< Previous Tuskegee was not the deal breaker everyone thought it was. These results did not go over well within academic and government research circles, Warren said, as they “indicted and contradicted” the common belief that low minority enrollment in research was the result of Tuskegee. “That was the excuse that they used,” Warren said. “If I don’t want to go to the extra energy, resources to include the population, I can simply say they were not interested. They refused.” Now researchers had to confront the shortcomings of their own recruitment methods. Many of them never invited Black people to participate in their studies in the first place. When they did, they often did not try very hard. For example, two studies of cardio- vascular disease offered enroll- ment to more than 2,000 white people, compared with no more than 30 people from other racial and ethnic groups. “We have a tendency to use Tuskegee as a scapegoat, for us, as researchers, not doing what we need to do to ensure that people are well educated about the benefits of participating in a clinical trial,” said B. Lee Green, vice president of diversity at Moffitt Cancer Center in Florida, who worked on the early research debunking the assumptions about Tuskegee’s legacy. “There may be individuals in the community who absolutely remember Tuskegee, and we should not discount that,” he said. But hesitancy “is more related to individuals’ lived experiences, what people live each and every day.” Some of the same presumptions that were made about clinical research are resurfacing today around the coronavirus vaccine. A lot of hesitancy is being confused for refusal, Warren said. And so many of the entrenched structural barriers that limit access to the vaccine in Black communities are not sufficiently addressed. Tuskegee is once again being used as a scapegoat, said Lin- coln, the USC sociologist. “If you say ‘Tuskegee,’ then you don’t have to acknowledge things like pharmacy deserts, things like poverty and unemployment,” she said. “You can just say, ‘That happened then … and there’s nothing we can do about it.’” She said the contemporary failures of the healthcare system are more pressing and causing more mistrust than the events of the past. “It’s what happened to me yesterday,” she said. “Not what hap- pened in the ’50s or ’60s, when Tuskegee was actually active.” The seniors she works with complain to her all the time about doctors dismissing their concerns or talking down to them, and nurses answering the hospital call buttons for their white roommates more often than for them. As a prime example of the unequal treatment Black people receive, they point to the recent Facebook Live video of Dr. Susan Moore. When Moore, a geriatrician and family medicine physician from Indiana, got COVID-19, she filmed herself from her hospital bed, an oxygen tube in her nose. She told the camera that she had to beg her physician to continue her course of remdesivir, a drug that can speed recovery from the disease. “He said, ‘Ah, you don’t need it. You’re not even short of breath.’ I said ‘Yes, I am,’” Moore said into the camera. “I put forward and I maintain, if I was white, I wouldn’t have to go through that.” Moore died two weeks later. “She knew what kind of treatment she should be getting and she wasn’t getting it,” said Toler of L.A., contrasting Moore’s treat- ment with the care Trump received. “We saw it up close and personal with the president, that he got the best of every- thing,” she said. “They cured him in a couple of days, and our people are dying like flies.” Toler and her neighbors said that the same inequity is playing out with the vaccine. Three months into the vaccine rollout, Black people made up about 3% of Californians who had received the vaccination, even though they account for 6.2% of the state’s COVID deaths. The first mass-vaccination sites set up in the Los Angeles area — at Dodger Stadium and at Disneyland — are difficult to get to from Black neighborhoods without a car. And you practically needed a computer science degree to get an early dose, as snag- ging an online appointment required navigating a confusing interface or constantly refreshing the portal. White, affluent people have been snatching up appointments, even at clinics intended for hard-hit Black and Latino commu- nities, while people of color have had trouble getting through. It’s stories like these, of unequal treatment and barriers to care, that stoke mistrust, Lincoln said. “And the word travels fast when people have negative experiences. They share it.” To address this mistrust will require a paradigm shift, said Warren of Tuskegee University. If you want Black people to trust doctors and trust the vaccine, don’t blame them for their distrust, he said. The obligation is on health institutions to first show they are trustworthy: to listen, take responsibility, show accountability and stop making excuses. That, he added, means providing information about the vaccine without being paternalistic and making the vaccine easy to access in Black communities. “Prove yourself trustworthy and trust will follow,” he said. This article is from a partnership that includes NPR, KQED and Kaiser Health News (KHN), a national newsroom that provides in-depth coverage of health issues. It is one of the three major operating programs at Kaiser Family Foundation. 