Diversity and Inclusion at RAND

Creativity thrives where differences in viewpoints and experiences are welcome. At RAND, we believe that diversity and inclusiveness enrich the content, accessibility, and practicality of our research and analysis. Multidisciplinary teams are a hallmark of RAND research, and we strive to create diverse teams to help ensure that our research incorporates many perspectives.

RAND employees hail from 50 countries and speak 80 different languages. Our diversity is also reflected in the global scope of our research, which aspires to improve the health, safety, security, and prosperity of individuals and communities throughout the world.

President's Message on Diversity and Inclusion

RAND's stature and success at tackling the most complex policy problems can be traced to the institution's core values of quality and objectivity. As we have said in many settings, those values are reinforced when our work can draw on a diversity of talents, experiences, and perspectives.

This is true for several reasons. RAND is a creative organization that thrives on new ideas and spirited debate. Homogeneity along any dimension works against these objectives. Second, to carry out our mission of improving policy and decisionmaking through research and analysis, we have to address the practicalities of alternative policy prescriptions. Our research teams must be able to understand the effects of policies and decisions on all parts of society. Homogeneity works against such understanding, too. Third, it is essential that we avoid any actual or apparent connection to any particular ideological or partisan position. Diversity helps guard against that.

In our view, there are two ingredients—both essential—to the kind of diversity that reinforces quality and objectivity. The first is a diverse staff and an inclusive environment in which effective teamwork is a defining advantage. Thus, we need a staff that is diverse in terms of academic training, work experience, political and ideological outlook, as well as race, gender, ethnicity, and the many other attributes that make us all unique. But, since we can never hope to have all skills, experiences, and viewpoints represented among our staff, the second is a commitment to involving others from outside the institution to supplement and strengthen the diversity of the RAND staff. Because diversity is so vital to the core values at the root of RAND's success, we must have unsurpassed commitments to both ingredients, as well as a commitment to continuous improvement.

Michael Rich, President and CEO

2018 Workforce Composition

RAND's mission—to help improve policy and decisionmaking through research and analysis—drives our imperative to always use the best data available when evaluating problems and making recommendations for our clients, grantors, and other stakeholders.

When considering ways that RAND itself can measure our own success in creating a diverse and inclusive work environment, we too must turn to data. We are proud to join a growing group of organizations that believe that sharing the composition of our workforce is an important step toward fulfilling our commitment to fostering a diverse and inclusive workplace.

“Advancing diversity and inclusion is an important priority at RAND. Our integrity requires us to be transparent, to look to the numbers as indicators of opportunities for improvement, and to hold ourselves accountable with regard to our practices and our aspirations.”
— Michael Rich, President and CEO

U.S.-Based Staff

White Two or More Races Native American/Pacific Islander Hispanic/Latinx Black/African-American Asian 74% 3% 0% 5% 7% 10% RACE/ETHNICITY
49% 51% Male Female GENDER 6% 28% 26% 22% 14% 4% 1990-1999 1980-1989 1970-1979 1960-1969 1950-1959 Pre-1950 YEAR OF BIRTH

Percentages of RAND U.S. regular employees as of August 31, 2018 (1,599 employees). Race/ethnicity and gender categories are those used for workforce reporting to the federal government.

U.S.-Based Leadership

White Two or More Races Native American/Pacific Islander Hispanic/Latinx Black/African-American Asian 87% 2% 1% 0% 3% 7% RACE/ETHNICITY
56% 44% Male Female GENDER 23% 43% 31% 1% 0% 2% 1990-1999 1980-1989 1970-1979 1960-1969 1950-1959 Pre-1950 YEAR OF BIRTH

Percentages of RAND U.S. regular employees as of August 31, 2018 (91 employees). Leadership includes: chief executive officer, senior vice president, vice presidents, division directors, associate division directors, program directors, international center directors, major site directors, and directors in research and support departments. Race/ethnicity and gender categories are those used for workforce reporting to the federal government.

U.S.-Based Research Staff

White Two or More Races Native American/Pacific Islander Hispanic/Latinx Black/African-American Asian 82% 3% 0% 3% 3% 10% RACE/ETHNICITY
56% 44% Male Female GENDER 8% 1990-1999 1980-1989 1970-1979 1960-1969 1950-1959 Pre-1950 32% 26% 19% 10% 4% YEAR OF BIRTH

Percentages of RAND U.S. regular employees as of August 31, 2018 (895 employees). Research staff includes those in the following positions: research leadership roles, researchers, research analysts, research assistants, research programmers, and software engineers. Race/ethnicity and gender categories are those used for workforce reporting to the federal government.

U.S.-Based Research Leadership

White Two or More Races Native American/Pacific Islander Hispanic/Latinx Black/African-American Asian 85% 2% 0% 0% 4% 10% RACE/ETHNICITY
60% 40% Male Female GENDER 1990-1999 1980-1989 1970-1979 1960-1969 1950-1959 Pre-1950 0% 0% 25% 50% 23% 2% YEAR OF BIRTH

Percentages of RAND employees as of August 31, 2018 (52 employees). Research leadership includes those in the following positions: senior vice president, vice presidents, division directors, associate division directors, program directors, international center directors, major site directors, and research department directors. Race/ethnicity and gender categories are those used for workforce reporting to the federal government.

U.S.-Based New Hires in 2018

White Two or More Races Native American/Pacific Islander Hispanic/Latinx Black/African-American Asian 67% 4% 1% 8% 7% 12% RACE/ETHNICITY
22% 45% 15% 12% 6% 0% 1990-1999 1980-1989 1970-1979 1960-1969 1950-1959 Pre-1950 YEAR OF BIRTH 53% 47% Male Female GENDER

Percentages of RAND U.S. regular employees that were new hires for fiscal year 2018, from October 1, 2017 to September 30, 2018 (178 employees). Race/ethnicity and gender categories are those used for workforce reporting to the federal government.

U.S.-Based New Research Hires in 2018

White Two or More Races Native American/Pacific Islander Hispanic/Latinx Black/African-American Asian 71% 4% 0% 6% 4% 16% RACE/ETHNICITY
30% 44% 12% 10% 4% 0% 1990-1999 1980-1989 1970-1979 1960-1969 1950-1959 Pre-1950 YEAR OF BIRTH 55% 45% Male Female GENDER

Percentages of RAND U.S. regular employees that were new hires for fiscal year 2018, from October 1, 2017 to September 30, 2018 (82 employees). Research staff includes those in the following positions: research leadership roles, researchers, research analysts, research assistants, research programmers, and software engineers. Race/ethnicity and gender categories are those used for workforce reporting to the federal government.

Board of Trustees Composition

White Two or More Races Native American/Pacific Islander Hispanic/Latinx Black/African-American Asian 73% 7% 0% 4% 8% 8% RACE/ETHNICITY
73% 27% Male Female GENDER

Percentages of voting trustees as of September 30, 2018. Race/ethnicity and gender categories are those used for workforce reporting to the federal government.

NOTE: This page was updated to present age based on year of birth. An earlier version presented age based on generation.

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