Diversity, Equity, and Inclusion

Sections

  • About
  • Mission & Values
  • How We Work
  • History
  • Celebrating 75 Years
  • Leadership
  • Experts
  • News Room
  • Events
  • Careers
  • Diversity, Equity, and Inclusion
  • Accountability
  • Contact Us
  • Partnerships
  • Cookie Policy
  • Current Contract and Grant Opportunities
Diversity, Equity, and Inclusion

President’s Message on Diversity, Equity, and Inclusion

We know that in America and around the globe, people of color, LGBTQ individuals, women, people of faith, and others have been discriminated against and disadvantaged. The multitude of perspectives offered by our staff and our partners has always been integral to our work, but today we must be more intentional in our efforts to focus on diversity, equity, and inclusion (DEI) as core elements of our operations and culture. At Pew, our journey involves direct and candid conversations across the organization about how we can do better. And we’ve coupled those conversations with concrete action plans to make progress. We know we have more work ahead and remain committed to listening, learning, documenting disparities, and advancing together.

Some of the steps we’ve taken recently include:

  • Created a DEI department, which includes our vice president and two additional staff members, to help guide and support our efforts.
  • Begun incorporating DEI in the Trusts’ research and policy projects.
  • Broadened and deepened the Pew Research Center’s research agenda focused on race and ethnicity to explain differences in the full spectrum of the American experience, including economics, family, work, politics, technology, identity, and faith.
  • Initiated an intercultural development inventory for staff.
  • Expanded benefits to support our staff, including in the U.S. 16 weeks of paid family leave and observation of Juneteenth. Additionally, we broadened our definition of domestic partners to include all partnerships.
  • Worked harder to ensure that our hiring and management practices expand diversity and eliminate bias by taking steps such as counting work experience in lieu of education and using panel interviews and competency-based questions to mitigate implicit bias.  

Another way we can advance DEI is by sharing information about the diversity of our teams, which is provided below. This demographic information reflects the genders, races and ethnicities, and ages of our staff members as of June 30, 2022.

We will continue to report on our progress in terms of how we are doing at Pew and in our broader mission to make a difference for our communities.

Susan K. Urahn
President and CEO

Workforce Demographics

Data as of June 30, 2022

To view information about staff demographics for our subsidiary, the Pew Research Center, please visit pewresearch.org

A four-color doughnut chart displays the four generations that make up The Pew Charitable Trusts’ global workforce as of June 30, 2022. The average age of Pew’s staff is 42.5. For reporting purposes, Pew defines generations using birth year ranges assigned by the Pew Research Center. The largest segment, in turquoise, is Millennials (born between 1981 and 1996), who account for 51.4% of staff. Generation X (born between 1965 and 1980), in light blue, represents the second-largest segment, at 35.2%. The third-largest group, in dark blue, is Baby Boomers (born between 1946 and 1964), who account for 10.8%. And the youngest generation, Gen Z, born in 1997 or later, appears in orange and accounts for 2.6% of Pew’s workforce. Percentages may not add up to 100% due to rounding.
Two stacked doughnut charts use four colors to display gender representation among Pew’s global staff as of June 30, 2022, and the graphics reveal that our workforce continues to be composed predominantly of women. The first chart depicts gender representation among executives—defined as vice president and above—and shows that, of the four self-selected options, women (in light blue) represent 52.4% of executives, and men (in dark blue) account for 47.6%. The other two self-selected options are not represented in this chart. The second chart—covering gender representation among all staff—shows that women (in light blue) account for 62.6% of Pew’s global workforce, men (in dark blue) represent 36.9%, nonbinary/gender nonconforming staff members (represented in orange) account for 0.3% of Pew’s workforce, and 0.2% of staff (presented in green) chose not to disclose. Percentages may not add up to 100% due to rounding.
Two stacked horizontal bar charts display race and ethnicity representation among Pew’s executives and among Pew’s entire United States workforce as of June 30, 2022. The charts use eight colors to represent eight self-selected options defined by the Equal Employment Opportunity Commission and voluntarily collected consistent with federal law. Among our executives (defined as vice president and above), 66.7% identify as White, 19% as Black or African American, and 14.3% as Asian. Of our U.S.-based staff members, 63.8% identify as White, 15.1% as Black or African American, 9.3% as Asian, 5.0% as Hispanic or Latino, 3.3% as two or more races, 0.2% as Native Hawaiian or Other Pacific Islander, 0.1% as American Indian or Alaska Native, and 3.1% chose not to disclose. Percentages may not add up to 100% due to rounding.
Pew staffers sitting in the common area ahead of a meeting.
Pew staffers sitting in the common area ahead of a meeting.

Careers

Our people are driven by a passion to improve outcomes for the public in a wide range of topics and specialties.
Quick View
Pew staffers sitting in the common area ahead of a meeting.

Careers

With Philadelphia as our hometown and the majority of our staff located in Washington, Pew attracts top talent—people of integrity who are service-oriented and willing to take on challenging assignments. We provide competitive pay and benefits, a healthy work-life balance, and a respectful and inclusive workplace. Pew employees are proud of their colleagues, proud of where they work, and proud of the institution's reputation. As a result, our U.S. and international staff find working at Pew personally and professionally rewarding.

sue urahn
sue urahn
Trust Magazine

Notes from the President

Quick View
sue urahn
Trust Magazine

Notes from the President

Rebecca Rimel joined Pew in 1983 as health program manager, became executive director five years later, and accepted her current position in 1994. During her tenure, Pew has evolved from a grant-making organization to become an entrepreneurial, global non-profit dedicated to serving the public. With the board’s guidance, Ms. Rimel has led the organization’s expansion from fewer than 10 employees to more than 750 located throughout the United States and around the globe.

MEDIA CONTACT 
Felisa Klubes Director, Communications 202.540.6460