Diversity and Inclusion
A commitment to inclusivity and diversity is a core value at The Open Society Foundations. It informs who we are in fundamental ways, and guides us in our:
- grant making and advocacy;
- hiring and promotions; and
- the way we interact with each other every day.
The Open Society Foundations strives to be a place where people of diverse backgrounds and multiple identities can bring their whole selves to their work, with confidence they will be treated with respect and valued for who they are.
Fundamentally, we want everyone who works at, or with, the Open Society Foundations to be confident and comfortable in thoughtfully voicing their opinions and concerns without fear of humiliation, persecution, or retaliation, regardless of position, place, or background.
We believe inclusion and diversity are basic building blocks of open societies. People build stronger bonds with each other when they treat each other inclusively – and respect a diversity of opinions and backgrounds.
This is also true in the workplace. We believe a diverse workplace is a strong, resilient workplace. In the end, our focus on diversity and inclusivity makes OSF a better place to work, even as it puts us in a stronger position to achieve our goals.
Just as we work hard to evaluate – and improve upon – our efforts to pursue social justice and inclusion in the field, we also work to follow through on our commitment to diversity in the workplace.
We are gathering data and regularly reporting on the composition of our staff by race and gender.
We are presenting some of our findings below because we believe sharing this information helps hold ourselves accountable as we strive to live up to our ideals.
The data presented here is based on information collected by Human Resources through voluntary self-identification by staff as part of the onboarding process. Nearly all Open Society employees elected to self-identify as either male or female (staff also have the option to self-identify as unspecified). But many employees declined to self-identify by race (in 2017 across levels, approximately 32% of employees in the U.S. and approximately 17% in the U.K.). In Hungary, we were not permitted by law to collect information on employees’ race.