Macquarie’s ongoing commitment to diversity, equity and inclusion (DEI) ensures that our business remains innovative, sustainable and continues to meet the evolving needs of our clients, community, shareholders and our people.
We are making positive progress to increase diverse representation at all levels of Macquarie and sustain an inclusive workplace for all our people but we still have work to do. Our DEI strategy focuses on three key pillars to accelerate our progress:
Building a workforce that harnesses a range of perspectives, ideas, and insights in everything we do.
Achieving equitable outcomes by removing barriers and valuing differences, enabling everyone to be included and to reach their full potential.
Creating an environment where people are respected for their uniqueness, valued for their contributions and celebrated for being their authentic selves.
We recognise the many intersecting dimensions of identity and encourage our people to confidentially self-identify. This informs our strategic priorities, which include, but are not limited to the below.
As part of our equity commitment, we are committed to removing barriers for people who are neurodivergent or living with disabilities. We are working to ensure inclusive and accessible candidate, employee and customer experiences and we strive for continuous improvement in this space.
We acknowledge the importance, necessity and benefit of cultural diversity and racial equity in the workforce. We continue to accelerate our initiatives to ensure we are building an organisation that takes real steps towards racial equity and full inclusion for all.
Macquarie provides support to working parents and those with carer’s responsibilities of all genders through flexibility, paid leave, benefits and initiatives.
Female representation is increasing year-on-year across our total workforce and we offer a range of programs to help achieve gender equity and support women in their careers.
Our commitment to LGBTQ+ inclusion extends beyond our own workforce, and we have been recognised by external community partners as a leading LGBTQ+ inclusive organisation.
As a global organisation, we recognise that each region in which we operate is unique and we tailor our DEI priorities accordingly. Regional areas of focus include First Nations, military veterans, social mobility, culture and heritage and more.
To mark the launch of our Reconciliation Action Plan, Holly Johnson, Macquarie's Reconciliation Manager, was joined in conversation by Lakkari Pitt, the Gamilaroi Ularoi artist who created our Reconciliation Action Plan artwork. Lakkari distilled our commitment into an artwork which demonstrates the contributions our employees can make to reconciliation – no matter their role.
Our team is comprised of subject matter expects who hail from a range of backgrounds and are diverse in terms of gender, age, ethnicity, sexual orientation, and caring responsibilities. Together, we work with Macquarie’s leaders and employee network groups around the world to understand our regional differences, deliver on our global strategy and ensure we provide an equitable workplace for all.
The diversity of our workforce is one of our greatest strengths and we remain committed to identifying opportunities for improvement across our organisation.
Information accurate as at 28 July 2022 unless otherwise stated.
Macquarie received a score of 100% on the US‑based Human Rights Campaign Foundation 2022 Corporate Equality Index for LGBTQ equality
Macquarie is accredited as a National Level 3 carer friendly organisation by Carers+Employers, recognising our ongoing commitment to support our people with caring responsibilities
Macquarie is ranked in the top 75 organisations in the 2020 Social Mobility Employer Index
Ranked silver in the India Workplace Equality Index
Platinum Employer status in the 2021 Australian Workplace Equality Index
Ranked within the top 100 Avtar Best Companies for Women in India (BCWI) study
Macquarie is accredited as a Family Friendly Workplace by Parents@Work and UNICEF Australia, recognising our ongoing commitment to support our people with parental responsibilities
Macquarie is proud to be a partner and sponsor of organisations across the diversity sector, including those that support students from under-represented groups.
