Best Practices for Recruiting MIT Students Postdocs, & Graduates
1. Provide the pay or salary range on the internship and full-time job descriptions and indicate if the salary is negotiable.
2. Review all offers at MIT to ensure that compensation offered by your company is the same pay for the same work.
3. Do not require that candidates list or share their previous salary on any applications for employment.
4. Retaliate or discriminate against candidates/employees who inquire about or discuss wages, salaries, or benefits.
5. Share your pay equity beliefs, standards, and practices with all candidates.
6. Participate in MIT Pay Equity Career Fair filters, so that applicants can find information about your company’s efforts. See 2022 Results
Additional Resources
Harvard Business Review Article “How to Identify- and Fix- Pay Inequality at Your Company”
White House Equal Pay Pledge , Join the White House Pledge,
Global Gender Gap Report 2021
Why Gender Equity is Good For Employers
LeanIn’s State of Black Women in Corporate America , how to support women especially for the gap in advancement
2021 EqualPayMA Findings Report with recommendations for companies and employers
ADP Pay Equity Resources
Case Students on Pay Equity
PayScale- US Pay Transparency
Pay Transparency Laws by State
UN Equal Pay International Coalition
Gender Pay Equity: 15 Questions for You and Your Compensation Committee
