgetown, please visit the University’s Accessibility website and the OEOC website.
   
   

Affirmative Action

With the full support of University leadership, and as required by law, Georgetown maintains an Affirmative Action Program for Individuals with Disabilities and Protected Veterans. The Program is designed to enhance the employment opportunities of qualified Individuals with Disabilities and Protected Veterans, and contains an audit and reporting system for measuring its effectiveness.

Further, in accordance with 41 C.F.R. § 60-300.44(a) and 41 C.F.R. § 60-741.44(a), Georgetown maintains a Policy and has practices applicable to Individuals with Disabilities and Protected Veterans. Georgetown University’s policy is not to discriminate against any faculty or staff, or any applicant for employment, on the basis of disability, protected veteran status, or any other class or characteristic protected by applicable federal, state, or local law. This Policy applies to all terms and conditions of employment, including recruitment, hiring, appointment, training, promotion, compensation, benefits, transfer, termination, education tuition assistance, and social and recreational programs.

Alternative Resolution

Alternative Resolution is a voluntary, collaborative opportunity to address issues of possible bias, discrimination, harassment, or related retaliation through a confidential non-investigative process, to build mutual understanding and promote healing. Any individual who believes that they may have experienced possible discrimination, harassment, or related retaliation in a Georgetown University program or activity, on- or off-campus, may request Alternative Resolution by sending an email to oeoc@georgetown.edu or calling (202) 687-4798. Requests for Alternative Resolution are recorded in OEOC’s files.

Alternative Resolution is facilitated by a neutral OEOC staff member within a reasonably prompt time frame. Alternative Resolution may be used in lieu of, or as an initial step prior to, filing an OEOC complaint. OEOC encourages the use of alternative resolution, where appropriate.

Bias Reporting

Georgetown University has a rich tradition of embracing people from a wide spectrum of differing identities, including faith, race, ethnicity, culture, sexual and gender diversity, ability, socioeconomic status, and backgrounds. The University considers acts of hate and bias unacceptable and antithetical to its commitment as an inclusive and respectful community.

The purpose of the Bias Reporting System is to document and respond to bias-related incidents experienced by community members, including students, faculty, staff/AAPs, and to provide affected community members with support and resources. Through the Bias Reporting System, Georgetown tracks and reviews bias-related incidents, offers resources to impacted community members, identifies opportunities for educational programming, and shares information with reporting individuals regarding options for next steps. Reporting bias may lead to both informal and formal actions in response to concerns identified, including an investigation through one of the University’s formal grievance procedures, following which the University can hold accountable individuals found to have violated a University policy.

Please be aware, however, that while the expression of an idea or point of view may be offensive or inflammatory to some, it is not necessarily a bias-related incident. The University values freedom of expression and the open exchange of ideas. The expression of controversial ideas and differing views is a vital part of the University discourse. While this value of openness protects controversial ideas, it does not protect harassment or expressions of bias or hate aimed at individuals, where such expression violates University policies.

Climate Assessments

Climate assessments provide an opportunity for departments/units to gain an understanding of how faculty and staff experience and perceive their workplaces. OEOC generally conducts climate assessments through questionnaires and voluntary individual or group meetings with faculty and staff. Information obtained through climate assessments is kept private and results typically are shared in aggregate form, or in a de-identified manner. OEOC generally makes recommendations to the departmental or unit leader following a climate assessment.

Formal Complaints

OEOC reviews, investigates, and resolves alleged violations of the University’s Equal Opportunity and Non-Discrimination in Employment and Non-Discrimination in Education Policies, the Non-Discrimination on the Basis of Religion and National Origin Policy, the Policy Statement on Harassment (Relating to Protected Categories), the Policy on Sexual Misconduct, the Policy on Consensual Sexual or Romantic Relationships, and the Pay Transparency Non-Discrimination Statement.

