Diversity and Inclusion

“Moody’s and our leadership team are committed to making diversity and inclusion part of the fabric of our organization. This helps create an environment that maximizes every employee’s contribution, widens the leadership pipeline and ultimately increases the quality of our opinions, products and services.”

Our Strategy

Understanding D&I

We engage and educate employees to understand the value of diversity and inclusion for themselves and for the company. We do this through leadership engagement, diversity education and global partnerships.

Leadership Engagement

Made up of senior leaders, Moody’s Diversity Council is responsible for implementing our diversity and inclusion strategies. To achieve our goals, the council is organized into working groups that focus on strategic priorities, developing an action plan and making it a reality.

Diversity Education

We prioritize educating our employees so they understand the value of diversity and inclusion. We work with D&I champions and ambassadors to help meet challenges and opportunities in each business area. Our education programs bring the latest research and insights to our employees.

Creating a Great Employee Experience

A Moody’s workforce that represents an array of backgrounds and experiences enhances our work, including the quality of our opinions, products and services. Our diversity is vital to our continued and long-term success.  We strive to create a diverse, high-performing culture where our people have the opportunity to succeed regardless of their gender, sexual orientation, gender identity and expression, marital or civil partner status, race, religion or belief, color, nationality, ethnic or national origin, disability, veteran status, age or pregnancy. We are proud to have been recognized as one of the leading inclusive organizations by Stonewall, Human Rights Campaign, the Working Mothers 100 Best Companies and more. But it is not all about the awards. We want to achieve positive change for our employees where they are respected, included and encouraged to realize their greatest potential.

Workplace Flexibility

Flexible work arrangements allow our employees the opportunity to better manage their work and personal needs while also ensuring that business demands are still met. Individuals can modify their hours and work locations in consultation with their managers.

Women in Leadership

To help us achieve a diverse and high-performing culture and to build Moody’s leadership pipeline, we offer hundreds of hours of training, mentoring and networking opportunities geared toward women’s professional needs. These include:

  • Building Leadership Presence Through Powerful Communication
  • Senior Women’s Leadership Forum
  • Leadership Spotlights and Fireside Chats
  • Working Parents Circle
  • Group Mentoring and “60 Minutes” Speed Mentoring programs

Employee Resource Groups

Moody’s Employee Resource Groups (ERGs) contribute to a more effective and inclusive work environment for all employees. ERGs are powerful tools that support the recruitment, development and retention of diverse and talented individuals. We support the following ERGs, which have over 30 chapters across the Americas, EMEA and APAC:

Moody’s Women’s ERG 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.

Moody’s Multicultural ERG seeks to leverage diverse talent by promoting recruitment, professional development and networking opportunities for all ethnically diverse employees at Moody’s.

Moody’s Lesbian, Gay, Bisexual, Transgender and Allies (LGBTA) ERG 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 ERG 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 Generational ERG 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 Minds ERG 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. We will support the education and empowerment around mental health to ensure that employees and managers feel confident to support the mental health wellbeing of one another in the workplace, to allow everyone to thrive at Moody’s.

“Working with a global team gives you a strong basis for a future career.”

Andisheh - Product Specialist - Sales

“Workplace flexibility motivates me to succeed, and is a win-win for both my professional and personal life.”

Matthew - Vice President, Program Management

“Moody’s is very open to sharing the importance of diversity.”

Georgina - Associate Analyst

“We’ve done a huge amount of work to create an environment that’s inclusive.”

Isabel - Executive Director - Global Head of Sales & Customer Service

Measuring Success

Since 2012, Moody’s has received the top score of 100 from the Human Rights Campaign Foundation, which evaluates US workplaces on Lesbian, Gay, Bisexual and Transgender (LGBT) equality annually. We were also recognized in 2019 as a Top 100 employer for LGBT people in the UK by Stonewall’s Workplace Equality Index, an annual benchmarking evaluation to determine which companies offer the most inclusive and supportive work environment to LGBT employees.

In New York, Moody’s has forged a strong partnership with the Hetrick-Martin Institute (HMI), the oldest and largest organization dedicated to serving lesbian, gay, bisexual, transgender and questioning youth between the ages of 13 and 24.

Supplier Diversity

The New York & New Jersey Minority Supplier Development Council recognized Moody’s Procurement and Sourcing Group with its Rising Star award in 2014. The award is given each year to a public or private sector entity that has advanced supplier diversity initiatives within its organization.

Supplier diversity initiatives encourage the use of minority, women-, veteran- and LGBT-owned businesses, which have historically been underutilized in the supply chain. Since establishing a supplier diversity program, Moody’s has increased our partnerships with minority suppliers. This helps drive the development of diverse business and further contribute to the communities where we live and work.

Current Opportunities