| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 49.76 |
| Liaison | Aurora Sharrard |
| Submission Date | Feb. 28, 2018 |
| Executive Letter | Download |
University of Pittsburgh
PA-4: Diversity and Equity Coordination
| Status | Score | Responsible Party |
|---|---|---|
|
1.67 / 2.00 |
Lisa
Garland Diversity and Multi-Cultural Program Manager Office of Diversity and Inclusion |
Does the institution have a diversity and equity committee, office, and/or officer tasked to advise on and implement policies, programs, and trainings related to diversity, equity, inclusion and human rights on campus?:
Does the committee, office and/or officer focus on students, employees, or both?:
A brief description of the diversity and equity committee, office and/or officer, including purview and activities:
The Office of Diversity and Inclusion (ODI) was established in 2015 to help build the University into a world-class model of diversity and inclusion defined by inclusive excellence and an environment that allows everyone to thrive.
ODI is committed to fostering diversity and celebrating differences, educating the community on the benefits of diversity, promoting equity, eliminating discrimination, and advancing equal access to all opportunities at the University.
The Office of Diversity and Inclusion:
•Coordinates, facilitates and participates in the development and implementation of equal opportunity, nondiscrimination, and diversity policies, procedures, and guidelines for the University.
•Monitors progress in implementing diversity initiatives and realizing objectives for enhancing inclusion.
•Prepares institutional and governmental reports including, but not limited to, the University's Affirmative Action Plans.
•Develops and delivers education and training.
•Organizes, collaborates on, and participates in a variety of cultural celebrations.
•Investigates and/or coordinates the handling of internal complaints of discrimination, bias incidents, discriminatory harassment, and grievances associated with accommodation requests.
•Develops and creates new and existing Affinity Groups for faculty and staff.
Estimated proportion of students that has participated in cultural competence trainings and activities (All, Most, Some, or None):
Estimated proportion of staff (including administrators) that has participated in cultural competence trainings and activities (All, Most, Some, or None):
Estimated proportion of faculty that has participated in cultural competence trainings and activities (All, Most, Some, or None):
A brief description of the institution’s cultural competence trainings and activities for each of the groups identified above:
Fostering diversity and cultivating inclusion are truly the work of each and every member of the University community. It is imperative to the University's continued excellence that a diverse and inclusive educational and employment environment is created and maintained. To reach that goal, the University offers a variety of workshops, educational opportunities and sessions focused on specific needs, including in-person interactive workshops as well as online courses. The Office of Diversity and Inclusion offers and/or coordinates educational sessions and training for students, staff and faculty in a variety of settings, including both in-person and online programs. Courses include: Anti-harassment, Fostering Diversity and Inclusion in the Workplace - A Supervisor's Rule, Micro-aggressions, Different Like You, Recruiting for Excellence and Diversity, Title IX, Responsible Employee, Respect my Generation, and the Diversity and Inclusion Certificate Program. Every month, ODI also provides customized training on issues related to diversity and inclusion and many other topics to units all over our campuses.
The website URL where information about the programs or initiatives is available:
Additional documentation to support the submission:
Data source(s) and notes about 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.