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Our People


Careers at Penguin Random House

Our dedicated team of publishing professionals is committed to helping authors realize their very best work and to finding innovative new ways of bringing stories and ideas to audiences worldwide. To explore job openings at Penguin Random House, visit our Careers website here.


Our Social Impact

We bring people together by amplifying storytelling and diverse voices, not only in the books and in the authors we publish, but also within our company, by working to create the most equitable and inclusive home where all are welcome and where every person is empowered to be themselves and to share their perspectives. For more information about our commitment to Diversity & Inclusion, visit our Social Impact website here.


2021 Penguin Random House Workforce Demographics

Penguin Random House is committed to building a more equitable and inclusive workplace for everyone, and transparency in pursuit of this goal is critical. In 2020, for the first time, we shared our workforce demographics both internally and externally, and pledged to do so annually to keep us accountable to ourselves and to the public. Today we are reporting our updated 2021 company demographics to illustrate our progress as we continue our work to make our teams reflective of our society and the communities of readers we serve.

Here is a snapshot of PRH’s current workforce makeup:


Since 2020, we have added additional categories to allow for more nuance and complexity across both gender and racial/ethnic identity and to help the data more accurately reflect how our workforce identifies. Specifically, our nonbinary, transgender, and gender-nonconforming employees may now self-identify their gender, including as Nonbinary, and our Middle Eastern or North African employees may now self-identify as such as well, rather than using categories that did not represent nor appropriately include these employees in previous workforce demographic data.

This next chart shows the breakout of the company’s employees by race in both 2020 and 2021, along with U.S. population and industry benchmarks.


We again looked at the data associated with our editorial and marketing & publicity teams, both to provide continuity with last year’s reporting and because these are roles that directly shape and support our lists and are crucially important as we work to publish and promote more BIPOC creators. You’ll see we’ve made strides in these departments; this is notable progress that we must urgently continue.


This next chart shows the racial makeup of our population at different career levels, with the data reported in 2020 included for comparison. There has been some progress at all levels, driven by both hiring and promotions, with the entry-level population continuing to racially diversify at a slightly higher rate than are most other levels.


This next chart shows the racial makeup of the company’s new hires over the last six years.


As we continue to work to make our hiring practices equitable and inclusive and to remove historical barriers to entry, we have seen an increase in racial diversity within our new hires over the past years, with a more marked increase over the last two years. While we still have significant work to do in this area, we are encouraged by the modest progress our data show. We must continue to make these strides and, in most areas, accelerate this work. It is worth noting that attrition and resignation rates throughout the last year have been lower than usual. Some of our recent momentum in diversifying our hires, especially within non-entry-level roles, has been possible because of open roles that have been newly created due to growth strategies.

Updates on Our Actions

The addition of our first dedicated Campus Recruiter has helped us begin to build new strategic relationships with campuses and programs. The goal is not only to drive an increase in diverse candidate applications, but also to ensure that the applications maintain high visibility to the Talent Acquisition team and result in an increase in interviews to qualified candidates. This fall alone, PRH will conduct information sessions and attend job fairs at eighteen colleges, along with additional targeted programming and résumé and portfolio workshops.

PRH recently launched a new partnership with Jopwell, a platform created to represent and advance careers for Black, Latinx, and Native American students and professionals. Through this partnership, we have the ability to post jobs and proactively source candidates from Jopwell’s extensive member database and help introduce new professional populations to the world of publishing. We have also made an investment into increased sourcing capability within LinkedIn to allow our recruiters to proactively reach a wider array of potential candidates.

Additionally, over the past year, most of our hiring managers have embraced the Hiring Manager Toolkit, a resource introduced in 2020 to help ensure that job descriptions, postings, and interviews are competency-based and free of bias. We will continue to work to ensure that all managers are educated about and use these tools and concepts, and we will enhance and evolve the Toolkit based on needs and feedback.

Reaching the ultimate goal of a workforce that represents our society will take time, but we are committed to making more meaningful and sustained changes at PRH that will help us get there, and to sharing our progress with all of you along the way.

Our Approach to Diversity & Inclusion

As Penguin Random House, we hold a collective belief that diverse voices need to be elevated and heard. And we can and must do better. We must give a platform to an even broader range of voices, especially more authors, illustrators, and creators of color. For us, more diverse publishing is not just a moral imperative. Establishing more inclusive business practices is a necessity for us to help build an inclusive society.

Our approach to diversity and inclusion in our business focuses on these four priority areas:

  • Leadership Investment in Diversity & Inclusion: Effective leadership is at the core of systemic change and we are investing in that change through unconscious bias, antiracism, and inclusivity training. We acknowledge that leaders need to take more proactive ownership of our efforts in order to relive the burden on employees from marginalized groups and junior employees.
  • Diversity & Representation: While we have a globally diverse workforce, we are committed to making our employee population even more representative of our society. We will increase the number of books we publish, promote, and sell—by people of color.
  • Career Growth: We believe that diversity and inclusion is crucial to the development of all employees. Our Human Resources teams have created tools to help employees have more purposeful conversations with their managers about career advancement. We are also actively making advancements to increase the clarity and consistency regarding opportunities for career and compensation development in order to ensure that employees are prepared, supported, and well situated in how to advocate for their career path.
  • Psychological Safety and Belonging: We understand that it is important for employees to be their authentic selves within the workplace, and that managers play a key role in establishing the climate that allows them to do so. We seek to create a more psychologically safe, inclusive environment that allows employees to bring their full selves to work and voice their ideas and opinions openly.

These pillars are the guiding principles by which Penguin Random House will foster a more diverse, equitable and inclusive company culture. Like our publishing, we locally implement our global diversity and inclusion position. On this page, you will find a selection of the programs and initiatives that are underway in support of these overarching pillars.

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