Our Commitment to Diversity, Equity, and Inclusion
The American Institutes for Research® (AIR) has a drive to contribute to a more equitable world rooted in a framework that centers on diversity, equity, and inclusion (DEI) values. We can’t be true to our mission, much less achieve it, without a DEI perspective that encompasses the unique life and community experiences of our staff.
By fostering an environment that embraces diverse perspectives, abilities, racial/ethnic and cultural backgrounds, ages, gender identities and expressions, educational experiences, and life stories, we provide every employee with opportunities to contribute a broad range of perspectives, along with the tools needed to drive innovation and engagement.
AIR maintains a work environment that respects all individuals’ dignity, and we consciously invest in diversity among staff members, senior leadership, and the board. Organization-wide and in every stage of our work, from strategy formulation through results assessment, we coach staff members to engage in intentional and comprehensive efforts to integrate DEI into their projects.
By converting purpose to practice, we empower our people to achieve ambitious goals aligned with our core mission—an approach that also strengthens our performance as an employer.
The Four Pillars of Diversity, Equity, and Inclusion at AIR
- Positive work environment. Maximizing the potential of all staff and fostering a positive work culture in a dispersed work environment.
- Cultural competence in our work. Delivering research and technical assistance services that reflect an understanding of the culture and world view of our clients, communities and audiences globally.
- Mission-driven work. Building our reputation as a leader in the field of behavioral and social science research and technical assistance with a global focus on diversity, equity, and inclusion.
- Growth and sustainability. Supporting growth and vitality of the institution to meet emerging needs globally.
Cultural and Linguistic Competence (CLC)
Respect for and responsiveness to diverse cultural and linguistic needs are critical to AIR’s ability to fulfill our mission. Read more about how CLC is infused into the work that we do.
President's Message on Diversity and Inclusion
AIR CEO David Myers outlines his commitment to diversity, equity, and inclusion.
CEO Action Pledge
AIR's David Myers joined more than 900 CEOs of the world’s leading companies and business organizations in signing the CEO Action Pledge for Diversity & Inclusion.
The AIR Diversity, Equity, and Inclusion Council
The DEI Council is a strategic partner to the Office of Diversity, Equity, and Inclusion in driving DEI initiatives and benchmarking success against expectations and goals. Read more about the DEI Council.
Employee Resource Groups (ERGs)
Voluntary, employee-led, and open to all staff members, AIR’s ERGs play a prominent role in fostering a diverse and inclusive workplace and executing our diversity, equity, and inclusion strategy. Read more about AIR’s eight ERGs.
Pipeline Partnership Program (P3)
A joint venture among AIR; Georgia State University in Atlanta; Howard University in Washington, D.C.; and the University of Texas at San Antonio, the P3 is intended to foster diversity in the next generation of research and technical assistance professionals. Read more about the P3.
Employees and Job Applicants
As an organization, we are committed to meeting federal and state regulatory mandates and to ensuring nondiscrimination based on race, color, national origin, gender, disability, veteran status, sexual orientation, gender identity and expression, marital status, age, religion or creed.
If you need a reasonable accommodation for any part of the employment process due to a disability, please send an email to Taliba Boone or call (202) 403-5000.
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Research and Resources
- Diversity, Equity, and Inclusion Annual Report
- AIR's Equity Initiative invests in institutional and individual capacity to build diverse and inclusive ways to generate and use evidence about equity. Learn more about the Equity Initiative.
- AIR contributed an article, "From Curb to Gate: Improving Air Travel for People with Disabilities," in the Fall/Winter 2020 issue of Diverseability magazine.
- Standing for Healing and Justice, a statement from former President and CEO David Myers and Chief DEI Officer Karen Francis on June 1, 2020, about the protests following the death of George Floyd.
- Making Progress on Our Diversity and Inclusion Journey
- DEI Benchmarking: In addition to monitoring and measuring DEI activities and achievements internally, it is essential to engage external experts and participate in independent audits that benchmark our progress against industry standards. Read more about our approach to benchmarking.
- AIR has received honors and awards for our commitments to DEI:
- Seramount 2022 Best Company for Executive Women
- Disability Equality Index 2022 Best Place to Work for Disability Inclusion
- Seramount 2022 Best Companies for Multicultural Women
- Seramount 2021+ Best Company for Multicultural Women
- Seramount 2021 Top Companies for Executive Women list
- Seramount 2021 100 Best Companies list
- Seramount Inclusion Index
- DiversityMBA 50 Out Front Best Places to Work for Women & Diverse Managers, including:
- 2021 50 Out Front, Specialty List: Top 5 Companies (AIR is listed under Pay Equity)
- Best in Class Companies
- AIR was featured in the following Diversity in Action magazine features:
- “DEI Executive at AIR Advocates for Underrepresented Employees” (November/December 2021)
- "Celebrating Veterans" (November/December 2019)
- "Educational Equity" (Summer 2019, PDF)
- "Champions of Inclusion" (March/April 2019, PDF)