All faculty, staff, and graduate students who are in their third year of study or above are required to complete one of three online training modules to continue their ongoing professional development on promoting an inclusive MIT community and preventing harassment. The rollout will occur in phased groupings through fall 2023-spring 2024. Read below to learn more about the training options, the rollout schedule, and training FAQs.
Additionally, you can find a list of support resources for the topics covered in this year's training.
This training initiative was recommended by the Presidentially appointed Committee on Sexual Misconduct Prevention and Response and is the follow-up to the trainings rolled out in spring 2018 and fall 2021.
Rollout Schedule for 2023-2024
|HR and IS&T Pilot||Week of Sept. 11–Oct. 6, 2023|
|Graduate Students (3+ years)||Oct. 25–Nov. 17, 2023|
|VP for Research||Nov. 20–Dec. 20, 2023|
|All Schools (including faculty)||Jan. 10–Feb. 21, 2024|
|Central and Academic Admin (excluding HR and IS&T)||Feb. 26–Mar. 29, 2024|
*Please note: Lincoln Laboratory’s required harassment prevention training will roll out fall 2023-spring 2024. Lincoln Laboratory community members are welcome to take the MIT-developed training options as supplemental learning to completing the Laboratory-required training.
In response to feedback received after the 2021 mandatory trainings, this year we are offering three MIT-developed training options—each take about one hour to complete. Participants are required to complete at least one of the training options, through they are welcome to take additional modules.
Option A - LBGTQ+ 101: Education, Allyship, and Self-Advocacy
This entry-level course on gender and sexual orientation is for everyone, whether you’re part of the LBGTQ+ community or an ally. You will hear from senior leaders, staff, faculty, and students on ways you can advocate for yourself, be an ally and how you can help contribute to an inclusive and intersectional campus that supports everyone. We want everyone at MIT to know that all are welcome here.
Option B - Responding to Disclosures at MIT
This module explores the behaviors that constitute sexual harassment, how to support someone who discloses to you, and what constitutes the responsible employee obligation and how to fulfill it. It also highlights MIT policies related to sex or gender-based discrimination as well as the different resources available for those who have been impacted by it.
Option C - Power Dynamics
The Power Dynamics module explores the topic of power in relation to our identities, experiences, and roles at MIT. Power and authority are present in every relationship. This course explores the ways in which power manifests in our relationships and your attitudes towards power, including your feelings about having power and the authority of others. We will additionally review relevant Institute policies and offer scenarios to highlight concepts related to power and authority.
Training FAQs - General Questions
1. What is the training requirement?
All faculty, staff, and graduate students who are in their third year of study or above are required to complete one of three online training module options on the topics of promoting an inclusive environment and preventing harassment. This training initiative was recommended by the Presidentially appointed Committee on Sexual Misconduct Prevention and Response and is the follow-up to the trainings rolled out in 2018 and 2021.
You will need to complete at least one course to fulfill the requirement; you are welcome to take the other courses as well.
2. When do I need to take this training?
When your training rollout period comes, an email will be sent to you with instructions on how to access the courses. Please check when your group is required to take the course on the course web page. If you have questions, please email email@example.com.
3. May I take more than one of the courses offered?
Yes, you can take all three options. You are required to complete only one to satisfy the training requirement.
Each option was selected in response to community feedback about topics of interest and was created by MIT subject matter experts to reflect the specific context of the MIT community. Courses were developed to bolster our community’s knowledge and build a community of belonging and respect.
4. Who is required to take this training?
All paid faculty and staff, unpaid fellows, and graduate students (third year and above) are expected to complete one of the three online training options to satisfy this training requirement.
Lincoln Laboratory employees are not required to take these trainings—they have their own trainings and will communicate separately to their community (though they are welcome to take the MIT-developed training options as supplemental learning).
