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Inclusion and Diversity

President’s Message on Inclusion And Diversity

It is my sincere belief that we derive strength from diversity. If Brookings is to continue to play a leading role across its fields of study, we must commit to reflecting—in personnel and diversity of perspective—the global community we aim to serve. For this reason, I intend to make inclusion and diversity, or I&D, central to every aspect of Brookings’s work in the future.

Inclusion and diversity is deeply personal to me. In my 45-year career as a national security professional and Marine Corps General, I had the great fortune to serve alongside so many extraordinary men and women that came from all walks of life. Their diverse backgrounds, experiences, and perspectives challenged us to be better. I understood the importance of promoting diversity and inclusivity—of acknowledging where we have work to do, and committing to improvements.

As part of Brookings’s commitment to I&D, we are now making demographic information on our workforce and our board publicly available. Transparency is an important step towards keeping us accountable and something I’m proud to say is a relative first within the think tank community. To see these statistics, and for more information about our I&D efforts, visit our Brookings workforce demographics page.

This demographic information is just part of the story. Diversity among our staff—in terms of race, gender, and identity—is critical to our strength as an Institution. But so is inclusion. This means ensuring that that each individual is heard, appreciated, and empowered to fully participate in Brookings’s mission. I have tasked our I&D Committee to help ensure new recommendations and initiatives are adopted consistently and thoroughly throughout the Institution. I also intend to dedicate a great deal of my time to ensuring these efforts are fully realized.

– John R. Allen

Policy Statement on Inclusion and Diversity

Brookings recognizes that in order to produce high-quality research that informs innovative, practical policy recommendations, we need to ensure that our personnel represent a diversity of thought, experience and personal background. Such diversity within the workforce enhances the relevance and substance of our work, and also helps us adhere more closely to our guiding principles of quality, independence and impact.

At Brookings, diversity is defined as the characteristics and attributes that make each one of us unique. Diversity has many dimensions, including race, gender, and physical ability. Other important dimensions may include, but are not limited to, ethnicity, national origin, nationality, religion, veteran status, sexual orientation, gender identification, and age. Even more broadly, diversity includes geographic location, work experience, family status, socio-economic class, and diversity of political thought. Our goal is to leverage the varied experiences and ideas that each individual brings for the good of the organization overall.

With fair and transparent business practices, clear communication, mutual respect, and a collaborative atmosphere that offers both professional and personal development opportunities, Brookings offers an inclusive and welcoming workplace that values the efforts of all contributors.

For more information, contact

View data on the demographics of the Brookings workforce.

View data on the demographics of the Brookings Board of Trustees.

Read a literature review by our Inclusion and Diversity Committee on the case for diversity at Brookings.

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