Diversity, Equity, and Inclusion

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Diversity, Equity, and Inclusion

President’s Message on Diversity, Equity, and Inclusion

We know that in the U.S. and around the globe, people of color, LGBTQ individuals, women, people of faith, people with disabilities, 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 we must continue to be intentional in our efforts to focus on diversity, equity, and inclusion (DEI) as core elements of our operations and culture. At Pew, our DEI journey involves direct and candid conversations throughout the organization about how we can improve. 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, celebrating progress, and advancing together.

The following are some of the steps we’ve taken recently:

  • Continued advancing progress on our institutional DEI roadmap, a collaborative plan that guides the organization and aligns us in our DEI efforts.
  • Initiated a pilot group to collaborate and apply a DEI lens to our programmatic work, internal operations, and workplace culture.
  • Continued incorporating DEI perspectives into the Trusts’ research and policy projects.
  • Broadened and deepened Pew Research Center’s research agenda that focuses on race and ethnicity to explain differences in the full spectrum of the American experience, including economics, family, work, politics, technology, identity, and faith.
  • Provided learning sessions for staff, with insights from experts that help create a culture of belonging and that focus on well-being.

Another way we seek to advance DEI is through transparency and 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, 2024.

Our DEI efforts strengthen our collective ability to make a difference in the world. We will continue to report on our progress at Pew and on our broader mission of making a difference in our communities.

Susan K. Urahn
President and CEO

Workforce Demographics

Data as of June 30, 2024

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 members as a whole and the race and ethnicity of Pew executives. The top set shows that among Pew’s executives, meaning staff members at the vice president level and above, 50% identify as White, as shown by a gray bar; 30% as Black or African American, illustrated with a dark blue bar; and 15% as Asian, shown by a light blue bar. In addition, 5%, shown by a pink bar, chose not to disclose. The bottom set shows eight horizontal bars, each representing a different race or ethnicity of Pew’s United States-based staff members. The gray bar illustrates that 60.6% of staff members identify as White; 16.4% as Black or African American, as shown by a dark blue bar; 9.2% as Asian, as shown by a light blue bar; 6% as Hispanic or Latino, shown in teal; 3.9% 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, 3.4%, shown by a pink bar, chose not to disclose. Data is as of June 30, 2024. Percentages may not add up to 100% due to rounding. Race and ethnicity designations for United States-based staff are defined by the Equal Employment Opportunity Commission and are voluntarily collected consistent with federal law.
Two sets of stacked horizontal bar charts detail the self-selected race and ethnicity of Pew’s United States-based staff members as a whole and the race and ethnicity of Pew executives. The top set shows that among Pew’s executives, meaning staff members at the vice president level and above, 50% identify as White, as shown by a gray bar; 30% as Black or African American, illustrated with a dark blue bar; and 15% as Asian, shown by a light blue bar. In addition, 5%, shown by a pink bar, chose not to disclose. The bottom set shows eight horizontal bars, each representing a different race or ethnicity of Pew’s United States-based staff members. The gray bar illustrates that 60.6% of staff members identify as White; 16.4% as Black or African American, as shown by a dark blue bar; 9.2% as Asian, as shown by a light blue bar; 6% as Hispanic or Latino, shown in teal; 3.9% 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, 3.4%, shown by a pink bar, chose not to disclose. Data is as of June 30, 2024. Percentages may not add up to 100% due to rounding. Race and ethnicity designations for United States-based staff 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, 2024, including that that our workforce continues to be composed predominantly of women. The top 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 45% of executives, and men (in dark blue) represent the other 55%. The bottom graphic details gender representation among all staff members 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, 64.2% of Pew’s global staff members identified as women, 34.8% as men, 0.7% as nonbinary/gender nonconforming, and 0.3% chose not to disclose. Percentages may not add up to 100% due to rounding.
As of June 30, 2024, the average age of staff members at Pew is 43 years. A doughnut-shaped graphic is broken into five sections, each representing a different age range of Pew’s global workforce. The dark blue section shows that the largest group, at 32.7%, is in the 30 to 39 age range. The second-largest section, at 31.3%, includes ages 40 to 49, and is in light blue. Staff members ages 50 to 59, in teal, account for 17.3%. Staff members ages 20 to 29, in orange, make up 10.8%, and those ages 60 and older, in green, represent the smallest portion at 7.9%. 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.

Trust Magazine

Notes from the President

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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