"MIT Lincoln Laboratory recognizes that its continuing success is achieved through the appreciation and support of the diverse talents, ideas, cultures, and experiences of its employees."

                                        — Dr. Eric D. Evans

Employee Resource Groups

Photo of LLHLN membersFounding members of the Hispanic/Latino Network.

Lincoln Laboratory New Employee Network (LLNEN)

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, facilitating opportunities for members to get involved in projects such as building houses with a local Habitat for Humanity chapter.

Lincoln Laboratory Women's Network (LLWN)

LLWN is a forum for women staff to share experiences and resources.
's goals are to promote the professional development and achievement of women employees at all stages of their careers. 

Lincoln Laboratory Hispanic/Latino Network (LLHLN) LLHLN enhances awareness of the Hispanic culture, supports employees' professional development, and promotes members' participation in outreach activities.

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.

Out Professional Employee Network (OPEN)
OPEN 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.

Read the story on OPEN's 2014 MIT John S.W. Kellett '47 Award

Lincoln Employees with Disabilities Network (LED)
The Lincoln Employees with Disabilities (LED) group supports employees with disabilities as well as creates a work environment that is accessible to and inclusive of all. Additionally, the group is dedicated to supporting employees who have family members with disabilities.

Lincoln Laboratory Pan Asian Laboratory Staff Network (PALs)
The Pan Asian Laboratory Staff (PALs) group promotes diversity and inclusion across the Laboratory by building awareness of the variety of Asian cultures present here at the Laboratory, offering opportunities to congregate and share experiences, and fostering professional development.

Members of the LLOPEN and LLHLN resource groups participated in the 2013 AIDS walk in Boston Members of Lincoln Laboratory's Hispanic/Latino and Out Professional Employee Networks joined forces to participate in Boston's AIDS Walk. 

Diversity and Inclusion Events and Presentations

2016 Martin Luther King, Jr. Luncheon
"We’re here to honor a great American whose leadership and vision changed the direction of the nation," said Lincoln Laboratory Director Eric D. Evans during his opening remarks at the Martin Luther King, Jr. Luncheon held at the Minuteman Commons Community Center on Hanscom Air Force Base on 23 February. The event featured keynote speaker Dr. Aprille Ericsson, program manager for Small Business Innovative Research and Small Business Technology Transfer Research at the National Aeronautics and Space Administration's (NASA) Goddard Space Flight Center (GSFC). Ericsson focused her talk on the theme "Converging on the Dream," detailing how Dr. King's legacy influenced her life and career. Ericsson was the first African American female to earn a doctorate in mechanical engineering from Howard University and the first African American female to receive a doctorate in engineering at NASA's GSFC. "Visionaries like Dr. King and Rosa Parks stood up for diversity so that I could be here today, and now I have a vision of diversity," said Ericsson. "I want to plant the seeds necessary to increase the number of women and minorities in aerospace and engineering."

Mind Bugs: The Ordinary Origins of Bias
Dr. Carlee Beth Hawkins, assistant professor of psychology at the University of Illinois, Springfield and researcher at Project Implicit, a nonprofit organization that investigates implicit social cognition, explained the effects of unconscious bias on human behavior. Hawkins also offered practical steps to counter those effects in the workplace.

Forum Discussion: Options for Dealing with Gender-Specific Difficult Situations and Difficult People

Sponsored by the LLWN, this discussion was led by Mary Rowe, an MIT ombudsman and adjunct professor of negotiation and conflict 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.

Consult MIT's "Guidelines for Raising Complaints about Harassment" ›

Diversity Summit 2013

Panel at the Diversity SummitMIT Lincoln Laboratory's second Diversity Summit addressed the challenges in fostering an environment of inclusion. Held in February 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

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.

Mentoring Programs

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


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.

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