18 | TALK MAGAZINE • SPRING 2021 “We saw it up close and personal with the president, that he got the best of everything,” she said. “They cured him in a couple of days, and our people are dying like flies.”Western PA Black Political Assembly Press Release Western PA Black Political Assembly Contact: Randall Taylor / randalltaylor2016@gmail.com Date: April 2021 The Western PA Black Political Assembly (WPBPA) has prepared this Press Release considering continuing developments across our nation that impact Pittsburgh and Harrisburg and other cities in Pennsylvania. One major development is the ongoing assault on the Voting Rights Act. Voting is a constitutional right that should be made easier rather than more difficult as they’re doing in Pennsylvania. Black and Latinx populations are being victimized and disenfranchised by anti-voting measures. A second continuing development necessitating this press conference is the trickle-down economic theory that has not trickled down into the lives of a majority of neither the citizens of Pittsburgh nor Harrisburg. Over the past twenty years, both Pittsburgh and Harrisburg have experienced significant displacement of Black and Latinx due to gentrification at the expense of diversity, equity, and inclusion. An example of this in Pittsburgh is the destruction of the Penn Plaza Apartments and the forced displacement of hundreds of its African-American residents remain a stain on the City of Pittsburgh. The current Mayor William Peduto has turned a blind eye to the former residents of the Penn Plaza Apartments and the 7,000 Blacks residents exited from the City between 2014 and 2018, almost 8% of the Black population of the City of Pittsburgh. An example of this in Harrisburg is the Midtown area and the 6th and 7th street corridors that were once occupied by 80% Black and Latinx. Finally, some of the worst city government policies in Pittsburgh resulted in the destruction of the historic Black community of the Hill District, the theft of $100 million from Community Development Block Grant (CDBG) dollars, and the shameful lack of a diverse City of Pittsburgh government workforce. These municipal policies are an assault on the Black and Latinx communities. Thirdly, it is unconscionable and unacceptable that a city like Pittsburgh continues to be the source of horrible studies like the 2020 Gender Equity study that found that Pittsburgh is one of the worst cities in the country for Black women. Both Pittsburgh and Harrisburg continue to have appalling levels of child poverty as well. Pittsburgh was recently compared unfavorably to the apartheid cities of 1980s South Africa. Our response to these continuing assaults on the Black and Latinx communities is: 1) Linking other marginalized communities like Pittsburgh and Harrisburg across the Commonwealth of Pennsylvania 2) Creating an aggressive robust voter outreach, education and turn out vehicle. 3) Prioritizing the use of the 14 Billion in Commonwealth of Pennsylvania Covid Relief dollars to rebuild Black and Latinx communities. WWW.TALKMAGAZINEONLINE.COM | 19 Robert James is hard at work at Highmark Health to make sure the health care company is a more supportive and engaging workplace. He is the Chief Diversity and Inclusion Officer at Highmark Health, tasked to implement and advise upon the health organization’s enterprise- wide diversity, equity, and inclusion strategy. “We know diverse employees bring new ideas, fresh perspectives, and innovation that makes us more valuable to our customers,” James said. Larry Kleinman, Highmark Health Chief Human Resources Officer, praised James after his appointment was announced in January of 2021 saying, "Robert’s vast experience and deliberate approach will be invaluable in driving forward a measurable and comprehensive diversity, equity and inclusion strategy." He was named a Top 30 Champions of Diversity by Diversity Plus Magazine in 2018. James believes that diversity reflects who we see around us, a mix of people of diff erent races, backgrounds, perspectives, among other things. “Our customer base is rapidly becoming more diverse. We aim to reflect our customers, so as to provide them with the best products, services and experiences,” James explained to Talk Magazine. Highmark Health has what he called intentionality in their eff