Employee Resource Group: Diverse Staff Coalition (DSC)

Mission Statement

The mission of the Diverse Staff Coalition (DSC) is to foster networking, professional development, mentoring, and leadership opportunities with a focus on the recruitment, retention, learning, and advancement of underrepresented minority (URM) staff members within the School of Medicine at the University of Pittsburgh. Underrepresented minorities (URM), as defined by the Association of American Medical Colleges (AAMC), are racial and ethnic populations that are underrepresented in the medical profession relative to their numbers in the general population. This group consists of individuals that identify as Black, Latinx/Hispanic, Native American/American Indian, Alaska Natives, Native Hawaiians, and Pacific Islanders.

Since 1997, the University of Pittsburgh, led mainly by School of Medicine faculty, has ranked among the top 10 recipients of National Institutes of Health (NIH) funding that is nearly $60 million, but we are looking for another impressive achievement, which is being in the top quartile of Faculty and Staff Diversity, Growth, and Leadership Development.


DSC aims to create an open forum to share common interests/concerns and support one another as we address these concerns, cultivate a respectful and caring community, and provide university leadership with the resource of hearing about staff/community issues, needs, and policies.


DSC, with the University of Pittsburgh School of Medicine, Department of Medicine, and Office of Diversity, Equity, and Inclusion looks to create a safe space for URM staff members where they can flourish and feel accepted for who they are. We envision that the implications of the diversity, equity, and inclusion (DEI) initiatives and the URM Staff Coalition in our community will result in an increase in productivity, a sense of belonging in our communities, more platforms to express innovative ideas, more exposure to innovative research and academic pursuits, and greater opportunity for personal and professional growth.


  • Participate in the development of a diverse, pluralistic, and international community, which is one of the cornerstones of our university’s overall mission
  • Facilitate networking and career development opportunities by connecting members with similar professional and personal interests by fostering and encouraging a supportive network of URM individuals in the university community
  • Facilitate informal mentoring opportunities by providing guidance, advice, and training as well as sharing the exciting work being done throughout the university
  • Sponsor professional and personal development workshops, seminars, and lectures featuring distinguished speakers
  • Ensure that information about events of interest and members’ achievements is effectively distributed throughout the university
  • Foster awareness of issues in the URM community by providing information to the university about the historical and present contributions of URM people to Pittsburgh and American culture and society
  • Promote and encourage shared cultural and social interests of DSC membership, and the sharing of these interests with the greater university community
  • Facilitate academic and administrative policies that recognize the professional accomplishments of URM staff and that reinforce worker equity for all URM staff at the university
  • Support the dignity of each member’s professional and working careers, assisting in the areas of promotion, increased responsibility, broaden visibility, and fair treatment

Diverse Staff Coalition (DSC) Guiding Principles

  • DSC will be organized by employees and are open to all in underrepresented racial categories as defined by University of Pittsburgh HR policies
  • DSC will strive to provide long-term benefits to the university/ school of medicine as well as professional/personal benefit to participants including improved retention and advancement of DSC members
  • DSC will promote diversity, openness, understanding, and inclusiveness amongst the community and beyond
  • Participation in DSC is voluntary
  • DSC will adhere to the university’s collective bargaining agreement

Diverse Staff Coalition (DSC) Executive Board

Each executive board member of the Diverse Staff Coalition will commit to a voluntary one-year term.

Chair & Vice Chair

  • The chair and vice chair are responsible for leading the coalition and managing coalition expenses


  • The secretary is responsible for recording and distributing meeting minutes and preparing the group’s internal and external communications

Event and Membership Coordinators (2)

  • The event and membership coordinators are responsible for organizing and coordinating social, community, educational, developmental events, seminars, or other occasions, managing attraction, retention, tracking members, and assessing group effectiveness

Diverse Staff Coalition Liasion

  • The diverse staff coalition liaison is responsible for maintaining the relationship between the Diverse Staff Coalition and the main Office for Equity, Diversity, and Inclusion at the University of Pittsburgh


Diverse Staff Coalition Programs

  • Agents of Change Speaker Series
  • Celebratory/ Awareness Programs (Black History Month, Latinx/Hispanic History Month, Native American History, Mental Health Awareness Month, Disability Awareness Month, etc.)
  • Networking Happy Hours
  • Mentor and Mentee Speed Dating
  • Community Service Day
  • Professional Development Workshops
  • Topics:

    • Negotiation and Persuasion
    • Identifying and Creating Your Brand
    • Building A Professional Support System
    • Incorporating Exercise Into The Workplace
    • Promoting Mental Health / Preventing and Responding to Burnout
    • Working With Different Communication Styles
    • Eliminating Workplace Bullying

Please contact Anastasia White, DOM DEI Program Manager at whiteaj2@upmc.edu.

Interest Form