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    • Column One
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      • Central Asia
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      • Kiribati
      • Kuwait

      • Kyrgyzstan
      • Laos
      • Lebanon
      • Macau
      • Malaysia
      • Maldives
      • Marshall Islands
      • Micronesia

      • Mongolia

    • Column Three
      • Myanmar

      • Nauru

      • Nepal

      • New Caledonia

      • New Zealand

      • Niue
      • North Korea

      • Northern Marianas
      • Oceania
      • Oman

      • Pakistan

      • Palau
      • Palestine

      • Papua New Guinea
      • Philippines
      • Qatar

      • Samoa
      • Saudi Arabia
      • Singapore

      • Solomon Islands

    • Column Four
      • South Asia
      • Southeast Asia
      • South Korea
      • Sri Lanka
      • Syria
      • Taiwan
      • Tajikistan
      • Thailand
      • Tibet
      • Tokelau
      • Tonga
      • Turkey

      • Turkmenistan

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      • Uzbekistan
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      • Yemen
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    • Sustainability
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  • Countries & Regions
    • Column One
      • Afghanistan

      • American Samoa

      • Armenia
      • Australia
      • Azerbaijan
      • Bahrain
      • Bangladesh

      • Bhutan

      • Brunei

      • Cambodia

      • Central Asia
      • China
      • Cook Islands

      • Cyprus
      • East Asia
      • East Timor
      • Fiji

      • French Polynesia

      • Georgia

      • Guam
    • Column Two
      • Hong Kong
      • India
      • Indonesia
      • Iran
      • Iraq
      • Israel
      • Japan
      • Jordan
      • Kazakhstan
      • Kiribati
      • Kuwait

      • Kyrgyzstan
      • Laos
      • Lebanon
      • Macau
      • Malaysia
      • Maldives
      • Marshall Islands
      • Micronesia

      • Mongolia

    • Column Three
      • Myanmar

      • Nauru

      • Nepal

      • New Caledonia

      • New Zealand

      • Niue
      • North Korea

      • Northern Marianas
      • Oceania
      • Oman

      • Pakistan

      • Palau
      • Palestine

      • Papua New Guinea
      • Philippines
      • Qatar

      • Samoa
      • Saudi Arabia
      • Singapore

      • Solomon Islands

    • Column Four
      • South Asia
      • Southeast Asia
      • South Korea
      • Sri Lanka
      • Syria
      • Taiwan
      • Tajikistan
      • Thailand
      • Tibet
      • Tokelau
      • Tonga
      • Turkey

      • Turkmenistan

      • Tuvalu
      • United Arab Emirates
      • Uzbekistan
      • Vanuatu
      • Vietnam
      • Wallis and Futuna
      • West Asia
      • Yemen
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Asia Society Inclusion and Diversity

2020 Report

Workforce Demographics

Asia Society is committed to a respectful workplace that welcomes diversity. We promote equality in staff recruitment, hiring, development, and opportunities for advancement. This is consistent with our mission of building bridges across cultures and promoting mutual respect among peoples, cultures, nations, and institutions.

Diversity has many dimensions, including, but not limited to, race, gender, age, ethnicity, national origin, religion, sexual orientation, gender identification, physical ability, and veteran status,. Diversity also includes work experience, family status, socio-economic class, and diversity of political thought.

Global Leadership

As of October 1, 2020

Global Leadership Gender Pie Chart = 37% Male, 63% Female

 

Global Leadership Race/Ethnicity Pie Chart White 42%, Asian 48%, Black or African American 5%, Two or more races 5%

 

∨ Show More

Global Staff

As of October 1, 2020

Global Staff Gender Pie Chart 32% Male, 68% Female

 

Global Staff Race and Ethnicity Pie Chart 42% White, 48% Asian, Black or African American 5%, Two or more races 5%
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501(c)(3) Leadership

As of October 1, 2020

The headcounts reflect Asia Society’s 501(c)(3) entity, composed of employees based in the New York Headquarters, Washington D.C. Office, Northern California Center, and Southern California Center. The headcount snapshots used include those active employees on Asia Society payroll on the following dates: October 8, 2020, October 10, 2019, and October 11, 2018.

