The Boys & Girls Club Movement includes more than 1,140 independent organizations and the national organization, Boys & Girls Clubs of America. Autonomous local organizations serve youth and communities in 4,300 Club locations with 56,000 adult professional staff, as well as program volunteers and board members. BGCA serves local organizations, but does not manage the operations of individual Clubs. Member organizations are governed locally.
“Each day I have the opportunity to not just affect the lives of the students that I work with, but the lives of their family and possibly their descendants. I take this responsibility seriously and hold it with great pride.”
Equal Employment Opportunity
Boys & Girls Clubs of America is committed to a policy of equal employment opportunity. The organization will not discriminate against employees or applicants for employment on any legally recognized basis including, but not limited to, veteran status, race, color, religion, sex, national origin, physical or mental disability, age, or any other protected group status as defined by law. Boys & Girls Clubs of America will also not discriminate against employees or applicants based on sexual orientation or gender identity. See http://www.eeoc.gov/employers/upload/poster_screen_reader_optimized.pdf.
As part of its commitment to equal employment opportunity, Boys & Girls Club provides reasonable accommodations to individuals with disabilities. If you are an individual with a disability and require any type of accommodation in connection with the application process, please call 404-487-5968.
Boys & Girls Clubs of America will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. See https://www.eeoc.gov/employers/upload/poster_screen_reader_optimized.pdf.