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What is Affirmative Action? Diversity? Equal Employm- ent Opportunity? |
What is Affirmative Action? Diversity? Equal Employment Opportunity ?
Equal Employment Opportunity Equal Employment Opportunity is the law. All Institute employees and applicants for jobs at MIT have the right to f ull 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 regard to non-work related, personal characteristics such as race, color, sex, sexual orientation, gender identity, religion, disability, age, veteran status, ancestry, or national or ethnic origin. The Institute's personnel administrators, administrative officers, supervisors, hiring managers, and other human resources professionals implement these policies and procedures. Examples of employment-related actions include hiring, transfer, promotion, attainment of tenure, and changes in work responsibilities or working conditions. 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. The equal employment opportunity and anti-discrimination laws informing MIT's policies and procedures include:
Complaints If you believe that you have been denied equal employment opportunity, please contact any of the following as soon as possible:
You will not be punished or suffer retaliation for exercising your rights or for seeking to correct a problem related to equal employment opportunity policies or procedures. Affirmative Action Over many years de facto segregation and the stereotyping of roles created barriers to employment opportunities for many people in our society, especially women and members of minority groups. To counter these effects, MIT and other leading organizations take specific, positive steps known as affirmative action . MIT's affirmative action includes:
Does affirmative action conflict with principles of merit? Is affirmative action an employment quota system? 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. The good faith efforts MIT employs in trying to address underutilization are the cornerstone of its affirmative action policy. Federal requirements and affirmative action As a federal contractor MIT, is subject to Executive Order 11246, as amended, which was issued in 1965 by President Lyndon Johnson. Executive Order 11246 requires that large federal contactors engage in affirmative action. Specifically, contractors must determine whether women or minorities are underutilized, and, if so, take concrete steps to address the underutilization. These steps include development of placement goals, recruitment and outreach efforts, and efforts to eliminate barriers to equal employment opportunity. Annually, MIT prepares an Affirmative Action Plan that contains this utilization analysis and records these affirmative action efforts. The federal Department of Labor's Office of Federal Contract Compliance Programs (ORCCP) is responsible to enforcing the requirements of Executive Order 11246. Diversity MIT staff members display a wide variety of personal and professional characteristics. These characteristics include physical traits that are generally visible, such as skin color, sex, and age; but also include a host of other attributes that might not be readily apparent such as nationality, culture, religion, sexual orientation, gender identity, interpersonal and leadership style, linguistic abilities, professional expectations, and work and life experience. With this diversity comes the potential of a variety of approaches to problem-solving, decision-making, innovation, and creativity that can be managed to enhance the results of the work of Institute departments, labs, and centers (DLCs). The Staff Affirmative Action, Diversity, and Equal Employment Opportunity Management team and the Institute's Organizational Development consultants are available to assist DLCs with their diversity management efforts. | | ||||||
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