Learn about Pebbles of Possibilities under way
toward Improving Workforce and Supplier Diversity
PUMP's Next Chapter: Your Voice Matters!
October 2023 For more than 25 years, PUMP has been empowering young people to create a more dynamic and diverse Pittsburgh. We have a proud history of mobilizing the community, but we're not content to rest on our laurels. To shape our future, we are creating a new Strategic Roadmap that will guide us towards our goals. We're optimistic about the possibilities this new era holds and we want you to be a part of it. Your input is crucial to our success as we strive to grow, develop new partnerships, and create innovative programs. We are excited about the future of PUMP and believe that we can make Pittsburgh an even better place to live, work, and thrive - together. So please, take a few moments to fill out our survey and help us build a brighter future for the organization and our community. |
RCI's Equitable Entrepreneurs' Facility (REEF)
November 2021 RCI’s Equitable Entrepreneurs’ Facility (REEF) seeks to nurture Black and Brown entrepreneurs in Pittsburgh that will improve the sustainability and racial equity of the city. 17 Asset Management (17AM) researched and co-designed the financial structure through which REEF will provide capital for BIPOC entrepreneurs who receive business development services from RCI. While other investment firms nurture and invest in BIPOC entrepreneurs by creating advanced technology, REEF seeks to complete the story.
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HOW THE FEDERAL GOVERNMENT MADE SKILLS-BASED HIRING A REALITY
May 2021 | SHRM Executive Network | Michael Brickman
blog.shrm.org/executive/blogpost/How-the-Federal-Government-Made-Skills-Based-Hiring-a-Reality
Sometimes HR innovations come from the unlikeliest of places, but few sources may be more surprising than the federal government. Yet, in the midst of the COVID-19 pandemic, the nation’s largest employer did something that the most innovative private companies have generally failed to do, it removed college degree requirements and preferences from job postings and instead embraced skills-based hiring.
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May 2021 | SHRM Executive Network | Michael Brickman
blog.shrm.org/executive/blogpost/How-the-Federal-Government-Made-Skills-Based-Hiring-a-Reality
Sometimes HR innovations come from the unlikeliest of places, but few sources may be more surprising than the federal government. Yet, in the midst of the COVID-19 pandemic, the nation’s largest employer did something that the most innovative private companies have generally failed to do, it removed college degree requirements and preferences from job postings and instead embraced skills-based hiring.
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Vibrant Index Summary Report
June 2020 http://vibrantpittsburgh.org/VibrantIndex/ Read the 2019 Vibrant Index Summary“While championing diversity, equity, and inclusion has many times been seen as ‘the right thing to do’ it is more importantly the ‘crucial thing to do’ for the Pittsburgh region to effectively compete in an ever-changing global society. The 50 organizations that completed the Vibrant Index Diagnostic are to be commended, simply for directing attention to diversity and inclusion and opening to reflection on their current efforts.” — Sabrina Saunders Mosby, President & CEO |
“Lives are on the line.” All-In anniversary event examines racial equity in Pittsburgh
April 12, 2019 | NEXTPittsburgh | Bill O'Toole
https://www.nextpittsburgh.com/latest-news/lives-are-on-the-line-all-in-anniversary-event-examines-racial-equity-in-pittsburgh/
Today marks an important milestone on a long journey,” said Janera Solomon, executive director of the Kelly Strayhorn Theater, speaking at the venue on Thursday morning.
Pittsburgh’s community and political leaders were gathered in East Liberty to celebrate the second anniversary of the All-In Pittsburgh Equitable Development Collaborative, a coalition of community organizations dedicated to racial and economic justice.
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April 12, 2019 | NEXTPittsburgh | Bill O'Toole
https://www.nextpittsburgh.com/latest-news/lives-are-on-the-line-all-in-anniversary-event-examines-racial-equity-in-pittsburgh/
Today marks an important milestone on a long journey,” said Janera Solomon, executive director of the Kelly Strayhorn Theater, speaking at the venue on Thursday morning.
Pittsburgh’s community and political leaders were gathered in East Liberty to celebrate the second anniversary of the All-In Pittsburgh Equitable Development Collaborative, a coalition of community organizations dedicated to racial and economic justice.
