Public Knowledge has new research on Diversity in Early-Career Tech Policy Roles: Surveying Progress, Challenges, and Opportunities in the Field. Here’s the executive summary…
In 2021, Public Knowledge published the first iteration of this study, led by Tsion Tesfaye, which identified structural barriers to diversity in early-career technology policy roles: reliance on narrow networks, exclusionary job descriptions, inequities in compensation, and the absence of robust demographic data collection. These findings informed Public Knowledge’s own Equity Council, partnerships with Historically Black Colleges and Universities (HBCUs), and adjustments to hiring practices.
In 2025, amid heightened political scrutiny and dismantling of Diversity Equity and Inclusion (DEI) initiatives, this updated study expands the scope and methodology. We surveyed 13 technology policy organizations and convened 17 early-career technology policy professionals. Key insights include:
Recruitment remains narrow. Job opportunities remain largely circulated within organizational websites and established networks, with limited outreach to Minority Serving Institutions (MSIs), affinity groups, or community-based organizations, which continues to restrict access for underrepresented candidates.
On-ramps are improving but remain inequitable. Paid internships are now the dominant early-career on-ramp, but few organizations offer externships or other pathways, and financial barriers still shape who can participate.
Bias-reduction is partial. Structured interviews are widely used to reduce bias, yet practices such as blind resume reviews, scoring rubrics, and diverse interview panels are inconsistently adopted across organizations.
Policies outpace practice. Most organizations report having formal inclusivity policies, but the effectiveness of these policies in improving diverse hiring is mixed, and demographic data collection remains uneven.
Retention depends on clarity. Mentorship and sponsorship programs are the most common strategies for retention, though early-career professionals emphasized the need for clear promotion pathways, stronger onboarding processes, and opportunities to build policy-writing skills.
Leadership representation lags. Diversity in leadership and decision making spaces remains limited, with many early-career professionals reporting that their lived experiences are only sometimes recognized or valued.
The external climate is chilling. Organizations report mixed effects from the external political climate, with most seeing little impact but some noting that federal and state-level legal and regulatory backlash of DEI has created hesitancy around data collection and public commitments













































