Diversity, Equity, and Inclusion
Committed to upholding anti-discriminatory practices in all areas of our work.
We have learned we need to do more to elevate the voices of historically underrepresented employees, hire individuals who bring diversity to the workplace, and seek to address more global inequities in public health through our research and publications. We offered engagement surveys that included Diversity, Equity, and Inclusion (DEI) questions and an optional diversity survey to help us develop a baseline for equitable decisions.
We are constantly improving our processes to cultivate a work environment where all employees can exist as their whole selves and bring their unique backgrounds and experiences to enlarge IHME’s research, collaborator networks, and overall reach.
Explore DEI at IHME
We foster a sense of inclusion through leadership, engagement, and community building at the Institute.
Working with us means creating and contributing to uniquely impactful population health research products. Above all, it means working together toward our common goal of all people living long lives in full health.
Our workplace proactively creates a culture where everyone can succeed and have their voice heard.
Hear how our employees connect with IHME’s culture and mission, and about the importance of DEI in their work.
IHME’s Diversity, Equity, and Inclusion work has three objectives:
- To actively source a diversified candidate recruitment pipeline and increase structures to ensure fair and objective hiring practices.
- To proactively create a workplace culture where everyone can succeed and have their voice heard.
- To foster a sense of inclusion through leadership, engagement, and community building at the Institute.
Pillars of DEI
True inclusivity involves prioritizing and proactively encouraging employee growth and development.
A sense of support is critical to health and well-being. When an individual can bring their authentic self to work without hesitation, then retention, engagement, employee experience, and performance are improved.
A culture of DEI is not imposed top-down. Consistently providing space for all employees to share their voices is essential to surfacing the best ideas. Voice is a crucial aspect of making employees feel included and valued. Listening intently to one other, positive communication, and team culture are all related to voice.
Ensuring that decisions concerning staff and processes are fair, free from bias, and based upon facts and data. This includes but is not limited to decisions about how individuals are hired, how work is distributed, and how people are evaluated. We recognize that sources such as previous experiences, personal history, and interpersonal conflicts can influence one’s ability to be objective.
“IHME can and will do more to illuminate the public health impacts of systemic racism. We will undertake research to address racial disparities in a range of areas, including life expectancy, child mortality, education, and economic opportunity. We will do this work while making our own organization more diverse and inclusive. We are committed to this fight.” - Christopher Murray, IHME Director