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 LatinX 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 LatinX, Black and Asian.
4 For every $1 earned by comparable white employees.
We invest incomprehensive training and programs to promote empathy and DE&I values throughout our workplace. These include:
- Inclusive leadership training, which was attended by our people managers and made available to all employees.
- Courageous Conversations, a series of discussions hosted by our Business Resource Groups. This series aims to facilitate discussions on difficult topics and provide employees with the tools necessary to talk to and learn from each other.
Committed to Black equity
We are proud to continue our five-year commitment to provide $1 million to non-profits advancing Black equity. With five U.S. organizations and seven international organizations slated to receive these funds, we hope to improve equity and inclusion for Black communities around the world in several ways:
- Supporting groups that advocate for social justice;
- Supporting Black and Brown entrepreneurs;
- Creating new internship opportunities, including for Black and Brown students;
- Pushing initiatives to improve inclusion in company operations; and
- Advancing opportunities for Black and Brown professionals to obtain C-level positions.
Management Leadership for Tomorrow
We were one of the first companies to commit to achieving the new Management Leadership for Tomorrow (MLT) Black Equity at Work Certification in 2020. Since then, we have been taking concrete steps to accelerate Black representation across our business and create new and innovative ways to invest in and contribute to racial justice efforts.
In early 2022, we announced our participation in MLT's "All In" campaign, an initiative that provides industry-leading employers with a platform to articulate their commitment to a rigorous approach to Black equity while encouraging others to sign on to the MLT Black Equity at Work Certification.
Addressing anti-Asian hate
Our efforts to promote inclusion rely on an open and ongoing dialogue about race and inequality. In response to the rise in anti-Asian violence, particularly in the U.S., Moody’s DE&I team held meetings and put together resources to guide conversation and allyship in the workplace, and to help employees better understand systemic anti-Asian racism and inequality.
In partnership with the Multicultural BRG and Asian Leadership Initiative, we created the Moody’s Courageous Conversations Upstander Toolkit: United Against Anti-Asian Bias. The toolkit also serves as a guide for fostering productive conversations and allyship in the workplace, with resources that focus on the lived experiences of Asian-Americans to foster better understanding of anti-Asian and Pacific Islander racism.
Moody’s Asian Leadership Initiative (ALI) creates programs to raise awareness around issues affecting Pan-Asian employees and develop and retain Pan-Asian talent. The ALI mentoring program celebrated its fifth year in 2021 — and saw a 50% increase in participation over 2020, with 27 mentor pairings finishing out the program. In an end-of-program survey, 72% of respondents said they found the monthly topics useful for sparking discussions in pairing, and 100% of respondents would like to return to the mentoring program next year.
Supporting LGBTQ+ employees
Be Counted
L’Autre Cercle Charter
In January 2022, we took another step toward formalizing our support of the LGBTQ+ community in France and on a global scale by signing the L’Autre Cercle Charter. The charter focuses on creating an inclusive environment, ensuring equal rights and treatment for employees, supporting employees who are targets of discrimination and measuring progress and sharing best practices to enact change in the workplace. We are excited to join the other signatories in a shared commitment to support all employees, regardless of sexual orientation or gender identity.
We also support LGBTQ+ employees and women at Moody’s through our new Surrogacy Assistance Program and expanded Adoption Program.
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 eight BRGs works closely with our Diversity Council and plays a role in advancing DE&I at Moody’s. Our 44 regional chapters across the Americas, EMEA and APAC represent the many diverse talents within the company and help make our workplace representative of the communities in which we operate. With more than 6,600 BRG members globally1, each group isled by a chair, who is nominated by the group and ultimately appointed by our Chief DE&I Officer.
Moody's Black Impact BRG supports the recruitment, retention, empowerment and advancement of Black employees as well as to promote and foster allyship to maintain a diverse, inclusive and collaborative culture at Moody’s.
Moody’s ConectaMos BRG seeks to promote and advance the inclusion of Latinx/Hispanics at all levels, and to position Moody's as an employer of choice among this demographic group.
Moody’s EnAble BRG 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 BRG 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 groups support all areas of diversity and inclusion combining Moody's 7 BRG chapters: EnAble, Generational, Pride, Minds, Multicultural, Veterans, and Women's BRGs. Inclusion groups create opportunities for all employees regardless of office size to engage with a BRG. Ideal for countries and US cities that have between 50-250 employees, Moody's local inclusion groups currently include Argentina, Brazil, Costa Rica, Dallas-Chicago, Dubai, Frankfurt, Mexico, Omaha (US), Waltham (US), and West Chester (US).
Moody’s Minds BRG seeks to foster a culture at Moody’s where all employees are empowered to discuss and manage their mental health, as we all have mental health.
Moody's Multicultural BRG
Moody’s Multicultural BRG seeks to leverage diverse talent by promoting recruitment, professional development and networking opportunities for all ethnically diverse employees at Moody’s.
Moody's Pan-Asian Impact BRG
Moody’s Pan-Asian Impact BRG seeks to foster a vibrant Pan-Asian community, enhance networking and support the well-being of Pan-Asian colleagues; recruit, retain and promote Pan-Asian talent and advocate for employees’ professional growth within Moody’s; and raise awareness about Pan-Asian cultural diversity, and build allyship to foster an equitable and inclusive workplace at Moody’s.
Moody’s Pride BRG advocates a work environment that respects, welcomes and supports 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 BRG was created to recognize and support veterans, active duty military personnel and military families both at Moody’s and in our communities. Members primarily focus on outreach efforts, including workforce integration and raising awareness around issues that impact veterans.
Moody’s Women’s BRG seeks to enhance the recruitment, retention, promotion and professional development of female professionals by implementing 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 and enhancing the employment brand.
1 Data as of December 31, 2021. An employee can hold membership in multiple BRGs in a single region.
