The president, provost, and chancellor of MIT, along with the chair of the MIT faculty, convened the Ad Hoc Working Group on Free Expression in February 2022. The Group was charged with reviewing MIT’s statements on free expression, recommending changes as needed, reviewing input from MIT stakeholders, devising scenarios to illustrate its recommendations, and suggesting principles and processes for decision making.
This page includes: (1) reports generated by the Faculty Policy Committee and any subcommittees it charges; (2) reports by groups charged by the Chair of the Faculty (perhaps in collaboration with others); (3) some key reports from Standing Committees of the Faculty – these reports and related links are also found on the web pages of these committees; and (4) reports from Institute-wide initiatives or task forces on topics that are of direct relevance to faculty members – such as community, diversity, education, student life, and more. Please contact us if there is an additional report that you would like to see included here.
With a tradition of celebrating provocative thinking, controversial views, and nonconformity, MIT unequivocally endorses the principles of freedom of expression and academic freedom.
As part of its charge, MIT's Council on Family and Work sponsors the MIT Faculty and Staff Quality of Life Survey, which is administered to faculty, other instructional staff, researchers, postdocs, administrative staff, support staff, and service staff on MIT’s main campus and at Lincoln Laboratory. This report emphasizes the 2016 results.
The outcome of this year-long study is a detailed investigation of MIT community and culture: what makes MIT special, which elements of the culture support the MIT mission, what factors limit our success, and recommendations for improvement. Diversity, equity, and inclusion emerge as key parts of the MIT culture and not only as enablers of our mission.
This report highlights findings from a deep dive into the results of the 2012 Quality of Life Survey focusing on responses by MIT faculty and staff.
This report concerns the current status of women faculty in the MIT Schools of Science and Engineering. It collates the experiences of women as MIT faculty members in Science and Engineering, and as leaders in their fields. It is a follow up to earlier reports.
The report of the Initiative on Faculty Race and Diversity is a detailed study of how race affects the recruitment, retention, professional opportunities, and collegial experiences of underrepresented minority faculty at MIT.
The FPC considers the recruitment of underrepresented minorities to the graduate student body and the faculty an issue of major importance for MIT. This white paper outlines some ideas that should be improved on, followed, or implemented.
The purpose of the 2001 Quality of Life Survey was to investigate the factors that contribute to quality of life for faculty and staff at MIT, and the implications for the future of MIT.
A School of Science study in 1999 found that tenured women faculty often experienced marginalization and inequities in resources for research and compensation. To ensure equitable treatment of women faculty, Provost Bob Brown asked that similar studies be performed in the other Schools of MIT.
In 1995, the Dean of Science established a Committee to analyze the status of women faculty in the six departments in the School of Science. This report describes the resulting efforts to understand and ameliorate the long-term effects of discrimination in academia.
The committee was asked to (1) determine current demographics and related needs of faculty, staff, and students; (2) review current services, policies, procedures, and benefits affecting family responsibilities, and suggest ways of meeting needs better within the constraints of financial resources; and (3) suggest policies that would help harmonize family and career responsibilities at MIT.