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ESG disclosures
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One of the key ways we attract and keep great talent is by investing in our people throughout their whole journey with us. We offer competitive pay, benefits, and opportunities at every stage so our colleagues stay engaged, diverse, and able to adapt and grow.
Each year, we encourage our employees to provide anonymous and candid feedback through our Business Engagement Survey (BES). The BES, conducted at mid-year and year-end, helps us to:
Our BES focuses on six key drivers of engagement: purpose, leadership, manager effectiveness, well-being, connection, and empowerment. The 2023 employee engagement score was 77 out of 100, above the global benchmark of 75. This reflects employees' satisfaction and willingness to recommend working at Moody’s.
In 2023, we established a BES Committee to ensure employee feedback directly informs enterprise-level action. The committee is responsible for analyzing results, identifying tangible solutions, and creating an action plan that addresses key areas of improvement throughout the year.
Our Grow, Perform, Succeed (GPS) performance management approach emphasizes employee growth and development. GPS encompasses all aspects of performance management, including dynamic objective setting, performance evaluations and continuous feedback. As part of our GPS framework, we continue to leverage our core success factors – behaviors that are expected of all employees and leaders – and to provide clear and common definitions for evaluating business outcomes and behaviors.
Moody’s performance appraisal process is conducted at least once a year and evaluates employees against the company's objectives and behaviors. The process takes a 360-degree approach that includes self-evaluations, gathering feedback from key stakeholders and discussions with managers about general performance.
In 2023, we included the GPS Year-end Review process as part of our new People Manager Forum, a dedicated, monthly series of sessions for briefing and training managers on key topics.
At Moody's, we are unwavering in our commitment to equitable and fair compensation for all our employees. Our global pay practices undergo an annual review with the objective of achieving pay parity between men and women in comparable roles. In the U.S., we also conduct an annual review of pay equity across racial and ethnic groups. While no statistical analysis can fully account for all factors influencing an employee's pay, we take into account meaningful elements such as job family, location, educational level, and seniority.
Annually, we submit anonymized compensation data for each role, based on job descriptions. This information is aggregated and examined by an independent consulting firm, providing us with the consolidated data for benchmarking purposes. When we identify inequities in our pay practices, we implement the necessary adjustments, and these findings are reported to our Board.
We offer a comprehensive benefits program for our employees and their families, encompassing physical, mental, and financial wellness. Our focus on preventive care, healthy living, financial stability, and flexible work arrangements fosters a work environment that values and motivates employees.
Benefits offered to employees differ by work location. However, a benefits package might include:
