Overall Rating Silver - expired
Overall Score 49.76
Liaison Aurora Sharrard
Submission Date Feb. 28, 2018
Executive Letter Download

STARS v2.1

University of Pittsburgh
PA-6: Support for Underrepresented Groups

Status Score Responsible Party
Complete 3.00 / 3.00 Lisa Garland
Diversity and Multi-Cultural Program Manager
Office of Diversity and Inclusion
"---" indicates that no data was submitted for this field

Does the institution have a publicly posted non-discrimination statement? :

The non-discrimination statement, including the website URL where the policy is publicly accessible:

The University of Pittsburgh, as an educational institution and as an employer, does not discriminate on the basis of disability, race, color, religion, national origin, ancestry, genetic information, marital status, familial status, sex, age, sexual orientation, veteran status or gender identity and expression in its programs and activities.

The University does not tolerate discrimination, harassment, or retaliation on these bases and takes steps to ensure that students, employees, and third parties are not subject to a hostile environment in University programs or activities.

The University responds promptly and equitably to allegations of discrimination, harassment, and retaliation. It promptly conducts investigations and takes appropriate action, including disciplinary action, against individuals found to have violated its policies, as well as provides appropriate remedies to complainants and the campus community. The University is committed to taking prompt action to end a hostile environment if one has been created, prevent its recurrence, and remedy the effects of any hostile environment on affected members of the campus community.

For complete details on the University’s Nondiscrimination, Equal Opportunity, and Affirmative Action Policy (07-01-03) and Sexual Misconduct Policy (06-05-01), please visit http://diversity.pitt.edu/affirmative-action/policies-procedures-and-practices

Does the institution have a discrimination response protocol or committee (sometimes called a bias response team) to respond to and support those who have experienced or witnessed a bias incident, act of discrimination or hate crime?:

A brief description of the institution’s discrimination response protocol or team (including examples of actions taken during the previous three years):

The University is committed to maintaining an environment free from unlawful discrimination or harassment. You are encouraged to report bias incidents so that the University can assess the campus climate and respond to incidents.

Bias incidents are actions committed against a person or group that are motivated in whole or in part, by bias against the person’s or group’s sex, gender identity, sexual orientation, national origin, race, religion, or disability or other protected class. Bias incidents may or may not be hate crimes. Hate crimes are criminal offenses motivated in whole or in part, by bias against the person’s protected class. All hate crimes are bias incidents, but not all bias incidents are hate crimes. Please use these guidelines if you witness or experience a bias incident so that the University may promptly and effectively respond.

Individuals are encouraged to report incidents of bias involving a member of the University of Pittsburgh community. Individuals can contact Title IX, the Office of Affirmative Action, or Employee and Labor Relations. All of the names of individuals are listed on the under the non-discrimination state website at:

Individuals are also encouraged to submit a bias report form. Bias incident report forms will be reviewed during business hours of 8:30 a.m.-5 p.m. Monday-Friday. Reports received after business hours will generally be reviewed during the next business day. In the event of a university holiday, reports will be reviewed on the first business day back.

If an individual is concerned about the immediate health and safety of them self or someone else, they should not complete the online form, instead contact the police.

Does the institution have programs specifically designed to recruit students from underrepresented groups?:

Does the institution have programs specifically designed to recruit staff from underrepresented groups?:

Does the institution have programs specifically designed to recruit faculty from underrepresented groups?:

A brief description of the institution’s programs to recruit students, staff and/or faculty from underrepresented groups:

There are a multitude of programs for students, staff, and faculty.

Student Programs:
-Katz Diversity Student Weekend
-Diversity Dinnerview
-Women in STEM Conference
-Community College Bridge Programs
- Pre-college Programs for K-12 Students
-Pittsburgh Admissions Collaborative (PAC):  The goal of this partnership program is to provide a pathway for Pittsburgh Public Schools students to the Community College of Allegheny County (CCAC) and the University of Pittsburgh, with the goal of supporting students for successfully earning a college degree.  The program includes early college awareness and readiness for select middle school students.  https://oafa.pitt.edu/pac/.
-RAISE.ME Micro-Scholarships: High school students from low-income families can earn money for positive performance beginning in the 9th grade of high school. https://www.raise.me/join/pitt.
-Coalition for Access, Affordability, and Success:  Inaugural member; Pitt launched the Coalition Application on September 1, 2016. Through the Coalition, we are also partnering with Community-Based Organizations (CBOs) to encourage applications and relationship building, including a successful event with Chicago Scholars in October. The goal is to improve the application process and continue to build relationships. The Coalition platform provides an opportunity to engage high school students as early as ninth grade. http://www.coalitionforcollegeaccess.org/.
-Civil rights bus trip, Pitt to You, current students will welcome first year incoming Chinese students and answers questions about what it's like to be a Pitt student, Women lead Living Learning Communities with class taught by faculty by Gender, Sexuality, and Women's Studies and Group Session started by University Counseling Center "Panthers of Color".
-The RISE program was created to meet the unique needs of disadvantaged and/or underrepresented students over time. Furthermore, by specifically addressing students’ academic problem areas by providing tutoring and mentoring services, the RISE program counters some of the effects of the cultural inequities of disadvantaged groups early on in their college careers. Tutoring students in math, science, writing skills and providing book scholarships helps place them on the same level with other students, while helping them better identify their academic strengths. Students are then able to make better college-related academic decisions as well as personal decisions. Lack of awareness about academic and career interests can create frustration in students leading to high dropout rates.

