MOODY ’ S CORPORATION
“ Our goal is to embed DE & I strategically in all we do at Moody ' s and build an inclusive workplace where people feel welcome to bring who they are to work ”
DK BARTLEY CHIEF DIVERSITY , EQUITY & INCLUSION OFFICER , MOODY ' S CORPORATION
we do . From our services , and how we support our customers , to how we grow , as well as how we develop and engage our employees ."
Accountability is another important factor in making DE & I achievable and sustainable All executives must show their employees they are committed to DE & I , including accountability for environmental , social , and governance ( ESG ) initiatives . According to DK , " Accountability provides a basis for us to have a conversation around the things we ' re doing , what we ' re focused on , what we want to improve and to provide our stakeholders with a strategy for how we ' re going to get there ."
" The feedback we consistently receive from our employees tells us that diversity , equity , and inclusion are key reasons why they stay at Moody ' s . It ’ s also why they encourage their friends outside of our organisation to work here . We ' re really proud of that because it says that the focus and investment in DE & I we ’ ve made as a company are making a difference . People are seeing it , believing it and experiencing it as part of our culture at Moody ' s ."
Transparency is critical to any company ' s success in diversity , equity , and inclusion because it promotes trust . DK Bartley added , " Making our goals known to our stakeholders , inside the company and out , is really powerful . It makes a clear statement about where we stand ."
Fostering DE & I in fintech by establishing Business Resource Groups ( BRGs ) At Moody ’ s , our Business Resource Groups ( BRGs ) are employee-led and focused on aspects of diversity , such as race , gender and sexual orientation . Moody ' s was an early adopter of BRGs to provide employees with
40 February 2022