Diversity, Equity, & Inclusion

Diversity, Equity, and Inclusion: Our Strategy, Approach, and Outcomes to Date

Diversity, Equity, and Inclusion (DEI) have been part of Bridgewater's DNA throughout our 49-year history. Our core values — equity, reward based on merit, and the ability to be who you are — and our mission of seeking the best ideas in pursuit of the deepest understanding of global financial markets — naturally lead us to embrace diversity and treasure our differences. Those priorities have always made Bridgewater a place where anyone can find opportunity based on merit and outcomes.

We realized over time that we needed to engage in new practices in order to advance DEI as a first-order priority. Some of those efforts have been structural: we established a full-time DEI team equipped with substantial resources; opened the aperture in hiring to connect with underrepresented talent, overhauled our benefits and policies (including pay-equity audits), set up metrics across the employee lifecycle; and expanded our engagement with our own clients on these subjects. Other updates have been programmatic: we established vibrant employee affinity networks and formed external partnerships and programs.

In terms of the outcomes so far, while statistics never tell the full story, they are an important point of reference. Our long-term aspiration is to have a vibrant idea meritocracy, which requires not only the most talented individuals, but also the best portfolio of people — meaning a wide range of backgrounds and identities.

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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