orts to hire people of color. Since the 1980’s James recalled notable African American community leaders in Pittsburgh who served on the board of directors for what was then Highmark Blue Cross Blue Shield – naming several people including Milton Washington, the founder and owner of Allegheny Rehabilitation Housing Corp. and Arthur Edmonds, executive director of the Urban League of Pittsburgh for 25 years. Sadly, both Milton Washington and Arthur Edmonds have passed away, Washington in 2017 and Edmonds in 2008. "Currently, our Diversity and Inclusion Committee Chair is African American and also our longest-serving board member. Over the years, we've been recognized for our work with LGBTQ, veterans, and thanks probably in large part to our eight Business Resource Groups,” James said. Highmark Health, as their website outlines, has Business Resource Groups or BRGs for a wide range of groups. Among them the Black Organization for Leadership and Development or BOLD that supports the strategic initiative to empower Black employees in achieving great business results for the workplace, marketplace, and community. Also, People Respecting Inclusion Diversity & Equity or PRIDE that leverages diverse LGBTQ (lesbian, gay, bisexual, transgender, and queer) experiences to help promote inclusion among employees, enrich community outreach eff orts, and foster marketplace excellence. Th e Women of Highmark Health BRG leverages the perspectives of women within the diverse markets and partners with senior leadership across the enterprise to develop campaigns, products and services that empower women through all walks of life. “Fifty percent of our executive leaders are women. Seventy-three percent of our overall workforce are women. A couple of years ago the University of Pittsburgh issued its Race and Gender Equity report in which the data showed tremendous disparity in employment among people of color,” James remarked. He added that they were successful in improving the significant diff erences summarized in the equity report. “We created an internal working group which we called our Health Equity Campaign which worked to mitigate such disparities. But then 2020 came and transformed our lives as we know it. First, we had COVID-19 and then we had the financial crisis, then we had the killing of George Floyd (by Minneapolis police officers) which were followed by global social justice protests regarding racial and equity by people of all ages, backgrounds, and races. Now the data has actually worsened for people of color,” he said. Because of the gloomy news about the data, Highmark Health refreshed its diversity and inclusion strategy through a “five pillar framework.” “Th e first pillar is health disparities. We recognize we’re a leading health care company. We have the tools, the resources, and the resolve to help reduce health disparities. So, our first step was to hire Dr. Margaret Larkins-Pettigrew as our first Chief Clinical Diversity Officer. One of her first tasks is to begin to tackle health care disparities,” James said. He’s excited about the pillar involving people who work at the health and wellness enterprise, saying it's a very critical pillar. “We have committed to doubling people of color in our workforce by the year 2025. Th at’s putting a metric next to our goal to increase the amount of our diverse talent,” James maintained. Another pillar involves philanthropy, namely, a $1.5 million commitment Highmark Health made to Th e Advanced Leadership Institute (TALI Institute). It is a new nonprofit organization focused on building the pipeline of African American executive leadership throughout the Pittsburgh region and nationally. Evan Frazier, formerly a Senior VP of Community Aff airs at Highmark Health, joined TALI Institute as its president and CEO to build the TALI Institute team, secure additional resources, and develop a portfolio of opportunities to impact a larger pool of African American leaders. James says they have disadvantaged high school students in mind with their Straight to Business pillar, “We’re pipelining high school seniors to college. Th ey’ll work for Highmark while they’re studying. We have every intent that they will join our Robert James at Highmark Health continued on page 28 By: Tené Croom | www.linkedin.com/in/tenecroom 20 | TALK MAGAZINE • SPRING 2021COURAGEOUS EXPERIENCED CONSERVATIVE VOTE MAY 18 “ My passion for the rule of law runs deep and I’m committed to obeying and defendingthe Constitutions of the United States and Pennsylvania. ” – JUDGE PAULA PATRICK Republican Candidate for Supreme Court COURAGEOUS –She will return Pennsylvania’s Supreme Court to Constitutional first principles EXPERIENCED –“Highly Recommended” by the Pennsylvania Bar Association to serve on the PA Supreme Court CONSERVATIVE –With respect for individual rights and