Diversity, equity and inclusion
We met our Women in Finance Charter target to improve gender balance 18 months ahead of schedule in January 2022 and set a new target that 35 per cent of our UK director population (our most senior 3 career levels) will be women by July 2026.
Number 1 on the Stonewall Workplace Equality Index, celebrating LGBTQ+ inclusive employers and best employer for LGBT+ people: Stonewall Awards 2022.
Our LGBTQ+ network Pride was awarded Highly Commended Network Group in the Stonewall Workplace Equality Index 2022.
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. Everyone at Macquarie has mandatory DEI objectives yearly and beyond what we can each do individually, the ENGs are one of our biggest change makers, connecting 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 be engaged, empowered, and encouraged to succeed – regardless of background. This includes:
platforms for small circuit networking and broader industry networking (i.e., for people working in or alongside the technology, infrastructure, commodities, and energy markets)
including growth mindset training, profile building and senior leader mentorship
providing circles and events on parenting and carer challenges
The Macquarie Group Foundation drives social impact work for Macquarie Group, supporting our people, businesses, and communities to build a better future. Recognising that many people around the world face systemic barriers to employment, our funding is focused on breaking down these barriers and building effective pathways to economic security.
We acknowledge inequities in the philanthropic and community sector and are taking steps to strengthen the diversity, equity, and inclusivity of our grant making processes and practices globally.
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.