Inclusion, diversity and wellbeing
We are dedicated to ensuring Mazars is an organisation where people have a sense of belonging and pride, can make meaningful contributions, and be who they are. In doing so we are building a culture that delivers better value for our clients and people alike.
Margaret Laidlaw is our executive sponsor for inclusion, diversity and wellbeing at the firm and oversees the steps we take to ensure it’s embedded into everything we do:
At Mazars UK we have a range of people and faith networks which play a key role in raising awareness and sharing lived experiences across the firm. These include:
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As part of our commitment to inclusion, diversity and wellbeing at Mazars, we have introduced the following:
This programme aims to provide insights into the lived experiences of our minority groups at Mazars to encourage a learning culture and to build an inclusive environment.
Empower - speed mentoring is a series of focused group sessions giving mentees access to our senior leaders. The sessions are designed to inspire mentees to think about their own career journey as they listen to our leaders share their career stories.
 | Nargis, Partner - “A mentoring relationship can always give an added dimension to what’s already available through the traditional line manager or appraising manager. It can help broaden people’s horizons as to what their career might represent. What I found from my own journey and from nurturing individuals from disadvantaged backgrounds towards leadership, is that at a point in their career the power of social confidence, networking with different types of individuals and soft communication skills becomes a real differentiator on whether a candidate for promotion is able to progress or not.” |
Our parental coaching programmes support those taking family leave to successfully manage their journey to parenthood in the context of their professional lives. We also offer coaching for the line manager of the individuals taking leave to support the transition.
 | Jenn, Partner - “Parental leave had a huge impact on both my personal and professional life, however having time set aside to talk about both the rewards and challenges this can have put my mind at ease. The coaching played a huge part in rebuilding my confidence and also provided me with reassurance that everything I was feeling on my return to work was completely normal. I would strongly recommend transition coaching to anyone about to embark on their exciting parenthood journey” |
To support our inclusion and diversity agenda, we run an inclusive leadership programme at Mazars which aims to support individuals in developing the qualities needed to be an inclusive leader.
 | Fred, Director - "I recently took part in an externally run course discussing inclusive leadership, which covered a range of topics including (but not limited to) how to better understand yourself (which in turn will help you understand others), how to be resilient and open to change, and what kind of sponsorship you can lean on to support this. As a recently promoted Director this has been invaluable for me in demonstrating the importance of leaders within in any organisation and how best to approach this as an individual. There were a number of key takeaways from this, but for me a real standout was that to be a great and inclusive leader you need to find how to be the best version of yourself." |
This initiative offers supported return to the workplace after a career break of more than 12 months, including one-to-one coaching support.
 | Arlene, Manager -“The Mazars Returners Programme is a fantastic way to transition back into work after a long career break. Don’t be scared to ask for help and make mistakes. Before you know it, you will be back to taking charge of your career.” |
We are committed to a variety of Charters in order to drive inclusion and diversity in the workplace including; Stonewall, Women in Finance, Social mobility pledge, Social mobility foundation, Access Accountancy, 10,000 Black interns, 10,000 Able Interns and The Valuable 500.
Valuable 500 commitment - “We will actively engage with our Speakeasy network (disability network) through our Inclusion Alliance ensuring it plays a key role in the development of the firm’s policies and practices in relation to inclusion and visible and hidden disabilities. We will provide a platform for the network to share more lived experiences to help educate and raise awareness of disability across the firm”.
Women in Finance targets - As part of our commitment to ensuring gender balance across Mazars, we have been a signatory to the HM Treasury’s Women in Finance Charter since 2018. The Charter is a commitment by HM Treasury and signatory firms work together to build a more balanced and fairer financial services industry. Our target for 2023 are 27% Partner, 45% Director and 50% Senior Manager. As of 2022 our latest reporting we have 25% female Partners, 36% female Directors and 47% female Senior Managers.
Ethnicity targets – As part of our commitment of increasing ethnic diversity across our firm we have set a partner ethnicity target of 13% by 2027. This includes a target of 2% Black partner representation.
10,000 Black interns programme – we support the 10,000 Black Interns Programme, in summer 2022 we offered paid internships to 13 interns who joined us for a 6 week placements, following the programme we made 5 offers. Offering internships such as this allows us to build a diverse, representative and inclusive firm which nurtures and develops our Black talent for the future. We are pleased to be supporting this programme in 2023
10,000 Able Interns – Mazars took part in the pilot programme during the summer of 2022 and we are pleased to be participating in this newly launched programme for the summer of 2023 offering disabled talent with paid internships.
