Diversity, equity, and inclusion
PATH’s DEI vision is to become a curious, collaborative workplace where the status quo can be challenged, new ideas are embraced, and different perspectives are valued.
Our Guiding Principles
PATH's DEI mission is to create a culture of curiosity, collaboration, and belonging at PATH and in our work. As we chart a path forward, how we implement this work will be just as important as what we do. Our five principles guide how we execute DEI work at PATH.
Intentional: Our work will be thoughtful, nuanced, and carried out with purpose. This will enable us to be intentional about identifying and implementing programs and activities that can make real change for our employees, partners, and the communities we work with.
Simplified: DEI work is complex and multifaceted. It is not always easy and it often necessitates difficult conversations. For these reasons, it is beneficial to simplify and streamline as much as possible. If it’s difficult to identify the what and the why of a project or program, then it must be reimagined.
Unifying: PATH is made up of a beautifully diverse workforce of people from different countries, backgrounds, and cultures. We are different colors, different sexual orientations, and we speak different languages—but we’re all working toward the same goals. DEI workstreams should be complementary and effectively coordinated so that together, we achieve our shared goals.
Global: PATH is a global institution with staff working in more than 70 countries—our DEI work will reflect this reality. This means that workstream leaders should be diverse and representative. Our DEI work will center everybody’s issues, ideas, and voices.
Impactful and measurable: We will focus on tangible work that can create real, measurable impact, both internally and externally. DEI is an endeavor to make our work more representative, fair, and inclusive for our staff and the communities we serve. All our programs and activities must work toward this end.
Our DEI Pillars
DEI must touch every aspect of our institution, from who we are and where we are to how we operate our business and how we approach public health in communities around the world. Our three pillars ensure equity is at the heart of everything we do.
Diversifying at all levels by accelerating representation and development of diverse talent, cultivating inclusive leadership, and creating a culture of curiosity, collaboration, and belonging.
Building equitable business practices in procurement, people, and communication functions by inclusive policies, eliminating structural bias, and communicating for impact, with transparency.
Public health programming
Designing our products and programs with, not just for, the communities we serve; embedding equity (including gender) in our public health programs and partnerships, and becoming a catalyst for change in the sector.
The ELEVATE Sponsorship Program is a talent development and leadership acceleration initiative for Asian, Black, and Hispanic/Latino emerging leaders at PATH. The program provides tailored leadership development training that addresses each participant’s specific challenges and leverages the influence and advocacy power of PATH’s Executive Team to support participants.
The Equity in Programming Benchmarks are a tool that will enable PATH to track progress toward our equity goals. By self-assessing a proposal or project using the benchmarks, PATH teams first measure how each proposal or project performs against indicators aligned with PATH's four change strategies. Staff then identify how and where to improve, allowing PATH to be deliberate and proactive about achieving equity commitments.
PATH’s DEI Regional Councils work to ensure that our DEI work is intentional and contextualized. Our DEI councils in the Africa; Asia, Middle East, and Europe (AMEE); and Americas regions meet approximately every other month, working to develop region-specific DEI priorities and to contextualize PATH’s global DEI strategy.
People Resource Groups
People Resource Groups (PRGs) at PATH are an amazing place where staff can find people who look like them, sound like them, and have similar experiences as them. PRGs offer a safe place to learn from each other, share unique experiences, and express your most authentic self. PATH’s PRGs play important part in creating a culture of curiosity, collaboration, and belonging.
Able at PATH connects employees living with and supporting those with physical, mental, and emotional disabilities. Able at PATH raises awareness, builds community, and advocates for disability inclusion at PATH and in our work.
Black at PATH is a community for Black employees and allies that promotes Black representation, culture, and inclusion for all employees at PATH.
Pride at PATH celebrates, empowers, and amplifies the LGBTQIA+ community by promoting LGBTQIA+ inclusion, allyship, and diversity at PATH.
Women at PATH is a community for women and allies that provides a safe space to connect, empower and support the advancement of women and allies.