Inclusion, diversity and wellbeing

Inclusion, diversity and wellbeing lies at the heart of Mazars, shaping the modern firm we strive to be.

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:

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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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Programmes and commitments

As part of our commitment to inclusion, diversity and wellbeing at Mazars, we have introduced the following:

Mazars reverse mentoring programme: providing insights into lived experiences

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’ – our speed mentoring programme

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 Yunis
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.”

Parental Transition Coaching

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 Allison
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”

An inclusive leadership programme

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 Dearden
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."

The Mazars returner programme

This initiative offers supported return to the workplace after a career break of more than 12 months, including one-to-one coaching support.

Arlene Wewege
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.” 

Commitments and targets

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 financial services industry. Our targets by 2027 are 32% female Partners, 46% female Directors and 50% female Senior Managers. As of 2023 our latest reporting we have 28% female Partners, 35% 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.

Mental health first aiders

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."

Wellbeing monthly drop in sessions

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 farmer
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.”

Interested in finding out more about careers at Mazars?

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.

Visit our careers website here

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