If you believe you have experienced discrimination in violation of one of these policies, you may choose to file a complaint with OEOC. Please note that any faculty or staff member (other than those who are statutorily prohibited from reporting) who learns of conduct that may violate the University’s anti-harassment policy must contact OEOC at 202-687-4798, within 24 hours, or as soon as possible. If in doubt as to whether certain conduct violates this policy, or if you have any questions about this policy or its application, please call OEOC for a consultation.

To review the University’s Grievance Procedures or file a discrimination complaint with OEOC, please refer to the Grievance Procedures and the Discrimination Complaint Form. Additional information about OEOC’s complaint investigation and administrative review processes is available in OEOC’s Frequently Asked Questions document.

Allegations of discrimination, harassment, or related retaliation involving student-respondents are handled through the University’s Grievance Procedures to Investigate Allegations of Discrimination and Harassment against Students, which are a supplement to the Code of Student Conduct. These procedures are designed to provide for prompt, thorough, and equitable review, investigation, and resolution of formal complaints that involve allegations of discrimination, harassment, and related retaliation filed against University students, with the exception of Law Center students and School of Medicine students.

Applicants or Employees who believe they have been denied a job or an equal opportunity to apply for a job based on a disability, covered medical condition, or religion, refused a request for reasonable accommodation, or have been asked illegal medical questions or have been required to take an illegal medical examination may contact OEOC by phone at (202) 687-4798, by fax at (202) 687-7778, through our confidential email service at oeoc@georgetown.edu, or may choose to file a complaint with OEOC. Our office is located at 37th & O Streets, NW, M36 Darnall Hall, Washington, DC 20057.

Investigations & Administrative Reviews

OEOC investigates complaints over which it has jurisdiction; for example, complaints must allege conduct prohibited by a Georgetown University non-discrimination or anti-harassment policy and must be timely filed. To be accepted for investigation, a complaint must allege conduct, which, if substantiated, would constitute a violation of one or more of OEOC’s policies. Individuals who file complaints are encouraged to provide as much detailed information as possible, including when the reported incident took place and the reason for the reporting individual’s belief that the conduct falls within OEOC’s policies.

OEOC reviews administratively certain alleged violations of Georgetown’s institutional non-discrimination and anti-harassment policies, such as instances where an individual chooses not to file a formal complaint but alleges serious or systemic conduct, which, if substantiated, could constitute a violation of an OEOC policy.

OEOC has the authority to initiate an administrative review at any time when, in the judgment of the Associate Vice President for Equal Opportunity, Civil Rights, and Compliance, such action is warranted. A department head or other University official may also request that OEOC conduct an administrative review, if this official becomes aware of alleged discrimination, harassment, or related retaliation.

Additional information about OEOC’s complaint investigation and administrative review processes is available in OEOC’s Frequently Asked Questions document.

Language Access & Diversity

Georgetown University celebrates language diversity and is committed to providing equal access to university services, programs, and activities. The university strives to create a culture of linguistic inclusion by increasing visibility of language diversity and supporting access to language assistance resources.

Schools and Departments are responsible for ensuring meaningful access to their programs, services, and activities to individuals in a timely, reasonable, and effective manner, in accordance with law. Language assistance is provided primarily through two key services: translation and interpretation. Translation refers to the written conversion of written materials from one language to another. Interpretation refers to the oral restating in one language of what has been said in another language.

The following university policies are available in multiple languages. If you need assistance with translations of other OEOC-related policies into additional languages, please contact us at oeoc@georgetown.edu.

● Required Workplace Postings
● Policy Statement on Harassment

Individual Schools and Departments are responsible for arranging and paying for translation and interpretation services to ensure equal access to information, programs, and services, where required by law.

● Information about services provided by Deaf Access Solutions and best practices
● Additional providers of translation and interpretation services

If you have questions about the process for arranging language assistance services, please contact the Office for Equal Opportunity Compliance at oeoc@georgetown.edu or 202-687-4798.

