Commitment. Action. Results. Progress.

At the Ford Foundation, diversity, equity, and inclusion are at the core of who we are. Our commitment to these values is unwavering - across all of our work around the world. They are central to our mission and to our impact. We know that having varied perspectives helps generate better ideas to solve the complex problems of a changing—and increasingly diverse—world.


We believe that diversity is a mission-critical piece of our culture, and that without equity and inclusion, it would be impossible for our diverse staff to do their best work fighting inequality in the world. 

Since 2015, we have taken action to infuse these values throughout our internal culture, systems, and practices. We have taken deliberate steps to strengthen our ability to recruit and retain exemplary diverse staff and leadership. We have undertaken reviews and audits of pay, policies, practices, and procedures to ensure they support our values and enable our employees around the world to do their best work. We hire consultants and vendors who demonstrate a commitment to diversity and inclusion. Our grantmaking favors organizations and institutions that reflect that commitment and we are working to ensure that our building meets the highest standards of openness and accessibility.

And we’re seeing the results.


2021 Results

Data as of December 2020

Trustees

54%

Executive Leadership

78%

Directors

47%

Promotions

70%

Trustees

54%

Executive Leadership

67%

Directors

54%

Promotions

70%


We know that as a result of our progress, we have changed the conversations we are having as an organization and paved the way for deeper, more lasting and inclusive change. Moving forward, we will continue to view our progress through the same social justice lens that drives Ford’s external efforts to ensure that our culture is a reflection of the just world we wish to create.

Our Values

Diversity, equity, and inclusion mean many things to many people. To us…

Diversity is the representation of all our varied identities and differences (race, ethnicity, gender, disability, sexual orientation, gender identity, national origin, tribe, caste, socio-economic status, thinking and communication styles, etc.), collectively and as individuals. We seek to proactively engage, understand, and draw on a variety of perspectives. We believe that the solution to the problems we hope to address through our grant making can be found by affirming our similarities, as well as by finding value in our differences.

Equity seeks to ensure fair treatment, equality of opportunity, and fairness in access to information and resources for all. We believe this is only possible in an environment built on respect and dignity.

Inclusion builds a culture of belonging by actively inviting the contribution and participation of all people. We believe every person’s voice adds value, and we strive to create balance in the face of power differences. We believe that no one person can or should be called upon to represent an entire community.

Our Employee Resource Groups (ERGs)

Last year, we established nine (10) Employee Resource Groups (ERGs). ERGs bring together employees from different levels and departments to build community and a sense of belonging. They are a powerful center of engagement and meaningful interactions for so many.

  • API ERG
  • Black Leaders Advancement Circle (BLAC)
  • Caregivers
  • Disability
  • Jesus Table Talk
  • Healing for Justice
  • LatinX/BlatinX
  • LGBTQIA+
  • Mixed Roots
  • Sisters in Solidarity

2021 Diversity and Inclusion Update

Download PDF Report (7MB)

Fighting inequity on a global stage begins inside. We continually assess our own practices, processes, and culture. Turning the tide together, our disability inclusion journey, is just one example of how we tackle engrained social norms and discrimination to make lasting change in our own organization and around the world.

The Ford Foundation’s annual Diversity, Equity, and Inclusion (DEI) Report describes our ongoing efforts to shape a more diverse, inclusive, and equitable future. The purpose of this report is to articulate our approach, to lift up our successes, and to acknowledge where we have opportunities for enhancement.

We are pleased to present our latest findings and hope you’ll take a moment to look through the report and its highlights.

Please note: In the charts below, ​ “Croner” references a survey of Diversity, Equity and Inclusion practices conducted by The Croner Company and sponsored by Ford Foundation. 33 large foundations with assets greater than $2 billion were invited to participate. 16 submitted data.

The Ford Foundation, by gender

All Staff

  Female Male Undeclared
Croner 68% 32%  
2020 64% 36% 0.47%
2019 62% 38%  
2018 60% 40%  
2017 58% 42%  
2016 58% 42%  

Trustees

  Female Male
Croner 43% 57%
2020 54% 46%
2019 50% 50%
2018 50% 50%
2017 50% 50%
2016 45% 55%

Executive Leadership Team

  Female Male
Croner 50% 50%
2020 67% 33%
2019 65% 35%
2018 22% 78%
2017 22% 78%
2016 22% 78%

Directors

  Female Male
Croner 61% 39%
2020 54% 46%
2019 56% 44%
2018 53% 47%
2017 53% 47%
2016 61% 39%

Program Officers

  Female Male
Croner 70% 30%
2020 65% 35%
2019 64% 36%
2018 66% 34%
2017 66% 34%
2016 61% 39%

The Ford Foundation, by Race and Ethnicity

US only

All Staff

  White Black or African American Asian Hispanic or Latino Two or More Races Native Hawaiian, Other Pacific Islander Native American or Alaska Native
Croner 57% 13% 14% 11% 4% 0% 0%
2020 42% 23% 20% 11% 4% 0% 0%
2019 43% 20% 21% 11% 4% 0% 1%
2018 46% 18% 18% 12% 5% 0% 1%
2017 47% 18% 18% 13% 3% 0% 1%
2016 47% 18% 19% 12% 4% 0% 0%

Executive Leadership Team

  White Black or African American Asian Hispanic or Latino Two or More Races Native Hawaiian, Other Pacific Islander Native American or Alaska Native
Croner 64% 14% 14% 6% 3% 0% 0%
2020 23% 45% 23% 9% 0% 0% 0%
2019 29% 29% 29% 13% 0% 0% 0%
2018 67% 11% 0% 11% 11% 0% 0%
2017 67% 11% 0% 11% 11% 0% 0%
2016 67% 11% 0% 11% 11% 0% 0%

Directors

  White Black or African American Asian Hispanic or Latino Two or More Races Native Hawaiian, Other Pacific Islander Native American or Alaska Native
Croner 61% 13% 12% 9% 4% 2% 0%
2020 53% 19% 23% 5% 0% 0% 0%
2019 54% 16% 24% 4% 2% 0% 0%
2018 51% 30% 15% 4% 0% 0% 0%
2017 55% 24% 18% 3% 0% 0% 0%
2016 53% 26% 18% 3% 0% 0% 0%

Program Officers

  White Black or African American Asian Hispanic or Latino Two or More Races Native Hawaiian, Other Pacific Islander Native American or Alaska Native
Croner 52% 17% 13% 12% 4% 1% 1%
2020 35% 26% 13% 23% 3% 0% 0%
2019 32% 20% 16% 22% 6% 4% 0%
2018 32% 10% 15% 28% 10% 5% 0%
2017 30% 20% 16% 22% 6% 4% 0%
Croner 58% 14% 13% 12% 3% 0% 0%

Operations Managers

  White Black or African American Asian Hispanic or Latino Two or More Races Native Hawaiian, Other Pacific Islander Native American or Alaska Native
Croner 62% 6% 14% 14% 3% 0% 0%
2020 45% 15% 30% 5% 5% 0% 0%
2019 45% 15% 30% 5% 5% 0% 0%
2018 63% 4% 25% 4% 4% 0% 0%
2017 64% 8% 24% 4% 0% 0% 0%
2016 65% 5% 22% 8% 0% 0% 0%