“Mazars strives to be a positively different accountancy and advisory firm. Our vision for 2020 is to be recognised in the marketplace as a truly international firm, focused on our people and our clients, and as a firm that stands out for our contribution to society. We can only achieve this if we create a supportive work environment with diverse leadership teams which reflect our clients and society. We ensure that our team members feel supported to achieve their best for both our clients and the community, and feel valued for the work they do. We have a culture where people feel they belong.”
Ian Wrightson, UK Executive, Head of People & Culture
HOW WE DRIVE DIVERSITY IN THE WORK PLACE
Mazars aims to recruit from the widest possible talent pool. We recently launched our first returnship programme in Scotland. This seeks to attract senior professional women back into the workplace after an extended career break.
SOCIAL MOBILITY FOUNDATION
We work with the Social Mobility Foundation and have been ranked #16 in the Top 50 Employers in the 2018 Social Mobility Index. The Top 50 Social Mobility Index recognises the organisations that are taking the most action to ensure they are open to accessing and progressing talent from all backgrounds.
We partner with Stonewall, the gay, lesbian and bisexual rights charity to encourage a more inclusive workplace so our people feel they can be themselves.
We are proud to be a signatory of Access Accountancy – an ambitious collaboration of employers and professional bodies, dedicated to improving access to the accountancy profession. Access Accountancy’s mission is to increase awareness and aspirations among young people to join the accountancy profession.
WOMEN IN FINANCE
Mazars has signed up to Her Majesty’s Treasury Women in Finance initiative. Through this, organisations pledge to increase the representation of women in senior roles.
Diversity is so much more than gender; Mazars also has a number of diversity groups. Their aim is to provide a sense of community, inspire, support diverse talent and raise awareness of diversity within Mazars. They also have a focus on identifying new business opportunities for the firm. The network groups include:
- ‘WeCan’ (women’s network)
- BAME network
- Faith networks
- LGBT Champion group
- Speakeasy – disability network
- Mazars Young Committee
The diversity champion groups are open to all.
To drive progress, Mazars works with a number of other organisations to help influence change, inform its business strategy, and attract and recruit from a wide variety of backgrounds. We work with organisations like Business in the Community, Stonewall and the Social Mobility Foundation.
WHAT WE OFFER
Mazars supports working parents by offering shared parental leave and coaching for those transitioning back into the workplace after taking parental leave. Our nationwide working practices enable staff to work flexibly, adopting agile work patterns which help them both meet the obligations of home life whilst continuing to provide clients with an excellent service at all times. Caring responsibilities do not stop at children or grandchildren and workers may also need to care for relatives or other dependants – our agile working culture enables this. We offer:
PAY GAP REPORTING
New regulations require that firms with over 250 employees analyse and publish the pay gap between genders. In this, the first annual Mazars Gender Pay Gap report, we present the findings of our business-wide analysis, and set out the concrete steps we are taking to achieve gender parity across the firm.
time to change
Mazars has signed up to the Time to Change pledge which aims to break down the barriers and stigmas around mental health. We want to ensure that all our team members feel they can have an open and honest conversation about their mental health. Signing the pledge demonstrates our commitment to this.