Massachusetts Institute of Technology
PA-6: Support for Underrepresented Groups

The Massachusetts Institute of Technology is committed to the principle of equal opportunity in education and employment. The Institute prohibits discrimination against individuals on the basis of race, color, sex, sexual orientation, gender identity, religion, disability, age, genetic information, veteran status, or national or ethnic origin in the administration of its educational policies, admissions policies, employment policies, scholarship and loan programs, and other Institute administered programs and activities; the Institute may, however, favor US citizens or residents in admissions and financial aid.

URL:

https://referencepubs.mit.edu/what-we-do/nondiscrimination-policy

MIT offers many different options for resolving concerns and complaints. Some options are more formal in nature; others rely on less formal, problem-solving approaches. Where informal complaint resolution is not successful or appropriate given the circumstances, MIT offers a formal process to resolve complaints that MIT employment policies were violated or misapplied. For students, the Bias Response Team (BRT) conducts an initial assessment of any reported or identified incidents of bias or discrimination alleged to have been committed by MIT students, and to coordinate a response plan that is tailored to the specific circumstances. The BRT reviews and assesses all reports it receives of bias and discrimination as soon as possible and, together with other campus stakeholders, coordinates an appropriate response, including identifying ongoing support and intervention actions for the affected individual and/or community, and communicating as appropriate with the MIT community about the incident.

For more information:
http://hrweb.mit.edu/complaint-guidelines

https://studentlife.mit.edu/wellness-and-support/bias-response-mit/about-us

https://studentlife.mit.edu/sites/default/files/MIT%20Response%20to%20Acts%20of%20Bias%20Brochure_0.pdf

Undergraduate students:

The Office of Engineering Outreach Programs (http://oeop.mit.edu/) has developed and implemented a range of outreach programs and services to provide increased access to the campus community to a younger audience. These programs work with middle and high school students, including those from underrepresented segments, to equip them to enter and succeed in postsecondary engineering education. Their programs include Minority Introduction to Engineering and Science (http://oeop.mit.edu/programs/mites), MIT Online Science, Technology, and Engineering Community (http://oeop.mit.edu/programs/mostec), and the Saturday Engineering Enrichment and Discovery (http://oeop.mit.edu/programs/seed) Academy. There are a range of other K–12 STEM outreach programs, including the Women’s Technology Program (http://wtp.mit.edu/) the Lemelson-MIT InvenTeams Program (http://lemelson.mit.edu/inventeams).

Graduate students:

The MIT Summer Research Program seeks to promote the value of graduate education, to improve the research enterprise through increased diversity, and to prepare and recruit the best and brightest students for graduate education at MIT. This nine-week, fully funded summer program brings together a talented pool of underrepresented minorities and underserved students to engage in on-campus research led by dedicated MIT faculty members, postdoctoral fellows, and graduate students. It is an invaluable experience for any student considering further graduate education. Visit the MIT Summer Research Program (http://odge.mit.edu/undergraduate/msrp/) website for further details.

The CONVERGE preview weekend provides an opportunity for prospective applicants to learn about the graduate admissions process and to hear about many of the programs MIT has to offer. The preview weekend is targeted toward underrepresented minorities interested in pursuing a doctoral degree in the future. Please visit the CONVERGE (http://odge.mit.edu/undergraduate/converge/) website for further details.

Faculty:

In 2004, MIT set a goal to double the percentage of underrepresented minority faculty within ten years. Departments such as the School for Architecture and Planning have met or exceeded this goal. SA+P tripled the number from 3% in 2004 to 9% in 2014, exceeding the goal. Each academic unit works with its academic dean and the associate provost of faculty equity to develop strategies for improving recruitment efforts of underrepresented minority faculty. Diversity statements and programs for each department can be found here: http://diversity.mit.edu/departmental-statements/

In November 2008 The Diversity Leadership Congress (http://web.mit.edu/diversityleaders/index.html) brought 300 faculty, staff and students together for a half day of speakers and small group discussions on how to advance diversity and inclusion on campus. Also of note is the establishment of a Gender Equity Committee in each of the five schools at MIT; creation of the Council on Faculty Diversity; new family/work policies coupled with a tracking committee to monitor the policies' effectiveness; and oversight committees that include senior women science and engineering faculty members for new faculty member searches.

