2020 Inclusion Report

A Culture of Inclusion

At Gannett, inclusion is core to our business. It touches all aspects of our company culture and every initiative we undertake — our attraction, retention, and engagement efforts; our programs, policies, and practices; how we connect, empower, and invest in our employees. And as a media company, inclusivity influences the stories we tell, the products we create, and how we connect and partner with businesses and communities.

We are accountable and committed to focusing on greater inclusion of Women, People of Color (including American Indian or Alaska Native; Asian; Black or African American; Hawaiian or Pacific Islander, Hispanic or Latino and Middle Eastern or North African backgrounds), LGBTQ+, those with differing abilities, those having military experience, and more underrepresented groups at every level of our workforce. Beginning with our Board of Directors and our Executive Leadership Team, this commitment extends throughout the organization.

Being The Change

We all have a shared responsibility for attracting and retaining a workforce that is reflective of the diverse world in which we live. This commitment is critical in advancing in our journey and promoting a culture of belonging. To drive positive and meaningful change — and further support an extraordinary culture where everyone can thrive — we must reimagine how we operate as a company. As such, Gannett has committed to the following goals and actions:

Our Goals by 2025:

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By the end of 2021, expand the demographic data we track, providing employees the opportunity to voluntarily self-identify in order to better understand and serve our workforce, including those who are living with a disability, are LGBTQ+, or have military experience
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Provide further breakdowns of our workforce by functional areas
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Achieve year-over-year improvement in overall workforce representation
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Increase the representation of People of Color in leadership positions by 30%
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Achieve racial and gender parity with the diversity of our nation, throughout our workforce

Our Actions – We Will:

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Be more transparent in sharing our workforce demographics both internally and externally, as well as regularly measuring our progress
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Further invest in training for managers—who have the most impact on employee experiences
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Continue to evaluate and improve our People Programs (Recruitment & Hiring; Learning & Career Development; Succession Planning; Engagement; Retention; Competitive Pay & Benefits; Training; Policies; as well as continuing to educate employees as to all the available channels for reporting discrimination and policy violations) to ensure everyone has equal access and opportunities to thrive in a safe, welcome and respectful environment
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Hold our Leadership accountable to meet defined objectives as identified in the annual goal setting process

Representation Trends 2020 – 2021

As we do everything we can to accomplish our goals around inclusion, diversity and equity, transparency is of the utmost importance. Below is our current demographic trends, year-over-year. Further down you will find even more detail about our most recent data.