Programs
Moody’s commitment to promoting inclusivity is exhibited through the culture, development and services we have in place to support women, people of color, and LGBTQ+ in the workplace. We invest in this because we believe it is essential for your and our success.

Melanie Hughes, Chief Human Resources Officer

Melanie Hughes,

Chief Human Resources Officer

Moody's RE-IGNITE
Are you looking to return to work following an extended career break? Submit an application to Moody's RE-IGNITE program in the US and UK by November 22, 2020
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Stonewall’s Workplace Equality Index
Moody’s Recognized as a Top 100 Employer for LGBTQ+ people in the UK by Stonewall’s Workplace Equality Index
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Moody’s Employee Resource Groups (ERGs)

Moody’s Employee Resource Groups (ERGs) contribute to a more effective and inclusive work environment by fostering the recruitment, development and retention of diverse and talented individuals. We currently have 7 formal ERGs and 30 regional chapters across the Americas, EMEA and APAC.
Moody's EnAble ERG
Moody's Generational ERG
Moody's LGBTA ERG
Moody's Minds ERG
Moody's Multicultural ERG
Moody's Veterans ERG
Moody's Women ERG

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.

Diversity programs

Moody's Diversity Council
Made up of senior leaders, Moody’s Diversity Council is responsible for implementing our diversity and inclusion strategies. Our governing structure, comprised of a global executive council and regional councils in the Americas, EMEA and APAC, institutes checks and balances to ensure our strategic priorities are actualized.
The TIDE Program
The TIDE program is Moody’s high potential diversity initiative, aimed at elevating women and people of color to leadership positions. The program creates a robust, diverse talent pipeline through talent identification, assessment, development and executive support. TIDE has four key objectives:
  • accelerate the development of high potential diverse talent;
  • enhance career opportunities, engagement and retention through individual development experiences;
  • provide visibility and executive support to build Moody’s pipeline of top talent;
  • and use participant feedback to shape future diversity talent programs.
D&I Ambassadors Program
Moody’s D&I Ambassadors Program leverages the many backgrounds, experiences, and knowledge of our employee Ambassadors to facilitate discussions in a way that engage all ideologies and perspectives and is relevant to the business. Our D&I Ambassadors offer guidance and tips for how to build an inclusive work environment by...
  • managing a diverse workforce;
  • serving as open-minded role models to others;
  • building inclusive, engaged, high-performing teams;
  • and encouraging creativity and innovation
Supplier Diversity Program
Moody’s Supplier Diversity Program makes a concerted effort to provide businesses owned by minorities, women, people with disabilities, veterans, and LGBTQ+ people equal access to purchasing opportunities.
Diversity Rankings
Moody’s premiered at number 45 on DiversityInc’s Top 50 Company list for 2020 and was named as a top 22 company for Executive Diversity Councils. DiversityInc’s rankings are leading assessments of diversity management for US corporations and are based on company-submitted data in six key areas:
  • leadership accountability
  • human capital diversity metrics
  • talent programs
  • workforce practices
  • supplier diversity
  • philanthropy