Title IX

Title IX of the Education Amendments of 1972 (“Title IX”) prohibits discrimination based on sex in any educational programs, which includes sexual harassment or any acts of sexual misconduct. Title IX requires the University, upon becoming aware of any incident of sexual harassment and misconduct to respond appropriately to protect and maintain the safety of the University community, including students, faculty, and staff. Georgetown University prohibits sexual misconduct, including sexual harassment, sexual assault, domestic/dating violence, and stalking.

Discrimination based on sex, including sexual misconduct and discrimination based on pregnancy or parenting status, subverts the University’s mission and threatens permanent damage to the educational experience, careers, and well-being of students, faculty, and staff.

The University provides resources for students, faculty, and staff/AAPs on issues relating to sexual misconduct, discrimination based on sex, and discrimination based on pregnancy, including options for getting immediate help; the University’s policies against sexual misconduct; how to report sexual misconduct; the University’s Sexual Misconduct Reference Guide; and campus initiatives.

Data related to Title IX matters may be accessed in annual reports on the Title IX website: https://sexualassault.georgetown.edu/get-involved/annual-reports/.

Trainings and Educational Workshops

OEOC offers interactive, educational workshops to the Georgetown University community, upon request. To request one of the workshops below, please send a request to oeoc@georgetown.edu.

Available live workshops include:

● Active Bystander Intervention
● Bias Reporting System
● Diverse Recruitment and Hiring
● Employee Accommodations (for supervisors)
● Gender Identity and Expression
● Implicit Bias
● Mandatory Reporting (Title IX, Discrimination/Harassment)
● Microaggressions
● Planning Accessible Events
● Preventing and Addressing Sexual Harassment

Pre-Recorded Training:
● Title IX Mandatory Reporting Training

RESPECT Training:
● Building Supportive Communities (Title IX and Clery)
● Preventing Harassment and Discrimination

Student Training:
● Community in Diversity: Understanding and Preventing Discrimination and Harassment

OEOC’s staff worked on a large number of matters during the 2025 calendar year. For example, OEOC worked on more than 541 formal complaints, administrative reviews, accommodation requests, bias reports, recruitment plans, alternative resolutions, informal resolutions, and educational workshops in 2025.

In addition to these matters, OEOC responded to many other important matters not reflected in the summary below, including reports of compliance concerns, requests for consultation, and Title IX matters (for example, apart from the 541 matters reported above, OEOC’s Title IX Office received and responded to 128 reports of sexual misconduct from across our campuses during the 2025 calendar year).

The data reflected in the pie graph below and the discussion that follows represent only a portion of OEOC’s work.

Pie chart illustrating that Formal Complaints constituted 25%, Accommodation Requests 24%, Bias Reports 22%, Recruitment Plans 16%, Trainings and Educational Workshops 9%, Administrative Reviews 3%, and Alternative and Informal Resolutions 1% of reported compliance activities in 2025.

Formal complaints

OEOC received more than 123 formal complaints during the 2025 calendar year. Of the formal complaints filed:

• 57 formal complaints were filed by students or student organizations, 48 were filed by staff/AAP, 5 were filed by faculty, and 13 were filed by other parties.
   
• 51 formal complaints were filed against staff/AAP, 27 against students, 21 against faculty, 12 against unnamed persons, and 12 against other parties.
  
• Of the formal complaints filed against faculty, 57% were filed by students, 19% were filed by other faculty members, and 24% were filed by other parties.
  
• Of the formal complaints filed against staff/AAP, 84% were filed by other staff/AAP members, 14% were filed by students, and 2% were filed by faculty.
  
• Race, retaliation, and disability status were the most common bases for formal complaint.
  
  
  
  Row chart illustrating that of the formal complaints filed in 2025, 57 were filed by students or student organizations, 48 were filed by staff/AAP, 5 were filed by faculty, and 13 were filed by other parties.
  
  
  Row chart illustrating that of the formal complaints filed in 2025, 51 formal complaints were filed against staff/AAP, 27 were filed against students, 21 were filed against faculty, 12 were filed against unnamed persons, and 12 were filed against other parties.
  
