Mazars’ vision 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 .
In conjunction with signing up to the Charter, we have set ourselves clear goals to monitor and measure our progress. These goals will help to provide us with direction.
In the images below, you will find our gender diversity goals for 2023 and how we are currently performing against these. In 2018 when we signed the Charter, we had 17% female Partners, 37% female Directors and 39% female Senior Managers.
A year on, we now have 18% female Partners, 37% female Directors and 41% female Senior Managers in our business.
We still believe we are on track to meet our gender goals in 2023 and continue to put measures in place to help us achieve these. These goals and our progress against them have been shared with HM Treasury and are also published on their website.
We recognise that diversity can only be achieved if it is central to all aspects of our business: attraction and recruitment, pay, and equal access to training and opportunities. We will continue to focus on these areas in order to deliver sustainable change.
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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.