The Inquirer’s commitment to diversity, equity, and inclusion (DE&I)

The Inquirer’s commitment to diversity,
equity, and inclusion (DE&I)

The Philadelphia Inquirer is committed to becoming a diverse, inclusive, equitable, and anti-racist organization by evolving how it operates through its culture, coverage of the news, and service to the community. To accomplish this, The Inquirer is approaching this critical work in a manner that is sustainable through investments in its journalism, workplace culture and talent, and community relations.

Jessica Griffin / Staff Photographer


We are building an inclusive culture, grounded in anti-racism and equity, that fosters a sense of belonging for all at The Inquirer. At every level of the organization, we seek equitable representation of people from marginalized and under-resourced communities.

Charles Fox / Staff Photographer


We are working to ensure equity is centered in how The Inquirer approaches journalism. We seek to consistently address systemic racism and other forms of oppression through inclusive, actively anti-racist coverage that reflects, serves, and is informed by all communities.

Elizabeth Robertson / Staff Photographer


We are taking action to build trust with marginalized and under-resourced communities through active listening, asking for feedback, and sharing transparently about our progress on DE&I. We seek to ensure members of these communities feel seen, reflected, and valued in what The Inquirer covers.

Our ongoing DE&I work

Diversity, equity, and inclusion are core to how we operate at The Inquirer. We began this work amid our national reckoning over social justice in summer 2020 and the impact of a racist headline. We committed then to becoming an anti-racist organization, beginning with commissioning Temple University to conduct an independent audit of our editorial content. You can read the full report here, but in short, we had — and continue to have — work to do on our culture, coverage of the news, and service to the community. Since then, we have taken clear steps to improve.


Here is some of the work we’ve prioritized:

Inquirer for All (Inq4All), made up of more than half our newsroom and other Inquirer employees, is leading our transformation to produce more inclusive, actively anti-racist coverage.

Focusing on revamping our recruitment and hiring efforts to be intentionally inclusive, actively mitigate bias, and increase the representation of women and people of color across the company.

Setting goals around representation, hiring, employee experience and culture, and training. Since March 2021, we have been reporting quarterly on our progress to all employees to help hold us accountable.

Training our employees on identifying and mitigating bias, racial trauma, inclusive leadership, and inclusive language.

Launching the Communities and Engagement Desk to address the longtime neglect and misrepresentation of marginalized communities in
Philadelphia by foregrounding editorial and experiential content that is community-centric and empowers people to take action.

A More Perfect Union, a special project looking into the roots of systemic racism throughout institutions founded in Philadelphia, starting with an examination of The Inquirer, “Black City. White Paper.” by Wesley Lowery.

We still have far to go, but we have made progress on our company-wide representation since 2019 across race/ethnicity and gender. The graphs below outline the year-over-year change from 2019 through the end of 2022.

Percent Employees Who Identify as BIPOC
Percent Employees Who Identify as Women

We remain steadfast in our belief that our ongoing efforts will result in better journalism for our readers, a better experience for our employees, and better relationships with the communities we serve.


Our Inquirer for All (Inq4All) work began in 2020 with an obvious but difficult acknowledgement: The Philadelphia Inquirer, in its coverage and in its Newsroom, has too often enabled and institutionalized systemic racism. Nearly 100 employees began convening through working groups and a Steering Committee aimed at transforming The Inquirer into an anti-racist organization. We recognize that to achieve this, we need:

Inclusive, actively anti-racist coverage that serves and is informed by and reflective of all communities.

A purposeful editorial perspective and voice that represents the character of Philadelphia and the region, and authentically talks with and interests Black and brown audiences.
A culture that is collegial and supportive, but not at the expense of candor and accountability on questions of cultural competency, and that recognizes and addresses the distinct challenges journalists of color face in The Inquirer and in the industry.

A transparent, collaborative, and iterative policy-making process that works to ensure these changes take hold and endure, and offers clear guidance and frameworks for problem-solving.

The ongoing Inq4All work has resulted in several positive changes that have been implemented and embraced, including an Anti-Racist Workflow Guide that provides a framework for centering our stories thoughtfully and in consideration of our diverse audiences; a Content Consult Slack channel, where our journalists seek feedback on sensitive stories from peers with varied backgrounds and lived experiences; and an Up for Review policy to consider requests to remove from search engines older stories that are causing undue harm to people mentioned in them.

Our commitment to accessibility 

At The Philadelphia Inquirer, we are dedicated to ensuring information is accessible to all, through our journalism and also through our product and design practices.