freedoms and willnot legislate from the bench Endorsed by PA Pro-Life Federation PAC PAID FOR BY PATRICK FOR JUSTICE As part of the continuing focus on diversity and inclusion at Th iel College, the President’s Council for Diversity and Inclusion has been launched. Th e institution-wide panel includes President Susan Traverso, Ph.D., and Associate Dean for Di- versity and Inclusion Anthony E. Jones Jr., Ed.D., and students, alumni, members of the Board of Trustees, faculty and staff members. Th e first meeting was held in mid-April. “Th e council will guide and set priorities moving forward for all initiatives to strengthen our community and ensure its commitment to diversity and inclusion. Th is council will heighten coordination of our eff orts and will help set priorities in preparation of the next strategic plan,” Traverso said. “We incorporated diversity and inclusion into the College’s mission statement when we created the strategic plan in 2016 and this continues our work in making it a point of emphasis going forward. At Th iel, we understand and respect the widest interpretation of diversity.” About 23 percent of Th iel’s student body identifies as a member of a minority or underrepresented population, which is among the leaders in the region for small liberal arts colleges. “As a community, it is vitally important that we remain focused on issues of diversity and inclusion. We cannot be lulled into complacency because there are not tragic and sad events dominating our daily newsfeed,” Jones said. “It is precisely in these times between the divisive headlines about prejudice, injustice and intolerance when we can come together as a community and find under- standing, create common ground, increase empathy and generate goodwill.” Diversity and inclusion was one of the focus points for the College’s strategic plan as it was being developed. Following that plan, the College: • added Jones to lead diversity and inclusion eff orts as well as multicultur- al aff airs at Th iel; • had a year-long yearlong interfaith series which featured a Muslim chaplain, a Christian ethicist, Bishop Emeritus of the Evangelical Lutheran Church in Jordan and the Holy Land, a Buddhist monk and a Commencement address by an Amish and Mennonite scholar; • is in the second year of its courageous conversations speaker series, which has connected members of the Th iel Community to various speakers discussing a wide array of diversity topics; • is in its fourth year of awarding Martin Luther King Jr. awards for achievement in diversity and in recognition of community members, alumni and employees who exhibit the ideals of Martin Luther King Jr. Th e Office for Diversity and Inclusion has been active during a challeng- ing semester, too. Following George Floyd’s death in May, the College hosted an online summit for students and employees to talk about how to deal with his death and the ensuing violence that was occurring around the country. Following that summit, the College’s diversity web page was updated to include additional resources for students dealing with racism and informa- tion on being an ally for minority and under-represented populations. Th e campus community also came together in August to host a socially-dis- tanced rally held in conjunction with the virtual March in Washington. In the spring of 2019, employee reading groups discussed diversity and inclusion at the College. Th e reading groups discussed readings that involved a wide range of top- ics related to the concepts of diversity and inclusion, such as race, sex and 22 | TALK MAGAZINE • SPRING 2021 Thiel College Council for Diversity and Inclusion Associate Dean for Diversity and Inclusion Anthony E. Jones Jr., Ed.D. Discover Chatham University Visit us in-person or virtually this spring to learn about our rigorous academics, explore our stunning campus, and meet our faculty. Can’t make it to one of our physically distanced events? Schedule an individualized campus tour at chatham.edu/visit . r SUMMER VISIT DAYS Thursday, June 17 Friday, July 16 10:00 a.m. r SUMMER OPEN HOUSE Saturday, August 14 1:00 p.m. Register today at chatham.edu/visit-chatham See why our students are saying: “As soon as I visited, I loved that it was a little green oasis in the middle of a huge city.” continued on page 28THE FUTURE OF TRANSIT IS NOW The future of transit is now and we are working to improve your ride. Look for bus tracking technologies and other innovations to keep you better informed. Getting around town has never been so easy.Discussing Diversity & Inclusion within Higher Ed Employment An interview with Mayoral Candidate Michael Johnson by Fiordaliza White Inclusion allows for companies and organizations to contribute to their company’s culture. Diversity and inclusion create a diverse workforce, necessary for many minorities who wish