Chairs arranged in a circle
Ford Foundation staff group photo outside New York office
Woman seated in wheelchair speaking to group
Cup of pencils

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.

Our leadership



Our staff

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.

2022 new hires by gender identity

Category Percent of new hires Overall representation at Ford
Female 63% 61%
Male 22% 34%
Gender non-conforming 0% 3%
Undeclared 15% 2%

2022 new hires by race/ethnicity
(U.S. only)

Category Percent of new hires Overall representation at Ford (U.S.)
White 27% 34%
Asian 30% 21%
Black or African American 14% 21%
Hispanic or Latino/a/x 16% 12%
Native Hawaiian or Pacific Islander 2% <1%
Two or more races 5% 5%
Undeclared 8% 5%

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.

2022 promotions by gender identity

Category Percent of promotions Overall representation at Ford
Female 68% 61%
Male 29% 34%
Gender non-conforming 3% 3%
Undeclared 0% 2%

2022 promotions by race/ethnicity
(U.S. only)

Category Percent of promotions Overall representation at Ford (U.S.)
White 28% 34%
Asian 24% 21%
Black or African American 20% 21%
Hispanic or Latino/a/x 20% 12%
Two or more races 8% 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.

2022 departures by gender identity

Category Percent of departures Overall representation at Ford
Female 71% 61%
Male 20% 34%
Gender non-conforming 0% 3%
Undeclared 8% 2%

2022 departures by race/ethnicity
(U.S. only)

Category Percent of departures Overall representation at Ford (U.S.)
White 44% 34%
Asian 25% 21%
Black or African American 13% 21%
Hispanic or Latino/a/x 6% 12%
Two or more races 13% 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 2023 report