For more information visit: http://diversity.mit.edu/
Staff:

The Council on Staff Diversity & Inclusion is an advisory body charged with encouraging and informing efforts to utilize the diversity of MIT's staff to advance the work of departments, laboratories, and centers. The diversity of staff includes racial, cultural, demographic, cognitive, and technical characteristics. The Council provides a forum for identifying sharing, and implementing effective diversity management programs and practices; encourages new programs and practices; and recognizes successful efforts. It also identifies and suggests ways to address problems and concerns related to equal employment opportunity and works to create synergy among faculty, staff, and student diversity management efforts.

Employee Resource Groups (ERGs) such as the African, Black, American, Caribbean @MIT and the Asian Pacific American ERG work on recruiting minority candidates to MIT, among other functions.

For more information:

https://hr.mit.edu/diversity-inclusion/resources

https://hr.mit.edu/diversity-inclusion/ergs

For students & faculty:

Office of Multicultural Programs. The Office of Multicultural Programs seeks to foster an inclusive and affirming campus climate. We provide oversight for the Black Student Union and the Latin Cultural Center. We advise the approximately seventy culturally-focused student clubs and organizations. We serve as a safe space for students to develop connections and broaden their scope. We exist to help students be successful, while providing advocacy, support services, trainings, workshops, leadership development and culturally based programs. We provide students with opportunities to engage in meaningful dialogue and activities that will assist them in becoming change agents at MIT and beyond. Office of Minority Education. To promote academic excellence, build strong communities, and develop professional mindsets among students of underrepresented minority groups, with the ultimate goal of developing leaders in the academy, industry, and society.

For staff:

To advance staff diversity and inclusion efforts and to offer assistance in reaching the goals of affirmative action, the Institute is committed not only to meeting the requirements of laws, but also to creating an atmosphere of civility, collegiality, mutual respect, and inclusion that stimulates and supports all employees in their work at MIT.
Employee Resource Groups (ERGs) are one example of the variety of MIT-sponsored activities that all staff, including support staff, are encouraged to attend. Participation in these kinds of activities may provide long-term business benefits for MIT and professional and personal development for the participants. Participation in ERGs also contributes to a strong sense of “one community” at MIT.

Purposes of ERGs

They create an open forum for staff who share common interests/concerns to meet and support one another in creatively addressing those concerns. They provide a resource to MIT leadership regarding staff/community issues, needs and policies. They advance a respectful and caring community.

ERGs include: African, Black, American, Caribbean; Asian Pacific Americans; Disabilities; Latino; LBGTQ; Millennials; Women in Technology

For more information, please visit:

https://hr.mit.edu/diversity-inclusion/ergs

Path of Professorship is for is for graduate and postdoctoral women at MIT who are considering a tenure-track position in the fields of science, engineering, and technology. (refer to https://odge.mit.edu/development/pop/)

Laureates and Leaders is an initiative designed to encourage and support students, in particular those who are underrepresented in the sciences and engineering, in their quest to achieve a graduate degree (refer to http://ome.mit.edu/programs-services/laureates-and-leaders)

UCEM focuses on the recruitment, retention, and academic success of underrepresented minority doctoral students in four departments in the School of Engineering: Biological Engineering, Chemical Engineering, Electrical Engineering and Computer Science, and Mechanical Engineering.(refer to https://odge.mit.edu/development/sloan-mit-university-center-for-exemplary-mentoring-ucem-scholarship/)

Access Program aims to increase the diversity of qualified applicants to PHD programs in chemistry, chemical engineering and materials science throughout the United States. ( refer to http://access.mit.edu/index.php/what-is-access)

The gender inclusive housing information is here:
http://studentlife.mit.edu/housing/undergraduate-housing/get-housing-ug#GIH

Our supplemental housing information is here:
http://studentlife.mit.edu/housing/undergraduate-housing/get-housing-ug/supplemental-housing-request-ugs