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Diversity
Equal Employment Opportunity and Affirmative Action

Equal Employment Opportunity and Affirmative Action

Equal Employment Principles

The firm is committed to providing equal employment opportunity (EEO) to all qualified persons.  Although particular legal provisions and formulations may differ in the various locations in which we do business, our principles are the same worldwide.  Concern for the personal dignity and individual worth of every person is an indispensable element in the standard of conduct that we have set for ourselves.  Our focus in personnel decisions is on merit and contribution to the firm’s success.

Goldman Sachs considers conduct that does not conform to these standards and to those set by applicable law to be a serious violation of its policies and will take appropriate disciplinary action, which may include termination, against those who engage in such conduct.  Managers are evaluated in part on the basis of their success in carrying out our equal employment opportunity policies.
 

United States Discrimination Laws, Equal Employment Opportunity and Affirmative Action

The firm complies fully with US law, which provides that employers must afford equal employment opportunity to all qualified persons without regard to race, color, religion, creed, sex, age, national origin, citizenship status, physical or mental disability, protected veteran status, genetic information, marital status, sexual orientation, gender identity or any other impermissible criterion or circumstance.  This means equal opportunity not only in regard to initial employment, compensation, promotion, transfer, firm-sponsored training, academic assistance, benefits and other terms and conditions of employment, but also in regard to any other matter that affects in any way the working environment of our people.  The firm is also committed to taking affirmative action to employ and advance in employment qualified women, minorities, protected veterans and individuals with disabilities.  To view EEO is the law poster click here.

If you have a physical or mental disability and wish to request an accommodation to perform the functions of your job, please contact the Medical Leave of Absence (MLOA) Administrator at 212-902-0432 and the MLOA Administrator will contact you shortly thereafter.

We emphasize our determination not to tolerate or condone any type of discrimination prohibited by law, including harassment on the basis of any of the classifications referred to above, that improperly interferes with an individual’s work performance or creates an intimidating, hostile or offensive working environment. Our policy forbids harassment, whether verbal, physical or visual, by anyone at the firm. The firm also will not tolerate harassment by outsiders who may have business with the firm.  With respect to sexual harassment, our policy prohibits either explicitly or implicitly making submission to unwelcome sexual advances a term or condition of employment, using submission to or rejection of such advances as a basis for employment decisions affecting the individual, or engaging in conduct that may be offensive to others, such as inappropriately touching an individual, displaying sexually suggestive objects, or pictures, or relating sexually explicit jokes.

If at any time during your employment with the firm you feel that these policies are being violated by anyone, in any way, we urge you to bring this matter to the attention of your immediate superior, or anyone more senior, as you feel is appropriate. If you believe that the matter cannot or should not be raised through these channels of communication, we encourage you to contact Edith Cooper, Managing Director of the HCM Division (x8-902-9908); Aime Hendricks, Managing Director, HCM Employee Relations Group (212-357-0440); any member of the HCM Employee Relations Group; any member of the Legal Department; any member of the Firmwide Diversity Committee; any member of the Office of Global Leadership and Diversity; or, if you are hesitant to discuss the matter within the Goldman Sachs organization, our designated outside counsel, Sheldon Raab of Fried, Frank, Harris, Shriver & Jacobsen whose telephone number is (212) 859-8090.

You are assured that any concern you raise will be handled with sensitivity and that management will support whatever action may be necessary to resolve properly any problem communicated in this manner. You will have the opportunity to provide all the facts relating to your concern. Others at the firm may be interviewed. In most cases, a combination of line management and Human Capital Management Division professionals will be involved to ensure objectivity. The firm will appropriately discipline violators of the firm policy, and you will be advised generally of the conclusions reached. (For a variety of reasons, including personal privacy considerations, certain aspects of the firm’s conclusions may not be discussed with you.) As appropriate, the firm will caution those involved in the investigation that they should not discuss the matter and that there must be no retaliation against you. The firm strictly prohibits any retaliation for reporting a possible violation of law, ethics or firm policy, no matter whom the report concerns.


Lloyd C. Blankfein

Chairman and Chief Executive Officer

The Goldman Sachs Group, Inc.