The North Carolina Department of Transportation (NCDOT) is committed to the principles and spirit of Equal Employment Opportunity (EEO) for all employees. Equal Employment Opportunity and Affirmative Action (AA) pervade all human resource practices including, but not limited to, recruiting, hiring (including establishing and monitoring hiring criteria, processes and practices), job descriptions, job classifications, transfers, disciplinary actions, promotions, training, compensation, benefits, recognition, and all other terms and conditions of employment.

NCDOT receives federal funds from the Federal Highway Administration (FHWA). All state departments of transportation that receive Federal financial assistance in connection with the Federal-Aid Highway Program are required to assure compliance with the equal employment opportunity requirements and to have an affirmative action plan.

Affirmative Action Plan (AAP)

The North Carolina Department of Transportation (NCDOT) is committed to equal employment opportunities in the workplace and supports the affirmative action program. The Affirmative Action Plan (AAP) provides guidance and outlines the responsibilities of management regarding the implementation of this plan. The primary objective of the AAP is to take results-oriented steps to assure equal employment opportunity. Affirmative Action guidelines apply to employment decisions, including but not limited to hiring, promotion, demotion, retention, training, disciplinary action and termination.

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. As required by Federal regulations (23 CFR 230), the EEO Informal inquiry is a procedure whereby employees and applicants may process allegations of discrimination to an impartial body without fear of reprisal. This process is not to be confused with the Formal Internal Grievance Process, which is designed for grievances other than unlawful discrimination, harassment or retaliation.


Equal Employment Opportunity Policy Statement


  • John Eley, EEO/ADA Manager, (919) 508-1804
  • Mark Whisenant, ADA Coordinator, (919) 508-1822
  • Emilia Guerrero, ADA Program Assistant, (919) 508-1844
  • Herbertina Johnson, 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