  
  
   
  Pie chart illustrating that of the formal complaints filed against faculty members in 2025, 57% were filed by students, 19% were filed by other faculty members, and 24% were filed by other parties.
  
  
  
  
  
  Pie chart illustrating that of the formal complaints filed against staff/AAP in 2025, 84% were filed by other staff/AAP, 14% were filed by students, and 2% were filed by faculty.
  
  
  
  
  Row chart illustrating the bases on which formal complaints of discrimination, harassment, and/or related retaliation were filed in 2025. 53 formal complaints included race as an alleged basis, 35 included retaliation as an alleged basis, 34 included disability status as an alleged basis, 31 included national origin as an alleged basis, 25 included color as an alleged basis, 23 included personal appearance as an alleged basis, 21 included religion as an alleged basis, 17 included sex/gender as an alleged basis, 11 included age as an alleged basis, 8 included political affiliation as an alleged basis, 7 included gender identity/expression as an alleged basis, 7 included sexual harassment as an alleged basis, 6 included genetic information as an alleged basis, 4 included veteran status as an alleged basis, 3 included matriculation as an alleged basis, 2 included family responsibility as an alleged basis, and 2 included sexual orientation as an alleged basis. Lastly, 31 formal complaints included an allegation of ‘other.’ Note: As formal complaints can allege more than one basis, the total number of bases illustrated in the row chart exceed the total  number of formal complaints.
  
  
  Administrative reviews
  
  OEOC initiated approximately 8 administrative reviews in 2025. Of these, 63% involved allegations about reported conduct by staff/AAP, 25% involved allegations about reported conduct by faculty members, and 13%  involved allegations about reported conduct by students or student organizations. The administrative reviews addressed claims of alleged discrimination, harassment, and/or related retaliation based on sex/gender, race, and national origin. Sexual harassment was the most common basis for administrative reviews.
  
  During calendar years 2024 and 2025, OEOC conducted 26 administrative reviews. Due to the relatively small number of reviews conducted in 2025, results for 2024 and 2025 are presented here in the aggregate, to preserve confidentiality. Following careful review of the available information and the totality of the circumstances, in 22% of the administrative reviews that have closed, OEOC identified violations of policy, and in 39% of the administrative reviews that have closed, OEOC identified no violations of policy, but made recommendations to address concerns. Examples of outcomes of administrative reviews may include training/educational workshops, changes in procedures, implementation of safeguards, compliance monitoring, and referrals for potential disciplinary or corrective action.
  
  
  
  Pie chart illustrating that of the administrative reviews initiated by OEOC in 2025, 63% involved allegations about reported conduct by staff/AAP, 25% involved allegations about reported conduct by faculty, and 13% involved allegations about reported conduct by students or student organizations.
  
  
  Accommodation requests
  
  OEOC facilitated approximately 124 new requests for accommodation based on disability, pregnancy, and religion filed by faculty, staff/AAPs, student employees, as well as applicants for employment. In addition to these requests, OEOC facilitated and monitored ongoing accommodation requests to ensure that they continue to meet the needs of employees and departments.
  
  Disability accommodations: OEOC facilitated more than 108 disability accommodation requests from faculty, staff/AAPs, and student employees, as well as approximately 8 disability accommodation requests from applicants for employment.
  
  Pregnancy accommodations: OEOC facilitated approximately 5 pregnancy or related accommodation requests from faculty and staff/AAPs.
  
  Religious accommodations: OEOC facilitated approximately 11 religious accommodation requests from faculty, staff/AAP, and student employees.
  
  
  
  
  
  Pie chart illustrating that of the new accommodation requests facilitated by OEOC in 2025, 87% of the requests were based on disability, 9% were based on religion, and 4% were based on pregnancy.
  
