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The Marshall Project: Diversity and Inclusion, 2022


Our sixth annual diversity report. Read past years' reports: 2021, 2020, 2019, 2018 and 2017.

The Marshall Project, like many nonprofit news organizations, began as an experiment. Could we fundamentally change the way journalists cover and discuss the criminal justice system? The Marshall Project’s fact-based journalism seeks to elevate the conversation about the current state of criminal justice and incarceration.

In maturing as a newsroom and organization, we have recognized that this work cannot be done by only one type of journalist, nor can we simply publish to the traditional news media audience.

For the past six years, The Marshall Project has documented its efforts around diversity, equity, inclusion and belonging. We are proud of our progress in diversifying our staff, leadership team and board. But we know the work is far from finished.

It’s not enough to simply hire journalists and staff from historically marginalized backgrounds and expect them to fulfill the mission. As leaders and decision-makers, we must listen carefully to their ideas, and set them up for short- and long-term success.

Our Progress in 2022

More Diverse Than Ever

In 2022, we invested in alternative storytelling, engagement journalism and new avenues of distributing our work.

This means we can increasingly reach people who may have literacy challenges, or don't necessarily trust the news media.

An example of this is our continued development of Inside Story, our video series designed to inform audiences inside and outside of prison walls. The team has been working toward a full relaunch in 2023.

One of our core strategic goals is to connect more with incarcerated people, their families and others directly affected by the criminal justice system. To that end, we have increased circulation of our print publication, News Inside. As of this writing, it reaches incarcerated people in 896 prisons and jails in 44 states, Washington, D.C., Canada and Mexico.

A year of rapid growth

We created a new role to focus and intensify our Diversity, Equity, Inclusion and Belonging efforts. Emma Carew Grovum joined as the first-ever Director of Careers and Culture. In her role, she will lead and develop training and programming for the staff:

“My goal is to create circumstances within The Marshall Project where our staff can show up to work as their full selves and do their best, most authentic work. This means continuing the hard work that has been ongoing, while also pushing us out of our comfort zone, toward innovation and growth.”

Our team grew substantially this year, with The Marshall Project making 23 new hires across all departments.

Of those:

5 year comparison:

Our Goals for Next Year

Continuing the momentum

As we build toward the future of The Marshall Project, we expect to put significant effort into the following areas, strengthening our foundation further:

By the Numbers

The Marshall Project uses EEOC race/ethnicity and gender reporting categories, abbreviating some categories in the charts for space.

Race/Ethnicity: White (Not Hispanic or Latino); Black or African American (Not Hispanic or Latino); Hispanic or Latino; Native American or Alaska Native (Not Hispanic or Latino); Asian (Not Hispanic or Latino); and Native Hawaiian or Other Pacific Islander (Not Hispanic or Latino); Two or More Races.

Gender: Nonbinary, Female, Male

The demographic survey of freelance artists had a 94% response rate.

The Marshall Project has no employees who identify as Native American, Alaska Native, or Native Hawaiian or other Pacific Islander.

The percentages in the charts have been rounded and may not add up to 100.

The Marshall Project
The Newsroom
Freelance Artists
The Board