Diversity, equity and inclusion

Delivering on gender equity

Our colleagues share their experiences of working at Macquarie. We understand that women can have overlapping social identities outside of and within the workplace and have a range of programmes to support women to succeed as their whole selves.

Diversity, equity and inclusion is fundamental to Macquarie’s ability to deliver for our clients and communities.”

Shemara Wikramanayake
Managing Director and Chief Executive Officer

Improving gender equity 

Macquarie recognises that the diversity of our people is one of our greatest strengths. An inclusive, equitable workplace enables us to embrace diversity to deliver more innovative and sustainable solutions for our people, clients, shareholders, and communities.​

Everyone at Macquarie is responsible for ensuring our culture is inclusive and equitable. To steer the direction of diversity, equity, and inclusion (DEI) and lead the regional strategy, our EMEA Management Committee acts as our diversity committee, meeting to discuss proactive initiatives quarterly and working closely with the EMEA DEI team to enact our global strategy and drive change. 


To build a future where all genders have equitable opportunity to succeed, we need to prioritise inclusivity and equity.” 

Paul Plewman


Achieving gender equity

Macquarie has a range of programmes to achieve gender equity and support women to succeed. Equity focuses on structures and is about levelling the playing field by removing barriers and valuing and accommodating for differences so more people are included and can reach their full potential. The focus is about fixing processes, not fixing people.

  • 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

Our successes

Our Women In Tech network was awarded the Best Mentorship Programme at the UK Women in Tech Employer Awards.

Met the Women in Finance Charter target to improve gender balance 18 months ahead of schedule in January 2022.

Number 1 on the Stonewall Workplace Equality Index, celebrating LGBTQ+ inclusive employers and best employer for LGBT+ people.

Our LGBTQ+ network was awarded Highly Commended Network Group in the Stonewall Workplace Equality Index 2022.

Awarded a top 10 Employer by the British LGBT Awards 2022.

Voted a top 10 Employer in the UK Investing in Ethnicity Awards 2021.

Employee voice

Our Employee Network Groups (ENGs) work closely with our DEI team to deliver intersectional events and initiatives so that everyone can embrace their full identity. The ENGs connect employees from across the business to share knowledge and insights on gender, ethnicity, race, culture and religion, parents and carers, LGBTQ+ and neurodiversity. 

They provide development, networking, and mentoring opportunities to enable employees to create a more inclusive and supportive working environment. This includes:


Support for battling imposter syndrome

Training on being an authentic Black leader

Active bystander training

Understanding intersectionality

Reverse mentoring

Ally programmes

Working with the community


raised by our ENGs in 2021 for the charities they partner with each year, including matching from the Macquarie Group Foundation.

The Macquarie Group Foundation is our philanthropic arm. It provides support to hundreds of community organisations globally each year through financial support, mentoring, volunteering and skills sharing, predominantly in the locations in which Macquarie operates. 

UK Gender Pay Gap Report

Pay gaps are not the same as unequal pay. Equal pay considers work of equal value. A gender pay gap is the difference between the average earnings of all men and women across an entity or organisation. Our gender pay gap is driven by not having enough women in senior roles, which we are working hard to address through the initiatives and actions highlighted on this page. For more information on how we’re making progress on reducing our pay gap, please see our latest UK Gender Pay Gap Report.

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