We work to create a user-friendly and inclusive experience on our website, app, newsletters, e-Editions, and other digital products. We strive to ensure perceivability, operability, and understandability in every feature we build.

Our approach aligns closely with the Web Content Accessibility Guidelines (WCAG) 2.1 Level AA set forth by the World Wide Web Consortium, including:

  • Ensuring keyboard navigation support
  • Introducing “Skip to Content” links in the primary navigation
  • Enhancing color contrast ratios
  • Incorporating descriptive text for images
  • Providing informational labels to offer additional context for screen readers when needed
  • Making sure that closed captioning is available for all videos


As a news organization, we have a responsibility to provide information to the public. By improving accessibility, The Inquirer ensures that all people can more easily access this information and stay equally informed. We embrace this as an ongoing responsibility, and continue to invest as we learn.

Should you encounter any difficulties accessing our content on our website, newsletters, or app, please don’t hesitate to contact us at 215-222-2765 or via email at

Communities & Engagement Desk

One of the recommendations that surfaced from Inq4All was the formation of a newsroom desk to engage with Philadelphia communities that have been underrepresented in The Inquirer over the years. This resulted in the Communities & Engagement Desk, whose mission is to address the longtime neglect and misrepresentation of marginalized communities in Philadelphia by foregrounding editorial and experiential content that is community-centric and empowers people to take action. The desk, which was fully staffed and launched in 2022, is led by Senior Editor Sabrina Vourvoulias with a team of four reporters and a coverage editor. Their initial work included listening sessions with local community groups around Philly. The Communities & Engagement Desk also created the Soapbox salons — 35 community members and leaders who meet regularly and participate in a group texting pilot, serving as a think tank, temperature check, and advisory council.

Working at The Inquirer

Critical to our work is creating a diverse workforce with a culture that collaborative, creative, inclusive, and actively anti-racist. We seek to empower all our employees, foster a sense of belonging for all, and encourage teamwork. We offer benefits and programs to support the culture we want to build:

Employee Resource Groups

As a part of our commitment to creating and maintaining a positive, inclusive workplace, The Inquirer supports several employee resource groups (ERGs).


The Inquirer has adopted a dynamic and flexible hybrid work policy. In-person connections are critical to collaboration and building community, and we also value the importance of work-life balance.

Ongoing training and development

All employees participate in ongoing DE&I learning to build their knowledge and expertise, with an emphasis on how DE&I concepts impact and apply to their day-to-day work.

The Human Rights Campaign Foundation’s 2022 Corporate Equality Index

The Human Rights Campaign Foundation’s Corporate Equality Index has been used as a national benchmarking tool that measures organizations’ progress towards equitable and inclusive practices and policies for LGBTQIA+ staff for over 20 years.


Key contributors to the Inquirer’s score are the company’s inclusive healthcare benefits, workplace protections, and inclusive culture practices such as an active Employee Resource Group, internal education and best practices, and community outreach.

College Internships & Acel Moore Workshop

The Inquirer helps develop high school and college students with an interest in journalism and other media skills through two specialized programs:

For more than 30 years, we have hosted the Acel Moore High School Journalism Workshop. Named for Acel Moore, a former Pulitzer Prize-winning Inquirer journalist, this annual project is a hands-on program to introduce Philadelphia-area students to print and digital journalism.
Jessica Griffin / Staff Photographer
The Inquirer also hosts a select number of college students as interns across the Newsroom and other departments. The summer internship program is a nine-week opportunity for local 3rd and 4th-year journalism, product, engineering, and business students. The internship experience is focused on student career development. We prioritize developing students who identify as coming from marginalized backgrounds with an emphasis on students attending HBCUs and community colleges. More information is available at

Employee Resource Groups​

As a part of our commitment to creating and maintaining a positive, inclusive workplace, The Inquirer supports several employee resource groups (ERGs).

Kaleidoscope is an employee resource group dedicated to staff from BIPOC communities and individuals with multicultural identities. Participants aim to create a workplace culture in which individuals of all identities feel safe and valued.
Prism provides resources and education to The Inquirer staff and broader LGBTQIA+ community and allies, in order to ensure representation of LGBTQIA+ communities and individuals in our hiring and promotional practices, our coverage, and our community engagement. In addition, the ERG fosters an internal network of allies and colleagues, while acting as cultural leaders and representatives of The Inquirer when collaborating externally.
Inquiring Women
Inquiring Women brings individuals together to support and empower women, including female journalists, inside and outside the organization. Inquiring Women hosts events to discuss pressing issues that affect women and development opportunities to strengthen the future of journalism.