  
  Educational workshops
  
  OEOC staff conducted more than 48 educational workshops across our campuses. Topics included Title IX education and awareness, implicit bias, active bystander intervention, and anti-discrimination, anti-harassment, and non-retaliation training, including topics covered under Title VI and Title VII of the Civil Rights Act of 1964. 
  
  
  
  Pie chart illustrating that of the educational workshops conducted by OEOC in 2025, 60.4% focused on Title IX, including topics such as reporting responsibilities, formal complaint options, and resources; 20.8% focused on anti-discrimination, anti-harassment, and anti-retaliation, including an overlay with speech and expression; 8.3% focused on creating a culture of care, including an overlay of building community in diversity, and harassment and discrimination prevention; 4.2% focused on implicit bias; 2.1% focused on creating a culture of access in the workplace; 2.1% focused on active bystander intervention; and 2.1% focused on OEOC and Bias Reporting.
  
  Recruitment plans
  
  OEOC reviewed approximately 88 recruitment plans:  58 recruitment plans for faculty on the tenure-line and non-tenure line tracks, and 30 recruitment plans for postdoctoral fellows and research fellows. For each recruitment plan, OEOC provided input to help diversify candidate pools and the Georgetown University workforce, consistent with applicable law.
  
  
  Reports of bias-related incidents
  
  OEOC partnered with offices across our campuses to respond to more than 121 reports of bias-related incidents. The nature of bias-related incidents most often reported were religion, ethnicity, race, and national origin. For more information about the Bias Reporting System, including an overview of data regarding reported bias-related incidents, please visit: https://biasreporting.georgetown.edu/statistics/. 
  
  
  

• Emergency Preparedness and Evacuation Guide: OEOC partnered with the Office Environmental Health & Safety, the Office of Emergency Management, the Academic Resource Center, and other campus partners to develop the  Emergency Preparedness and Evacuation Guide for Community Members with Disabilities.

• Title VI Canvas Course: In collaboration with campus partners from Student Affairs, CNDLS, OGC, and Communications, OEOC contributed to the development of a required Canvas course focused on preventing discrimination and harassment based on religion, race, ethnicity, and shared ancestry, consistent with Title VI of the Civil Rights Act as well as the D.C. Human Rights Act. The training explicitly addresses antisemitism and Islamophobia. The program began with a pilot rollout to more than 700 student organization leaders on Georgetown’s D.C. main campus. In Fall 2025, following the successful pilot phase, the University made the training requirement mandatory for all first-year undergraduate students, including first-year undergraduate students in GUQ, as part of their new student orientation to Georgetown. The training also provides information on how to report concerns and the supportive resources that are available to students who may be impacted by harassment or discrimination.  Students must successfully pass a quiz at the end of the program to complete this mandatory training.
  
• New Student Orientation: OEOC expanded the content offered to new and transfer students to include more detailed non-discrimination and anti-harassment topics, in addition to existing content about the Bias Reporting System.
  
• Policies and Procedures: OEOC worked with campus partners to review its grievance procedures used to investigate claims of discrimination, harassment, and related retaliation, which apply to student-respondents and to respondents who are employees and third parties. OEOC also developed guidelines for employees requesting lactation accommodations.
  
• Accessible Commencement: OEOC continued to contribute to university-wide efforts to make commencement ceremonies more accessible, including by collaborating with campus partners to provide education about accessibility and responding to accommodation requests; updating the accessible commencement web page; and supporting increased signage and accessible routes.
  
• Accessibility Website: OEOC collaborated closely with campus partners on an ongoing basis to maintain and update the University’s accessibility website, which provides a centralized hub for information and resources regarding accessibility at Georgetown.
  
