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Diversity, Equity,
and Inclusion

“We are at a critical time in our nation’s history — a moment highlighting the personal and institutional impact of racism on all of us. It forces us to examine who we are, our responsibilities to each other, and the collective purpose of the work that we are called to do in a world that is too often racialized.”

Philip McAdoo, VP of Diversity, Equity, and Inclusion

Where We’re Going

By setting actionable goals and priorities, we will hold ourselves accountable to improving our lived experiences.

At Earthjustice, we can reach our full collective potential by investing in each other, cultivating the generative power of our differences, fostering a vibrant community built on respect and empathy, and maintaining our fearless drive to keep learning.

Our collective vision to confront racism, to work and manage across our differences, and to create a community of accountability, respect, and empathy prioritizes key pathways:

Equitable Hiring Practices

To ensure that we grow the best possible team, leveraging the power of diversity of all kinds

Culture of Inclusion

To build human connection and a respectful community that everyone knows how to navigate with agency, comfort, and ideally, humor and joy

Staff Development & Advancement

To provide opportunities for our extraordinary staff to grow and thrive

Demographic Data

All Staff
New Hires
Senior Leadership
Policy & Legislation
Analysts & Scientists
All Attorneys
Associate Attorneys
Senior Attorneys
Managing Attorneys
Demographic donut chart showing demographic breakdown of all staff.
Total Incumbency: 455 people
54% White
14% Asian
11% Black
10% Latinx / Hispanic
8% Two or more races
2% Native
1% Unspecified

45% of our workplace identify as people of color

Donut chart showing gender breakdown of all staff.
of our workplace is made up of women
Demographic donut chart showing demographic breakdown of all attorneys.
All Attorneys: 159 people
65% White
14% Asian
8% Black
4% Latinx / Hispanic
6% Two or more races
2% Native
1% Unspecified

33% of our attorneys identify as people of color

Donut chart showing gender breakdown of all attorneys.
of all our attorneys are women
Demographic donut chart showing demographic breakdown of all attorneys.
Associate Attorneys: 49 people
39% White
25% Asian
12% Black
4% Latinx / Hispanic
14% Two or more races
6% Native
0% Unspecified

61% of our associate attorneys identify as people of color

Donut chart showing gender breakdown of all attorneys.
of our associate attorneys are women
Demographic donut chart showing demographic breakdown of all senior attorneys.
Senior Attorneys: 87 people
77% White
10% Asian
4% Black
5% Latinx / Hispanic
1% Two or more races
1% Native
2% Unspecified

21% of our senior attorneys identify as people of color

Donut chart showing gender breakdown of all senior attorneys.
of our senior attorneys are women
Demographic donut chart showing demographic breakdown of managing attorneys.
Managing attorneys: 23 people
78% White
4.5% Asian
13% Black
0% Latinx / Hispanic
4.5% Two or more races
0% Native
0% Unspecified

22% of our managing attorneys identify as people of color

Donut chart showing gender breakdown of managing attorneys.
of our managing attorneys are women
Demographic donut chart showing demographic breakdown of policy and legislation team.
Policy & Legislation Team: 21 people
48% White
5% Asian
19% Black
19% Latinx / Hispanic
9% Two or more races
0% Native
0% Unspecified

52% of our policy & legislation team identify as people of color

Donut chart showing gender breakdown of policy and legislation team.
of our policy & legislation team are women
Demographic donut chart showing demographic breakdown of analysts and scientists.
Analysts & Scientists: 15 people
38% White
38% Asian
8% Black
16% Latinx / Hispanic
0% Two or more races
0% Native
0% Unspecified

62% of our analysts & scientists identify as people of color

Donut chart showing gender breakdown of analysts and scientists.
of our analysts & scientists are women
Demographic donut chart showing demographic breakdown of new hires.
New Hires: 28 people
18% White
18% Asian
18% Black
21% Latinx / Hispanic
4% Two or more races
7% Native
14% Unspecified

68% of our new hires identify as people of color

Donut chart showing gender breakdown of new hires.
of our new hires are women
Demographic donut chart showing demographic breakdown of senior leadership.
Senior Leadership Team: 15 people
7 White
2 Asian
5 Black
0 Latinx / Hispanic
1 Two or more races
0 Native
0 Unspecified

67% of our senior leadership team identify as people of color

Donut chart showing gender breakdown of the senior leadership team.
of our senior leadership team are women
Demographic donut chart showing demographic breakdown of our Board of Trustees.
Board of Trustees: 32 people
20 White
1 Asian
3 Black
5 Latinx / Hispanic
0 Two or more races
3 Native
0 Unspecified

38% of our board of trustees identify as people of color

Donut chart showing gender breakdown of our Board of Trustees.
of our Board of Trustees are women

“New Hires” chart represents data for Jun. 1, 2020 – Jan. 1, 2021. All other charts represent data as of Jun. 1, 2021.

