This section contains information about policies and practices that pertain to LGBTQIA inclusion at the Georgia Institute of Technology and in the University System of Georgia and the state of Georgia.

Benefits

Same-Sex Spouse Benefits for Employees

Following the Supreme Court decision to legalize same-sex marriage in June 2015, the Board of Regents for the University System of Georgia confirmed that it would make all benefits available to same-sex spouses of employees.

Domestic Partner Benefits for Employees

Healthcare benefits are not available for domestic partners of employees.

Domestic Partner Benefits for Students

Any student who is in committed relationship and can provide supporting documentation (such as proof of shared finances or living situation) may obtain some benefits for their non-student partner. These benefits include CRC membership, eligibility for family housing, and services at Stamps Health Services on a fee-for-service basis. Students wishing to take advantage of these benefits should contact Dean Stephanie Ray for more information. 

Fertility Services

None of the USG healthcare plans provide coverage for In Vitro Fertilization (IVF), artificial insemination, or any other service related to conception by artificial means.

Health Insurance for Gender Confirmation Procedures

The Georgia Tech student health insurance plan provides coverage for hormones for transgender students. It does not provide coverage for surgeries related to transition.

Campus Records

Name Change on Campus Records - Students

Georgia Tech recognizes that "as long as the use of a chosen/preferred name is not for the purpose of misrepresentation" they will acknowledge that a chosen/preferred name should be used whenever possible in the course of conducting daily business and in the educational process.

Georgia Tech will permit any student who wishes to do so to identify themselves within the student information system with a chosen/preferred first name and/or a middle name or initial in addition to their legal name. It is further understood that the student's chosen/preferred name should be used in Georgia Tech communications and reporting, except where the use of the legal name is necessitated by business practices or legal requirements. You will find more information and the form itself at the Registrar's Office website.

To change your name legally in Georgia, we recommend you visit Georgia.GOV Apply for a Name Change website. Once your name is changed legally, you should contact the registrar, Reta Pikowsky to get it changed at Georgia Tech. If you want help changing the name that your professors call you or the experience in your lab or graduate program, contact Dean Stephanie Ray, the Director of Diversity Programs. Dean Ray can also help graduate students by providing coming out resources and workshops for graduate programs.

Students who Have Obtained a Legal Name Change

Students who have obtained a legal name change may request that the Office of the Registrar update their campus records to reflect their new name. Students should be advised that some entities on campus may use records systems that do not pull from Banner, and that they may need to contact administrators of those systems individually as they become aware of them to ensure that their name is updated everywhere. 

To request a name change on campus records with the Registrar, complete and sign a Name Change Form and then submit this along with one of the following forms of identification (original or notarized copy) to the Office of the Registrar:

  • birth certificate
  • divorce decree
  • marriage license
  • W9
  • social security card
  • Court Order showing name change

Name Change on Buzz Card

Students and employees can now opt to have a chosen name printed on the front of their card and their legal name on the back if these two names differ.

Sex Marker Change on Campus Records

Students who have legally changed their name and wish to change the sex marker on their campus records so that it aligns with their gender identity can email the LGBTQIA Resource Center to request this change. Note that this will only affect internal campus records and has no legal standing beyond that scope.

Employee Chosen Name Option

To change the way your name appears in Office365, please complete the Display Name Change form.

Housing & Policies

Gender Inclusive Housing

The Georgia Tech Department of Housing and Residence Life is committed to serving the holistic needs of our student population. Georgia Tech Housing offers a residential option in which two or more students choose to live in a multiple-occupancy traditional, suite, or apartment style space. It is offered to every student regardless of class status, gender, or sexual orientation.

The roommate selection process mirrors what is provided for all students. Students have the option to list eligible roommate(s) in their application, search for eligible roommate(s), or choose to be paired with another student who has also chosen to participate in gender inclusive housing and has completed the agreement. The application is available at My Housing.

Learn more through the Housing & Residence Life website.

GT Policy of Non-Discrimination and Affirmative Action

The Institute prohibits discrimination on the basis of sexual orientation and gender identity per its Equal Opportunity, Nondiscrimination, and Anti-Harassment Policy.

Georgia Tech’s EEO statement includes protection for gender identity. If you are harassed in any way for your gender identity, find more information on filing a complaint at the Policy's webpage. If you need assistance, contact Camilla Frost-Brewer.

The USG's decision to not include sexual orientation or gender identity in its policies does not render the Institute's policy invalid; it means only that USG institutions are not required to have such a policy.

USG Non-Discrimination

The USG does not currently prohibit discrimination on the basis of sexual orientation, gender identity, or gender expression per its Non-Discrimination Policy. In Georgia, these three categories are not considered protected categories by law, so the USG may opt to include them in their equal opportunity policies and practices, but is not required by law to do so.