Diversity & Inclusion
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We Value Diversity
Based in San Francisco, one of the most diverse cities in the world, Dodge & Cox has long been committed to cultivating a diverse and inclusive workplace. Our Diversity and Inclusion priorities focus on recruiting and outreach, employee engagement and education, and client and community engagement. We believe strongly that our diverse and inclusive culture is key to achieving our mission. By incorporating diverse perspectives and creating an open forum for analysis and debate, we believe that we make better decisions for our investment strategies, clients, and firm overall.

More than 20 years ago, the firm adopted an Equal Employment Opportunity Policy to formalize our commitment to hiring without discrimination.

  • Read our Equal Employment Opportunity Policy

    Dodge & Cox is committed to promoting a workplace that is diverse, professional, collegial and secure and in which all employment candidates, employees, supervisors, managers, and vendors are treated, and treat others, with dignity and respect.

    Dodge & Cox prohibits unlawful discrimination at any point in the employment relationship, and at any work-related setting, including in the work place and at sponsored events or work-related functions. Further, to protect the rights of individuals, and ensure compliance with its policy of equal employment opportunity, Dodge & Cox provides a process by which individuals can bring concerns about discrimination to the firm's attention for resolution. Retaliation against any person who raises a concern about discrimination is strictly prohibited.


    It is the policy of Dodge & Cox to provide and promote equal employment opportunities to qualified individuals regardless of race, color, ancestry, national origin, religion, sex (including pregnancy, childbirth, and related medical conditions), sexual orientation, gender identity and gender expression, medical condition (including AIDS/HIV), physical or mental disability, age (40 and older), genetic characteristics, marital status, military or veteran status, political affiliation or activities, status as a victim of domestic violence, assault, or stalking, or any other category protected by law (together, "Protected Characteristics"). This covers all personnel practices including, but not limited to, hiring, upgrading or promotion, demotion or transfer, recruitment or recruitment advertising, layoff or termination, rates of pay or other forms of compensation, and selection for training.

    To implement these policies, we will continue to:

    • Recruit, hire, train, and promote persons in all job positions without regard to Protected Characteristics.
    • Base decisions on employment so as to further the principle of equal employment opportunity.
    • Ensure that all personnel actions including, but not limited to, compensation, benefits, transfers, layoffs, return from layoffs, firm sponsored training, education and tuition assistance, and social and recreational programs, are administered without regard to Protected Characteristics.
    • Ensure that promotion decisions are in accord with principles of equal employment opportunity by imposing only valid requirements for promotion.
    • Make clear to prospective employees that Dodge & Cox is an equal employment opportunity institution.

    Equal employment opportunity is not only the law, but it is a firm principle of Dodge & Cox's operation. Any employee who has questions about this policy, or who believes they or others have been discriminated against in violation of the law should contact Sarah Clifford or Roberta Kameda. Please include details of the discrimination, including names of the individuals involved and names of any witnesses. Dodge & Cox will not tolerate retaliation against any person who raises concerns about discrimination, or who cooperates in its investigation of such concerns.

    Dodge & Cox will timely investigate, will reach a reasonable conclusion based upon the evidence, and will take prompt and effective remedial action to resolve, all concerns of harassment or bullying. All investigations will be conducted by qualified personnel, in a fair and impartial manner. Confidentiality will be maintained to the extent possible consistent with the conduct of a thorough and impartial investigation.

    Employees who believe they have been discriminated or retaliated against may also bring their concerns to the attention of the Equal Employment Opportunity Commission or California Department of Fair Employment and Housing.

    Equal Employment Opportunity Commission
    450 Golden Gate Ave.
    San Francisco, CA 94102
    (800) 669-4000

    California Department of Fair Employment & Housing
    455 Golden Gate Ave.
    Suite 10600
    San Francisco, CA 94102
    (415) 557-2325

Today, we cast a wide net to recruit employees for all levels of the organization. Our goal is to hire, train and promote high-achieving individuals from a variety of backgrounds and directly address the broad-based challenge of attracting diverse candidates to the investment management industry and to our firm specifically.

Ron Brown Scholar Program logo image  We are proud to partner with Ron Brown Scholar Program to engage, mentor, and provide career opportunities for outstanding African American students with an interest in finance and investments since 2020.
Girls Who Invest logo   In 2017, we joined forces with Girls Who Invest, an organization focused on increasing the number of women in portfolio management and executive leadership in the asset management industry.

We believe our success results from leveraging our employees’ best thinking—and we encourage all employees to share their ideas for how to improve our outcomes for clients.

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