Diversity & Inclusion
— Dr. Eric D. Evans
Employee Resource Groups
LLNEN helps new employees transition into the Laboratory and the local area, and provides support to new employees through social and professional networking. LLNEN is committed to community outreach, facillitating opportunities for members to get involved in projects such as building houses with a local Habitat for Humanity chapter.
more about LLNEN ›
Lincoln Laboratory Technical Women's Network (LLTWN)
LLTWN is a forum for women technical staff to share experiences and resources. LLTWN's goals are to promote the professional development and achievement of technical women employees at all stages of their careers.
more about LLTWN ›
Lincoln Laboratory Hispanic/Latino Network (LLHLN) LLHLN fosters diversity and inclusion by enhancing awareness of the Hispanic culture, supporting professional development, and promoting educational outreach. On Thursdays, LLHLN holds a Spanish-spoken-here luncheon; the Lab community is invited to enjoy the camaraderie and polish up their Spanish. LLHLN members also volunteer to help with campus recruiting.
Lincoln Laboratory Veterans' Network (LLVETs)
Recognizing that Lincoln Laboratory employees who are U.S. veterans have unique concerns and perspectives, LLVETs provides support to veterans transitioning directly from the military, engages in outreach to local active-duty troops and veterans, and works to create a network that informs members of activities and legislation affecting veterans.
Lincoln Employees' African American Network (LEAN)
LEAN was established to help the Laboratory promote the recruitment of top African American candidates, provide support for the professional development of African American employees, and foster an environment of inclusion.
Lincoln Laboratory Out Professionals & Employees Network (LLOPEN)
LLOPEN serves as a resource for the Lesbian, gay, bisexual, and transgender (LGBT) community at Lincoln Laboratory. The group also provides the Laboratory with guidance in dealing with LGBT issues, helping promote an inclusive workplace.
Members of Lincoln Laboratory's Hispanic/Latino and Out Professionals and Employees Networks joined forces to participate in Boston's 2013 AIDS Walk & 5K Run.
Diversity and Inclusion Presentations
2013 Diversity Summit
MIT Lincoln Laboratory's second Diversity Summit addressed the challenges in fostering an environment of inclusion. Held on February 22 in the Laboratory's main auditorium, the summit is part of the Laboratory's commitment to finding and supporting excellence in its staff. The event featured a talk by Dr. Kristin Lane, assistant professor of psychology at Bard College, whose research on bias highlights how people's conscious beliefs about their biases are often at odds with implicit attitudes they unconsciously hold, as well as a panel discussion on ways to promote an inclusive work environment. Full news story on the Summit
The Bamboo Ceiling
Dr. Chris Yu, division leader of the Embedded Navigation and Sensor Systems Division at Draper Laboratory spoke on the cultural and organizational factors that prohibit Asian Americans from attaining executive positions.
Forum Discussion: Options for Dealing with Gender-Specific Difficult Situations and Difficult People
Sponsored by the LLTWN, this discussion was led by Mary Rowe, an MIT ombudsman and adjunct profesor of negotiation and confllict management at the MIT Sloan School of Management. The session suggested various ways to manage responses to harassment in the workplace, to discourage unacceptable behavior, and to deal with difficult people.
Disability Etiquette: Challenging Our Assumptions
Michael Muehe, executive director of the Cambridge (Mass.) Commission for Persons with Disabilities, discussed how to conduct workplace interactions with people with disabilities.
Recognizing the Best and the Brightest: Gender and Race in Research
Sally Haslanger, professor of linguistics and philosophy, and the director of Women's and Gender Studies at MIT, discussed reasons why women and minorities are still underrepresented in many fields, including engineering and the sciences. This presentation was coordinated by LLTWN and the Laboratory's Diversity and Inclusion Office. more ›
The role of both informal and formal mentorship in fostering employees' professional development and job satisfaction has been well documented. Recognizing mentoring's important effects on employee productivity and retention, the Laboratory established formal programs to complement informal mentoring arrangements. The programs are designed to help employees at different stages of their careers.
- New Employee Guides – introduction to the Laboratory
- Early Career Mentoring – one-on-one support during early stages of one's career development
- Circle Mentoring – participation in discussion groups focused on career-related themes
- New Assistant Group Leader Mentoring – support from an experienced group leader for a staff member taking on a new leadership role
Embracing Diversity and Inclusion
Throughout the year, informational displays increase awareness of the contributions, perspectives, and cultures of various groups.
National "months," such as Hispanic-American Month, are opportunites to introduce cultures. Themed menus at the Laboratory's cafeteria, special performances in the Noontime Concert Series, and guest lectures all enhance awareness.
|The Noontime Concerts give employees a chance to experience many styles of music; the offerings range from classical European to American jazz to Latino dance music and to even Tuvan throat singing (poster at left).|
MIT Lincoln Laboratory is committed to the principle of equal opportunity employment and does not discriminate on the basis of race, ancestry, national origin, color, gender, sexual orientation, gender identity, religion, disability, age, or veteran status. U.S. citizenship is required for employment.top of page