MIT complies with all Federal and State laws and regulations concerning 7.1.2 Affirmative Action and workplace equal opportunity that are outlined by policies and procedures to assure that employment-related actions are made without regard to non-work related, personal characteristics such as race, color, sex, sexual orientation, gender identity, religion, disability, age, veteran status, ancestry, disability, or national or ethnic origin.
All Institute employees and applicants for jobs at MIT have the right to full and equal consideration on the basis of merit and other relevant, meaningful criteria. Therefore, MIT has developed policies and procedures to assure that employment-related actions are made without prejudice. The office of diversity administrative team, administrative officers, supervisors, hiring managers, and other human resources professionals implement these policies and procedures.
MIT invites all applicants and employees to review its Affirmative Action Program for qualified individuals with disabilities and qualified protected veterans. Inquiries concerning the plan may be directed to the Manager of Staff Diversity and Inclusion.
What It Includes
MIT's Affirmative Action includes:
- monitoring of employment-related actions to prevent discrimination from occurring or to detect it and eliminate it.
- efforts to broaden the pool of qualified candidates for job categories in which fewer women and minority group members are employed than are available in the workforce. MIT's well-defined Serious Search Process is used when employment opportunities exist within the faculty, research, executive, and managerial ranks.
- efforts to employ, advance in employment, and otherwise treat qualified disabled individuals, disabled veterans, Vietnam era veterans, armed forces service medal veterans, other protected veterans, and recently and newly separated veterans without discrimination based upon their disability or veteran's status in all employment practices.
- strongly encouraging female and minority employees to participate in educational and career development activities (including use of the MIT Tuition Assistance Program), and to take advantage of mentoring, special project, transfer, and promotional opportunities.
As part its monitoring efforts, MIT regularly reviews its workforce to determine if job categories exist in which fewer women and minority group members are employed than are available in the workforce. If such "underutilization" is discovered, placement goals are established for the affected job categories to encourage and concentrate recruitment and outreach efforts, and to help measure the effectiveness of these efforts. Annually, MIT prepares an Affirmative Action Plan that contains this utilization analysis and records affirmative action efforts to address it. Goals are targets, not quotas and represent the good faith efforts MIT uses in trying to address underutilization. Good faith efforts not only include our outreach and analysis but also a systematic assessment of the quality and thoroughness of the work to implement programs and assure equal opportunity.
If you believe that you have been denied an equal employment opportunity, please contact any of the following as soon as possible:
- your HR Administrator
- your Administrative Officer
- your Human Resources Officer
- an MIT Ombudsperson
- Office of Staff Diversity and Inclusion, email email@example.com
In addition, all members of the MIT community are expected to conduct themselves with proper respect for one another and for each other's property (9.1. Personal Conduct and Responsibilities Toward Students and Employees). Harassment of any kind is not acceptable behavior at MIT (see 9.4 Policy on Harassment).