Our commitment
We are committed to inclusion and belonging within The Economist Group. We actively foster an environment where all are seen, heard and supported to succeed.
Our colleagues are our greatest asset and we actively invest in our people and their professional development.
Our recruitment approach looks to attract candidates from a wide range of backgrounds, focused on the skills and capabilities of candidates. We train our hiring teams and managers on the importance of an inclusive culture. We welcome and celebrate applicants regardless of ethnicity, sex, gender, race, age, religious belief, disability, sexual orientation, socio-economic status, neurodiversity and perspective.
We are committed to cultivating a company that promotes an inclusive mindset and stands against all forms of discrimination.
We strive to foster a respectful working environment where everyone can thrive and feel able to be themselves, share opinions and be valued.
of colleagues are women
of colleagues are black, asian, multi or diverse ethnicity/race
of our global top pay quartile are women*
*annual base salaries, adjusted for purchasing power parity
Affinity groups
Our affinity groups represent our belief in the rights and freedoms of individuals and encourage our colleagues to connect with and contribute to a more diverse and inclusive culture.
TEG in Colour, which encourages ethnically-diverse identities to come together to achieve more inclusive and more sustainable business objectives for the Group, which in turn will benefit colleagues, clients and the Group
Immigrants of All Kinds, which aims to create an inclusive support network for colleagues affected by immigration and for colleagues who want to learn, engage and advocate as allies
Minds of All Kinds, which brings awareness to mental health and wellbeing by providing a supportive community to fellow colleagues and champions “minds of all kinds"
PRIDE@TEG, which promotes acceptance and support for LGBTQ+ colleagues and allies, and engages the Group and the wider community in debate and activism on LGBTQ+ issues
Women of TEG, which supports, promotes, empowers and recognises the women of The Economist Group
VOICES, which focuses on India— Gurugram is home to our second-largest office worldwide—and continues to ensure an equal workplace where all voices are heard
Bodies of All Kinds, which fosters an inclusive environment that supports and empowers colleagues with visible and invisible disabilities, long-term health conditions or who are caregivers. Its mission is to raise awareness, advocate for accessibility and celebrate diverse abilities at The Economist Group
Families of All Kinds, where colleagues can exchange news, views, advice and information and links.
Inclusion in practice
Talent acquisition
In our recruitment efforts, we prioritise reaching a wide array of talented individuals through a variety of channels. We seek to attract candidates from a wide range of backgrounds, focused on the skills and capabilities of candidates. We carefully craft our job descriptions to be clear and welcoming to all applicants and make continual improvements to the accessibility of our job adverts. Additionally, we equip our hiring managers with the necessary resources and training to conduct thoughtful evaluations of all candidates.
Career progression
We are committed to fostering a wide range of perspectives across our career development and executive leadership programmes. To support this, we provide clear frameworks that enable career progression across the organisation. Our digital platforms also allow colleagues to create personalised learning paths aligned with their individual goals, helping everyone to grow and progress in a way that reflects their strengths and ambitions.
Inclusivity at work
Data on the composition of our Group by gender, race and ethnicity can be found here and that of our editorial staff can be found here.
We provide reports to our leaders with data on the gender pay gap. For further details, see our most recent gender pay gap reports: 2023, 2024, 2025.
To ensure we are listening to our colleagues and to measure our progress we run an annual, independent and anonymous “Your Voice” global employee engagement survey.
Our policies and practices support belonging, wellbeing, mental health, anti-harassment and anti-discrimination. We have a whistleblower hotline for any confidential conversations our colleagues need to have with a third party.