Achievement

Please note: This plan is in draft form. Please provide your input through the "SUBMIT YOUR FEEDBACK" button.

MIT will ensure equity is central to its assessments of all students, staff, postdocs, and faculty. For all members of our community, we will chart equitable pathways to success and minimize barriers to achievement. 

Commitment 6: Close achievement gaps and advance equity in all forms of success among underrepresented undergraduate students, graduate students, postdocs, staff, and faculty at MIT.

 

Undergraduate Students: Programs/Initiatives

  • Launch an undergraduate advising program to augment current advising structures by offering comprehensive academic and co-curricular support for students from acceptance through graduation, with an emphasis on adding staff with expertise in supporting students with a wide range of backgrounds, identities, and needs.
  • Expand the 5th-week flag (early alert) system to apply to classes beyond the first-year core.
  • Determine if there are differences in participation rates and outcomes in experiential learning programs and develop strategies for addressing any areas of concern. (In progress)

Graduate Students: Programs/Initiatives

  • See mentoring program, Commitment 4
  • Provide transitional funding and create mechanisms to maximize students’ continued success during periods of transition between sources of funding, advisors, or other. (In progress) 
  • Charge an ad-hoc Institute-wide committee to lead a study of graduate program progression (e.g. qualifying exams, grades) and outcomes (e.g. papers, job placement, salaries) in each department, and recommend actions that address inequities for implementation.

Postdocs: Programs/Initiatives

  • See mentoring program, Commitment 4
  • Continue to provide opportunities and ensure equity of access to programming for personal and professional development. 

Staff: Programs/Initiatives

  • Develop mechanisms to ensure broad participation in professional development opportunities for staff across the Institute. 
  • Create a transparent process and mechanisms for career development pathways. 
  • Develop criteria for recognizing and acknowledging contributions to diversity, equity, and inclusion at MIT as part of annual performance evaluations, merit-based awards, and advancement decisions for all staff and faculty. (See Commitment 3)
  • Convene a working group to study salary and promotion equity and make appropriate recommendations. 

Faculty: Programs/Initiatives

  • Enhance and scale faculty onboarding process to communicate the Institute's commitment to diversity, equity, and inclusion as well as clear guidelines to promotion and tenure.
  • Review and evaluate existing tenure and promotion criteria and revise them to better promote and incentivize equity, faculty peer and student mentoring, student outcomes, and contributions to diversity, equity, and inclusion. 
  • Develop faculty resource groups modeled after Employee Resource Groups.

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