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Ombudsperson for Dietrich School Graduate Students
The ombudsperson assists graduate students in the Dietrich School with resolving conflicts and issues that arise in the course of their graduate education that the students believe have not or cannot be addressed within their academic department. The ombudsperson can help mediate conflicts and provides information about institutional policies related to the student’s issues, including the University’s grievance procedures. The ombudsperson directs students to further resources on campus as appropriate. The ombudsperson for the Dietrich School Office of Graduate Studies is Philippa Carter, who also serves as Director of Diversity Initiatives and Academic Affairs. Ms. Carter can be contacted at email@example.com or 412-624-6096. For more details on what the Ombudsperson does and does not do, see here. Learn more about university ombudspersons.
Students of Color Dinner Series
The Students of Color Dinner Series, now in its 31st year, continues to make a significant impact on the graduate school experience for students from underrepresented populations. Five annual dinners each attract between 50 and 100 students who find the dinners a helpful and enjoyable venue through which to make social and professional connections with other members of underrepresented groups from the University of Pittsburgh, Carnegie Mellon University, and Duquesne University. Programs have featured faculty and administrators from Pitt and across the nation discussing their published works, providing insights on their life experiences, and discussing topics crucial to the graduate experience.
Summer Research Opportunities for Students from Underrepresented Populations
The Dietrich School provides funds to support summer research opportunities for current Dietrich School graduate students from underrepresented populations who meet the necessary academic requirement and are enrolled in programs that do not provide internal opportunities. Applications are by invitation only and will be emailed to eligible students. If you have any questions, please contact Philippa Carter at firstname.lastname@example.org.
Women Graduate Students: Resources – Success – Impact
The Dietrich School’s priority to foster an equitable, diverse, and inclusive community of graduate students entails our commitment to advancing the success of women graduate students across programs that sustain a respectful environment where all feel welcome and empowered to realize their academic and professional aspirations. In this evolving section of our webpage, we feature both campus and external resources to support women’s academic studies and professional development. We spotlight the success and impact of women graduate students, alumnae, faculty, and university leaders.
Spotlight on Graduate Alumnae [under development]
Further University of Pittsburgh Resources
Title IX: Graduate and Professional Student Resources: The Title IX Office recognizes that Graduate and Professional Students face very specific challenges because of their unique roles in the University Community. All of the resources offered through the Title IX Office are available to graduate students, regardless of enrollment status, academic appointment, or international status. We require all graduate students to complete Title IX training as part of our commitment to providing a learning environment that is free from sexual misconduct, harassment and discrimination, to promoting fairness and equity, and to providing graduate student teachers and researchers with resources and support.
Implicit Bias: Research and Training
University of Pittsburgh: Office of the Provost Website (recorded presentations, slide decks):
A publicly accessible video series: introductory video describes how biases and heuristics can influence our decision-making and behavior without us even knowing it; six additional short videos cover specific aspects:
- Preface: Biases and Heuristics (5:14)
- Lesson 1: Schemas (mental shortcuts that help us navigate the world around us) (3:12)
- Lesson 2: Attitudes and Stereotypes (4:13)
- Lesson 3: Real World Consequences (3:45)
- Lesson 4: Explicit v. Implicit Bias (2:49)
- Lesson 5: The IAT (5:14); see herefor more on Implicit Association Test
- Lesson 6: Countermeasures (mindset, debiasing, decoupling) (5:23)
Every/One’s View: What No One Sees: Implicit Bias: Jerry Kang, Vice Chancellor for Equity, Diversity and Inclusion, UCLA (c. 30 mins)
Government of Canada: Unconscious Bias Training: Online, interactive unconscious bias training module: explains unconscious bias is, outlines how it can affect peer review, and suggests ways to mitigate its influence. Content transferable to other areas of academia: graduate admissions, postdoc selection, faculty hiring.
See Bias | Block Bias Resources (Stanford VMware Women’s Leadership Innovation Lab): This tool provides an evidence-based approach to diagnose bias. Diagnosing bias will enable change agents to more effectively design solutions and convince others in the organization that bias does exist in the culture. Diagnosing bias plays essential roles in improving diversity and inclusion program efficacy. [Download the Diagnosing Bias Toolkit/ access in Box]
National Research Mentoring Network (NRMN): Unconscious Bias Course: NRNM provides researchers across all career stages with evidence-based mentorship and professional development programming that emphasize the benefits and challenges of diversity and inclusivity. NRMNUnconscious Bias Course: address your personal unconscious bias; learn about microaggressions; access a solutions toolkit.