- Shemara Wikramanayake
In every one of our offices across 31 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.
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 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. As a co-signatory to the open letter with the Partnership for New York we reassert our commitment to diversity and inclusion among our boards, executive leadership and our workforce.
We recognise we don’t have all the answers today, but we are dedicated to addressing the conditions that fuel inequity – particularly among Black, Indigenous and ethnic minorities – to create real, long-term sustainable cultural change.
Principles of inclusion are embedded within our policies, practices and procedures, with workplace adjustments and technology available to all.
We promote awareness of visible and invisible disabilities, including through global campaigns. We partner with leading organisations to provide resources to ensure that everyone is empowered and enabled to succeed at Macquarie.
We are working to ensure our workplaces provide dignified access for our people and visitors.
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.
Our global return-to-work rate after parental leave was 95% in FY2020.
We empower all of our people to manage their professional commitments to suit their own personal situation and equip our people managers to lead a flexible workforce.
Because we recognise that working flexibly means different things to different people, flexible working at Macquarie exists in many forms, and could include changes to hours, locations and patterns of work, study and exam leave or leave without pay.
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.
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 female university societies and promote financial services careers to female school students to motivate and empower girls to consider a broad range of career paths.
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 has achieved a Top 10 ranking in the Australian Workplace Equality Index four times, qualifying us as a Platinum Employer for LGBTQ+ inclusion, we are #33 in the UK Stonewall Workplace Equality Index and maintain a 100/100 ranking on the US Human Rights Campaign Corporate Equality Index.
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 (a Highly Commended Network by Stonewall in 2020) 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 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.
The target that we have set as part of our Charter commitment is to increase the number of women in our most senior roles: Executive Director, Director and Associate Director levels. Our target is to have at least 25% of these roles in EMEA be held by women by July 2023.
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. For more information on programs underway to improve our gender balance, please see our latest UK Pay Gap report.
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