to see those with shared experiences represented in their spaces of higher learning. Diversity and inclusion in the workforce within higher education becomes almost critical in not only the culture of the worker, but of the population of students themselves. As a result, conversations regarding how to best hire within these spaces are occurring. But what are the challenges that can arise when discussing hiring with diversity and inclusion in mind within spaces of higher education? We interviewed Armenta Hinton, Ph.D., Vice President of Inclusion and Diversity and Title IX Coordinator at HACC, Central PA’s Community College for an in-depth look at Diversity and Inclusion in Higher Education Employment. Previous conversations about Diversity and Equity have shifted into conversations about Diversity and Inclusion. When asked about this shift and its significance in increasing employment opportunities for Black and Latinx job seekers, Dr. Hinton identified the similarities in those concepts. “Diversity, Equity, and Inclusion are similar”, Dr. Hinton claims. “The purpose of equity is to level the playing field for those who are already present and in the space. Inclusion invites others into the space. If a program is based on equity, that is useful. However, to be the most effective, it should include diversity, inclusion and equity”. With the expanded lens, it makes for increased opportunities for many minorities to become viable candidates. But for many, the recruitment and interview process has been made difficult by the application process. Responses based on race on applications continues to plague many applicants that feel applications serve as a disservice to their ability to be fully recruited beyond the application. In person versus application- based approaches can have their effect on recruitment and hiring, Dr. Hinton confirmed. “Online applications can work against Black, Indigenous and People of Color (BIPOC) applicants.” This can even be extended with a person’s name as a limiting factor.” Research shows that there is already a bias that exists with applicants with ethnic sounding names or who come from specific neighborhoods or schools”, Dr. Hinton adds.” If online application is the only vehicle an applicant can use, it will be somewhat limiting.” Even before the application is filled out, access and opportunity can prevent those within populations often suffering from access and opportunity. When asked about this, Dr. Hinton identified how technology at our fingertips has eased this concern. “Computer access is useful” says Dr. Hinton, “however many applicants are able to access applications through their tablets or smartphones.” Creating those spaces where obstacles are limited is one way that employers can ensure that individuals from multiple locations and wider audiences are considered. Lowering those obstacles, however, oftentimes requires us to rely heavily on legislation. Historical legislation, such as Title IX, has created opportunities for minorities to be considered in ways that has significantly impacted opportunities. In discussing this, Dr Hinton points out that many of President Biden’s Administration’s efforts are designed to assist employment of BIPOC citizens. “Free college will, of course, help those seeking further education of opportunities. Free college also can change their life trajectory through the benefits of lifelong learning.” Free college not only aids applicants to become students, but also helps those who wish to be employed with spaces to earn credentials needed to become staff. Many have utilized this year’s stimulus packages to offset costs to pursue this option. This, Dr. Hinton adds “can also help those who are more vulnerable and may need more resources.” by Fiordaliza White Michael Johnson vividly remembers a time where his grandfather, James C. Johnson, ran for Mayor of Wilkinsburg. He knew then that would be something he would aspire to replicate. “I used to ask myself how I got to the place where I am today, but I know this is God’s plan and he is showing me every day that it is my time.” “He will not let me fail.” This confident Wilkinsburg Alum has shown himself approved throughout his lifetime of service to others. His background provides a strong blueprint for leadership in times such as these. Michael Johnson’s mayoral candidacy seems fitting for such a leader. He was elected Wilkinsburg School Board Director in 2021, after serving 9 years as School Board Vice President, Treasurer, Policy and Planning Committee Chair, Community Relations Committee Chair, PSBA Liaison, and Wilkinsburg School District Negotiation Team. In 2011, he founded Opening Doors for Kids, Inc, a program whose mission is to ‘serve youth and families in Allegheny County by providing quality programs and services with compassion, care, and