501(c)(3) Leadership Pie Charts 50% Male, 50% Female

 

501(c)(3) Leadership Pie Chart Race/Ethnicity 50% White, 30% Asian, 10% Black or African American, 10% Two or more races
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501(c)(3) Staff

As of October 8, 2020

Workforce Demographics Gender 44% Male, 56% Female

 

501(c)(3) Staff Race/Ethnicity Pie Chart 50% White, 31% Asian, 6% Black or African American, 6% Hispanic or Latino, 6% Two or more races

 

501(c)(3) Staff Generation Pie Chart 43% Millenials, 37% Genration X, 17% Baby Boomer, 2% Generation Z, 1% Silent Generation

 

 

 

Gender (2018-2020)

501(c)(3) STAFF Gender Pie Chart 2020 - 56% female, 44% male

 

501(c)(3) staff Gender Pie Chart 2019 58% Female, 42% Male

 

501(c)(3) staff Gender Pie Chart 2018 56% Female, 44% Male

 

Race/Ethnicity (2018-2020)

501(c)(3) staff Race and Ethnicity 2020 50% White, 31% Asian, 6% Black or African American, 6% Hispanic or Latino, 6% Two or more races

 

501(c)(3) staff Race and Ethnicity 2019 49% White, 31% Asian, 7% Hispanic or Latino, 7% Two or more races, 6% Black or African American

 

501(c)(3) staff Race and Ethnicity 2018 55% White, 27% Asian, 6% Two or more races, 6% Hispanic or Latipno, 6% Black or African American

 

Generation (2018-2020)

501(c)(3) Staff Pie Charts Generation 2020 43% Millenials, 37% Generation X, 17% Baby Boomer, 2% Generation Z, 1% Silent Generation

 

501(c)(3) Staff Pie Charts Generation 2019 41% Millenials, 37% Generation X, 20% Baby Boomers, 1% Generation Z, 1% Silent Geneation

 

501(c)(3) Staff Pie Charts Generation 2018 40% Millenials, 34% Generation X, 23% Baby Boomers, 2% Silent Generation, 1% Generation Z

 

∨ Show More

Board of Trustees

As of October 2020

Board of Trustees Gender Pie Chart October 2020 84% Male, 16% Female

 

Board of Trustees October 2020 46% Non-Asian, 54% Asian or Asian-American

 

Board of Trustees Generation Pie Chart October 2020 54% Baby Boomer, 25% Generation X, 21% Silent Generation

 

∨ Show More

Board of Trustees

As of April 2020

Board of Trustees Gender Pie Chart April 2020 81% Male, 19% Female

 

Board of Trustees Asian and Asian American and Non-Asian Pie Chart April 2020 49% Non-Asian, 51% Asian or Asian-American

 

Board of Trustees Generation Pie Chart April 2020 56% Baby Boomer, 18% Generation X, 16% Silent Generation, 10% Unknown

 

∨ Show More

Methodology

The source for this report is Asia Society’s Equal Employment Opportunity (EEO) data, which is collected annually, as well as information from our staff profiles, which are completed by all Asia Society employees. The categories for race and gender are determined by the federal government for workforce reporting.* The categories used for generation identification have been defined by the Pew Research Center, and are as follows:

Generation Z: born 1997 to 2012
Millennials: born 1981 to 1996
Generation X: born 1965 to 1980
Baby Boomer: born 1946 to 1964
Silent Generation: born 1928 to 1945

*Asia Society is required to report the race and gender for all employees. Thus, in compliance with federal EEO requirements, employees who opt out are visually identified.

Our Diversity, Equity, and Inclusion Initiatives 

Asia Society was founded in 1956 by John D. Rockefeller 3rd with a mission to advance meaningful understanding between the people and cultures of the United States and Asia. In recent years, Asia Society has invested in a series of external programs as well as internal workshops and conversations designed to build empathy and understanding. Asia Society recognizes that building a culture of respect and understanding both externally and internally is an ongoing effort and requires continual evaluation of programming, policies, and practices.

Internal Challenge to Increase Empathy, Diversity, and Equality

At a time when organizations are being asked by employees how they plan to establish equity and tackle race discussions, unconscious bias, and structural bias, Asia Society is re-committing to building a respectful and inclusive environment. We are currently undergoing an evaluation of policies and practices and investing in externally facilitated dialogue and training on these difficult topics.

Asia Society is committed to being ever stronger in diversity and has over the past three years engaged external experts to support us in these efforts. Some of our next steps include:

  • Assessing current policies and practices relating to diversity, equity, and inclusion (DEI).
  • Conducting one-on-one interviews with staff and key stakeholders to gain a better understanding of the current culture.
  • Making recommendations for culture and organizational changes.
  • Ongoing employee assistance program support to all employees and their households, including no-cost access to certified mental health, financial, and work-life counselors. This has proven especially important during this time of COVID-related personal, professional, and global disruption and stress.

External Programming to Educate and Collaborate

Asia Society was founded as an educational institution, promoting cultural exchange at a time when much of the culture, art, and history of Asia was little known or understood. From making the exquisite art collection of Mr. and Mrs. John D. Rockefeller 3rd open to the public, to introducing emerging new artists from Asia, to providing a forum for thought leaders and heads of state, Asia Society has always sought to build understanding through knowledge and dialogue. Today, the Asia Society Policy Institute is considered one of the most influential think tanks in the world, providing constructive dialogue and new ways of finding collaborative solutions to pressing global challenges.

We have committed to ensuring diversity on our stages, at our conferences, and in our galleries and programs, and we seek to increase diversity within our ranks.

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