• Resource Guides: OEOc provides resource guides for community members with information about our processes. Links to a selection of the resource guides are available below.
  • Options document
  • Overview of Bias Reporting process
  • Pronoun Practices for Teaching and Learning
  • Guidance on non-retaliation
  • ERG one pager
  • Supportive resources
  • FAQ document (contains information about OEOC’s formal processes)
  • Workplace Accommodations
  • Pregnant and Parenting Students
  • Overview of OEOC Formal Complaint Process
  • Service Animals and Transportation Services 
  • Preventing and Responding to Harassment and Other Concerning Online Conduct
  • Veteran and Military Employment
  • Employment Resources for the Disability Community
  • Resources for obtaining American Sign Language Interpreters
  • Resource Guide for Preventing and Responding to Harassment and Other Concerning Conduct Online

Make a report

• OEOC: oeoc@georgetown.edu
• Title IX matters: titleixoeoc@georgetown.edu 

File a formal complaint

• https://oeoc.georgetown.edu/ada/file-complaint/ 

Request a meeting with an OEOC staff member

• Email: oeoc@georgetown.edu
• Call: (202) 687-4798

Request an accommodation

• Submit an online request for a:
  • Disability accommodation
  • Religious accommodation 
  • Pregnancy accommodation (based on pregnancy, childbirth, breastfeeding, or a related medical condition)
• Send an email to OEOC at oeoc@georgetown.edu
• Call OEOC at 202-687-4798

Speak with a confidential resource

• Ombuds:
  • Hilltop Campus Faculty Ombuds – Catherine Langlois, langlois@georgetown.edu
  • GUMC Faculty Ombuds – Bassem Haddad, haddadb1@georgetown.edu 
  • Office of the Ombudsperson (for SOM students) – Stacey Kaltman, sk279@georgetown.edu 
  • Student Ombuds (for undergraduate and graduate students) –  Daniela Brancaforte, studentombuds@georgetown.edu 
  • University Staff Ombuds – Linda Brothers, Linda.Brothers@georgetown.edu
    
• Georgetown University in Qatar (GU-Q):
  • GU-Q’s Student Wellness and Counseling Center (SWCC) can help you identify and get connected with counseling support. Please contact them at guqstudentwellness@georgetown.edu for assistance. 
    
  • Journey’s employee assistance program at GU-Q offers mental health, meditation, and work-life services. All benefits-eligible faculty and staff, as well as their spouses/partners and dependents, are eligible for support through Journey.
    
• Georgetown University’s Faculty & Staff Assistance Program (FSAP) provides free, confidential counseling, consultation, and educational services to faculty, staff and their immediate family members. FSAP can assist with a variety of personal and work-related concerns, including mental health issues, workplace conflict, relationship problems, parenting stress, and substance abuse.

• Journey’s employee assistance program provides customized well-being resources through its digital platform as well as concierge-level support for individuals seeking therapy or coaching. Journey provides free mental health therapy and support for all benefits-eligible employees and their families in the Washington, DC, metro area, across the United States and internationally.

• Confidential Resource Advisors (CRAs) are designated by the University to provide emergency and ongoing support to students and employees who seek information and support related to sexual misconduct. CRAs do not institute corrective measures on behalf of the institution. Instead, they provide information about resources related to sexual misconduct, such as reporting options; medical services; legal services, including protective orders; supportive measures; University resolution processes; and external resolution options. CRAs may also provide guidance to students and employees, assist in accessing supportive measures, accompany students and employees to University proceedings, and support students and employees in contacting campus public safety or law enforcement. Communications between a student or employee seeking assistance and a CRA are confidential, with limited exceptions (e.g., court orders, imminent safety risks, disclosure of a crime of violence or dangerous crime, when required by law, or where written consent has been provided).
  
  • Georgetown University’s CRAs: For students and employees reporting or who have experienced sexual misconduct, the University’s CRAs may be contacted at: Health Education Services (HES), sarp@georgetown.edu, (202) 687-8942. For students and employees alleged to have engaged in sexual misconduct, the University’s CRAs may be contacted at: Faculty and Staff Assistance Program (FSAP), fsap@georgetown.edu, (202) 687-2409.