“Latinx / Hispanic” in the charts above also includes people who claim heritage to the Indigenous Peoples of pre-Meso and South America.

Earthjustice collects demographic data in accordance with annual reporting requirements from the U.S. Equal Employment Opportunity Commission. The categories of data we collect with respect to gender, race / ethnicity, and job grouping are all determined by the EEOC. Earthjustice also reports this data on an ongoing basis to GuideStar.

We recognize that this data is reflective of only certain aspects of diversity.

Life at Earthjustice

CARE: Community, Accountability, Respect, Empathy

Earthjustice is a diverse group of people who care about the environment, who care about justice, who care about each other, coming together to make a collective impact. That is the heart of who we are.

At Earthjustice, we are aligning our efforts to reflect who we are as an organization today by advancing four areas of impact: community, accountability, respect, and empathy.

Our CARE model is the framework into a new way and approach of upholding our core values of justice, excellence, partnership, and inclusion.

  • Community: Nurturing a community that reflects the diversity of our lived and shared experiences.
  • Accountability: Aligning our actions with our mission and values with a commitment to self-reflect, learn, and improve.
  • Respect: Respecting who we are, where we come from, and the policies and practices that guide us at work.
  • Empathy: Infusing empathy into how we relate to one another.

Earthjustice Speaker Series

The Earthjustice Speaker Series invites critical thinkers on the intersectionality of justice and resiliency to engage our staff in expanding awareness and deepening understanding.

Among the many experts we are honored to have hosted, include:

  • Mustafa Santiago Ali, a renowned thought leader, activist for environmental justice and economic equity, and founder & CEO of Revitalization Strategies, spoke on COVID-19 and communities of color.
  • Tracy McCurty co-alchemist of the Acres of Ancestry Initiative / Black Agrarian Fund, discussed her visionary approach to “movement lawyering” to correct injustices on behalf of Black farmers.
  • Heather McGhee, NBC News political analyst and a distinguished senior fellow and former president of Demos, discussed her book, The Sum of Us: What Racism Costs Everyone and How We Can Prosper Together.
  • Leah Lakshmi Piepzna-Samarasinha, a queer disabled femme writer, cultural worker, and educator, spoke on disability justice and the movement to center the lives of disabled queer, trans*, people of color.
  • Dr. Kyle Whyte, George Willis Pack Professor of Environment and Sustainability at the Univ. of Michigan and an enrolled member of the Citizen Potawatomi Nation, spoke on the moral and political issues concerning climate policy and Indigenous peoples.
  • Dr. Connie Wun, co-founder of AAPI Women Lead, spoke on racism, xenophobia, and anti-Asian violence in the United States.
  • Kenji Yoshino, the Chief Justice Earl Warren Professor of Constitutional Law at NYU School of Law and the director of the Center for Diversity, Inclusion and Belonging, explored what it means to be an ally and how we center allyship with our colleagues and in our work.

Affinity Groups & ERGs

Affinity groups and employee resource groups are two of several diversity, equity, and inclusion initiatives at Earthjustice to intentionally cultivate an inclusive organizational culture.

The groups are designed to serve as spaces where members can connect, network, and fellowship, as well as uplift and celebrate their shared experiences.

Each affinity group welcomes all at Earthjustice who identify with the group’s values, interests, and goals. Staff at Earthjustice are welcome to establish new affinity groups.

Affinity groups are open to any staff members in the organization, including and not limited to full-time staff, part-time staff, fellows, and clerks.

