Our workplace
We encourage our employees to bring their authentic selves to work and thrive on their unique path to success. This starts with creating an inclusive culture, where all employees are heard, valued and empowered.
We are committed to paying all of our employees equitably and fairly. We study pay equity annually to identify any areas in the company where women or, in the U.S., racial / ethnic underrepresented groups, are not paid comparably to their peers.
Pay equity by the numbers1
$0.99
earned by women globally2
$0.99
earned by Latino/Latina employees in the U.S.4
$1.00
earned by Black employees in the U.S.4
$1.01
earned by non-white3 employees in the U.S.4
$1.02
earned by Asian employees in the U.S.4
1 As of April 1, 2022. The population studied includes employees eligible for Moody’s compensation programs and excludes limited duration employees, non-employees, temporary workers and employees from companies acquired in 2H 2021. Employees from V.E and Four Twenty Seven were excluded from the analysis due to not being integrated into Moody’s compensation programs at the time of the analysis. This exclusion is non-material and represents 3% of employees.
2 For every $1 earned by comparable men.
3 Defined as Latino/Latina, Black and Asian.
4 For every $1 earned by comparable white employees.
Creating a culture of inclusion and belonging is expected of all leaders at our company — and that is the driving force behind our Inclusion Evolution employee training program. The program is focused on two critical components:
- Understanding ourselves and the social context that creates our identity
- Building a culture of inclusion by exploring unconscious bias, empathy and belonging and by advocating for others
Supporting women through life’s milestones
Our expanded “Menopause in the Workplace” program offers e-learning modules for managers and employees. We also added the Menopause Plan to our U.K. health care offering. As a result of these and other initiatives, we have been formally accredited as a Menopause Friendly Company by the independent organization Henpicked in the U.K.
Our BRGs help create a meaningful space for employees to express their values, shape business initiatives and programs and bring their authentic selves to work.
Each of our 11 BRGs works closely with our Diversity Councils and plays a role in advancing DE&I at Moody’s. Our 53 regional chapters are open to all employees across the Americas, EMEA and APAC and represent the many diverse talents within the company and help make our workplace representative of the communities in which we operate. With more than 3,6001 employees participating globally, each group is led by a chair or co-chair, who is nominated by the group and ultimately appointed by our Chief DE&I Officer.
Moody's Black Impact Group
Moody's Black Impact Group supports the recruitment, retention, empowerment and advancement of our employees, including our Black employees, as well as promoting and fostering allyship to maintain a diverse, inclusive and collaborative company culture.
Moody’s ConectaMos seeks to promote and advance the inclusion of our employees, including our Latino/Latina employees, at all levels, and to position Moody’s as an employer of choice.
Moody’s EnAble advocates for an inclusive, accessible and stigma-free workplace in which employees with disabilities are valued for their talents and have the opportunity to advance and thrive professionally.
Moody’s Generational seeks to leverage the insights and experiences of our multi-generational workforce in order to cultivate an inclusive work environment that fosters greater connectedness, supports the development of all generational groups and delivers business value to the firm.
Moody's Inclusion supports all areas of diversity and inclusion, combining Moody’s BRG chapters and creating opportunities for all employees to engage with a BRG.
Moody’s Minds seeks to foster a culture where all employees are empowered to discuss and manage their mental health.
Moody's Multicultural seeks to leverage diverse talent by promoting recruitment, professional development and networking opportunities for our employees, particularly our ethnically diverse employees.
Moody's Pan-Asian Impact Group
Moody’s Pan-Asian Impact Group seeks to foster networking opportunities and support the wellbeing of our employees, as well as raise awareness about Pan-Asian cultural diversity and build allyship to foster an equitable and inclusive workplace at Moody’s.
Moody’s Pride advocates for a work environment that respects, welcomes and supports all employees, particularly lesbian, gay, bisexual and transgender professionals and enables them to perform to their fullest potential and contribute to the greater goals of the firm.
Moody’s Veterans recognizes and supports veterans, active-duty military personnel and military families within our Company and in our communities. Members primarily focus on outreach efforts, including workforce integration and raising awareness around issues that affect veterans.
Moody’s Women’s seeks to implement programs that foster greater interaction among peers, as well as the broader community, while acting as a collective voice for raising women’s issues to senior management.
1 Data as of December 31, 2022.
Moody’s is an equal opportunity employer and does not make employment decisions on the basis of race, ethnicity, gender or any other protected characteristic. We recognize that many different factors – for example, business growth and related new openings, successful recruitment of diverse applicants, and turnover – will play key roles in whether or not we achieve our goals. Where it is within our control, we are focusing on each of these factors to create a robust diversity, equity and inclusion strategy that reflects our desire to be a market leader in this space.
