The Economist welcomes applications from people of all backgrounds, regardless of any characteristics – visible or invisible – or beliefs. The organisation is convinced that drawing talent from a broad pool makes for better journalism and a better paper, and that breadth of perspectives and experiences leads to richer debate. Echo chambers of the like-minded do not. The Economist therefore actively and continually looks for new colleagues who can enrich its newsroom and help it produce mind-stretching journalism.

The Economist has substantially intensified its efforts to attract candidates from a wider range of backgrounds. It has broadened the range of channels through which positions are advertised. It works closely with specialist organisations to reach applicants from traditionally underrepresented backgrounds. Its selection process is designed to remove any unnecessary barriers to talented people. It requires diversity in both gender and race/ethnicity in all shortlists.

To help hold itself accountable to its commitment to diversity, since 2017 the Economist has published data on the composition of its editorial department by gender, race and ethnicity, while recognising that these metrics do not capture all measures of diversity, nor all the forms of diversity it believes are significant. As a British newspaper, its home city is London, where most of its editorial staff are hired and trained, drawing on an international pool of talent.

The Economist’s idea of a good workplace is one where all employees feel at ease, are able to develop and grow, and get the flexibility and support that they need for a healthy work-life balance. It offers, and actively encourages, a range of ongoing development and training opportunities for all members of staff.