  • Black at Earthjustice (BaE)
  • DecolonizedEJ
  • Disability Justice at Earthjustice (ERG DJ@EJ)
  • LatinX
  • Multi-Racial EJ
  • Out and Green (LGBTQ+)
  • Southwest Asian/North African (SWANA)
  • Sharing, Understanding, and Relearning Identities of Asia (SURIA)
  • White Caucus Groups

DEI Workshops & More

To nurture a culture that reflects our most deeply held values:

  • All Earthjustice staff participate in a structured, supportive DEI training series to deepen understanding around issues of inequity, and to provide tools for hard conversations that are necessary for examining and interrupting inequity in the workplace and beyond.
  • Microaggressions workshops (mandatory for supervisors) help staff recognize microaggressions and build skills to respond effectively, regardless of the side they may find themselves on at any given time.
  • To ensure equitable hiring practices, all hiring committee members receive training to address implicit bias, to craft interview questions that assess cultural competency and emotional intelligence, and to ensure diverse hiring committee composition.
  • Weekly DEI Office Hours virtually bring together staff from all parts of the organization to build trust, find support, and develop enduring relationships.

Additionally, working groups within Earthjustice cultivate an extensive library of learnings and resources on strengthening diverse partnerships, building an equitable and inclusive organizational culture, and more.

Peer Recognition

Our diverse, talented staff embody the very best of Earthjustice, and we are able to do our finest work when our staff live by our values in their everyday work.

Hosted by the DEI team, the annual Peer Recognition Awards is a part of our work towards achieving our goal of improving employee satisfaction, engagement, culture of trust, support, respect, and inclusion.

The awards aim to give peer-to-peer recognition and honor our colleagues who have made immense contributions to the culture and mission of Earthjustice in the categories of:

  • Advocate
  • Culture Glue
  • Justice Warrior
  • Leader by Example
  • Leavening Spirit
  • Standard-bearer
  • Unsung Hero
  • Excellence

Comments shared by Earthjustice colleagues who nominated their peers:

Corinne: Justice Warrior
“Corinne has been leading a tremendous fight against Formosa Plastics, alongside local grassroots groups (Rise St. James, Louisiana Bucket Brigade) and our partners (Center for Biological Diversity, Tulane Environmental Law Clinic, and more). She has been relentless in thinking through and calling out how the Louisiana Department of Environmental Quality has intentionally harmed the St. James community, a largely Black community already overburdened by air pollution from the many petrochemical plants in the area, by approving Formosa Plastics' air permits. Corinne is not at all intimidated by the opposition, and she is a very vocal and passionate advocate who has shown up at every meeting and many events (prior to the pandemic), spoken to the media, and gone above and beyond for and with this community to defend and protect their right to a healthy life and clean air.”

Greg: Leader by Example
“Greg has been such an incredible leader for the Human Resources team, as he has navigated the tricky terrain of attorney recruitment. He fully understands that it is our clerks who are our future leaders and invested so much time, thought, and energy into ensuring we continue the clerk program during the pandemic. He created such an incredible experience for clerks, while also recruiting for the largest number of senior attorney openings we have ever had. Greg has incredible leadership qualities that I appreciate very much, including vision, empathy, tenacity, and a big focus on inclusion.”

Rose: Leavening Spirit
“Rose is brilliant, incisive, and utterly hilarious. From the moment I first met her, I could not peel myself away from the conversation. Her sense of humor is matched only by her depth and realness. I could talk about the most terrible movie with her for hours.”

Stefanie: Standard Bearer
“From my perspective, Stefanie has stepped into her increased role in the Tribal Partnership Program with excellence, determination, and compassion. She has expert knowledge with regards to Tribes and Indigenous people and is skilled in reaching out to others and engaging them in our work, while learning from them at the same time. She's brilliant at keeping us all on track and up-to-date, a great sharer of information, and always willing to help.”

Courtney: Unsung Hero
“Courtney is the Unsung Heroine by far. She is exceptional in jumping in to help with technical questions, scheduling challenges, connecting with others throughout the organization, providing creative insight on cultural initiatives, and being an all-around go-to person. She doesn't expect recognition, but she certainly deserves to be celebrated for the many unsung tasks she performs each day at Earthjustice. Courtney creates the ‘D.C. Connect’ newsletter, where she interviews staff and provides recommendations for local culture and events. She also edits the ‘Getting to Know You’ video series, in which staffers across the organization are interviewed by the SVP of Programs. She is multi-talented, highly creative, extremely helpful, and volunteers wherever needed.”

Isaac: Culture Glue
“In his second year as managing attorney, Isaac has completed the office’s transformation, setting a collaborative, collegial tone in which each staff member feels included and valued in the mission. Isaac’s spirit infuses the office’s hires (from full-time staff to summer clerks), team-oriented approach to staffing cases, and democratic, decentralized style of running office meetings.”