Massachusetts Institute of Technology
PA-7: 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, pregnancy, 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.

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

The team at MIT’s Institute Discrimination and Harassment Response Office (IDHR) supports community members who have experienced or witnessed harm to find the right person to talk to, access available resources, and review their reporting options.

Any student, faculty, or staff member who has concerns related to discrimination and/or harassment (including sexual harassment, sexual assault, intimate-partner violence, and stalking) is encouraged to seek the assistance from the many qualified staff members. They provide information on resources for assistance and options to address concerns.
For concerns specifically related to gender-based discrimination (including sexual harassment, sexual assault, intimate partner violence, and stalking), there are additional, designated community members with whom MIT community members may feel more comfortable discussing your experience. These people are clearly listed on the MIT IDHR website.

More information is available at these links:

https://idhr.mit.edu/our-office
https://idhr.mit.edu/reporting-options

The MIT Bias Response Team (BRT) supplements, not supplants, the responsibilities of other groups at MIT devoted to addressing bias and discrimination experienced by students and employees. There may be circumstances where the BRT may recommend referral of an individual to another group, office, or resource for support and assistance. In particular, allegations of bias or discrimination alleged to have been committed by MIT employees will be referred to MIT Human Resources, and the BRT will work closely with the Office of Student Conduct (OSC) and the Committee on Discipline (COD) to address any student violations of MIT policies. In addition, complaints alleging bias or discrimination in connection with academic decisions will generally be addressed in the relevant academic department.

https://idhr.mit.edu/our-office/brt

Undergraduate students:
In undergraduate recruitment and selection, MIT looks at each application holistically, taking account of many different factors that have shaped a student’s experience, including their racial, ethnic, social, economic, and educational context. MIT believes it is crucial for the successful future of our world to educate people from every walk of life.

As an example, the MIT Office of Engineering Outreach Programs (OEOP) runs outreach programs under the School of Engineering at MIT for underrepresented and underserved students interested in science, technology, engineering, and mathematics. Since 1975, its programs have provided enriching science and engineering experiences to over 3,000 middle and high school students free of charge. https://oeop.mit.edu/about-oeop

Graduate students:
The MIT Office of Graduate Education (OGE) has taken a proactive lead in creating and fostering diversity initiative programs. Through its recruiting efforts, the OGE is able to reach out and engage with prospective graduate students, which then gives them an opportunity to highlight all that MIT has to offer. Programs include: application fee waivers; Fall Preview Weekend Programs; and Summer Research Programs.

https://gradadmissions.mit.edu/about/diversity-initiatives

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/

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

Staff:
MIT Human Resources advances staff diversity, equity, and inclusion efforts and offers assistance in reaching the goals of affirmative action. Employee Resource Groups (ERGs) such as the African, Black, American, Caribbean @MIT and the Asian Pacific American ERG also work on recruitment, among other functions.

Links:
https://hr.mit.edu/diversity-equity-inclusion
https://hr.mit.edu/managers/hiring/process
https://hr.mit.edu/diversity-equity-inclusion/ergs

The Office of Multicultural Programs (OMP) provides support, advocacy; and celebrates the diverse undergraduate and graduate student populations by providing a myriad of educational and social opportunities. OMP helps create a brave space for students to learn more about their own personal identity while valuing and respecting others’.
https://studentlife.mit.edu/omp/about-omp

The MIT Office of Minority Education promotes academic excellence, builds strong communities, and develops professional mindsets among students of underrepresented minority groups, with the ultimate goal of developing leaders in the academy, industry, and society.
https://ome.mit.edu/

MIT's 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. ERGs include: African, Black, American, Caribbean; Asian Pacific Americans; Disabilities; Latino; LBGTQ; Millennials; Women in Technology.
https://hr.mit.edu/diversity-inclusion/ergs

MIT Path of Professorship is designed for graduate and post-doctoral womxn, an umbrella term we use to mean cisgender and transgender women, non-binary people, and gender diverse people. The workshop’s aim is to provide information about academic scientific careers and the application process.
https://oge.mit.edu/development/pop/

MIT 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.
http://ome.mit.edu/programs-services/laureates-and-leaders

The University Center for Exemplary Mentoring (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.
https://oge.mit.edu/graddiversity/mit-ucem/

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

Please see below for links to additional resources.

Office of Minority Education
https://ome.mit.edu/who-is-ome

MIT Black Student Union
https://blackstudentunion.mit.edu/

MIT LBGTQ+ Services
http://lbgtq.mit.edu/

MIT Office of Multicultural Programs
https://studentlife.mit.edu/omp