In 2023, 86% (82% in 2022) of our workforce had a permanent employment contract, 11% (14% in 2022) had fixed-term or long-term freelancers’ contracts, and 4% were interns/ apprentices.
We are providing the fairest and most equitable environment for our talents. Our group sustainability team works closely with group human resources (HR) and agency HR to regularly review and align our operations with best practices in human rights and labour rights, in compliance with global lawmakers (i.e., International Labour Organisation).
Remuneration is aligned with local industry standards and is compliant with local laws and regulations. We take pride in fostering a supportive environment by offering a variety of benefits, which may vary from one country to another. But most commonly, these benefits encompass health and wellness programmes, health and/or accident insurance, and/or retirement savings plans. Some talents are on a performance-based incentive plan, and our senior leaders are offered the possibility to participate in a share-based incentive plan.
We regularly monitor wage equality in the workplace at a country-specific level. Recognising the importance of comprehensive pay equity throughout all operations and functions, we will conduct a global gap analysis across all offices. Scheduled for 2024, this proactive initiative will enable us to identify opportunities to enhance our commitment to fairness and equality.
We support the rights of our people to join trade unions and to bargain collectively. However, trade union membership is rare in our industry, especially in some of the regions in which we operate.
Thriving through diversity
With talents originating from more than 70 countries and collectively speaking over 60 languages, our group’s worldwide presence affords us the unique opportunity to collaborate with a diverse array of talents from various cultural backgrounds.
This diversity fosters an international mindset and an understanding of society that enriches our group, enhances creativity and amplifies our ability to work cross-culturally as we accompany our clients into new markets.We are committed to creating a safe and accepting environment where everyone can thrive. We are committed to fairness and equity in all aspects of our organisation.
Our DE&I guidelines, as outlined in our Code of Business Conduct, are designed to reinforce a culture of belonging by providing a working environment free from discrimination, where everyone is respected, heard and valued.
Many of our offices have also created their local DEI&B groups or Diversity Squads, organising local campaigns on the topics that matter most to them. Our US offices have introduced the Affinity Groups programme, creating a space for a range of communities to come together within the workplace, including African American, Latino, Asian American, Women in the Workplace, Young Professionals, Military, LGBTQ+, Mental Health and Family groups.
Here is a snapshot of a survey conducted in the autumn of 2023 with a focus on DEI&B (821/1564 respondents = 52% participation rate)
- 87% feel they can be themselves at work
- 82% know that if they experience or witness discrimination, their concerns will be properly addressed
- 71% answered favourably to the question “My company is committed to providing equal opportunities for all”
(Percentage of favourable answers)
Despite these encouraging figures, we are committed to ongoing self-reflection, identifying areas for enhancement, and positively influencing our internal practices. Based on the initial gap analysis we conducted using the Women’s Empowerment Principles and the LGBTIQ+ Standards tools, we are currently working on the following initiatives:
- Implementing self-identify on a voluntary basis where legally permissible and preparing awareness-raising campaigns on the importance of self-ID and including pronouns in employee descriptions.
- Revising our existing policies from a diversity and equality perspective and putting missing policies/guidelines in place, notably our Diverse and Equitable Recruitment Guidelines
- Improving our data collection to help us make better informed decisions
- Setting up a pay gap audit and defining future targets
- Providing more training for our managers
Listening to and communicating with our talents
As part of our talent experience strategy, in 2022 we upgraded our talent feedback survey tool to an external measurement platform, providing us with more detailed employee insights and comprehensive analytics. Managers are also provided with tips and guidance on areas that could be improved.
We run an annual full engagement survey (with approximately 30 items), complemented by two shorter “pulse” questionnaires, to help us spot problems early, and act on them swiftly.
Our annual engagement survey took place in October 2023, with a total of 963/1410 respondents (68% of our workforce).
Our talents also benefit from our Learning & Development and Wellbeing objectives and strategies – learn about these and other initiatives in our Company Report
Visit our career page to find out about the current opportunities at MCI.
MCI Content Team