diligence in such a way that we make a meaningful difference in the lives and communities in which we serve’. Two years later, he would launch Opening Doors for Youth and Families, a sister company of Opening Doors for Kids, Inc. It is there where he does his work with youth as well as their families. Through his Wilkinsburg Community Food Program, he was able to provide free emergency food to families in need. His organization currently feeds two schools in the borough through the programs, including hot meals. He holds annual community Christmas dinners, Christmas toy giveaways, and Presents for Wilkinsburg Nursing Home Residents. COVID-19 took his advocacy and community care to the next level. “A day after the school closed, I authorized my agency to step in for the School District to offer over 400 ‘grab-and-go’ meals a day to students who depended on breakfast and lunch every day. I then partnered with many groups to secure 400 boxes filled with produce, fruit, milk, cheese and bread each week to provide the families here and still doing it to this day”. His approach was not limited to providing food, but also childcare help for families with small children needing daily schoolwork for working parents. This learning hub was the first to open during the pandemic. He also helps with funding resource assistance for families impacted with inability to pay through rental/utility assistance and clothing for those in need. Working in these spaces exposed the inequities and disparities that exist within the communities. As a fourth generation Wilkinsburg resident, he is no stranger in knowing these realities. This frustration is what motivated him to run. “I am running for Mayor because, like a lot of people, I am frustrated. Instead of sitting around and complaining, I prefer to throw my hat into the ring and do my best to make a difference for my community.” It is his lived experi- 24 | TALK MAGAZINE • SPRING 2021 Memories, Dreams, and the Reality of Wilkinsburg’s Future: Reflections, Shared Experience, and Higher Education: Before many are long term employees, internships can create opportunities to ‘audition’ as viable employees to those employers seeking long term workers. Internships for many can help identify them as promising new hires. For minorities, getting a fair share of these opportunities may be useful. “There has been an injection of resources and support to increase and widen participation among K-12 students in areas of workforce development”, Hinton notes. “These programs have been useful to develop a pipeline of students who become well trained and lead them into viable working situations.” These programs can oftentimes groom individuals who otherwise may not have access to these skillsets to become more viable through applied knowledge on the job. In speaking of their own college resources, Dr. Hinton identified HACC’s Harrisburg Promise Program. “Initiatives like HACC’s Harrisburg Promise have early intervention that will reduce barriers to postsecondary education and inspire college aspirations.” While many of those opportunities may not offer financial stability through consistent paychecks, paid or unpaid internships can significantly impact a persons’ ability to be a worthy candidate for those positions. Internships and employment opportunities seem to be the most notable ways to increase diversity and inclusion in these areas. However, for many whose lived experiences have caused them to have criminal or disagreeable backgrounds, those opportunities can be cut short before the process even begins. The ill-fated ‘War on Drugs’ has disproportionately left many Black and Latinx young people seeking employment with records of convictions for minor drug possession and use. Additionally, slim work histories, lack of driver’s license and poor credit scores, which are obstacles that can occur disproportionately within impoverished communities, pose an ongoing threat to success. However, several initiatives and measures have been successful in removing those barriers to employment. This includes reentry programs that focus on educational advancements. Dr. Hinton focuses on measures that can affect younger populations. “Making certain that young people have opportunities that keep them engaged in positive activities. Encouraging pipeline programs, workforce development programs and other measures of engagement for youth and our communities have been successful in removing these barriers to employment.” Dr. Hinton also recognizes that these are barriers that require several approaches. “These barriers will need multiple measures to remove the obstructive scaffolding that has been historically and systemically placed in the path of our communities.” The ‘War on Drugs’ is among many things that has historically prevented communities of color from being able to progress