Delivering on gender equity

• Regional sponsorship programme: supports talent from groups under-represented at our senior leadership level - Black, Asian & Minority Ethnic, disabled, female, LGBTQ+ and neurodiverse employees, as well as offering Black employees at all levels with a sponsor.
• Development and mobility opportunities: we offer a wide range of options, including insight programmes, summer internships, a graduate programme, and opportunities to work across the globe.
• Buddy programme: we know that starting a new role can be daunting and so we pair all new joiners with a buddy from their team and offer an additional buddy, chosen by the employee, to help give people a sense of belonging from the very beginning.

"It’s important that all women feel that they are understood and equipped to own their careers, not just as women but for the multiple identities that they have – so, for example, your ethnicity, whether you have a child, or whether you’re LGBTQ+. At Macquarie, we strive to make sure that everyone feels included as their whole selves.”

Sarah Fennell
EMEA Head of Diversity, Equity and Inclusion

• We are continuously improving our recruitment process to remove bias.
• We focus on creating shortlists of diverse candidates, in turn, building a more diversified workforce.
• Investing in future talent is a priority. We provide a range of Early Careers programmes and delivered our first Diversity Academy this year. The Academy is a new initiative which involes a series of events which 120 diverse candidates from the Bright Network  receive support with preparing for our intern recruitment process. By taking part in skills-based workshops, events, mentoring sprints and networking, it helps build their capability and confidence, and increases their chances of becoming successful applicants.   

“Hiring more diverse talent into Macquarie is a key focus across our Early Careers programmes as well as our experienced hiring. DEI is an important part of the Macquarie culture, and so, it’s integral in all of our recruiting efforts.”

Simon Calfe
EMEA Resourcing Lead

• We believe achieving gender equity means supporting all parents so we offer up to six months of paid leave regardless of gender. Secondary carer leave is available to all parents with secondary childcare responsibility for a new baby, or child through adoption.
• Recognising just how important becoming a parent or growing your family is, we offer one-to-one parental leave coaching. Provided before, during and after taking time off from work, it’s designed to support both new and existing working parents transition from and back to their professional lives.
• Coaching is given to managers of those going on leave so everyone is equipped to provide a great experience.
• During the first four-week transition period, parents and carers can work 60 per cent of their pre-leave hours with no salary reduction.
• We provide all our employees with emergency access to childcare support, nurseries, childminders, holiday clubs or elderly specialists when required.
• We recognise the value that returner candidates can bring and welcome applications from those looking to return to the workforce after an extended period of leave, and we offer support to help with the transition back to work.

“As a father to a little boy and girl, I certainly understand the need to juggle being an active parent and/or carer, and managing work commitments. What we all went through in 2020-2021 brought home to me how crucial it is to support our parents and carers, and the value hybrid working brings to employees’ productivity and, their work-life balance.”

Peter Durante
Co-Chair of Parents and Carers Employee Network Group

• With COVID-19 changing our working patterns and attitudes, and as we transition to new hybrid ways of working, our flexible working options are open to everyone to help them manage their work life balance.
• The global pandemic has also reinforced the need to prioritise our mental and physical wellbeing. In 2019, we launched our Wellbeing and Inclusion curriculum in recognition of how our organisation is only as strong as our people. Designed to support and empower every one of our colleagues to bring their whole selves to work and reach their full potential, it provides access to medical professionals and assistance programmes, along with a network of wellbeing ambassadors focussed on specific needs, such as IVF and miscarriage, anxiety, menopause and neurodiversity. 

“Having benefitted from mentoring in the past, I now mentor people myself and volunteer as a wellbeing ambassador – making myself available to talk to other employees about experiencing IVF and miscarriage. Caring for people’s wellbeing and mental health means that we are all better employees together, and personally, I find being able to help others at work very rewarding.”

Cath Bolton
Wellbeing Ambassador