Jobs & Internships

The Center for Career Services provides many opportunities for students to connect with employers and alumni for networking and career development. Students gain direct experience through volunteering, on-campus employment, internships, part-time jobs, and research and shadowing opportunities. Use the resources here, sign up for employer events, and work with a career coach to enhance your employment and recruiting knowledge to meet your career goals.

Tips & Additional Resources

Micro-Internships

Short-term, paid, professional assignments

The GW Center for Career Services has partnered with Parker Dewey, a mission-oriented organization that helps connect great talent with great companies, to facilitate the Micro-Internship platform connecting GW students and recent graduates with companies in need of support. These paid, short-term opportunities will allow students and recent graduates to gain professional experience while taking classes, during a break, or whenever you have a few extra hours.

Get Started on Parker Dewey

Fraudulent Employers

Unfortunately, not all employment opportunities are legitimate; entities may pose as employers as part of a scam to elicit personal information from or otherwise defraud their victims. Listed below are some tips and advice to help students be vigilant about fraudulent employers and to help them identify steps to take to verify the legitimacy of an employer.

Students: Red Flags to Consider to Avoid Fraudulent Employers

The National Association of Colleges & Employers (NACE) provides several “red flags” which students should be aware of and consider to avoid fraudulent employers when using online job and internship sites.

Fraudulent Employers: Quick Tips

Several quick tips from the Handshake Help Center for when you are questioning the legitimacy of a job or company.

What To Do If You've Given Your Personal Information To a Fraudulent Employer

The Handshake Help Center provides advice on key steps you should take immediately If you have given any of your personal information to a fraudulent employer. If you have any questions or concerns about an employer, please contact our Employer Relations team at ocigwu [dot] edu or 202.994.8633.

Security Clearances

ClearanceJobs.com Articles

Federal Agencies

US Department of State - Bureau of Diplomatic Security: Security Clearances

Handshake Tip Sheets

University Policies & Title IX

The George Washington University does not unlawfully discriminate against any person on any basis prohibited by federal law, the District of Columbia Human Rights Act, or other applicable law, including without limitation, race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, or gender identity or expression. This policy covers all programs, services, policies, and procedures of the university, including admission to education programs and employment. For further information on the university's policies in this regard, please refer to the GW Human Resource Management & Development's section on Diversity and Inclusion.

With the Don't Ask, Don't Tell Repeal Act of 2010, lesbian, gay, and bisexual individuals are now able to serve openly without fear of termination. However, the repeal did not end the military’s policy of discriminating on the basis of gender identity and expression. Such discrimination against our transgender students is a violation of GW's non-discrimination policy. Current federal law requires the Center for Career Services to allow military recruiters’ participation in our interview programs despite noncompliance with our non-discrimination policy or risk the termination of certain federal funds. The presence of the military in these programs does not indicate in any way that the Center for Career Services approves of such discrimination.

What is sexual and gender-based harassment?

GW's Sexual Harassment and Gender-Based Harassment and Interpersonal Violence Policy is informed by federal laws like Title IX, the Clery Act, and the Violence Against Women Act and university values and resources.

What kind of behavior could constitute sexual and gender-based harassment?

Examples of sexual and gender-based harassment include, but are not limited to, the following:

Another intern, supervisor, co-worker, or client touches you inappropriately e.g.plays with your hair, rubs your back, or touches any private zones on your body
A supervisor persistently asks you on dates, even if you have turned them down before
Another intern, supervisor, co-worker, or client of your employer makes suggestive comments to you about how your body looks in certain clothing
Coworkers insinuate that giving sexual favors would help advance your career or that sexual behavior on your part is expected
Other interns rate the “hotness” of your intern class or give awards for “sexiness”
A supervisor asks you about your significant other and your sexual behavior with that person
A client makes offensive remarks about you because of your sex or gender
A coworker shows you pictures of themselves and they are naked or minimally clothed

How do I avoid a concern that I am engaging in sexual and gender-based harassment?

Remember that the workplace is a professional setting, no matter how collegial or jovial your colleagues seem. Also, apply work rules to any event related to work e.g., dinner with colleagues, car rides with coworkers, and recreational sports where you play on a team with other employees.
Do not introduce sexualized content into the workplace. Your intent does not matter to a determination of sexual harassment, so avoid jokes or playful behavior that is sexual in nature.
Be mindful of your behavior on social media. Employers generally do not tolerate online activity that has a negative impact on their brand e.g., you write a post using sexist language and your bio identifies you as working for a specific company.
Be very cautious about engaging in a workplace romance. Any such behavior should be clearly consensual and should not cross supervisory lines. However, keep in mind that an internship is a long interview and many employers consider workplace romances to be unprofessional. If you choose to engage in this behavior, ensure that there is never any sexual contact in the workplace.

What should I do if I feel I am being sexually harassed?

If you feel comfortable doing so, inform the offending party that their actions are inappropriate and that they should stop.
Immediately tell your supervisor or your employer’s Human Resources office.
Contact the Title IX Coordinator if the offending party is connected to GW e.g., an employee or student. You may also contact the Title IX Coordinator if you have questions, or if you would like some assistance addressing the issue.
Check the policy or procedures of your workplace that pertain to reporting misconduct. Report the incident according to the procedures given. If there are no written procedures, report to the Human Resources department and your supervisor.

What about other forms of sexual misconduct?

Sexual assault, sexual exploitation, domestic or dating violence, and stalking are all prohibited by law and are not acceptable in the work environment. If you are in a situation where these offenses have been perpetrated against you, please seek assistance immediately by first contacting local law enforcement to ensure your safety, and informing your employer’s Human Resources office. You may also contact GW’s Title IX Coordinator if you require assistance or are unsure of the best steps to take. Contact information (202) 994-7434 or via email at shrcgwu [dot] edu.