The development opportunities we provide at Mazars will help you build your skills to perform well as well as realising your goals, whatever your ambitions may be.
Inclusion, diversity and wellbeing
Inclusion, diversity and wellbeing
“Being inclusive is core to our approach as a firm. We want to be a place where everyone is valued for who they are and where they feel empowered to be themselves, as well as being reflective of our clients and communities. Some of the ways we're promoting inclusivity at the firm include the rollout of a new partner goal and detailed action plan; collaborating with our people networks to understand and share lived experiences of our team members, and embedding inclusion in all our people processes. We strive to be better and are driven by a culture of 'inclusion for all' at Mazars.”
Commitments and actions we are taking to embed a culture of inclusion
Women returners is a consultancy, coaching and network organisation that focuses exclusively on enabling talented professionals return to work after an extended career break. Mazars’ returners programme is designed to provide opportunities to help this valuable talent pool reignite careers in a supportive environment which offers mentoring and coaching. We are delighted to partner with women returners to help drive sustainable, flexible careers fit for modern workplaces.
Social mobility foundation
We work with the Social Mobility Foundation and have been ranked #14 in the Top 50 Employers in the 2019 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.
Black Talent Charter
Mazars has signed up to the Black Talent Charter. Signing up to this means we are committing to increasing our black representation at the most senior levels within our firm. We will do this by setting targets and taking proactive actions to improve black representation.
10000 Black Interns
Mazars are proud to be part of the #10000BlackInterns programme. As part of this we offer paid work experience, training, and development opportunities to black candidates to support in meeting a goal of 10,000 placements over the next five years across the UK.
We are proud to partner with Stonewall, the leading LGBTQ+ charity working with organisations to build more inclusive workplaces. As a member of their diversity champions programme, our aim is to ensure all LGBTQ+ team members feel safe, welcomed, and free to be themselves.
Mazars has signed up to the global initiative focused on putting disability on leadership agendas. As a firm we have made a commitment to play our part in creating a firm that is inclusive of all. Our commitment is “We will actively engage with our DisAbility network (disability network) through our Inclusion Alliance ensuring that the network plays a key role in the development of the firms’ policies and practices in relation to inclusion and both visible and hidden disability. We will provide a platform for the network to share more lived experiences to help educate and raise awareness of disability across the firm”.
10000 Able Interns
Mazars is proud to continue our partnership with 10,000 Able Interns, a programme offering paid internship opportunities for disabled students and graduates. Following our participation in the pilot programme in 2022 we are pleased to be taking on interns for the full programme for 2023.
Neurodiversity in Business
We have signed up to Neurodiversity in Business, a forum which brings experts and employers together to create more inclusive experiences for neurodiverse individuals.
By partnering with Neurodiversity in Business our aim is to build a better workplace for neurodiverse employees, whilst supporting those with neurodiverse loved ones and families, through raising awareness, breaking down stigmas and improving our internal support and resources.
Business Disability Forum
Mazars are proud members of Business Disability Forum (BDF), working with them to create an inclusive workplace by removing barriers to improve the experience of team members, and create a disability-smart firm, through reviewing and updating our policies and processes from a disability inclusion lens, and ensuring our application and recruitment processes are more accessible.
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.
Menopause workplace pledge
We are very pleased to have signed the Menopause Workplace Pledge; in signing the pledge we have committed to making our organisation a supportive and understanding place for team members going through the menopause.
Mazars offers a supported return to those who have taken career breaks and are looking to return to the workplace. The support is available to those who have taken a career break of 18 months coming from financial services, accountancy, or a professional services background, and who were ideally at manager level or above prior to their career break.
We hire talented people from diverse socio-economic backgrounds, recognising that potential doesn’t stem from people’s background. To ensure diversity in early careers recruitment we use the Rare contextual recruitment system, using big data to help us identify candidates with the greatest potential. Allowing us to make more informed choices about candidates by considering the context in which their academic achievements have been gained.
Inclusion and diversity groups
We have a number of diversity groups. Their aim is to provide a sense of community, inspire and support diverse talent, and raise awareness of inclusion and diversity within Mazars. The inclusion and diversity networks are open to all and play a critical role in creating an inclusive firm focused on connecting individuals, driving positive change, and creating a culture of allyship. Our networks work closely with our senior leaders to impact change across at Mazars. The network groups include:
- Balance - Gender network
- DisAbility - Seeing the ability in disability
- Embrace – Ethnically diverse network
- Families@Mazars - Families network
- LGBTQ+ Champions - LGBTQ+ network
- SoMobile – Social mobility network
Our Faith Networks:
- Christian Network
- Muslim Network
- