A Culture of Inclusion
At Gannett, inclusivity is not just a mindset, it’s a continuous journey for our organization and employees at all levels. Inclusion, Diversity and Equity are core pillars of our organization and influence all that we do, from recruiting, development and retention, to day to day operations including hiring, onboarding, education, leadership training and professional development. We foster an environment that lifts all voices and welcomes everyone to take part in our journey into the future where every employee is heard, respected, and given an equal opportunity to thrive.
We are accountable and committed to focusing on greater inclusion of Women, People of Color, LGBTQ+, those with Differing Abilities, those having military experience, and other underrepresented groups across our workforce. Beginning with our Board of Directors and our Executive Leadership Team, this commitment extends throughout the organization.
Being The Change
In our approach to setting our Inclusion, Diversity & Equity goals and targets, we acknowledge that we need to change the way we operate and improve our workforce diversity. We’re confident this combination will help us build and maintain a culture of belonging.
Our Goals by 2025:
By 2021, expanded and more accurate demographic data to better understand and serve our workforce – including breakdowns of make-up by functional area and providing employees with more opportunities to be heard and voluntarily self-identify (ex. having a disability, LGBTQ+, having military experience, etc.)
A workforce being at parity with the diversity of the nation, including Women, People of Color, those with differing abilities, LGBTQ+, and those with military experience
Increased representation of People of Color in leadership positions by 30%
Year-over-year improvement in overall workforce representation
Our Actions – We Will:
Be more transparent in sharing our workforce demographics both internally and externally, as well as regularly measuring our progress
Further invest in training for managers—who have the most impact on employee experiences
Continue to evaluate and improve our People Programs to ensure everyone has equal access and opportunities to thrive in a safe, welcome and respectful environment
Hold our Leadership accountable to meet defined objectives as identified in the annual goal setting process
Workforce Demographics as of January 1, 2021**Race/Ethnicity data is US only. Gender data is global. All data is self-reported. Diversity data will be published here bi-annually.
Scroll through below to see our demographics by department.
Advertising & Marketing Solutions
Events & Promotions
Marketing & Strategy
Publishing & Consumer Services