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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.


Our Workforce Demographics

People are at the heart of what we do at Penguin Random House. We recognize that publishing the widest array of books and authors is best done when our publishing teams reflect the demographics of our society and the diverse communities of readers we serve. Making this representation a reality is one of our most urgent priorities. To this end, we are committed to sharing our workforce demographics and to tracking and measuring our progress toward our goal of reflecting the racial and ethnic makeup of American society. This data—with a focus on the racial and ethnic composition of our company—is presented below alongside the overall book publishing industry data and current U.S. population.

Moving forward, we will update this data on our company website annually, keeping us accountable to both ourselves and the public. Change is overdue and we, as an industry leader, have a responsibility to make that change happen.

Here is a snapshot of Penguin Random House’s current workforce makeup as of September 2020.



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


As you can see, our employee base, although mostly comparable to the overall book publishing industry (as reported by the Lee and Low 2019 Publishing Diversity Survey ), is not nearly reflective of the U.S. population, and our Black and Hispanic representation is particularly low.

We have delved deeper into the data for those job functions that are closest to shaping and supporting our publishing programs. Here is the data associated with our editorial and marketing/publicity teams.


This next chart presents the racial and ethnic makeup of our employee population at different career levels. While there is more racial diversity at entry-level positions, our staff composition becomes less representative at leadership levels.


This chart shows the racial makeup of the company’s new hires over the past five years.

*Race and ethnicity data is collected during employment application using EEO classifications.

A Note on Gender:

Gender demographics were previously included on this page, but we have removed this information because the initial data presented did not accurately represent nonbinary, transgender, intersex, or gender nonconforming employees due to limitations with the configuration of our current reporting software. We strive to create an environment at Penguin Random House where all identities are recognized, and the data we publicly presented was inherently limited and flawed.

We recognize that conceptions of gender, race, and ethnicity evolve, and that employees’ gender identities may evolve and change over time. Our team is working towards a solution that will allow for more nuance and complexity across both gender and racial/ethnic categories. As a first step, we plan to make changes to our systems which will enable us to allow employees to self-identify gender not constrained to binary categories, with a goal of publishing updated gender demographics that more accurately reflect our employees by March 2021.

Our Recruiting and Hiring

As the data shows, we have made some modest strides over the past five years, and new hires at Penguin Random House have been increasingly more diverse than our overall workforce. To build on and greatly accelerate this trend, we need to ensure that our hiring practices are equitable and consistent across the company.

As one step toward achieving an equitable and consistent process, we developed a Hiring Manager Toolkit to ensure hiring managers prepare competency-based job descriptions and effective job postings, interview all candidates in a fair and consistent manner, and remove potential biases from their hiring decisions.

We will also continue to expand our partnerships with schools and campus organizations that have significant BIPOC enrollment or membership, in order to broaden our candidate pool and ensure that our applicants much more accurately reflect our society. Our dedicated Campus Recruiter will build relationships for Penguin Random House with schools and their students and alumni across the country, placing a special focus on colleges and universities with diverse enrollment, including, but not limited to, HBCUs (Historically Black Colleges and Universities) and HACU (Hispanic Association of Colleges and Universities) member institutions.   

Since we often promote current employees into management and leadership positions rather than hiring from the outside, more than half of our hiring is for entry-level positions. Additionally, many of our programs designed to increase diversity, such as enhanced campus recruitment and our Internship Program, are primarily focused on entry-level hiring. (The Fall 2020 Internship session is open solely to candidates who identify as part of a racially or ethnically underrepresented group.) In order for our company to better reflect society at every level and to prevent the further widening of the gaps in the chart showing representation by level, we must put in place much more robust strategies for attracting, hiring, and promoting BIPOC employees into roles at all levels.

We do not underestimate the significant work before us and recognize that reaching the ultimate goal of a workforce that truly represents our society will take time. However, we are committed to making immediate and long-lasting changes at Penguin Random House as part of our long term Diversity & Inclusion Strategic Plan (see below).  


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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