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Covestro introduces new supplier diversity program in North America
Program builds on company’s commitment to diversity and inclusion, strengthens innovation.April 9, 2019 | Covestro News Release
https://www.covestro.us/en/media/news-releases/2019-news-releases/2019-04-09-supplier-diversity-program
Pittsburgh, April 9, 2019 — Today, Covestro LLC announced the launch of its North American supplier diversity program, building on its continuous commitment to create a more diverse, inclusive and innovative culture. The new program opens the door for small and diverse organizations that have an interest in doing business with the global high-tech materials provider, which has operations throughout the United States and Mexico.
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Program builds on company’s commitment to diversity and inclusion, strengthens innovation.April 9, 2019 | Covestro News Release
https://www.covestro.us/en/media/news-releases/2019-news-releases/2019-04-09-supplier-diversity-program
Pittsburgh, April 9, 2019 — Today, Covestro LLC announced the launch of its North American supplier diversity program, building on its continuous commitment to create a more diverse, inclusive and innovative culture. The new program opens the door for small and diverse organizations that have an interest in doing business with the global high-tech materials provider, which has operations throughout the United States and Mexico.
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UPMC partners with IBEX to increase supplier diversity
March 24, 2019 | New Pittsburgh Courier | Courier Newsroom
https://newpittsburghcourieronline.com/2019/03/22/upmc-partners-with-ibex-to-increase-supplier-diversity/ UPMC and Atlanta-based IBEX IT Business Experts have teamed up to create technology that aims to increase the use of diverse suppliers by UPMC and other health care companies that adopt this solution. IBEX is an African American, woman-owned IT solutions and delivery firm. <more...> |
Port Authority Adopts "Ban the Box"
Nov. 26, 2018 | Pittsburgh Post-Gazette | Ed Blazina https://www.post-gazette.com/news/transportation/2018/11/26/Port-Authority-ban-the-box-eliminate-criminal-history-job-application/stories/201811260136 Port Authority has joined many government agencies across the country that have quit asking potential hires, on their initial application, whether they have a criminal record. The movement, called “ban the box,” prevents employers from eliminating applicants before they are considered for an interview because they checked the box on an application that indicates they have a criminal record. <more...> |
Partner4Work January 2018 Newsletter
Click here or on image at right to view the complete newsletter, full of information about many programs for workers and employers
With Walter Bentley at the helm, IBEW apprentice programs the way to go
June 24, 2017 | The New Pittsburgh Courier | Diane I. Daniels
https://newpittsburghcourieronline.com/2017/06/23/with-bentley-at-the-helm-ibew-apprentice-programs-the-way-to-go/
Pittsburgh is full of hidden treasures. Walter J. Bentley strives to share with residents within the region the opportunity to take advantage of the apprenticeship program offered through the Joint Apprenticeship and Training Committee of the International Brotherhood of Electrical Workers Union No. 5 and the Western Pennsylvania Chapter of National Electrical Contractors Association.
As the Minority and Diversity Recruiting Specialist for the JATC, Bentley travels throughout Western Pennsylvania spreading the word and recruiting people 18 years and older to participate in the five-year electrical apprentice program. Upon completion, trainees become Journeyworker Inside Wiremen.
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June 24, 2017 | The New Pittsburgh Courier | Diane I. Daniels
https://newpittsburghcourieronline.com/2017/06/23/with-bentley-at-the-helm-ibew-apprentice-programs-the-way-to-go/
Pittsburgh is full of hidden treasures. Walter J. Bentley strives to share with residents within the region the opportunity to take advantage of the apprenticeship program offered through the Joint Apprenticeship and Training Committee of the International Brotherhood of Electrical Workers Union No. 5 and the Western Pennsylvania Chapter of National Electrical Contractors Association.
As the Minority and Diversity Recruiting Specialist for the JATC, Bentley travels throughout Western Pennsylvania spreading the word and recruiting people 18 years and older to participate in the five-year electrical apprentice program. Upon completion, trainees become Journeyworker Inside Wiremen.
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Governor Wolf ‘Bans the Box’ on State Employee Applications
FOR IMMEDIATE RELEASE - May 5, 2017
View Online<https://www.governor.pa.gov/gov-wolf-bans-the-box-on-state-employee-applications/>
Harrisburg, PA – Governor Tom Wolf today announced a Fair-Chance hiring policy for state agencies that will remove the criminal conviction question, otherwise known as “banning the box,” from non-civil service employment applications for agencies under the governor’s jurisdiction.
