Inclusion in EMEA

We continue to invest in and support our people to shape their own unique career paths. We provide a wide variety of role and business-specific training, and have multiple development offerings including:

• Sponsorship and development programmes: talented employees are matched with senior leaders to support their development.
• Development and mobility: employees are encouraged to explore opportunities to work across business areas and in different geographies.
• Buddy programme: pairing new joiners with a buddy from their function to help give people a sense of belonging from the very beginning.
• People manager training: supporting our people managers to actively create inclusive environments where everyone can thrive.
• Director leadership programmes: developing our executive director and division director population globally with the skills to empower, develop, retain, and lead our diverse teams, contributing to our inclusive culture.
• Intern and graduate mentoring programmes: provide additional support and tools to help our graduate and intern hires succeed in their career with us.
• We also provide a range of group-specific development programmes to equip employees to succeed in their chosen field.

Investing in our current and future talent is a key priority at Macquarie. Embedding inclusion enhances our approach to recruiting, helps mitigate bias and supports attracting talent from a broad range of backgrounds and experiences.

We are also investing in our future talent through providing a range of Early Careers programmes, including the Rise to It with Macquarie Programme, which provides full university maintenance and tuition fees, as well as offering hands-on work experience to Year 12 students from low socio-economic backgrounds and under-represented communities.

We are committed to helping our employees manage their care responsibilities, and provide a range of benefits and support for parents and carers:

• 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 child, including through adoption.
• One-to-one parental leave coaching before, during and after taking time off from work. This is designed to support both new and existing working parents transition from, and back to, their professional lives.
• Coaching is also provided to managers of those going on leave to ensure they are equipped to provide support.
• A phased return to support transitions back to work after primary carer leave, with up to 12 paid transition days in the first 12 weeks of returning to work.
• All our UK employees have emergency access to childcare support, nurseries, childminders, holiday clubs and elder-care specialists when required.
• Paid fertility leave for all UK employees or their partners undergoing fertility treatment, ensuring they have the necessary time off to support them on this journey.

We empower our people to work together flexibly in a way that balances the needs of our clients and each other:

• Most of our people balance time spent working in the office and remotely. Everyone is empowered to work together flexibly in a way that works for their team and role. In some roles, our people are required to be in the office every day.

The wellbeing of our people is a priority, and we provide a comprehensive range of initiatives and benefits designed to equip them with the tools and resources they need to support their health and wellbeing:

• We provide one wellbeing day and two days of volunteering leave for all staff annually, in addition to their annual leave allowance.
• We offer access to tailored support and advice for a range of healthcare areas including menopause, fertility, pregnancy, early parenthood, men’s health and women’s health.
• We offer access to neurodiversity assessments and support services for all our UK-based employees and their eligible family members (aged 7 and over) through our healthcare provider.
• We understand that we all have lives outside of work. Often, we can balance the two, but every now and again something tips the balance, and we need extra support. Our employees can speak with Wellbeing Ambassadors - colleagues who understand because they have been there.
• We are committed to reducing the stigma around mental health and train Mental Health First Aiders that our employees can speak with confidentially.