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 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 supporting our talent that are neurodiverse or living with disability and educating 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 disabilities by engaging leading organisations to provide training and on-demand resources and promoting global days of disability awareness. In FY21 we became a signatory to The Valuable 500, a global collective focused on disability-inclusion.
We are 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 childcare centres, backup child/adult/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.
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 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 be #1 employer in the UK Stonewall Workplace Equality Index. 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.
As our first major regional network, the Asia Women's Network (AWN) aims to further strengthen community support and empower women across Asia to connect, support and progress for a better future.
In partnership with our Human Resources teams, the AWN hosts leader conversations and events to expand professional networks and development; and has set up a regional Male Allies initiative to build community and accountability for gender equity together with our senior male colleagues.
Our Families 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 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 Sports and Wellness ENGs aim to enhance and sustain the physical, mental and financial wellbeing of all our people by fostering a supportive culture and positive work environment, along with a program delivering classes, events and researched-backed tools.
Represented in all our major offices across Asia our Wellness and Inclusion ENGs work to connect our people across the full spectrum of Diversity. These groups seek to connect and empower our colleagues through programs that promote overall wellbeing and inclusion.
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.
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