DIVERSITY, EQUALITY, INCLUSION 2021 - MSCI
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DIVERSITY, EQUALITY & INCLUSION 2021 DIVERSITY, EQUALITY, INCLUSION 2021
DIVERSITY, EQUALITY & INCLUSION 2021
Why At MSCI, diversity is at our core and inclusion defines our
culture. Our people are empowered to maximize their
MSCI EMPLOYEE BREAKDOWN (%)
Diversity,
potential in an environment where all individuals are respected
and encouraged to bring their authentic selves to work. Europe, Middle East US/Canada
This culture drives us to innovate and provide industry-leading & Africa 21% (762)
Equality &
solutions that power better investment decisions. 24% (870)
Our success is powered by new voices and ideas. We work, S. America/LATAM
9% (337)
Inclusion
learn and grow together. We lead by example.
Asia Pacific
We are an international company with a highly diverse 46% (1,706)
global footprint.
Matter The Numbers (as of December 2020)
Source: MSCI as of December 2020
30% 33% 42%
of our board of of our global population of our U.S. population
We are committed to global diversity.
directors are women identifies as female are persons of color –
Asian, Black or Latino Increasing diversity at MSCI expands
GLOBAL GENDER (Data as of 12/03/2020) our talent pool which helps to accelerate
Category Female % Male % N/A % business innovation. We are committed
to hiring and promoting qualified women,
Executive Management 20.6 78.4 1.0
ethnic minorities and members of the
Non-executive Management 26.0 73.0 1.0 LGBT+ community candidates who,
Professionals 36.1 62.7 1.2
historically, have been underrepresented
in financial services.
All Other Employees 86.1 12.7 1.3
Total 33.1 65.8 1.1 We are committed to equality.
Equality is paramount to ensuring
RACIAL/ETHNIC GROUP REPRESENTATION OF US EMPLOYEES %
that all of our employees have equal
Black or
Category Asian % African
Hispanic or
White % Other % N/A opportunities to grow and thrive at MSCI
Latino %
American % and are protected from discrimination
Executive
15.0 0.0 11.0 63.0 5.0 6.0
in any form.
Management
Non-executive
Management
24.0 3.0 6.0 53.0 4.0 10.0 We are committed to inclusion.
An inclusive culture allows people to be
Professionals 37.0 3.0 11.0 42.0 3.0 3.0
their authentic selves. Inclusion is highly
All Other
4.0 23.0 46.0 19.0 8.0 0.0 correlated to driving engagement at
Employees
MSCI which enhances company perfor-
Total 26.0 3 9.0 50.0 4.0 8.0
mance and shareholders’ value creation.
MSCI | 2
DIVERSITY, EQUALITY & INCLUSION 2021
Developing Our Talent
Leadership Development Talent Acquisition and Pay Equity
Continuous focus on diverse representa- Pipeline Programs We are committed to equal pay for all Equal opportunities
tion in premier leadership and manage- A Diversity Sourcing and Engagement genders and we have been able to make
means that whoever
ment development programs and other team is charged with attracting and considerable progress over many years
learning offerings. Professional devel- developing diverse talent for current in closing the gap between the average can contribute to the
opment offerings are also available for and future open roles. The team utilizes pay for men and women in the same success of a human
Employee Resource Group (ERG) leaders external relationships with both universi- role and location across the company. endeavor should have
such as “Presenting with Confidence” ties and partner organizations to reach
We regularly review and manage com- an opportunity to succeed
and “Leadership Through Strengths and engage a diverse community. In
and Values.” addition, protocol and governance are pensation levels for gender pay disparity and the outcome be
in place to ensure diversity at all stages to ensure that if any elements of bias according to the
As part of our Integrated Talent Manage- are identified, they are eliminated.
of the hiring process — from sourcing capabilities of that
ment framework, all Executive Committee to posting, to interview slates and to
(EC) members annually review their individual. That’s what a
eliminating 1:1 recruiting (one candidate,
organization’s talent and progression one role). Finally, we deploy specific and Employee Engagement meritocracy is about.”
plans. Diversity is a key component of targeting messaging and recruiting Henry Fernandez
MSCI conducts an annual employee
the discussion. campaigns to engage and attract Chairman and Chief Executive
engagement survey that measures
diverse applicants. Officer, MSCI
whether our approaches to perfor-
mance, growth and career development
MSCI is developing relationships with
Sponsorship/ are driving employee engagement.
key colleges and universities that are
Mentoring Initiatives Periodically, MSCI also conducts
either historically Black or have a large
Our Women’s Leadership Summit engagement “check in” surveys outside
population of Black, African, Minority
attendees participate in a year-long, of the annual employee engagement
Ethnic (BAME) students.