Faculty and Staff Programs:
-Job Posting and Advertisements in Diverse Publications and Job Boards
-Faculty Diverse Committee for every school
-Diverse Faculty Exchange Programs with HBCU's, MSI's, etc.
-Diversity Themed Postdoctoral Fellowships
-Diversity Recruitment Symposiums on Campus
-Faculty and Staff Strategic Diversity Plan
-National and Local Partnerships with Diverse Organizations, ie. Vibrant Pittsburgh, NSBE, NBMBAA, ALPFA
-Searching for Excellence and Diversity Training Session

Does the institution have mentoring, counseling, peer support, academic support, or other programs to support students from underrepresented groups on campus?:

Does the institution have mentoring, counseling, peer support or other programs to support staff from underrepresented groups on campus?:

Does the institution have mentoring, counseling, peer support or other programs to support faculty from underrepresented groups on campus?:

A brief description of the institution’s programs to support students, staff and/or faculty from underrepresented groups:

For Students:
-Free Tutoring Support
-Academically Themed Diverse Student Organizations
-Culturally Relevant Advising
-First Year Experience Programs
-Summer Bridge Programs
-Career Development and Placement's DiversityU Program

For Faculty and Staff:
-The University recently launched Faculty and Staff affinity groups on campus. Each affinity group plays a vital role in ensuring an inclusive environment where all are valued, included, and empowered to succeed. They can provide a collective voice for faculty and staff with common interests, and are affiliated with and can receive funding support from the Office of Diversity and Inclusion. As a member, an individual plays a vital role in ensuring an inclusive environment where all are valued, included, and empowered to succeed. The benefits of joining one of our affinity groups include the opportunity for professional development and networking, a collective voice and relationship with the Office of Diversity and Inclusion, a role in fostering a community of support, respect and advancement, engagement in recruitment and retention efforts; and broadening cultural awareness on campus. Current groups:Black/African American, Chinese, Hispanic and Latino, LGBTQIA+ and Veterans.
-The Provost's Advisory Committee on Women's Concerns (PACWC) was created by former Provost Smith in March 1983 to investigate the situation of women at Pitt; identify areas in which the University could improve responsiveness to women's concerns; suggest alternative solutions for perceived problems; and represent woman in all areas of the University, including teaching, research, administration, and support services.

Does the institution have training and development programs, teaching fellowships and/or other programs that specifically aim to support and prepare students from underrepresented groups for careers as faculty members?:

A brief description of the institution’s programs to support and prepare students from underrepresented groups for careers as faculty members:

-The University’s School of Information Sciences created the iSchool Inclusion Institute (i3), which is an undergraduate research and leadership
development program that prepares students from underrepresented populations for graduate study and careers in the information sciences.
Each year 20 undergraduate students from across the country are selected to become i3 scholars. Those students undertake a year-long
experience that includes two summer institutes held at the University of Pittsburgh and a year-long team research project.
-The University’s Swanson School of Engineering has developed strategic partnerships with HBCUs/MIs, non-PhD granting institutions, and national laboratories and the PhD-granting institutions; Partnerships with students’ organizations: (National Society of Black Engineers (NSBE), Society of Women Engineers (SWE), Women in Engineering Program Advocates Network (WEPAN), Society of Hispanics Professional Engineers (SHPE)) of underrepresented groups are developed for effective dissemination of information and mailing of fellowship packages to prospective graduate students.
-The Hot Metal Bridge Program (HMBP) at the Dietrich School of Arts and Sciences at the University of Pittsburgh is a two-semester post-baccalaureate fellowship program for students to help increase student diversity within the School. It provides a two-term fellowship (including tuition and stipend) for up to nine fellows. The point of the HMBP is to bridge the gap between an undergraduate degree and a graduate training program, and to help individuals prepare themselves for a successful program of doctoral studies. The featured programs for academic year 2017-2018 are: Biological Sciences, Chemistry, Economics, Mathematics, Neuroscience and Psychology.

Does the institution produce a publicly accessible inventory of gender-neutral bathrooms on campus?:

Does the institution offer housing options to accommodate the special needs of transgender and transitioning students?:

The website URL where information about the programs or initiatives is available:
Additional documentation to support the submission:

The information presented here is self-reported. While AASHE staff review portions of all STARS reports and institutions are welcome to seek additional forms of review, the data in STARS reports are not verified by AASHE. If you believe any of this information is erroneous or inconsistent with credit criteria, please review the process for inquiring about the information reported by an institution or simply email your inquiry to stars@aashe.org.