Report an accessibility barrier

• https://accessibility.georgetown.edu/request-accessibility-help/

(alpha order)

Sydney Adams, 
Deputy Title IX Coordinator and Civil Rights Investigator
sa2054@georgetown.edu 

Samantha Berner
Title IX Coordinator and Director of Title IX Complianc
Samantha.Berner@georgetown.edu

Mary Chlopecki
Senior Investigator and Counsel
mc2672@georgetown.edu

Rebecca Cpin
Director of Employment Equity Compliance & Data Analytics
Rebecca.Cpin@georgetown.edu

Sharrell McCaskill
Accessibility Manager and Civil Rights Investigator
sm3728@georgetown.edu

Bisi Ladeji Okubadejo
Associate Vice President for Equal Opportunity, Civil Rights, and Compliance
Olabisi.Okubadejo@georgetown.edu

Cheryl Rost
Senior Civil Rights Investigator and Compliance Manager
cc1448@georgetown.edu

Ruby Smith
Office Administrator and Project Manager
ruby.smith@georgetown.edu

Tonya Turner
Associate Director
hindst@georgetown.edu

LaDreena Walton
Deputy Title IX Coordinator and Civil Rights Investigator
ladreena.walton@georgetown.edu 

Members of OEOC’s Intake and Care Management Team are available to speak with individuals who have questions about OEOC’s process. The Intake and Care Management Team conducts initial intake and assessment of formal complaints and reports of discrimination, harassment, and related retaliation. The Intake and Care Management team also offers information about supportive resources, facilitates requests for accommodation, and works with community members to resolve OEOC-related matters through non-investigative processes such as mediation.

Notice of Non-Discrimination

Georgetown University is committed to providing equal educational and employment opportunities and embraces the diversity of its faculty, staff, and students. Georgetown prohibits discrimination or harassment on the basis of any protected characteristic, as outlined below.  

Non-Discrimination in Education

Georgetown University provides educational opportunities without regard to, and does not discriminate on the basis of, age, color, disability, family responsibilities, familial status, gender identity or expression, genetic information, marital status, national origin, personal appearance, political affiliation, race, religion, sex, sexual orientation, source of income, veteran’s status or any other factor prohibited by law in its educational programs and activities.

Non-Discrimination in Employment

Georgetown University provides equal opportunity in employment for all persons, and prohibits unlawful discrimination and harassment in all aspects of employment because of age, color, disability, family responsibilities, gender identity or expression, genetic information, marital status, matriculation, national origin, personal appearance, political affiliation, race, religion, sex, sexual orientation, veteran’s status or any other factor prohibited by law.

Prohibition against Retaliation

Georgetown University prohibits retaliation, harassment, or other adverse action against an individual for making a complaint in good faith, assisting in an investigation, opposing harassment or otherwise exercising rights protected by law. It also prohibits taking any adverse academic or employment related action against an individual based on an unsubstantiated allegation or rumor of harassment. Retaliation should be reported promptly to the Office for Equal Opportunity Compliance and may result in disciplinary action up to and including dismissal.

Coordination of Compliance

The following person has been designated to handle questions regarding Georgetown’s non-discrimination and affirmative action policies:

Bisi Ladeji Okubadejo
Associate Vice President for Equal Opportunity, Civil Rights, and Compliance
Section 504, Americans with Disability Act, and Age Act Coordinator
Georgetown University
Office for Equal Opportunity Compliance
M-36 Darnall Hall
37th and O Streets, N.W.
Washington, D.C. 20057
202-687-4798

The following person has been designated to handle questions regarding Georgetown’s Title IX policy:

Samantha Berner, J.D.
Title IX Coordinator and Director of Title IX Compliance
Georgetown University
Office for Equal Opportunity Compliance
M-36 Darnall Hall
37th and O Streets, N.W.
Washington, D.C. 20057
(202) 687-4798

Individuals with inquiries regarding these policies are encouraged to first contact the employees listed above. Individuals with inquiries about Title IX may also choose to contact the U.S. Department of Education’s Office for Civil Rights.