Reporting to MIT

You may want to connect with IDHR because:

• You want to know more about your resolution options and resources
• You want MIT to know something is happening that is making you uncomfortable/unsafe
• You want access to supportive measures
• You would like to file a formal complaint – to access either the investigation or adaptable resolution processes

When you reach out to the IDHR Office directly, someone from IDHR will contact you and ask if you’d like to schedule a time to meet or talk by phone. This meeting will serve as an opportunity for you to learn more about the full range of resources and options available to you. Additionally, you can talk with our staff about supportive measures including academic support, housing transfers, and no-contact orders, or to learn more about the adaptable resolution and investigation processes.

IDHR will conduct a preliminary review of the reported information and respond to any immediate health or safety concerns raised by the report. In this preliminary review of the initial report, IDHR will generally:

1. In cases involving recent physical or sexual assault, inform the Complainant of the right to seek medical treatment, and explain the importance of obtaining and preserving forensic and other evidence;

2. In cases involving allegations of possible criminal conduct, inform the Complainant of the right to contact law enforcement, decline to contact law enforcement, and/or seek a court ordered protective order;

3. Assess the information provided regarding the Discrimination and Discriminatory Harassment, including whether it contains the names and/or any other information that personally identifies the Complainant, the Respondent, any witness, and/or any other third party with knowledge of the reported incident;

4. Inform the Complainant about Institute and community resources, the right to seek appropriate and available supportive measures, and how to request those resources and measures;

5. Inform the Complainant of the two Formal Complaint resolution pathways available to them: Adaptable Resolution and Investigation; determine the Complainant’s expressed preference at this time; and discuss with the Complainant any concerns or barriers to participating in the Institute’s Formal Complaint process;

6. Explain the Institute’s prohibition against retaliation and that the Institute will take prompt action in response to any act of retaliation;

7. Ascertain the ages of the Complainant and the Respondent, if known, and, if either of the parties is a minor (under 18), determine whether to contact the appropriate child protective service agency;

8. Assess the information provided to determine if it triggers any Clery Act obligations and, if so, submit a Clery Report Form to MIT Police; and

9. Assess the matter for possible emergency removal of the respondent, administrative leave, or other appropriate interim actions in conjunction with appropriate Institute officials. See, COD Rules, Section III, for further information regarding student respondents.

If IDHR receives a report of misconduct that is not Discrimination or Discriminatory Harassment, IDHR will refer the report to the appropriate Institute office, which may include MIT Human Resources, the Office of Student Conduct & Community Standards, the Office of the Vice President for Research, or the department, lab or center.

Specifically in the context of gender-based discrimination including sexual assault, sexual harassment, intimate partner violence, and stalking, MIT has designated a category of employees as Private Resources. These include most employees including Residential Area Directors, the staff of Student Support Services, the Office of Graduate Education, Faculty, Teaching Assistants, and the Deputy Title IX Coordinators. We recognize it may not feel comfortable to contact our office directly or fill out an online form, so you may choose to speak first with a Private Resource, otherwise known as a Responsible Employee at MIT.

Private Resources, otherwise known as “Responsible Employees,” have a duty to inform IDHR if they learn of an incident related to gender-based discrimination. (They will inform us by email or phone.) One of the Institute Title IX Coordinators will then send an email to the individual who experienced harm, asking if they would like to meet and learn more about resources and reporting options.The individual can also decide whether they would like to meet with IDHR. Learn more about Responsible Employees.

The IDHR Office staff will have access to this information. This information will not be shared publicly, nor will it be published in any external documents of IDHR. IDHR may share information as necessary on a need-to-know basis, but will only share the identity of individuals as necessary to carry out supportive measures or a disciplinary process or as permitted by law.