We strive to create a welcoming, inclusive environment within Building 46 where we can share diverse views and perspectives in an atmosphere of courtesy and compassion and where our differences enrich rather than divide us. Science flourishes when every member of our community feels respected and valued.

However, despite our best efforts, we recognize that instances of harassment, bias, or other inappropriate conduct may arise. Our priorities are to ensure that members of our community have access to the information and resources needed to help navigate timely and effective pathways to resolution and that each case is handled with professionalism, confidentiality, and empathy.

We encourage everyone to first consider engaging in direct, respectful, one-on-one communication about concerns when they arise. It takes courage to have difficult conversations, but many issues can be resolved best by talking and listening with open minds and hearts. However, when direct communication is not possible, we encourage you to consider the resources below. You may also refer to the MIT Complaint Process and Resolution website for additional resources regarding formal complaints about policy violations. 

BCS Resources for Easing Friction and Stress (REFS)

REFS is a confidential, student-run, peer-to-peer Resource for Easing Friction and Stress for graduate students in BCS. REFS are here to listen, help you solve problems, and get you in touch with other resources at MIT that may help you address any issue you face during your time here. No matter what issue you are experiencing (work-related stress, relationship-related stress, loneliness, imposter syndrome, and anything else), REFS are here for you.

Contact the BCS REFS at bcs-refs@mit.edu if you would like to talk.

BCS Policy and Procedures for Concerns About Faculty

BCS has developed a document to outline departmental processes for community members to address concerns or conflicts related to faculty behavior. Specifically, this confidential process is for issues that are not in direct violation of an MIT policy. We can respond to concerns by providing support to individuals who have been or might be affected; gathering information; maintaining a record of concerns; intervening to make any changes needed, and providing transition funding, support, and accommodations to help if an individual want to change to a different work environment. The process is also designed to be responsive to patterns of concerns, even if no individual concern stands out.

MIT Ombuds Office

The Ombuds office at MIT is a confidential and independent resource to help members of the community constructively manage concerns and conflicts related to your experience at MIT.

The Institute Discrimination & Harassment Response (IDHR) Office 

IDHR is a resource to help you navigate incidents of discrimination and discriminatory harassment at MIT. If you would like to document a concern that you may have with a member of the MIT community, you can submit an incident report to meet with someone from IDHR. The incident report will allow you to discuss the applicable MIT policies and procedures related to your specific concerns, and you can also use this time to learn more about your rights, options, and supportive measures. With this, you also have the option to submit anonymously.

You may also choose to submit a formal complaint to IDHR alleging discrimination and/or discriminatory harassment against a staff or faculty member. A formal complaint will trigger a deeper investigation, and does require a written letter with your signature.

Violence Prevention and Response (VPR) 

VPR is MIT’s primary on-campus resource for preventing and responding to interpersonal violence including sexual assault, dating and domestic violence, stalking, and sexual harassment.

MIT Anonymous Hotline 

The anonymous reporting hotline is a resource for whistleblower or other complaints about suspected wrongdoing, violations of Institute policy, or troubling practices on campus. The reporting system is hosted and maintained by a third-party vendor called Ethicspoint. Anyone may use the hotline to report a concern about suspected wrongdoing or troubling practices in the MIT community. 

You may visit the MIT Hotline page for more information or to submit an anonymous report using Ethicspoint.

Please know that MIT employees, staff and faculty (with the exception of some personnel who are designated exempt confidential resources) are mandatory reporters for certain categories of alleged misconduct affecting people in certain roles. If informed about an incident of 1) sexual misconduct; 2) sexual harassment; 3) dating or domestic violence, or 4) stalking involving an MIT student, MIT employees must promptly report the incident to IDHR. Graduate student resident advisors and teaching assistants are also mandatory reporters when they are informed of an incident in their role as a teacher or advisor. Additionally, all managers and supervisors must notify both IDHR and the department Administrative Officer or a Human Resources professional if informed of an allegation against any MIT employee (even if the employee does not report to that supervisor) concerning: 1) sexual misconduct; 2) sexual harassment; 3) dating or domestic violence, 4) stalking, or 5) discrimination or discriminatory harassment of an employee based on a protected status. Reporting to IDHR does not automatically trigger an investigation; IDHR will respect the follow-up with the person reporting the complaint to decide what if any additional steps to take.

Whatever steps you take to report concerns are valuable to the community as a whole and we appreciate your courage in coming forward. Please understand that because of the need to protect others’ privacy, you may not hear about any disciplinary actions or conversations that ensure. That does not mean nothing is happening; it means we are committed to respecting confidentiality for all concerned. However, you should always feel free to ask what information that can be made available to you, and you should expect someone to follow-up with you to make sure any issue you raised is improving or resolved.