Our commitment
We are committed to diversity and inclusion 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.
In line with our company’s mission and values, we actively work to attract, recruit, support and retain the best talent from a diversity of backgrounds. 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 recognise that inequalities exist and are committed to removing the barriers to achieving workplace flexibility, equality and inclusivity. 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
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
TEG in Colour is a community for people with ethnically diverse identities, and their allies. Members are passionate about improving inclusion across the business and measuring the impact of policies designed to create an open and safe environment.
Minds of All Kinds
Minds of All Kinds brings awareness to mental health, wellbeing and neurodiversity. We are committed to providing a safe, supportive and judgment-free community.
TEG Sustainability
The Economist Sustainability Group weaves sustainable business practices into our strategic commitment to reduce our carbon emissions.
WILDE
WILDE champions the rights of LGBTQ+ people around the world, aligning with the Group’s founding mission of supporting individual freedoms.
Women of TEG
Women of TEG supports our company’s goal to attract, develop and retain women at all stages of their careers.
Equity, diversity and inclusion in practice
We are proactive in setting clear goals to become a more diverse and inclusive company. We aim to create an environment and a business where success is fueled by diverse points of view.
Talent management and career progression
In recruitment we use a number of specialist job boards that provide access to a diverse pool of candidates across factors, including but not limited to gender, race, disability and socio-economic status. Our job descriptions are run through a decoder tool to ensure neutrality in wording and we regularly review the accessibility of our job adverts. Our shortlisting process ensures gender-balance and inclusion of under-represented groups, and hiring managers are provided with tools and training to ensure a fair recruitment process.
The senior leadership and HR teams ensure diversity of participants within our career development and executive leadership programmes. Career-path frameworks support progression within the organisation, and digital platforms enable colleagues to build personalised learning paths.
Inclusivity at work
We are proud of the progress we have made and recognise the critical work ahead. Our internal Diversity Task Force, in partnership with skilled Diversity Equity and Inclusion practitioners, supports the development and implementation of our inclusion strategy. 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.
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.
We are conscious of, and intentional about reducing the gender pay gap. We provide quarterly and annual reports to our leaders with data on the gender pay gap, as well as on ethnicity and gender, to enable them to effectively evolve our inclusion strategy. For further details see our most recent gender pay gap reports: 2019, 2020, 2021, 2022.
Our policies and practices support diversity and inclusion, 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.