formal sponsorship/mentorship pro- survey cycle to gauge whether MSCI is
gram. Each mentee is paired with a MSCI has built and is running several moving in the right direction in terms of
Managing Director to provide the most programs to bring diverse talent into areas that are strategically important to
optimal experience and opportunity for the organization. These include Talent MSCI’s success. Our last check-in survey
growth in the organization. Learning is Acceleration and Internship programs indicated that 85% of our employees
extended throughout the year via training in various functional areas that hire believe that MSCI is a highly inclusive
sessions held on a quarterly basis. diverse talent and provide rotational and workplace and 87% believe they can
Personal branding, influencing skills and learning opportunities. Talent from these bring their authentic selves to work.
other leadership topics are covered in a programs are entered into the pipeline 85% 87%
continuous learning environment. for future full-time employment offers. HIGHLY INCLUSIVE BRING AUTHENTIC
WORKPLACE SELVES TO WORK
In addition, regional mentoring programs
are offered for more junior employees,
with diversity as a key component.
MSCI | 3
DIVERSITY, EQUALITY & INCLUSION 2021
Increasing Diversity Recognition
Executive Diversity Council (EDC) The multi-day event features guest speakers, panel
Our Chairman and CEO, Henry Fernandez,
The Executive Diversity Council’s mission is to champion discussions, formal learning programs, and networking
was named one of the 13 founding member CEOs
a diverse and inclusive culture by providing ongoing events with dual objectives of developing leaders and
of the NYSE Board Advisory Council, which is
counsel on corporate initiatives and facilitating col- inspiring actions for a more inclusive culture.
responsible for advancing board diversity by con-
laboration across the company. EDC members are
necting diverse candidates with open board seats.
responsible for partnering with our existing Employee
★
Resource Groups (ERGs) to raise awareness, conduct Unconscious Bias Training Two members of MSCI’s Americas Coverage team,
events around the globe, and serve as sponsors in their Unconscious bias training is offered to all employees April Cody and Carol Chen, were nominated
respective locations. globally using a science-based approach and practical for awards at the Defined Contribution
applications in the workplace. Institutional Investment Association (DCIIA)’s
The EDC is led by Jorge Mina, Head of Analytics and a
member of the EC, and is comprised of a diverse group first annual D&I Awards ceremony in 2020.
of employees from around the globe. ★
Benchmarking, Measurement and Research In Japan, MSCI was awarded the highest-level
In 2020, MSCI participated in McKinsey & Co.’s “Women Japan Eruboshi Certificate in 2019. Issued by
in the Workplace” study for the U.S. and Canada. the Japanese government, this certification
29 18 12
EMPLOYEES OFFICES COUNTRIES Continued participation will allow us to track growth recognizes a company’s commitment to
EDC leaders partner with our Employer Brand Council and progress on a yearly basis. diversity initiatives and the advancement
and ”Voice of the Organization” groups to help attract of women in the workplace.
MSCI is a member of Gartner, an organization that ★
diverse candidates to MSCI.
provides corporate research and business insights on MSCI’s Norman office was certified as
In addition, EDC leaders, in partnership with Black human capital. a 2019 Oklahoma Family Positive Workplace
Leadership Network (BLN) employee resource group by the Potts Family Foundation.
members, conduct ”Candid Conversations” to gather ★
employee sentiment and feedback on sensitive topics DE&I Focused Benefit Policies MSCI’s Toronto office was a finalist for Diversity
such as racial injustice, as well as overall diversity, Beyond offering a broad range of highly competitive Initiative of the Year at Canada’s Women in
equality and inclusion actions. benefits to our employees and their families, including Finance Awards in Canada in 2019.
same-sex and domestic partners, MSCI also promotes ★
workplace safety and offers the following to enable Women’s Forum of New York honored MSCI for
accelerating gender parity in the boardroom at the
Our Annual Diversity, Equality & employees to lead healthy and well-balanced lives:
2019 Breakfast of Corporate Champions.
Inclusion Summit
• Enhanced maternity and paternity leave policies including ★
The CEO, President, Chief Human Resources Officer
a Global Minimum Standard applicable to all offices world- Our Head of Employer Brand & Talent Pipelines,
and other EC members sponsor MSCI’s annual
wide. These standards meet or in many cases exceed Faye Woodhead is a member of the UK Diversity
Diversity, Equality & Inclusion Summit which is attended
the statutory requirements in countries where we operate. Project data workstream, representing MSCI, led
by high-performing women, MSCI Pride leaders, BLN
by Baroness Helena Morrissey
individuals and members of the EDC. • Wellness rooms in all MSCI office locations, some of
which have been designated as lactation rooms.
