University of Pittsburgh Commitment to Diversity and Inclusion

The University affirms and actively promotes the rights of all individuals to equal opportunity in education and employment without regard to race, color, sex, national origin, age, religion, marital status, disability, veteran status, sexual orientation, gender identity, gender expression, or any other protected class.

Affirmative Action

As a federal contractor, the University of Pittsburgh is committed to affirmative action in employment as a means of ensuring equality of opportunity. The Affirmative Action Office is responsible for the University's Affirmative Action Program and coordinates compliance with Pitt recruitment policies, and can provide resources and training upon request.

On February 28, 1992, the Board of Trustees passed a resolution reaffirming the University’s commitment to affirmative action. The resolution commits the University to the following goals:

  • to achieve diversity in the racial/ethnic and sex composition of its workforce at all levels;
  • to enhance opportunities for enrolling, retaining, and graduating students from underrepresented groups;
  • to provide accessibility and accommodation to individuals with disabilities;
  • to create a campus environment free of bigotry and harassment; and
  • to engage minority- and women-owned businesses as vendors and suppliers.

The Office of Affirmative Action, part of the University’s Office of Diversity and Inclusion, has responsibility for providing leadership, coordination, and oversight for the University’s affirmative action program. For additional information, refer to Policy 07-01-03, http://www.diversity.pitt.edu/affirmative-action, or contact the Office of Diversity and Inclusion at 412-648-7860.

Anti-Harassment Policy Statement

No University employee, University student, or individual on University property may intentionally harass or abuse a person (physically, verbally or electronically) when the conduct is severe or pervasive and objectively and subjectively has the effect of: (1) unreasonably interfering with such person’s work or equal access to education, or (2) creating an intimidating, hostile, or offensive work or academic environment. Consistent with the University Nondiscrimination Policy and Sexual Harassment Policy, harassment on the basis of a legally protected classification, such as racial harassment or sexual harassment, is prohibited. This policy statement will be applied with due respect for the University’s commitment to equality of opportunity, human dignity, diversity, and academic freedom, and, when constitutionally protected speech is implicated, only to the extent consistent with the First Amendment.

For more information, contact the Office of Diversity and Inclusion at 412-648-7860 or the Office of Human Resources at 412-624-4645 or refer to the Nondiscrimination Policy (07-01-03) and the Sexual Misconduct Policy (06-05-01).

University Non-Discrimination and Anti-Retaliation Statement

The University prohibits and will not engage in discrimination or harassment on the basis of race, color, religion, national origin, ancestry, sex, age, marital status, familial status, sexual orientation, gender identity and expression, genetic information, disability, or status as a veteran. The University also prohibits and will not engage in retaliation against any person who makes a claim of discrimination or harassment or who provides information in such an investigation.

For more information, including how to file a complaint, contact the Office of Diversity and Inclusion at 412-648-7860 or the Office of Human Resources at 412-624-4645 or refer to the Nondiscrimination Policy (07-01-03) and the Sexual Misconduct Policy (06-05-01).

University Pay Transparency Policy Statement

The University of Pittsburgh will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant.

However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.

Prohibition Against Sexual Misconduct

Members of the community, guests and visitors have the right to be free from sexual misconduct, which includes sexual harassment and sexual assault. Sexual misconduct that affects the educational or employment environment is a form of sexual discrimination. Such conduct violates the University’s Sexual Misconduct Policy, and generally also violates federal, state or local laws. The University of Pittsburgh is committed to the maintenance of a community free from sexual misconduct. When sexual misconduct occurs, the University will act to end the conduct, prevent its recurrence, and remedy the effects on both individuals and the University community, in accordance with Policy 06-05-01.

For information on sexual misconduct education, training, reporting and response, please visit the University’s Title IX webpage at http://www.titleix.pitt.edu/ or email titleixcoordinator@pitt.edu.