Neurodiversity in Business (NiB): recently we have signed up to NiB, a forum which brings experts and employers together to create more inclusive experiences for neurodiverse individuals. By partnering with NiB our aim is to build a better workplace for Neurodiverse employees, whilst supporting those with neurodiverse loved ones and families, through raising awareness, breaking down stigmas and improving our internal support and resources.
Business Disability Forum (BDF): Mazars are proud members of Business Disability Forum, working with them to create an inclusive workplace by removing barriers to improve the experience of team members, and create a disability-smart firm ,through reviewing and updating our policies and process from a disability inclusion lens, and ensuring our application and recruitment process more accessible.
Menopause Workplace Pledge We are very pleased to have signed the Menopause Workplace Pledge; in signing the pledge we have committed to making our organisation a supportive and understanding place for team members going through the menopause. By continuing the conversation and highlighting the importance of this topic, we hope to break down stigma and create a culture of inclusion, where everyone feels able to talk openly about the menopause and have the support they need.
Find out more on our commitments here.
We want to create a workplace where all team members can reach their full potential. As a firm we take a holistic approach to wellbeing and appreciate that factors outside the workplace may impact how we feel at work. Our approach centres around the whole person and considers our physical, mental, social and financial wellbeing, as all of these shape how we feel.
We have over 30 mental health first aiders who’ve been trained by Mental Health First Aid England. They offer support for team members and run monthly wellbeing drop-in sessions.
Anish, Data and Automation - "Mental Health is paramount to our business as people are at the core of what we do, so it’s important for us to be kind to one another and support each other through difficult times. For someone going through difficult times it's important to seek available help, so being a MHFA provides the opportunity to be of such assistance."
Hosted by MHFAs, open to all. These are a safe space for team members to discuss mental health concerns and to share stories and tips. The sessions often feature expert special guests and interviews with senior leaders on how they look after their mental health and wellbeing.
We offer all team members in the UK free access to the Headspace app. In line with our wellbeing strategy, we want to support our people by giving them the tools to encourage positive mental health and wellbeing.
 | Sam, ESG Specialist - “Having free access to the full version of Headspace encouraged me to explore the aspects of my mental wellbeing I needed to prioritise. Starting off with occasional mindfulness practices, I now use focus music while working, meditations to calm and focus and sleep casts to wind down after a busy day. I’m so much more in tune with my mind and better equipped to deal with times when I’m struggling mentally.” |
Discover more about our distinctive one team approach, where people are encouraged to develop and be their true self, whatever their background, culture or generation.
Pauline, a Director in our Financial Outsourcing team, shares a very personal and honest account of her experience with the Menopause and how this affected her ability at work.
Jayne Wildish a Senior Financial Planner and divorce specialist within our Private Client team shares some of her tips on how to manage your money if you need to take a career break during the menopause. Jayne is a passionate supporter of menopause networks and works with others in the industry to help women during this time.
Chris, a Director at Mazars, shares why International Women's Day is important to him
Interested in a career in technology? Our Tech Balance team share stories and advice for working within the technology industry as a female, what attracted our team members to the Technology and Digital (T&D) team at Mazars, and why this could be the right career pathway for you.
Arlene took a career break after relocating her family to the UK. She then joined Mazars after her career break. In this blog, she discusses how she found returning to work, her top tips and how Mazars supported her.
We believe transparency is vital: for our clients, our people and broader society. That is why we voluntarily apply the same level of transparency required of our publicly listed clients to ourselves, and why the Mazars Group publishes an Annual Report and audited financial statements every year.
Mazars strives to be a positively different accountancy and advisory firm. Our 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 contribution to society.
This year's International Day of People with Disabilities (IDPWD) theme is ‘leadership and participation of persons with disabilities toward an inclusive, accessible and sustainable post-Covid-19 world.’ In line with this, Sue Kukadia, our Speakeasy Network Lead interviews Phil Verity, our UK Senior Partner on our commitment to The Valuable 500 and how we plan on ensuring disability inclusion...
International Women’s Day is an opportunity for us to celebrate the social, economic, cultural, and political achievements of women and to reflect upon and discuss the challenges women still face globally.
At Mazars, we are passionate about diversity and inclusion in all areas and focused on challenging biases. ‘Tech Balance’ is a team at Mazars formed to raise awareness, empower and support women in tech, and make a difference to the gender balance across our own business and the industry as a whole.
After the success of piloting 10,000 Able Interns this year, Mazars is proud to be continuing its partnership for Summer 2023.
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