Our diversity numbers
Ten years ago, we embarked on a journey to cultivate a more diverse and inclusive workplace.
Today, we’re proud to say that our staffing is more diverse than ever before—from our board of trustees to our executive leadership team to our administrative support staff.
While the data on this page is focused on the demographics that have traditionally been required by the U.S. Equal Employment Opportunity Commission (EEOC), we plan on sharing reporting category details as staff members choose to self identify.
The true measure of our commitment to DEI lies not in our words but our actions—how we lead, how we support, and how we create opportunities for all individuals to thrive and reach their full potential at the foundation.
Diane Headley
Vice President and Chief People Officer
Our leadership
Our staff
Darker shaded countries represent self-identified nationalities of our staff members.
Data as of December 2023
- 423 employees
- 11 office locations
- 293 working at our New York office
- 130 working at our African, Asian, and Latin American offices
Growing and retaining a diverse workforce
New hires
As a social justice organization, we recognize the importance of having a team that represents the communities we serve. Our approach is simple yet effective: We ensure that every final recruitment slate includes a diverse candidate pool. As a result, our hiring managers meet a robust pool of talented individuals from diverse backgrounds. This ultimately leads to more diverse hires at every organizational level.
2023 new hires by gender identity
| Category | Percent of new hires | Overall representation at Ford |
|---|---|---|
| Female | 52% | 59% |
| Male | 30% | 34% |
| Gender non-conforming | 7% | 3% |
| Undeclared | 11% | 4% |
2023 new hires by race/ethnicity
(U.S. only)
| Category | Percent of new hires | Overall representation at Ford (U.S.) |
|---|---|---|
| White | 24% | 36% |
| Asian | 19% | 23% |
| Black or African American | 26% | 22% |
| Hispanic or Latino/a/x | 19% | 6% |
| Native Hawaiian or Pacific Islander | 0% | 1% |
| Two or more races | 2% | 5% |
| Undeclared | 10% | 6% |
Promotions
Over the past five years, promotions of BIPOC people have increased significantly, with a balanced breakdown by specific race and ethnicity categories. This includes 28% white staff, 20% Black or African American, 24% Asian, 20% Hispanic or Latino, and 8% two or more races. Because we believe in promoting from within the organization, we are particularly thrilled to see millennials being moved to more senior positions.
2023 promotions by gender identity
| Category | Percent of promotions | Overall representation at Ford |
|---|---|---|
| Female | 70% | 59% |
| Male | 25% | 34% |
| Gender non-conforming | 0% | 3% |
| Undeclared | 5% | 4% |
2023 promotions by race/ethnicity
(U.S. only)
| Category | Percent of promotions | Overall representation at Ford (U.S.) |
|---|---|---|
| White | 33% | 36% |
| Asian | 29% | 23% |
| Black or African American | 29% | 22% |
| Hispanic or Latino/a/x | 4% | 6% |
| Two or more races | 4% | 5% |
Departures
We’ve noticed the highest turnover rates among administrative staff and individual contributors who often seek career growth, which can be limited at Ford because of our size. However, we’re committed to supporting our staff in reaching their goals. Last year, 42% of non-program officer departures in the U.S. were among women of color, reflecting our general population. Although we saw a higher turnover rate among women, the majority were mid-career, which is expected.
People of color comprise 56% of our staff, and we see alignment in turnover for this group. In 2022, we also saw a decrease in the departures of Black or African American staff. While we had more departures of white women than represented in the general population, men of color were underrepresented in departures. The majority of those who left the foundation in 2022 were millennials, who were seeking change in their careers.
2023 departures by gender identity
| Category | Percent of departures | Overall representation at Ford |
|---|---|---|
| Female | 62% | 59% |
| Male | 36% | 34% |
| Gender non-conforming | 2% | 3% |
| Undeclared | 0% | 4% |
2023 departures by race/ethnicity
(U.S. only)
| Category | Percent of departures | Overall representation at Ford (U.S.) |
|---|---|---|
| White | 38% | 36% |
| Asian | 16% | 23% |
| Black or African American | 13% | 22% |
| Hispanic or Latino/a/x | 25% | 6% |
| Two or more races | 6% | 5% |
Learn more about our efforts
Every year, we undertake a foundation-wide analysis of our ongoing efforts to build a more diverse, inclusive, and equitable future, both internally and externally. The purpose of this report is to articulate our approach, share our progress, and acknowledge our opportunities for learning and growth.
Download the 2024 report