Story at a glance
- The report found that people of color were underrepresented among The New York Time’s staff.
- Currently, people of color make up 33 percent of the paper’s staff, and 23 percent hold leadership roles.
- In response to the review, the Times committed to increase the percentage of Black and Latino employees in leadership roles by 50 percent by 2025 and will create a new diversity office in its human resources department.
The New York Times has laid out a plan to build a “more diverse, equitable and inclusive” business after the paper released the results of an eight-month internal review of its workplace culture and diversity on Wednesday.
The report based on interviews with more than 400 employees said that while the paper has made strides in diversity in recent years, “The Times is a difficult environment for many of our colleagues, from a wide range of backgrounds.”
The investigation, which was commissioned in June as protests against racial inequality swept the nation, found that Black and Latino people were underrepresented in leadership positions, while some Asian American employees said they felt “invisible and unseen” to the point of being called by the name of a different colleague of the same race.
“Our current culture and systems are not enabling our work force to thrive and do its best work,” the report said. “This is true across many types of difference: race, gender identity, sexual orientation, ability, socioeconomic background, ideological viewpoints and more. But it is particularly true for people of color, many of whom described unsettling and sometimes painful day-to-day workplace experiences.”
Currently, people of color make up 33 percent of the paper’s staff, and 23 percent hold leadership roles. Just 5 percent of the company’s leadership roles are held by Black people and 4 percent by Latino employees, while Asians make up 12 percent. Native American employees represent less than 1 percent of all staffers.
In response to the review, the Times committed to increase the percentage of Black and Latino employees in leadership roles by 50 percent by 2025 and will create a new diversity office in its human resources department. Diversity and inclusion will also be factored into employee assessment and compensation beginning next year.
The report was led by editors Amber Guild, Carolyn Ryan and Anand Venkatesan.
READ MORE LIKE THIS FROM CHANGING AMERICA