EQUAL OPPORTUNITY AND AFFIRMATIVE ACTION POLICY OF GEORGIA COLLEGE
Georgia College is committed to the fundamental principle of equal opportunity and equal treatment for every prospective and current employee and strives to create a campus environment, which understands, fosters, and embraces the value of diversity. No person shall, on the grounds of race, color, sex, sexual orientation, religion, national origin, age, disability or veteran status be excluded from employment or participation in, be denied the benefits of, or otherwise be subjected to discrimination, under any program or activity conducted by Georgia College.
Managers shall base employment decisions on the principles of equal employment opportunity, and with the intent to further Georgia College's commitment to affirmative action and equal employment. All managers and officials of the University directly bear the responsibility for making every effort to understand and alleviate underutilization of minorities, women, persons with disabilities, disabled veterans and all other covered veterans. Managers shall take affirmative action to ensure that minorities, females, persons with disabilities, disabled veterans and all other covered veterans, are introduced into the workforce, are encouraged to aspire for promotion, and are considered as promotion opportunities arise.
Managers shall ensure that all personnel actions such as compensation, benefits, transfers, layoffs, returns from layoffs, terminations, University-sponsored training, educational tuition assistance, and social and recreational programs shall be administered without regard to race, color, sex, sexual orientation, religion, national origin, age, disability or veteran status, except where an accommodation is unavailable and/or is a bona fide occupational qualification.
Georgia College seeks to maintain an internal system of audit and reporting that shall assist in the implementation, monitoring, evaluation and the effectiveness of its Affirmative Action Programs. Specifically, this system shall facilitate the identification and removal of inequalities and deficiencies in its employment policies and practices that could preclude the fair and equal treatment of minorities, women, persons with disabilities, disabled and all other covered veterans.
Employees and applicants shall not be subjected to harassment, intimidation, threats, coercion, discrimination, nor have their opportunities for employment adversely affected because they have engaged in or may engage in any EEO protected activities.
Applicants for employment are encouraged to identify their race, sex and ethnicity. Employees are invited to self-identify as an individual with a disability or qualified covered veteran. Self-identification is strictly voluntary, confidential, and will not result in retaliation of any sort.
Georgia College's written Affirmative Action Programs are available for inspection in the Office of Human Resources and Employee Relations upon request from 9:00 AM - 5:00 PM. Any questions should be directed to your supervisor, or to Dr. Veronica Womack, Interim Chief Diversity Officer, at (478) 445-1382.