Georgetown Law Open on Time
The Law Center will open on time Monday, March 2, 2015, but liberal leave is in effect. All designated emergency employees must report to work on time. All other employees may take unscheduled leave, but should contact their supervisor to discuss the needs of their unit and individual circumstances.
Equal Opportunity and Non-Discrimination Policies
Equal Opportunity and 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, marital status, national origin, personal appearance, political affiliation, race, religion, sex, sexual orientation, source of income or any other factor prohibited by law in its educational programs and activities. Inquiries regarding Georgetown University's non-discrimination policy may be addressed to Institutional Diversity, Equity & Affirmative Action, 37th and O Sts., N.W., Suite M36, Darnall Hall, Georgetown University, Washington, D.C. 20057.
Equal Opportunity and 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 factor prohibited by law. Inquiries regarding Georgetown University's non-discrimination policy may be addressed to Institutional Diversity, Equity & Affirmative Action, 37th and O Sts., N.W., Suite M36, Darnall Hall, Georgetown University, Washington, D.C. 20057.
Human Rights Act of 1977
The D.C. Human Rights Act of 1977 was amended in October 2006 to include "Compliance Rules and Regulations Regarding Gender Identity or Expression." According to the D.C. Human Rights Commission, the regulations ensure that transgender individuals are treated in a manner that is consistent with their identity or expression, rather than according to their presumed or assigned sex or gender. Individuals are protected from discrimination regarding employment, housing, public accommodations, educational institutions and services or programs of the District of Columbia government.
What does "gender identity or expression" mean?
The D.C. Office of Human Rights defines gender identity or expression as a gender-related identity, appearance, expression, or behavior of an individual, regardless of the individual's assigned sex at birth. Transgender is an umbrella term that refers to any individual whose identity or behavior differs from stereotypical or traditional gender expectations, including transsexual individuals, cross-dressers, androgynous individuals, and others whose appearance or characteristics are perceived to be gender a-typical. For more information, please see the full text of the D.C. Human Rights Act of 1977.
What areas of discrimination are specifically addressed by the amendment?
The amendment includes specific guidelines and regulations that cover restrooms and other gender specific facilities, accommodations for health care needs, dress and grooming standards, the recording of gender and name, and background checks.
What actions constitute harassment or a hostile environment?
The amendment states that the following behaviors may constitute evidence of unlawful harassment and hostile environment: (1) deliberately misusing an individual's preferred name form of address or gender-related pronoun (2) asking personal questions about an individual's body, gender identity or expression, or gender transition (3) causing distress to an individual by disclosing to others that the individual is transgender and (4) posting offensive pictures or sending offensive electronic or other communications. In determining whether there is unlawful harassment or a hostile environment, the totality of the circumstances surrounding the alleged violation of the Act must be considered, including the nature, frequency, and severity of the behavior, whether it is physically threatening or humiliating, and whether it unreasonably interferes with the alleged victim.