The North Carolina Department of Transportation (NCDOT) is committed to the principles and spirit of Equal Employment Opportunity (EEO) for all employees and applicants. Equal Employment Opportunity and Affirmative Action (AA) pervade all human resource practices, including recruiting, hiring, transfers, disciplinary actions, promotions, training, compensation, benefits, recognition, and all other terms and conditions of employment.

NCDOT prohibits discrimination on the basis of race, color, national origin, sex, religion, disability, age, and genetic information with respect to all terms and conditions of employment and access to its activities, programs, and services.

NCDOT prohibits creating a hostile or intimidating work environment. All personnel policies and practices are to be conducted in a work environment that is fair and free from discrimination, harassment, and retaliation against an employee or applicant for making a charge, testifying, assisting, or participating in any manner in a hearing, proceeding, or investigation of employment discrimination.

Equal Employment Opportunity/Affirmative Action Plans

NCDOT is committed to equal employment opportunities in the workplace and supports the EEO/AA programs. The State EEO Plan and AA Plan provide guidance and outline the responsibilities of management regarding the implementation of these plans. The primary objective is to take results-oriented steps to assure equal employment opportunity applies to employment decisions, including hiring, promotion, demotion, retention, training, disciplinary action, and termination. All employment decisions will be made without consideration of race, color, national origin, sex, religion, disability, age, and genetic information.

Unlawful Discrimination, Harassment or Retaliation Complaints

The EEO Informal Inquiry with NCDOT’s Equal Employment Opportunity/Affirmative Action Officer is the first step for complainants alleging unlawful discrimination, harassment, or retaliation. The EEO Informal Inquiry is a procedure where any employee, former employee, and applicant may appeal a complaint of discrimination to an impartial body without fear of reprisal. If the complaint is not successfully resolved, the complainant may continue the process by filing a formal grievance within 15 calendar days of the written response to the EEO Informal Inquiry .

For more details on how to file a discrimination complaint, please refer to the filing instructions below:


  • John Eley, EEO/ADA Manager, (919) 508-1804
  • Veronica Patterson, EEO/ADA Program Assistant, (919) 508-1844
  • Mark Whisenant, ADA Coordinator, (919) 508-1822
  • Christian Banks, EEO Programs Specialist, AAP, (919) 508-1930
  • Wendy Lapish, EEO Program Specialist, AAP, (919) 508-1796
  • Tiffany Kerner, EEO Investigator, (919) 508-1828
  • Shirley Wing-Mikkelsen, EEO Investigator, (919) 508-1801
  • Ima Mattair, EEO Employment Specialist, (919) 508-1942