Moody’s Business Resource Groups (BRGs)

Moody’s Business Resource Groups (BRGs) contribute to a more effective and inclusive work environment by fostering the recruitment, development and retention of diverse and talented individuals. We currently have 8 formal BRGs and 44 regional chapters across the Americas, EMEA and APAC.

Moody’s 2022 BRG Summit

This year Moody's hosted its third annual BRG Summit. Organized by DK Bartley (Moody's Chief Diversity Officer) and the DE&I team, the Summit brings together BRG co-chairs, executive sponsors and DE&I ambassadors, from across the globe to celebrate the accomplishments and develop plans for the year ahead. The theme of this year's summit was Forward Together: Belonging, Talent & Goals and featured an array of speakers from across the business, with interactive sessions, and presentations. Rob Fauber (Moody's President and CEO) attended the summit and highlighted the need to continue developing an inclusive culture, so that Moody's is a place where people want to come and stay. He also underscored the important role BRGs play in driving employee retention and progress toward our DEI goals.

DE&I at Moody's in 2021

Watch our employees across the organization reflect on a year of highlights and milestones in diversity, equity and inclusion.

Moody's EnAble BRG

Moody's Generational BRG

Moody's Inclusion Group

Moody's Minds BRG

Moody's Multicultural BRG

Moody's Pride BRG

Moody's Veterans BRG

Moody's Women BRG

Moody’s Women’s BRG 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.

The best thing about working at Moody’s is the culture of collaboration between people of different backgrounds and cultures – seeing that in action really drives home the message that diversity is our strength.

Ronald Chan

Co-Chair, Moody’s Pride BRG APAC

AVP, Government & Public Affairs

Moody’s has made strong efforts to assist employees with their overall mental health while also making Moody’s a more welcoming place to work for people that have mental illnesses.

Marc Flynn

Co-Chair, Moody’s Minds BRG Canada

Sr. Director, Reg. Relations & Credentialing, MA

Moody’s continues to provide meaningful opportunities for their minority employees to make a positive difference within its four walls and beyond.

Austin Easterling

Co-Chair, Moody’s Black Inclusion Group

Product Manager - Content, MA

It’s about treating others the way you yourself would like to be treated. At Moody’s, we foster a diverse & inclusive culture by understanding its importance and then imbibing in ourselves.

Sunali Gupta

Co-Chair, Moody’s Women's BRG India

Audit Manager, MSS

Diversity programs

Moody's Diversity Council

Made up of senior leaders, Moody’s Diversity Council is responsible for implementing our diversity, equity 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.

DE&I Ambassadors Program

Moody’s DE&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 DE&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

We are committed to providing equal access to business opportunities with Moody’s. We are working to encourage diverse supplier spend through our Supplier Diversity Program. This includes working with our suppliers to encourage diverse spend within their own supply chains, helping us track how they utilize diverse suppliers on our behalf. We are furthering our supplier diversity by pledging 5% of our 2021 addressable spend toward integrating more women-owned businesses into our supply chain

Diversity Rankings

Moody’s premiered at number 30 on DiversityInc’s Top 50 Company list for 2022 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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The Ray McDaniel Scholarship Program

The Ray McDaniel Scholarship Program is a 5-year, $1.2 million partnership with the Executive Leadership Council (ELC). The program will pay college fees and provide financial support, internships and employment opportunities to 30 students over five years, bringing diverse talent and perspectives to the Moody’s family.

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.

Women's leadership

International Women's Day 2022

Moody’s celebrates International Women’s Day 2022

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Moody’s Women Leadership Development Program

Moody's Women Leadership Development Program, 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 the program 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, 2021, and 2022 Bloomberg Gender-Equality Index (GEI) which tracks the financial performance of public companies committed to supporting gender equality. Moody’s was included in the index for scoring at or above a global threshold established by Bloomberg to reflect a high level of disclosure and overall performance 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 10 consecutive years, Moody’s has earned a score of 100 percent on the Human Rights Campaign’s 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 2021, Moody’s was named as a Top 3 Company for LGBTQ+ Employees on DiversityInc’s specialty list.

L'Autre Cercle Charter

Moody's is proud to sign the L'Autre Cercle Charter, reflecting our support for LGBT+ colleagues and communities in France and around the world. The Charter was signed by DK Bartley (Chief Diversity Officer), Alain Maure (Senior Director, MA) and Mauicette Salque (Associate Managing Director, MIS). Commenting on the Charter, DK Bartley said, "Diversity is part of our DNA at Moody's. Signing the Charter reflects our determination to ensure that we lead, model and share best practices, to ensure that we create a welcoming workplace where everyone feels empowered to be their true selves."

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 Pride Business Resource Group (BRG), which is active in several Moody’s offices worldwide, serves a key role in promoting workplace equality for LGBTQ+ employees.