MSCI | 4
DIVERSITY, EQUALITY & INCLUSION 2021
It’s a very different statement
to say I am not a racist than
I am an anti-racist. Leadership
is being anti-racist. It’s an
active, conscious decision
to effectuate change.”
Rob Gutowski
General Counsel, MSCI
Increasing Diversity (continued)
Organizational Affiliations & Race • Latinos in Finance 12th Annual Finance out to young women of color by helping
Community Outreach Bootcamp: educates students on them amplify and celebrate their voices
MSCI sponsors and partners with many • 10,000 Black Interns: brings together finance careers to expand the pipeline through theatre, performing arts and
organizations to drive diversity, equality organizations to provide a commitment of Latino professionals. storytelling.
and inclusion, including: of five years of internship opportunities
to Black students with a passion for Gender Philanthropy
LGBT+ Community diversifying the U.K. workforce across
• Catalyst: leading non-profit organiza- • Oliver Scholars: prepares high-
law, consulting, finance, technology,
• Out Leadership: global LGBT+ business tion working to “remove barriers and achieving Black and Latino students
marketing and many more.
network for CEOs and multinational drive change and advance women into from underserved New York commu-
companies that runs global executive • Rare Recruitment: supports, mentors leadership.” nities for success at top independent
events, research, and leadership devel- and places diverse candidates in law schools and colleges.
• Women in ETFs (WE): sponsors, recog-
opment programs. and finance Early Years internship and
nizes and honors the achievements of • Pencils of Promise: global organization
graduate programs across the U.K.
• We Are Open: non-profit organization, women in the ETF community. that builds schools and creates programs
based in Hungary, that partners with • NAACP Legal Defense Fund: U.S. around the goal of education for all.
• Women in Derivatives: provides mentor-
companies to create a more inclusive legal organization that fights for racial
ship/sponsorship and educational oppor- • Children of Promise: MSCI New York office
environment through workshops, justice through litigation, advocacy,
tunities to help develop female leaders in supported and participated in several
consulting and public campaigns. and public education.
the financial services industry. events with children of incarcerated
• Pride Connection Mexico: network • Badu Mentoring Group: helps educate parents through this organization.
• 100 Women in Finance: furthers the
of companies that promote inclusive and empower young people from Black
progress of women in finance through • Employee Volunteer Events: MSCI
workspaces and create partnerships to and culturally diverse communities and
education, peer engagement and impact. sponsors volunteerism by allowing
attract among the LGBT+ talent. provides mentorship opportunities to
employees to volunteer in their com-
people from underrepresented back- • Girl Be Heard: New York City based munities through time out of the office
grounds in the corporate world. non-profit organization that reaches as well as financial support.
MSCI | 5
DIVERSITY, EQUALITY & INCLUSION 2021
MSCI sponsors several Employee Resource Groups (ERGs). We build on
Employee Resource Groups this foundation to further a highly inclusive and diverse culture. Each group
promotes Diversity, Equality & Inclusion with a broad range of actions that
include MSCI employees, MSCI clients and our communities.
MSCI Pride ERG for LGBT+ employees – Pride Connection Mexico: network Women’s Leadership Forum (WLF) The Eco Groups As part of the company’s
and allies help to create an inclusive of companies that promote inclusive Women’s Leadership Forum promotes corporate responsibility efforts, the MSCI
culture where all MSCI employees can be workspaces and create partnerships leadership skills development. The WLF Eco Group was launched to educate and
their authentic selves by raising aware- to attract among the LGBT+ talent. believes in “Inspiring and Encouraging increase awareness of critical environ-
ness through education and community Leaders.” mental issues and challenges.
building, engaging with leading LGBT+ Key Highlights: Key Highlights:
organizations and key client partners Black Leadership Network (BLN)
and advancing MSCI LGBT+ policies and The Black Leadership Network seeks • 24 chapters across 17 countries and an • Global, regional and local chapter heads
protections around the world. to attract and retain Black employees External Engagements and Partnerships drive initiatives through events, commu-
through increased and focused recruiting, Committee. nications and implementing eco-friendly
Key Highlights: mentorship, professional development best practices.
• Celebrated International Women’s Day
• Each year, MSCI celebrates Pride Month and networking opportunities.
2020 through “Walk for Equality” events • Focus on energy-saving goals and
through local office celebrations by Key Highlights: across the globe. waste reduction through raising aware-
raising awareness through educational ness, driving eco-friendly best practices
and networking events to mark the • The BLN develops internal programming • In 2020, the WLF and BLN co-sponsored
for important events such as Black and creating change to help reduce the
anniversary of the Stonewall Riots. a virtual panel discussion with PRMIA,
History Month in both the U.K. and environmental footprint.
a non-profit organization that provides
• An Allies program sponsored by the the U.S. development for risk professionals.
