Our Commitment to Culture, Belonging, and Quality in Our Work

The American Institutes for Research® (AIR) strives to generate evidence and apply data-driven solutions that expand opportunities and improve lives for all. We can’t be true to our mission, much less achieve it, without a workforce composed of top-notch talent with their own perspectives and unique life and community experiences.

Learn more about Culture, Belonging, and Quality at AIR

By fostering an environment that embraces different perspectives, cultural backgrounds, educational experiences, and life stories, we provide every employee with opportunities to engage and connect with colleagues, along with the tools needed to drive innovation and career development.

AIR maintains a work environment that respects all individuals’ dignity, and we consciously invest in our staff and build a culture of belonging and excellence. Organization-wide and in every stage of our work, from strategy formulation through results assessment, we coach and mentor staff members to engage in intentional and comprehensive efforts to integrate AIR’s quality standards into their projects.

By converting purpose to practice, we empower our people to achieve ambitious goals aligned with our core mission—an approach that also strengthens our performance as an employer and in service to our clients and the communities we serve.

AIR’s Culture of Belonging and Quality Principles

The Four Pillars of Culture, Belonging, and Quality at AIR are:

  • Positive work environment. Maximizing the potential of all staff and fostering a positive work culture in a dispersed work environment.
     
  • Cultural competence in our work. Delivering research and technical assistance services that reflect an understanding of the culture and world view of our clients, communities and audiences globally.
     
  • Mission-driven work. Building our reputation as a leader in the field of behavioral and social science research and technical assistance to improve lives in the U.S. and around the globe.
     
  • Growth and sustainability. Supporting growth and vitality of the institution to meet emerging needs globally.
     

Practice

Employee Resource Groups (ERGs)

Voluntary, employee-led, and open to all staff members, AIR’s ERGs foster a positive and inclusive workplace culture where employees feel a sense of belonging and connection to their colleagues. Read more about AIR’s nine ERGs.
 

Pipeline Partnership Program (P3)

A joint venture among AIR; Georgia State University in Atlanta; Howard University in Washington, D.C.; the University of Texas at San Antonio; the University of Nairobi, Kenya; and the University of Dar Es Salaam, Tanzania, the P3 is intended to expand AIR’s networks and invest in the next generation of research and technical assistance professionals. Read more about the P3.
 

Employees and Job Applicants

Build a Career at AIR

If you need a reasonable accommodation for any part of the employment process due to a disability, please send an email to Taliba Boone or call (202) 403-5000.

As an organization, we do not discriminate based on race, color, national origin, gender, disability, veteran status, sexual orientation, gender identity and expression, marital status, age, religion or creed in compliance with all federal, state, and local law.

Accessible Information Statement: AIR is committed to providing accessible information for all of our visitors regardless of disability, device, or platform. Our standard is to meet WCAG 2.1 Level AA guidelines and go beyond that whenever possible. For those exceptions when content may not readily be available in accessible format, or for any user requiring additional assistance, we will provide an accessible version upon request.

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