“In Pennsylvania, we have a robust system of supervision and rehabilitative services that gives reentrants to the community all the tools they need to put their lives back on track, get the skills they need to get a job, and get moving again. But too often, one small checkmark can jeopardize the future that we all need them to pursue and reach,” Governor Wolf said. “Banning the box will allow prospective applicants with criminal records to be judged on their skills and qualifications and not solely on their criminal history, while preserving a hiring agency’s ability to appropriately screen applicants as part of the hiring process.”
The governor, speaking alongside Representative Jordan Harris at a drug and alcohol recovery facility in Philadelphia, said the policy reaffirms the Wolf Administration’s commitment to reducing barriers for Pennsylvanians who seek the opportunity to work and contribute to their communities, and recognizes that everyone should have a meaningful chance to compete for jobs in the commonwealth.
“I am happy to stand with Governor Wolf today to continue moving Pennsylvania forward with regards to criminal justice reform,” Rep. Harris said. “Today’s action will directly help people with criminal records gain access to employment through our state government.”
The new policy will be effective July 1, 2017 for non-civil service applicants. The Office of Administration will provide guidance and training to agencies prior to the implementation of the policy, and anticipates that the policy will be applied to civil service applicants by December 2017.
“I fully support the efforts of Rep. Harris and Governor Wolf on this critical issue,” said Senator Anthony Williams, who attended the announcement. “A conviction should not be a life sentence. We need to provide ex-offenders with a meaningful path to rehabilitation. Banning the box and Clean Slate legislation will help us do just that.”
“Individuals who have paid their debt to society and are committed to becoming productive, upstanding citizens face challenges due to their past, including seeking employment,” said Sen. Vincent Hughes, who has introduced “ban the box” legislation in the Senate. “This Fair-Chance Hiring Policy gives individuals the opportunity to seek good employment and continue on the right path. Additionally, removing this barrier in the job application process and giving individuals the opportunity to work helps to reduce recidivism, which will make communities safer. I applaud the governor for recognizing that folks deserve a second chance.”
Exceptions to the policy will be made for positions where a criminal conviction makes an applicant ineligible under law and for positions responsible for the safeguarding or security of people or property, law enforcement or those involving contact with vulnerable populations.
Agencies are to continue to use the EEOC guidelines in determining whether an applicant’s criminal history affects their candidacy for the position they are seeking.
To view the full policy, click here.
FOR IMMEDIATE RELEASE - May 5, 2017
View Online<https://www.governor.pa.gov/gov-wolf-bans-the-box-on-state-employee-applications/>
Harrisburg, PA – Governor Tom Wolf today announced a Fair-Chance hiring policy for state agencies that will remove the criminal conviction question, otherwise known as “banning the box,” from non-civil service employment applications for agencies under the governor’s jurisdiction.
“In Pennsylvania, we have a robust system of supervision and rehabilitative services that gives reentrants to the community all the tools they need to put their lives back on track, get the skills they need to get a job, and get moving again. But too often, one small checkmark can jeopardize the future that we all need them to pursue and reach,” Governor Wolf said. “Banning the box will allow prospective applicants with criminal records to be judged on their skills and qualifications and not solely on their criminal history, while preserving a hiring agency’s ability to appropriately screen applicants as part of the hiring process.”
The governor, speaking alongside Representative Jordan Harris at a drug and alcohol recovery facility in Philadelphia, said the policy reaffirms the Wolf Administration’s commitment to reducing barriers for Pennsylvanians who seek the opportunity to work and contribute to their communities, and recognizes that everyone should have a meaningful chance to compete for jobs in the commonwealth.
“I am happy to stand with Governor Wolf today to continue moving Pennsylvania forward with regards to criminal justice reform,” Rep. Harris said. “Today’s action will directly help people with criminal records gain access to employment through our state government.”
The new policy will be effective July 1, 2017 for non-civil service applicants. The Office of Administration will provide guidance and training to agencies prior to the implementation of the policy, and anticipates that the policy will be applied to civil service applicants by December 2017.
“I fully support the efforts of Rep. Harris and Governor Wolf on this critical issue,” said Senator Anthony Williams, who attended the announcement. “A conviction should not be a life sentence. We need to provide ex-offenders with a meaningful path to rehabilitation. Banning the box and Clean Slate legislation will help us do just that.”