MSCI President, including a video and
toolkit highlighting what it means to be • BLN leaders partner with EDC members • MSCI is a sponsor of several external
an Ally for the LGBT+ community. in conducting “Candid Conversations” organizations which support the growth
to gather employee sentiment and feed- and development of female leaders:
• MSCI is a member of several organiza- back on sensitive topics such as racial
tions that promote inclusive environ- – MSCI is a silver level corporate
injustice and overall Diversity, Equality
ments in the workplace for the LGBT+ sponsor of Women in ETFs (WE).
and Inclusion actions.
community: – MSCI is a sponsor of Catalyst, a lead-
• A ‘Listen and Learn’ diagnostic for both
– Out Leadership: global LGBT+ busi- ing non-profit organization working
the BLN and MSCI Leadership to better
ness network for CEOs and multina- to “remove barriers and drive change
understand the needs and opportunities
tional companies which runs global and advance women into leadership.”
of MSCI’s Black community.
executive events, research and leader- – 100 Women in Finance
ship development programs. • Sponsored by two Executive Committee
members: General Counsel and Head – Women in Derivatives
– We Are Open: non-profit organization, of ESG • Women in Tech (WIT) launched as
based in Hungary, that partners with
part of the WLF, sponsored by the Chief
companies to create a more inclusive
Technology Officer, with a mission to
environment through workshops and
create a community across MSCI for
consulting, and public campaigns.
women in technical roles.
MSCI | 6DIVERSITY, EQUALITY & INCLUSION 2021
At MSCI, diversity is at our core and inclusion
defines our culture. Our people are empowered
to maximize their potential in an environment where
all individuals are respected and encouraged to bring
their authentic selves to work. This culture drives us
to innovate and provide industry-leading solutions
that power better investment decisions.”
Executive Diversity CouncilDIVERSITY, EQUALITY & INCLUSION 2021 About MSCI Inc. MSCI is a leading provider of critical decision support tools and services for the global investment community. With over 50 years of expertise in research, data and technology, we power better investment decisions by MSCI | 5 clients to understand and analyze key drivers of risk and return and confidently build more effective enabling portfolios. We create industry-leading research-enhanced solutions that clients use to gain insight into and improve transparency across the investment process. To learn more, please visit www.msci.com. The information contained herein (the “Information”) may not be reproduced or disseminated in whole or in part without prior written permission from MSCI. The Information may not be used to verify or correct other data, to create indexes, risk models, or analytics, or in connection with issuing, offering, sponsoring, managing or marketing any securities, portfolios, financial products or other investment vehicles. Historical data and analysis should not be taken as an indication or guarantee of any future performance, analysis, forecast or prediction. None of the Information or MSCI index or other product or service constitutes an offer to buy or sell, or a promotion or recommendation of, any security, financial instrument or product or trading strategy. Further, none of the Information or any MSCI index is intended to constitute investment advice or a recommendation to make (or refrain from making) any kind of investment decision and may not be relied on as such. The Information is provided “as is” and the user of the Information assumes the entire risk of any use it may make or permit to be made of the Information. NONE OF MSCI INC. OR ANY OF ITS SUBSIDIARIES OR ITS OR THEIR DIRECT OR INDIRECT SUPPLIERS OR ANY THIRD PARTY INVOLVED IN THE MAKING OR COMPILING OF THE INFORMATION (EACH, AN “MSCI PARTY”) MAKES ANY WARRANTIES OR REPRESENTATIONS AND, TO THE MAXIMUM EXTENT PERMITTED BY LAW, EACH MSCI PARTY HEREBY EXPRESSLY DISCLAIMS ALL IMPLIED WARRANTIES, INCLUDING WARRANTIES OF MERCHANTABILITY AND FITNESS FOR A PARTICULAR PURPOSE. WITHOUT LIMITING ANY OF THE FOREGOING AND TO THE MAXIMUM EXTENT PERMITTED BY LAW, IN NO EVENT SHALL ANY OF THE MSCI PARTIES HAVE ANY LIABILITY REGARDING ANY OF THE INFORMATION FOR ANY DIRECT, INDIRECT, SPECIAL, PUNITIVE, CONSEQUENTIAL (INCLUDING LOST PROFITS) OR ANY OTHER DAMAGES EVEN IF NOTIFIED OF THE POSSIBILITY OF SUCH DAMAGES. The foregoing shall not exclude or limit any liability that may not by applicable law be excluded or limited. ©2021 MSCI Inc. All rights reserved | CBR0121
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