A Better Chance Foundation - in cooperation with the government and other learning institutions, the Foundation provides financial assistance to economically challenged children in the Philippines, enabling them to pursue quality preschool, elementary, secondary and college education
Asha Community Health and Development Society – providing mentoring and internship opportunities to students from economically disadvantaged backgrounds in India through our decade-long partnership with the Asha Foundation
Australian Network on Disability – we are a member organisation and host for the Stepping Into Internship program, offering paid internships to university students with disability
Business Disability Forum – providing support and expertise on disability
Cameron-Brooks – in the US we have a recruitment partnership with Cameron-Brooks to access a highly qualified pool of Junior Military Officer (JMO) candidates
CareerSeekers and CareerTrackers – in Australia we continued our participation in the CareerTrackers and CareerSeekers internship programs, placing 54 students during FY22
CareerSpring – in the US we partner with CareerSpring to support first generation college students with mentoring, role models and career pathways
Chief Executive Women – actively participate in the Chief Executive Women leaders program in Sydney and Singapore
Coqual – in the US we are a Task Force member and research partner of Coqual, a global think tank championing equity and producing best in class research to empower companies to create diverse and inclusive cultures
Edge4Vets – delivered career transition workshops for Veterans
Fairygodboss – an online community which provides career support for women who are looking for jobs, advice and support
Forte – in the US we partner with Forte to connect with early career and experienced women and build a pipeline of talented women into financial services and leadership positions
Girls who Invest – we participate in the internship program with the aim of increasing the number of women in portfolio and asset management
Heads over Heels - Macquarie is a Platinum Partner of Heads over Heels, which provides female entrepreneurs with access to strategic networks to grow their companies faster and more efficiently
Jawun – Macquarie supports Jawun through grants and the placement of our people in Indigenous organisations to share expertise and experience
Jopwell – in the US we partner with Jopwell supporting Black, Latinx and Native American students and job seekers
OutLeadership – we partner with OutLeadership to ensure all our policies and practices are inclusive of LGBTQ+ people. We also participate in the OutNEXT Global Summit, providing career and development opportunities to emerging LGBTQ+ leaders
Out4Undergrad – in the US we partner with the annual O4U Business Conference for LGBTQ+ students seeking internships within financial services
Sponsors for Educational Opportunity (SEO) – in the US we partner with SEO to expand our reach to Black, Latinx and Native American Students
Stonewall – we consult with Stonewall to ensure our policies and practices are truly inclusive for our LGBTQ+ people
The Opportunity Network – partnership to expand our reach to first generation college students.
The Valuable 500 – we are a signatory to The Valuable 500, making a public commitment to disability inclusion at Macquarie
The Women’s Foundation in Hong Kong – Male Allies Program Sponsor and partner with the Girls Go Tech Program to encourage girls to pursue STEM subjects
Women in Banking and Finance (WiBF) – we are a corporate member of WiBF providing mentoring opportunities and support to our female employees
Macquarie’s vision for reconciliation is a better and more equitable future for the benefit of all. This is grounded in respect, recognition and celebration of the strengths and contributions of First Nations peoples and cultures. We believe active engagement with First Nations staff and communities is crucial in learning from diverse perspectives. This engagement is key to building sustainable opportunities that empower communities and create collective accountability for delivering on a better future.
Reconciliation is about strengthening relationships between Aboriginal, Torres Strait Islander and non-indigenous peoples, for the benefit of all Australians. In looking forward, with a positive perspective on what can be achieved by working together, we can improve outcomes across our communities. Our inaugural Reconciliation Action Plan is a formal articulation of Macquarie’s long-term journey and the various community and workplace-based initiatives we will continue to progress. In seeking meaningful and enduring reconciliation, Macquarie supports constitutional recognition of Aboriginal and Torres Strait Islanders as the First Peoples of Australia.
The diversity, equity and inclusion report provides more detail on our objectives, approach and commitments to make Macquarie a diverse, equitable and inclusive organisation and forms a part for the broader Macquarie Group Annual Report.
Our Workforce Diversity policy has been developed to support Macquarie in building a diverse, equitable and inclusive culture. Endorsed by Macquarie’s Board and Executive Committee, it aims to publicly define Macquarie’s workforce diversity, equity and inclusion commitment and the structures to ensure it is realised.
In accordance with the requirements of the Workplace Gender Equality Act 2012 (Cth), Macquarie lodged its 2022 annual public report with the Workplace Gender Equality Agency. You may make comments on this report by contacting Macquarie’s EEO and Diversity Office or the Agency wgea.gov.au.
In accordance with the Gender Pay Gap reporting requirements effective from 6 April 2017, we have published our pay statistics for male and female employees in the United Kingdom (UK). All UK employing entities with over 250 members in their workforce are required to make this disclosure. Full detail of how this data is calculated is provided in the reports below.