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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 and applicable state and local 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, pregnancy status, protected veteran status, genetic information, marital status, sexual orientation, gender identity or any other impermissible criterion.  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, including by providing appropriate accommodations to disabled individuals, to enable performance of the job.  

We are committed to maintaining a workplace and recruiting experience free from discrimination or harassment.  As such, we do not tolerate or condone any type of discrimination prohibited by law, including on the basis of any of the characteristics referred to above. 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 otherwise engaging in conduct of a sexual nature that may be offensive to others. Sexual harassment can be verbal, physical or visual and include a range of conduct and involve individuals of the same or different genders. Depending on the circumstances, prohibited conduct can include unwanted sexual advances, unwelcome physical contact, displaying or transmitting sexually suggestive written or graphic materials including messages or pictures, or relating sexually explicit remarks or jokes.

Conduct not explicitly involving any of the above features may also constitute prohibited harassment if it is directed at employees because of their characteristics (for example, a manager who speaks harshly and critically only to employees of a different gender, religion or race). The firm also will not tolerate discrimination or harassment by outsiders who may have business with the firm.

The firm has a detailed set of communications channels by which workplace concerns can be brought forward and a process for handling concerns with sensitivity.  If you are an applicant and you have a concern you would like to escalate, please refer to the escalation channels available on the Business Integrity Portal.