Diversity in Morgan

It takes a large number of very talented people to keep Morgan running and we believe that our diversity is our strength. As a global business, we speak twenty different languages and use our differing experiences and knowledge gained from our own lives to help solve complex problems for our customers.

The catalyst for a more proactive approach to diversity and inclusion in Morgan has been the gender pay report and feedback from subsequent gender diversity workshops. We have taken practical steps to ensure the conversation on diversity and inclusion is more in focus. For example, it is a regular feature on the leadership calls run by the CEO and incorporated into sessions at global business unit start of the year conferences.

To set expectations we have updated our leadership behaviours to place inclusivity alongside working ethically and safely. To help people drive our leadership behaviours, we issue ‘Our Behaviours in Spotlight’ articles, which offer practical support, advice and training opportunities.

There are many more conversations happening about inclusion across the business in meetings at all levels and through the pulse survey, where verbatim comments highlight some of the positive responses to our approach.

We have seen greater diversity in key positions both through recruitment and through internal promotions. We are also more deliberate about the diversity of our development programmes at all levels, from graduates up to senior leaders, both in the selection and course content.