## Inclusiveworkplace 

Macquarie’s commitment to diversity and inclusion was affirmed in the 2013 staff survey in which the overwhelming majority of staff globally agreed that Macquarie provides an inclusive environment that encourages diversity. 

Macquarie provides policies to support flexible work arrangements in all regions (refer to ‘Spotlight on flexible work arrangements’). These policies are complemented by a range of initiatives including ‘Care for Kids’ (an online portal for working parents providing access to research and resources), backup childcare, childcare vacancy and emergency childcare search, and return-to-work coaching for parents. In addition, reporting on staff on a Full Time Equivalent basis has been implemented to encourage opportunities for job sharing and to optimise workforce planning. 

As a result of the efforts over the past three years, Macquarie has achieved high return to work rates and retention rates of those staff who have taken parental leave. 

## Robustmeritocracy 

Macquarie aims to attract and retain a diverse range of candidates, ensuring meritocracy in hiring, reward and promotion decisions. To achieve this, Macquarie embeds equity and transparency in all people-related practices and processes, for example: 

– unconscious bias training is embedded in core talent programs, recruitment processes and remuneration and promotion criteria 

– the recently launched Macquarie Director Program includes modules specifically focused on Macquarie’s diversity objectives 

– a review of remuneration outcomes is conducted annually to ensure pay equity for like roles and performance across all groups and regions 

– Executive Committee members have diversity-related metrics included in annual performance assessments. 

Furthermore Macquarie continues to actively participate in sponsorship, mentoring and networking programs, both internally and externally in all regions, including the Chief Executive Women’s Leaders Program, the Women in Banking and Finance Mentoring program and FTSE 100 Mentoring Program. 

## Integration andawareness 

Macquarie is committed to encouraging an inclusive workplace and ensuring that workforce diversity is an integral part of the way we do business. Macquarie continues to invest in promoting and supporting opportunities for staff to engage in initiatives such as business or region-specific ‘Diversity Weeks’, Diversity Councils, International Women’s Day events, Bring our Daughters to Work Day, and networking and career forums. The employee-led networking groups for women, working parents and Lesbian Gay Bisexual Transgender and Intersex (LGBTI) staff and allies are gaining momentum and help to reinforce the diversity and inclusion agenda at a grass roots level. In 2013 Macquarie’s LGBTI Australian employee network, Banking & Financial Services Group allsortswas awarded the Pride in Diversity Employee Network of the Year. 

Macquarie continues to expand its memberships with the leading external employer forums in each region in the areas of gender, race, sexual orientation and gender identity, disability, age and religion. These forums provide Macquarie with access to research, networks and events, and allow benchmarking against diversity and inclusion best practices. 

## Spotlight on flexibleworkarrangements 

Macquarie recognises the importance of empowering staff to manage their work and time as effectively as possible. This is reflected in the most recent staff survey in which the majority of staff believe they have sufficient flexibility to balance their work and personal/family needs. 

Flexibility is offered in response to a range of reasons including family or carer’s responsibilities, pursuit of further studies, recreational reasons such as sporting commitments or community work, phased retirement or a career break. 

Where possible, Macquarie offers its staff the opportunity to work flexibly in relation to hours, days and place of work in all regions and may include, for example, flexi-time (having a different or flexible start/finish time), job share and working from home. 

Macquarie supports working parents and those with carer’s responsibilities through a variety of means. In Sydney, Macquarie has well established relationships at two childcare centres which offer childcare services to permanent employees. Macquarie also offers casual places through these centres to respond to the need for flexible childcare arrangements. In the US and UK, backup childcare is available to employees when they need to be at work and their regular childcare is unavailable for any reason. In addition, backup adult and eldercare is also available in the UK for all staff with carer’s responsibilities. 

