Diversity, Equity, & Inclusion

Diversity, Equity, and Inclusion: Metrics Snapshot

We believe it is critical to measure outcomes against our called shots. While statistics never tell the full story, they are an important point of reference. We monitor and measure the progress of our DEI program both quantitatively and qualitatively.

Quantitatively, we track demographic metrics across the employee lifecycle. We currently track and report on dimensions of diversity such as gender, race/ethnicity, LGBTQIA+ status. While so many measures of diversity are relevant – and we can’t currently track or measure all of them- we are working to expand the dimensions that we track.

Below is a subset of January 2024 statistics. Our numbers1 indicate we are in the middle of our journey — they represent significant progress but are not good enough.

  • Overall Representation: Bridgewater is 34% women and 28% ethnically underrepresented talent2 — 3% Black/African American, 6% Hispanic/Latinx, 18% Asian, 0.2% other groups3 — and 5% of the firm identifies as LGBTQIA+4.
  • Senior and Investor Representation: Women hold 31% of executive5 positions, 21% of investor positions, and 21% of senior investor 6 positions. Ethnically underrepresented individuals hold 14% of executive positions, 29% of investor positions, and 17% of senior investor positions. Those who identify as LGBTQIA+ hold 0% of executive positions, 8% of investor positions, and 4% of senior investor positions.
  • Hiring/Attrition: Over the last 12 months, women represent 38% of hires and 34% of exits; ethnically underrepresented talent represent 41% of hires and 36% of exits.
  • Pay Equity: As of December 2022, women earn 100.9% of male employees’ compensation, and ethnically underrepresented individuals earn 99.2% of white employees’ compensation.7

1 This data is as of January 2024 unless otherwise noted. We update this data periodically and it is subject to change at any time.
2 Ethnically underrepresented: those who identify as Black/African American, Hispanic, Asian, Native American, Asian Pacific Islander, Two or More Races.
3 If individuals self-identify with more than one underrepresented ethnic/racial category, then they are counted in multiple categories. Therefore, the more granular underrepresented ethnic/racial totals do not equal firm overall representation total.
4 All LGBTQIA+ data is provided via employee self-identification and employees have the choice to not disclose.
5 We define “executive” as any member of one or more of our four committees, which are the key-decision making bodies for our company.
6 We define “senior investor” as any member of participation on our Investment Committee. 
7 Our analysis, which has been validated by external experts, confirms the differences are not statistically significant.


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