within the workforce. For many trying to become employees within higher education, recognizing the barriers that as a rule exist can help to tackle an appropriate game plan towards securing a future in this space. When discussing long term effects of this, Dr. Hinton confirms this by recognizing that “the War on Drugs was race based and negatively changed the life and family trajectories for many people of color for generations. It will affect lifelong employment opportunities for BIPOC citizens, as well as civil rights such as voting and housing.” Recognizing this, for both employers and aspirants desiring to work within higher education is important for not only recognizing the obstacles but creating the necessary criteria considerations for allowing a wider audience to become viable candidates. Diverse and inclusive workspaces can become realities in understanding obstacles, recognizing a stakeholder’s ability to create space and opportunities with cultural obstacles in mind, and expanding recruitment efforts in areas where minority applicants can be recruited and hired. ence that connects him to the community he serves. “I want to be Wilkinsburg’s voice and make sure we are heard.” His commitment comes from knowing what the city once was and wanting to bring that community spirit back to Wilkinsburg. “I love doing for my people,” he exclaims,“and when elected, I am going to bring this community together where towns across America will hear about the goodness going on in Wilkinsburg.” Johnson’s focus will be on the top Mayoral duty, which is safety. By managing the day-to-day operations of the police department, signing official borough documents, serving as a decision maker during a tied vote in council, working with other Borough officials on community projects and serving his duties within other official capacity, he plans to focus on ways to ensure safety in his community. When asked about his three key platform points, Johnson replied as follows: “The three key points are how I plan to change the perception of Wilkinsburg by providing youth the opportunities and tools they need to become successful. I will then work to develop a Community Policing initiative that will bring a healthy, trusting relationship between the citizens and police. Lastly, I will work with all parties to make sure families have all the services they need to live an enjoyable life.” Johnson’s passion has not gone unnoticed. In 2013, he became a Pittsburgh Courier Fab 40 recipient. He has also been the recipient as a “One in a Million” recipient in his hometown for his ongoing service in his community. The memory of his grandfather, which initially ignited his pursuit of Mayor comes with a lifetime’s work that elevates his service and community advo- cacy to that of a mayor’s top qualities. Similarly, to his service in the community, his passion as mayor focuses on one thing: the residents. “I am running for Mayor to truly make a difference in my community, I know the residents, I know what their needs are, and I want to be that person who they can count on when they are in need.” WWW.TALKMAGAZINEONLINE.COM | 25 “I want to be Wilkinsburg’s voice and make sure we are heard.” “Initiatives like HACC’s Harrisburg Promise have early intervention that will reduce barriers to postsecondary education and inspire college aspirations.”26 | TALK MAGAZINE • SPRING 2021 What Is Financial Aid? College financial aid helps students and their families by covering higher education expenses, such as tuition and fees, room and board, books and supplies, and transportation. There are several types of financial aid: • Grants • Scholarships • Federal or private loans • Work-study and other programs How Does Financial Aid Work? Different types of aid are provided through various sources, such as feder- al and state agencies, colleges, high schools, foundations and corporations, to name a few. The amount of aid a student receives depends on federal, state and institutional guidelines. Keep in mind that the way federal financial aid works is that students must first apply for the aid by answering a series of questions used to deter- mine their ability to pay for college. Then, aid is awarded based on that application, and students have the choice to accept or reject the aid offered. The type of aid offered determines whether it will have to be repaid. Sometimes, students must complete addi- tional applications to be considered for other scholarships or private aid. How Do I Apply for Financial Aid? The first step is to file the Free Application for Federal Student Aid, known as the FAFSA. This application is used by many state agencies and colleges and universities to determine college aid. The FAFSA is available for free through the Department of Education's website. Families can begin filling out the form as early