About
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.
The diversity of our workforce is one of our greatest strengths and we remain committed to identifying opportunities for improvement across our organisation.
European Diversity Awards 2023 Shortlisting as ‘Company of the Year’
Gold Tier Employer and Employee Network of the Year (Macquarie Pride ANZ) in the 2024 Australian Workplace Equality Index
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 proud to be a partner and sponsor of organisations across the diversity sector, including those that support students from under-represented groups.
Inclusion is a strong component of Macquarie’s culture and a pillar of our global diversity, equity and inclusion (DEI) strategy. A truly inclusive environment is one in which our people are respected and supported to be their authentic selves and empowered to perform at their best. An inclusive, equitable workplace enables us to deliver more innovative and sustainable solutions for our customers, communities and each other, consistent with our purpose of empowering people to innovate and invest for a better future.
Macquarie’s global Accessibility Action Plan formalises our ongoing commitment to equity and inclusion and defines our goals and the actions we will continue to progress over a three-year period to improve accessibility and inclusion.
This document accompanies WGEA’s publication of gender pay gap data, which discloses the difference between women and men’s median pay for our business in Australia for the 2023-24 reporting period.
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 2024 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.
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.
Our EMEA CEO, Rachel Palmer, 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 delivering on gender equity page.
