Macquarie is a people business - the ideas and commitment all of our employees bring as part of our global community is the driving force behind our success. Macquarie’s growth has been led by our people going out into the world to find opportunities for our clients and communities, and there’s no doubt that our diversity of thought has been one of our greatest assets."
In every one of our offices across 34 markets around the world, you’ll find individuals from diverse backgrounds with different ways of thinking, different skills and different experiences. At Macquarie we value the innovation and creativity that diversity of thought brings and recognise that inclusion ensures all our people are empowered to innovate and invest for a better future.
We recognise that our people often have multiple, intersecting identities and so our strategy focuses on ensuring that everyone feels that they can bring their whole selves to work. Within Macquarie we sponsor groups, committees and employee-led initiatives that connect those from across the organisation so that they can collaborate and learn from each other.
We recognise that equity, success and personal empowerment must be available to all our people as a right, not a privilege, and we must continue our efforts outside and inside the workplace to build a future that secures these rights for everyone.
We are committed to fostering an inclusive and collaborative workplace where we celebrate our diversity and empower our people of all cultures, races and ethnicities.
We provide resources and training to upskill and encourage our people and leaders to have open discussions on race, with a focus on learning from historical and regional context as well as our employee’s experiences.
We have a range of programs to ensure that people from an ethnic minority are supported to succeed from day one. We are proud to have been recognised as a top 10 Outstanding Employer by the Ethnicity Awards in 2021 for our work across the employee lifecycle.
We recognise we don’t have all the answers today, but we are dedicated to addressing the conditions that fuel inequity to create real, long-term sustainable cultural change. Learn more about our actions.
We are committed to increasing the diversity of our workforce, attracting more disabled and neurodiverse talent and supporting our people to become a disability-confident organisation.
Principles of inclusion are embedded within our policies, practices and procedures, with workplace adjustments and technology available to all.
We educate and raise awareness of visible and invisible disability in our people by engaging leading organisations to provide training and on-demand resources and promoting global days of disability awareness.
We are enhancing our talent pipeline and recruitment channels to engage people with a disability by strategically partnering with disability employment organisations and working to ensure our workplaces provide dignified access for our people and visitors, consulting with accessibility experts on the design of our new Sydney headquarters.
We aim to ensure all our people have the tools and opportunities to build diverse and exciting careers that adapt and reflect the changes in their personal lives. We support our employees through their parental leave with benefits enabling them to successfully transition to life as a working parent on their return.
We offer paid parental leave as well as varied initiatives such as backup child, adult and eldercare, nursing mothers' facilities and return-to-work coaching for parents.
Our global return-to-work rate after parental leave was 95% in FY2023.
We are committed to achieving gender balance at all levels across our organisation. Our focus continues to be on developing the internal and external female talent pipeline at both junior and senior levels and enhancing recruitment processes to facilitate this.
Actions being taken to increase the diversity of our pipeline include a full review of our regional recruitment processes to ensure that we both attract more applications from women and hire more at all levels. We continue to maintain gender equity and transparency in all our remuneration, promotion and development practices.
Each year we celebrate International Women’s Day, where we share our progress and the action we are taking to promote gender equity within our organisation.
Promoting careers in finance to young women continues to be a focus to ensure we are building the long-term sustainability of our talent pipeline. We sponsor women-focused university societies and promote financial services careers to female school students to support girls to consider the broad range of career paths available to them
We promote a diverse and inclusive environment for our LGBTQ+ people and clients, where everyone is encouraged to bring their whole self to work and be an ally. We do this through inclusive policies, ongoing education, awareness and community engagement.
Macquarie is proud to have been #1 employer in the UK Stonewall Workplace Equality Index 2022. We have been recognised as a Top 10 employer in the British LGBT awards and in the Australian Workplace Equality Index four times, qualifying us as a Platinum LGBTQ+ Employer. We have maintained a 100/100 ranking on the US Human Rights Campaign Foundation's Corporate Equality Index. In Asia, we have been given the Silver Award by the Pride Circle Index and the Bronze LGBT+ Award in Hong Kong by Community Business.
At Macquarie we recognise that people often have multiple, intersecting identities and so our strategy focuses on ensuring that everyone feels that they can bring their whole selves to work. Our Employee Network Groups (ENGs) are employee-led initiatives that are sponsored by Macquarie in line with our commitment to diversity and inclusion. They are open to all of our people and connect those from across the organisation with similar goals and interests so that they can collaborate and learn from each other.
Our Balance ENG works alongside our Diversity & Inclusion and Human Resources teams to increase awareness of Macquarie’s commitment to gender equity and provide opportunities for our people to benefit from sponsorship, mentoring and training programs. They also partner with external groups to advance gender balance in the industry more broadly and provide our people with access to external events, training, and resources.
Our Fusion ENG seeks to connect and empower our colleagues of different races, ethnicities, cultures and faiths.
We are committed to fostering an inclusive and collaborative workplace where we celebrate our diversity and empower our people of all backgrounds. Our current workforce population is made up of people from 68 nationalities, speaking 72+ languages.
Our Parents and Carers ENG’s goal is to support our people in their family and carer responsibilities in a social and interactive way. Our ENG provides support to working parents and those with carer's responsibilities through educational sessions, children’s holiday parties, access to support groups and resources.
Our Pride ENG (which was awarded Highly Commended Network Group in the Stonewall Workplace Equality Index 2022) empowers our LGBTQ+ colleagues, customers, clients, communities and allies by building a diverse and inclusive environment where everyone has equitable opportunities and the freedom to be their authentic selves.
Throughout the year we celebrate International Day Against Homophobia, Biphobia, Interphobia and Transphobia (IDAHOBIT), LGBTQ+ History Month and Wear it Purple Day as well as Regional Pride celebrations and local days of significance as part of our internal and external commitment to our employees, our clients and communities.
Our Spark ENG seeks to enable our Neurodiverse colleagues to thrive and reach their full potential, through creating a psychologically safe space for discussion and education. At Macquarie, we value the diversity of thought that Neurodiverse colleagues bring, while acknowledging their needs in a world designed for neurotypicals.
Our Women in Tech group has members around the world who embrace our culture of respect and inclusion to promote gender equity in Technology. Their vision is to empower us to help shape what the future looks like for women working in Technology.
We signed the Charter as part of our ongoing commitment to continually improve all areas of workforce diversity, understanding that it underlines everything we do as a business - and ensures we remain innovative, sustainable and fit for the future needs of our clients.
We met our first target 18 months ahead of schedule in 2022 and set ourselves a stretch target; that 35% of our UK director population (our most senior employees) will be women by July 2026. We are currently on track to meet this target.
Our EMEA CEO, Paul Plewman, is the accountable executive to the HM Treasury, but all of our leaders are accountable for, and committed to, improving our gender balance.
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