Multicultural leadership

Fireside Chat on Racial Equality
Kimberly Lyons, Co-President of Northeast Women in Public Finance (NEWPF) and VP- Senior Analyst for Moody's Investors Service, co-hosted a fireside chat with State of Connecticut’s Treasurer Shawn Wooden on racial equality in the Municipal Finance sector.
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Management Leadership for Tomorrow
Moody’s is one of the first companies to commit to achieving the new Management Leadership for Tomorrow (MLT) Black Equity at Work Certification. A first-of-its-kind, the Certification enables employers to take a systematic, results-oriented approach toward achieving Black equity. As part of this process, Moody’s will create a comprehensive and rigorous plan to accelerate Black representation across its business and create new and innovative ways to invest in and contribute to racial justice efforts.
Black Inclusion Group
Moody’s Black Inclusion Group (B.I.G) is employee-led with chapters in New York and the EMEA region. B.I.G works to develop and empower Black employees through networking, educational and leadership opportunities in an effort to support their career advancement and connect with allies.
Association of Latino Professionals for America
As a member of the Association of Latino Professionals for America (ALPFA), Moody’s provides networking and professional leadership development opportunities, including offering internship and full time opportunities, to Latino talent.
Senior Women's Leadership Forum
Moody’s Senior Women’s Leadership Forum (SWLF), launched in 2014, is a twelve-month development opportunity for senior level women to expand their leadership capabilities through classroom trainings, executive coaching, cohort networking and senior leader meetings. To date, 110 senior women leaders have participated in SWLF around the world.
Women in Islamic Finance & Ethical Finance Forum
As a member of the Women in Islamic Finance & Ethical Finance Forum (WIEFF), Moody’s leads a mentoring program to support and expand the interests of women in the ethical and Islamic finance industry. Through educational seminars and events, Moody’s also promotes best practices globally to the highest standards.
Moody's RE-IGNITE
RE-IGNITE is a paid 16-week return to work program offered in the US and across EMEA, that is designed for individuals wishing to restart their careers after a minimum 2-year career break. Through this program, Moody’s aims to increase diverse representation, especially women and mothers, and attract top talent by providing support, guidance, and mentorship to help RE-IGNITE their careers. Upon successfully completing the program, participants have an opportunity to be offered a full-time, ongoing role with Moody’s. Since the program’s US inception in 2017, we have proudly converted 75% of participants to Moody’s employees.
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Equality Rankings
Moody’s was named to the 2020 Bloomberg Gender-Equality Index (GEI) which tracks the financial performance of public companies committed to supporting gender equality. Moody’s was included in this year’s index for scoring at or above a global threshold established by Bloomberg across the framework’s five pillars: female leadership and talent pipeline, equal pay and gender pay parity, inclusive culture, sexual harassment policies, and pro-women brand. In addition, we have been named to the Working Mother 100 Best Companies list for five consecutive years. The list recognizes US organizations that lead in areas of advancement of women, benefits, paid parental leave and more.

LGBTQ+ leadership

Moody's Be Counted Initiative
In 2020, Moody’s launched the Be Counted initiative which accounts for the proportion of LGBTQ+ employees in our workforce through voluntary self-identification. The self-identification data is used to review the effectiveness of Moody’s leadership development programs, employee benefit offerings, recruitment efforts, and more. Our senior management and the board of directors receive the data in an aggregated and anonymized form.
Moody's Support for US Legal Protection for LGBTQ+ People
In 2019, Moody’s joined more than 200 other US companies in signing an amicus brief that was filed with the US Supreme Court in a trio of cases to determine whether LGBTQ+ people are protected from discrimination under existing federal civil rights laws – which prohibit sex discrimination in contexts ranging from the employment to housing, health care and education. In June 2020, The US Supreme Court affirmed protections for gay and transgender workers in a landmark ruling.
LGBTQ+ Rankings
For 9 consecutive years, Moody’s has earned a score of 100 percent on the Human Rights Campaign Foundation’s 2020 Corporate Equality Index (CEI). The CEI, a national benchmarking survey and report on corporate policies and practices related to LGBTQ+ workplace equality, has also designated Moody’s as a Best Place to Work for LGBTQ Equality.

In addition, Moody’s has been recognized as a Top 100 employer for LGBTQ+ 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 2020, Moody’s was named as a Top 29 Company for LGBTQ+ Employees on DiversityInc’s specialty list.
LGBTQ+ Policies
Moody’s is committed to advancing the cause of LGBTQ+ inclusion. This includes non-discrimination workplace protections, domestic partner benefits, transgender-inclusive health care benefits, competency programs, and public engagement with the LGBTQ+ community. In addition, Moody’s Lesbian, Gay, Bisexual, Transgender & Allies Employee Resource Group (ERG),which is active in several Moody’s offices worldwide, serves a key role in promoting workplace equality for LGBTQ+ employees.