Please note: This plan is in draft form. Please provide your input through the "SUBMIT YOUR FEEDBACK" button.
MIT can only fulfill its mission by serving as a magnet for the widest range of talented people. The composition of our community of students, staff, postdocs, faculty, and of our leadership should reflect a commitment to diversity. Establishing Institute-wide objectives, defining practical steps for achieving them, expanding formal mechanisms to collect identity data beyond race, ethnicity and gender, and setting clear criteria for success will empower us to see ourselves more clearly and make real progress.
Commitment 1: Increase the number of underrepresented graduate students, postdocs, staff, and faculty at MIT.
Graduate Students: Programs/Initiatives
- Each academic program will document its graduate admissions process and selection criteria; work with deans, department heads, and program leaders to ensure there are holistic processes for admissions decisions Institute-wide (to include the evaluation of using GRE scores for admissions). (In progress) (See Infrastructure and Resources regarding recruitment and application system needs to support this.)
- Provide all faculty participating in graduate admissions decisions with implicit/unconscious bias, diversity, recruitment, and outreach training.
- Develop an Institute-wide approach to supporting recruitment and yield activities for underrepresented students.
- Assess, develop, and enhance coordinated bridge programs such as MSRP that increase the number of students who elect to attend graduate study at MIT and elsewhere. (In progress)
- Expand the number of MIT graduate fellowships (and coordinated fellowship programs) to support the recruitment and retention of students who enhance the diversity of their academic disciplines. (See Commitment 6)
- Review and evaluate coordination with external graduate fellowship programs.
- Develop a coordinated, Institute-level strategy for cultivating and enhancing alliances with minority-serving institutions and historically Black colleges and universities.
- Provide all MIT PIs who make postdoc hiring decisions with implicit/unconscious bias training and learning opportunities to incorporate best practices and include consideration of contributions to diversity, equity, and inclusion to the search process.
- Work with school and college deans to catalog each department, lab, and center's hiring practices and establish Institute-wide processes and standards for the hiring of postdocs.
- Work with school and college deans to coordinate and expand existing programs that support postdoc recruitment and success.
- Provide all hiring managers on staff searches with implicit/unconscious bias training and learning opportunities to incorporate best practices and include consideration of contributions to diversity, equity, and inclusion to the search process.
- Promote and operationalize existing Institute-wide standards, criteria, and guiding principles for equitable staff searches.
- Actively pursue and more effectively utilize current Affirmative Action data and goals in all staffing categories, including leadership and management.
- Provide all faculty participating in faculty search committees with implicit/unconscious bias training and learning opportunities to incorporate best practices and include consideration of contributions to diversity, equity, and inclusion to the faculty search and hiring process.
- Develop and implement a mechanism for following the academic careers and post-graduate success of top underrepresented undergraduate and graduate students and postdocs that will enable or inform a search committee in future years.
- Actively pursue and more effectively utilize Affirmative Action data and goals associated with new faculty hires.
- Schools, the college, and academic departments will document faculty recruitment and pipeline development efforts and work to develop and implement programs that increase the number of underrepresented candidates in faculty searches.
- Assess and expand as needed our recruiting efforts for underrepresented undergraduates, including through work with established programs and partners. (In progress)
- Assess STEM outreach/pipeline programs and evaluate coordination among them; develop and implement plans to address opportunities and shortcomings.