as Oct. 1 for the following academic year. The deadline for the FAFSA is June 30. But that deadline is only for federal financial aid. Many schools that use the FAFSA to determine aid set earlier deadlines. Some schools – mostly private colleges – use a supplemental form called the College Scholarship Service Profile to determine how to give out their own financial aid funds. The form is more detailed than the FAFSA and can be time-consuming to complete. The initial submission fee for the CSS Profile is $25; each additional report is $16. A list of schools that require the CSS Profile can be found on the website for the College Board, the organization that administers and maintains the application. "Only about 250 colleges require the CSS Profile. Generally, it's more elite colleges that require the CSS Profile," says Joseph Orsolini, president of Col- lege Aid Planners Inc. "Bear in mind, the CSS Profile will dig much deeper into your family's finances than the FAFSA." The CSS Profile, for instance, takes into account assets that are excluded on the FAFSA. It counts the value of a family's home, small business or a grandparent-funded 529 plan, to name a few differences. What Are Different Types of Financial Aid? There are two types of aid: need-based and merit-based. Federal need-based aid, for instance, is determined by a family's demon- strated ability to pay for college as calculated by the FAFSA. Merit aid, on the other hand, can be awarded by an institution, college or private organization to a student for a specific talent or an athletic or academic ability. These awards aren't based on financial need. College students are potentially eligible for federal, state or institutional aid. Institutional aid is financial assistance provided by the college and varies by school, since each college uses its own policies and formulas to determine how to award its financial aid. According to the Department of Education, most students qualify for some type of federal student aid. For federal financial aid, there are three types of funds: loans, grants and work-study. • Federal student loans • Federal grants • Work-study When it comes to state aid, most states limit their aid to in-state resi- dents. "By and large, the student would have to be a resident of the state and stay within the state to attend higher ed to be able to receive grants," says Marty Somero, director of financial aid at the University of Northern Colorado. While the FAFSA should be on a student's radar to qualify for need-based aid for both federal and state funds, a college-bound student can go a step further and maximize aid with merit-based potential, college aid experts say. That's because merit aid is one way to close the gap between the cost of attendance and need-based financial aid. But not all schools award merit aid. Some schools reserve merit aid only for exceptional circumstances. Among the ranked schools that submitted data to U.S. News in an annual survey, the average percentage of full- time students who were awarded merit aid in 2019-2020 was 16%. A few schools, such as Middlebury College in Vermont and Amherst College in Massachusetts, do not award merit scholarships. A Guide to Understanding Financial Aid for College Financial aid is any form of funding that helps students pay for college, such as a Pell Grant or merit-based scholarship. Many families are shocked by a college's sticker price. While the price of tuition can be overwhelming, college financial aid can make higher education affordable. In fact, income and savings represent only a few of the resources families use to pay students' college expenses, according to the 2020 Sallie Mae/Ipsos survey How America Pays for College. The survey found that for a typical family, scholarships and grants covered 25% of college costs in 2019- 2020. Scholarships and grants are two types of college financial aid that don't need to be repaid. With the complexity of paying for college, navigating the financial aid process can seem challenging. Here are a few answers to common financial aid questions. BECOME A TMAG PATRON TALK MINORITY ACTION GROUP M e Chec s P ble nd M l to The Pttsbur h Contn enc/TMAG | PO Box 143, Monroevlle, PA 15146-0143 Our p rtner The Pttsbur h Contn enc (TPC) s 501(c)3 non-proft nd our contrbuton s tqx deductble 4128234007 | cont ct@t l mnort cton roupor | wwwt l m zneonlnecom VOTER REGISTRATION Address C t Stte Z p Telephone Em l Prnt Nme Yes, I wll contrbute to Tl Mnort Acton Group Donton Level5102050100300500Other PLEASE HELP WITH YOUR DONATION VOTER TURNOUT VOTER CIVIC EDUCATION AND ENGAGEMENT TMAG continues the work of education and enabling African American and Latinx communities across Pennsylvania to develop a deeper understanding of our common humanity and growing our civic education and civil rights engagement.Next >