Diversity goals
Mazars’ vision for 2020 is to be recognised in the marketplace as a truly international firm, focused on our people and our clients, and as a firm that stands out for our contribution to society. We can only achieve this if we create a supportive work environment with diverse leadership teams which reflect our clients and society.
Whilst we have come a long way in terms of creating a more diverse and inclusive culture, we know we have much more work to do. For example, Mazars has fewer women than men in its senior roles but we are serious about addressing this imbalance across all areas of the business. This is why we have signed up to HM Treasury’s Women in Finance Charter .
As part of signing up to the Charter we have set ourselves some goals to monitor and measure our progress. These goals will help to provide us with direction.
In the image below, you will find our gender diversity goals for 2023 and how we are currently performing against these. These goals have also been shared with HM Treasury and will be published on their website in October 2018.
We are also putting actions in place to help us achieve our goals and level the playing field. These include inclusive leadership training, unconscious bias training and a leadership development programme, which will provide our team members with sponsorship from senior leaders. Furthermore, all our senior leaders have diversity and inclusion as one of their personal performance objectives.
If you are interested in more information about our work on diversity and inclusion please contact Angela Cooke , Diversity and Inclusion Leader.
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Related pages
Mazars Gender and Ethnicity Pay Gap Report 2018
All firms with over 250 employees are legally required to analyse and publish their gender pay gap data. In our Gender and Ethnicity Pay Gap report, we present the findings of our business-wide analysis as of 5 April 2018, and set out the concrete steps we are taking to achieve parity across the firm. We are also voluntarily publishing the gender pay and bonus gap data for partners in addition to staff, and have taken the decision to publish the pay gap figures for our black, Asian and minority ethnic (BAME) staff.