Principal Equal Opportunity Investigator

• Serving as a key partner in ensuring GW’s compliance with federal, state, and local anti-discrimination laws.
• Conducting prompt, reliable and impartial investigations, including the development of investigation plans, drafting notices of allegation and other essential correspondence, identifying and interviewing witnesses, gathering evidence and data, conducting site visits as needed, keeping accurate and thorough records and notes of the investigation process, applying GW policies and preparing detailed investigation reports, which may include analysis and recommendations as appropriate.
• Providing leadership and support to the Lead Equal Opportunity & Title IX Investigators and the Equal Opportunity investigators in the area of Title VI, VII, and IX discrimination and enforcement of the university’s Equal Opportunity, Non-Discrimination, Anti-Harassment and Non-Retaliation Policy, Title IX Sexual Harassment & Related Conduct Policy, and the Prohibited Relationships with Students Policy. This includes, among other responsibilities, leading weekly case review meetings and serving as a first level of review of investigator work product (formal complaints, investigation notices, investigation reports, negotiated resolution agreements etc.).
• Assisting the Director of Complaint Resolution with the development and implementation of policy and procedural improvements related to complaint resolutions.
• In the absence of the Director of Complaint Resolution or as otherwise needed, representing OEO at various campus/community stakeholder meetings, such as EO Case Review meetings, Threat Assessment meetings, and the DMV Title IX Administrator Working Group meetings.
• Facilitating impartial informal resolutions, rooted in restorative justice principles, that are aimed at identifying the harms experienced and identifying actions that can be taken to acknowledge harm, prevent its recurrence, and address its effects.
• Communicating with students, faculty, and staff in. a clear and compassionate manner. This may include explaining complex processes in a digestible manner, as well as providing timely updates regarding resolution processes.
• Collaborating with appropriate university offices during resolution processes to provide a coordinated response and holistic support.
• Maintaining an impartial and neutral approach and appropriate level of privacy throughout the process.
• Engaging in required training to ensure that skills and knowledge are current.
• Leading training programs for faculty, staff, and students on topics related to discrimination and harassment based on a protected characteristics.
• Assisting the Response team by providing supportive measures as needed when caseloads are high.

How is pay for new employees determined at GW?

The university is an Equal Employment Opportunity employer that does not unlawfully discriminate in any of its programs or activities on the basis of race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, gender identity or expression, or on any other basis prohibited by applicable law.