5. I was recently hired. Do I need to take this training?
Although you will see this in your Atlas “My Training Needs”, only employees onboarded on or after July 1, 2023 are exempt from this training requirement because they completed a required onboarding training that covers these topics. Though not a requirement, we still encourage these employees to participate in this initiative.
6. Do I need to take the training if I completed this training in the 2021 cycle?
Yes, all paid faculty, paid staff, and graduate students (third year and above) are expected to complete one of the three online training options to satisfy this ongoing training requirement. This training menu is different than the training offered in 2021 and builds on previous trainings by providing multiple options for individuals to choose from to deepen their learning on topics, including LBGTQ+ education, allyship, and self-advocacy; responding to disclosures; and power dynamics.
7. Do I have to complete this training while on sabbatical or junior faculty leave?
While faculty on sabbatical or junior faculty leave do not teach, they customarily continue to conduct research, and may come to campus from time to time. They are, therefore, expected to take the training. If you are on sabbatical in an international location for the duration of the sabbatical and experience technical difficulty with the training, please contact firstname.lastname@example.org.
8. Can I complete the training during working hours?
Yes. Employees should complete the training during their regular working hours.
9. Will we be expected to complete this training every year?
The training menu likely will be refreshed and rolled out every two-three years to ensure that the community receives ongoing training around these topics.
10. Who do I contact if I have questions or concerns about the training content?
If you have questions of concerns about the training content, please contact email@example.com.
11. Who do I contact if the content is upsetting me and I'd like to pursue an alternative to complete the requirement?
Please contact firstname.lastname@example.org.
12. May I return to the online modules in the future for reference?
Yes, all three courses will be available for you to view at any time.
13. What if I don’t have time to take the training in the time allotted for my training group?
Please email email@example.com if you have concerns about completing the training in the allotted time.
14. How do I know if I completed the training requirement?
You will receive an auto-generated confirmation email of that status. Your atlas learning center will also reflect that you have completed the training requirement. Your department administrative officer may also confirm this information through a training status completion report that is refreshed nightly.
15. I have concerns about the privacy of my demographic information. What should I do?
You are not required to provide any demographic information. You may choose to provide this information in the training survey.
16. I hold an unpaid appointment. Am I required to take the training?
No, unpaid appointees are not required to take the training. If you would like access to the courses, please email firstname.lastname@example.org.
17. I am having technical difficulties accessing the training, what should I do?
If you’re having any technical difficulties, please email email@example.com.
Training FAQs - Course Content Questions
1. How do I know if I am a "Responsible Employee"?
You may refer to the Institute Discrimination & Harassment Response Office (IDHR) website.
2. Where can I find more information about resources covered in these training modules?
More information is available via these online resources:
3. As an employee, what if I have questions about a specific situation involving sexual harassment that was brought to me?
Please fill out our “Notify IDHR as a Responsible Employee” form on our website or email firstname.lastname@example.org. You can also reach out to the Deputy Title IX Coordinators for local area contacts regarding these concerns.
4. Are we required to report incidents of sexual misconduct for students only or for all MIT employees?
- Incidents involving students:
- All employees are promptly required to inform the IDHR Office if they learn of incidents of gender-based discrimination involving students, including sexual misconduct, sexual harassment, intimate partner violence, and stalking.
- Incidents involving employees:
- Managers and Supervisors, additionally, are required to inform the IDHR Office or Human Resources if they learn of an employee they supervise or manage, or a subordinate they do not directly supervise or manage, who discloses they experienced discriminatory behavior on the basis of a protected class including race, color, sex, sexual orientation, gender identity, religion, disability, age, genetic information, veteran status, or national or ethnic origin.
- While non-managers/supervisors are not required to inform IDHR, we urge all members of the community to inform IDHR of situations involving employees being subjected to discrimination or discriminatory harassment so IDHR can reach out to those employees to provide information about the full range of options available to them, including informal remedies and formal resolution pathways, such as investigations or adaptable resolution. If you have any questions about your role, please email email@example.com.