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Learn about the OSA’s commitment to diversity in hiring

Learn about the OSA’s commitment to diversity and non-discrimination.

The purpose of this Policy statement is to communicate the position of the Office of the State Auditor (OSA) with regard to non-discrimination. Effective immediately, non-discrimination, diversity and equal opportunity shall be the policy of the OSA in all aspects of employment, programs, services, activities, and decisions.


While this Policy sets forth our goal of promoting a workplace that is free from discrimination, it does not limit our authority to discipline or take remedial action for workplace conduct which we deem unacceptable.

  1. All activities performed by and through the OSA and its employees shall be conducted without unlawful discrimination based on race, color, age, gender, ethnicity, political affiliation, CORI check results, sexual orientation, gender identity or expression, religion, creed, ancestry, national origin, disability, veteran status (including Vietnam Era Veterans), or any other characteristic protected by law.

  2. The OSA Director of Diversity will manage and oversee internal compliance of the various employment practices and personnel activities in the office (e.g., job assignments, new hires, transfers, promotions, and requests for reasonable accommodations) to ensure equitable consideration. If necessary, appropriate corrective measures will be initiated.

Any employee who is aware of or subject to discrimination by another employee, policy, or practice of the OSA should notify the OSA Director of Diversity.

Investigation and Complaint Procedures

  1. Any OSA employee who believes he/she has been subjected to unlawful discrimination may file a complaint of discrimination with the appropriate state and federal enforcement agencies and/or the OSA Director of Diversity. It is unlawful to retaliate or interfere with individuals filing a complaint or participating in an investigation. Any such interference or retaliation will not be tolerated.

  2. The OSA Chief Legal Counsel or designee will conduct a confidential investigation to the extent practicable under the circumstances. All parties involved with the investigation will be advised to maintain strict confidentiality.

  3. Investigations will include a private interview with the complainant, any witnesses, and the person alleged to have committed the discrimination. During the interview, the party will be given a copy of the Non-Discrimination Policy and the opportunity to discuss the investigation and complaint procedures.

  4. Employees shall fully cooperate in the investigation by providing information they possess concerning such matters. Retaliation against individuals cooperating with an investigation is unlawful and will not be tolerated.

  5. The Chief Legal Counsel, upon completion of the investigation, will inform the parties of the results.

If it is determined that inappropriate conduct has occurred, the OSA will act promptly to eliminate the conduct, and, where it is appropriate, will impose remedial or disciplinary action.

Responsibility and Accountability

Standards are important in the work that we do. Our conduct as an organization and as individuals demands the highest ethical standards. It is the policy of the OSA to at all times demonstrate open, honest and ethical behavior with employees, auditees, vendors, and the citizens of the Commonwealth. We empower our management teams and our employees to make decisions, but we hold them accountable for the decisions that they make. There is a shared accountability for achieving objectives, providing services, and dealing with individuals within and outside of our organization.

  1. Administrators and managers shall disseminate this Policy to all persons under their authority and shall conspicuously post copies in all offices.

  2. Management at every level will be held accountable for upholding and translating into action the provisions of this Policy.

  3. Employees shall report, to their supervisor or the Director of Diversity, behavior in the workplace which they believe may be in violation of our Non-Discrimination Policy.

  4. The OSA Director of Diversity has the primary responsibility for assuring compliance with this and all OSA policies relating to equal opportunity, affirmative action, and non-discrimination.