The Georgia Institute of Technology (Georgia Tech) is committed to equal opportunity, a culture of inclusion, and an environment free from discrimination and harassment in its educational programs and employment. As a federal contractor, it is also Georgia Tech’s policy to take affirmative actions to employ and to advance in employment all persons regardless of race, ethnicity, ancestry, color, religion, sex, sexual orientation, gender identity, gender expression, national origin, age, marital status, disability, genetics, or protected veteran status, and to base all employment decisions only on valid job requirements. In this regard, Georgia Tech maintains a written Affirmative Action Plan (AAP) that includes the following:
Executive Order 11246
Comparison of the utilization of women and minorities to their availability; setting placement goals if women or minorities are underutilized; assessing recruitment and outreach efforts; and developing and executing action-oriented programs to address identified problems.
(Pursuant to 41 CFR part 60-2)
Rehabilitation Act 1973, Section 503
Assessment of personnel processes and standards; using effective recruitment and outreach efforts designed to recruit qualified individuals with disabilities; assessing recruitment and outreach efforts; developing and executing action-oriented programs to address identified problems; and using the OFCCP utilization goal as a benchmark to measure representation of individuals with disabilities in its job groups and/or workforce.
(Pursuant to 41 CFR part 60-741, subpart C)
Vietnam Era Veterans Readjustment Act 1974 (VEVRAA)
Assessment of personnel processes and standards; using effective recruitment and outreach efforts designed to recruit protected veterans; assessing recruitment and outreach efforts; developing and executing action-oriented programs to address identified problems; and establishing a hiring benchmark.
(Pursuant to 41 CFR part 60-300, subpart C)
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