Diversity, Equity, and Inclusion

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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:

  • Developed a DEI roadmap to guide the organization; the effort was led by our DEI department in collaboration with cross-functional leadership. 
  • Continued incorporating DEI principles into the Trusts’ research and policy projects.
  • Broadened and deepened 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.
  • Implemented the Intercultural Development Inventory tool for staff to measure skill set and mindset around cultural competence.
  • Expanded benefits to support our staff, including, within the U.S., offering 16 weeks of paid family leave and observing Juneteenth. Additionally, we broadened our definition of domestic partners to include all partnerships.
  • Embedded DEI best practices into our recruitment and hiring practices to mitigate bias, taking steps such as counting work experience in lieu of education and using panel interviews and competency-based questions to reduce 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, 2023.

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, 2023

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

Two sets of stacked horizontal bar charts detail the self-selected race and ethnicity of Pew’s United States -based staff as a whole and the race and ethnicity of Pew executives. Among Pew’s executives, meaning staff members at the vice president level and above, 60% identify as White, as shown by a gray bar; 25% as Black or African American, illustrated with a dark blue bar; and 15% as Asian, shown by a light blue bar. The second set shows eight horizontal bars, each representing a different race or ethnicity of Pew’s United States-based staff. The gray bar illustrates that 61.8% of staff members identify as White; 15.7% as Black or African American, as shown by a dark blue bar; 8.8% as Asian, in a light blue bar; 6.2% as Hispanic or Latino, shown in teal; 3.7% as two or more races, in green; 0.2% as Native Hawaiian or Other Pacific Islander, in red; and 0.1% as American Indian or Alaska Native, in black. In addition, 3.5%, shown in a pink bar, chose not to disclose. Note: As of June 30, 2023. Percentages may not add up to 100% due to rounding. Race and ethnicity designations for United States-based staff and are defined by the Equal Employment Opportunity Commission and are voluntarily collected consistent with federal law.
Two doughnut-shaped graphics stacked one above the other offer details on gender representation across Pew’s global workforce as of June 30, 2023, including that that our workforce continues to be composed predominantly of women. The first graphic shows gender representation among executives—defined as vice president and above—and indicates that, among the four self-selected options, women (in light blue) represent 50% of executives, and men (in dark blue) represent the other 50%. The second graphic details gender representation among all staff using four colors. Women are represented in light blue, men in dark blue, and nonbinary/gender nonconforming in orange; those who chose not to disclose are in green. Overall, 63.1% of Pew’s global staff members identified as women, 36.1% as men, and 0.6% as nonbinary/gender nonconforming, and 0.2% chose not to disclose. Note: Percentages may not add up to 100% due to rounding.
As of June 30, 2023, the average age of the staff at the Trusts was 42.7 years. A doughnut-shaped graphic is broken into five sections, each representing a different age range of the global workforce. The dark blue section shows that the largest group of the Trusts’ global staff, at 35%, is in the 30 to 39 age range. The second-largest section is ages 40 to 49, in light blue, at 29.1%. Staff members ages 50 to 59, in teal, account for 16.8%. Staff members ages 20 to 29, in orange, make up 11.1%, and those ages 60 and older, in green, represent the smallest portion at 8%. Note: Percentages might 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.
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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

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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