“Individuals who have paid their debt to society and are committed to becoming productive, upstanding citizens face challenges due to their past, including seeking employment,” said Sen. Vincent Hughes, who has introduced “ban the box” legislation in the Senate. “This Fair-Chance Hiring Policy gives individuals the opportunity to seek good employment and continue on the right path. Additionally, removing this barrier in the job application process and giving individuals the opportunity to work helps to reduce recidivism, which will make communities safer. I applaud the governor for recognizing that folks deserve a second chance.”
Exceptions to the policy will be made for positions where a criminal conviction makes an applicant ineligible under law and for positions responsible for the safeguarding or security of people or property, law enforcement or those involving contact with vulnerable populations.
Agencies are to continue to use the EEOC guidelines in determining whether an applicant’s criminal history affects their candidacy for the position they are seeking.
To view the full policy, click here.
Chief Diversity Officer Forum
http://vibrantpittsburgh.org/resource/chief-diversity-and-inclusion-officer-forum/
After a 2012 convening of the Corporate Equity and Inclusion Roundtable event, Pittsburgh based Chief Diversity Officers and other leaders who were responsible for driving diversity and inclusion in their organizations met to explore how they could help create more equitable and inclusive workplaces throughout the Pittsburgh region. In 2013, the CDO Forum began convening quarterly, sharing practices, examining regional workplace diversity and inclusion issues, and exploring ways to support one another. In 2015 and 2016, the Forum worked with Vibrant Pittsburgh, Pittsburgh Today and the Regional Workforce Diversity Indicators Team to conduct a study of how workers were experiencing the workplace and community. These efforts resulted in the 2016 release of the first Pittsburgh Regional Diversity Survey.
http://vibrantpittsburgh.org/resource/chief-diversity-and-inclusion-officer-forum/
After a 2012 convening of the Corporate Equity and Inclusion Roundtable event, Pittsburgh based Chief Diversity Officers and other leaders who were responsible for driving diversity and inclusion in their organizations met to explore how they could help create more equitable and inclusive workplaces throughout the Pittsburgh region. In 2013, the CDO Forum began convening quarterly, sharing practices, examining regional workplace diversity and inclusion issues, and exploring ways to support one another. In 2015 and 2016, the Forum worked with Vibrant Pittsburgh, Pittsburgh Today and the Regional Workforce Diversity Indicators Team to conduct a study of how workers were experiencing the workplace and community. These efforts resulted in the 2016 release of the first Pittsburgh Regional Diversity Survey.
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Supplier Diversity & Entrepreneurial Opportunities
The Long Reach of the Rooney Rule
September 2015 | The Pittsburgh Post-Gazette
http://bit.ly/CEIR_17
NFL policies are inspiring minority-hiring initiatives in society at large.
In the region where the Pittsburgh Pirates’ Roberto Clemente opened the door for generations of Hispanic ballplayers, employers ranging from local corporations to government are taking a cue from the sports industry’s most celebrated hiring policy to diversify a workforce that is among the least racially and ethnically diverse in the nation.
Allegheny County government and Highmark, southwestern Pennsylvania’s largest health insurer, are among the institutions that have adopted policies that require interviewing minority candidates when hiring managers or directors — policies inspired by the NFL’s 12-year-old “Rooney Rule,” which mandates that teams interview at least one minority candidate when hiring head coaches and general managers.
It’s even more broadly applied at the Allegheny Conference on Community Development, one of the nation’s largest regional economic development organizations, where minority candidates are interviewed for every open position.
September 2015 | The Pittsburgh Post-Gazette
http://bit.ly/CEIR_17
NFL policies are inspiring minority-hiring initiatives in society at large.
In the region where the Pittsburgh Pirates’ Roberto Clemente opened the door for generations of Hispanic ballplayers, employers ranging from local corporations to government are taking a cue from the sports industry’s most celebrated hiring policy to diversify a workforce that is among the least racially and ethnically diverse in the nation.
Allegheny County government and Highmark, southwestern Pennsylvania’s largest health insurer, are among the institutions that have adopted policies that require interviewing minority candidates when hiring managers or directors — policies inspired by the NFL’s 12-year-old “Rooney Rule,” which mandates that teams interview at least one minority candidate when hiring head coaches and general managers.
It’s even more broadly applied at the Allegheny Conference on Community Development, one of the nation’s largest regional economic development organizations, where minority candidates are interviewed for every open position.
Workforce Challenges & Opportunities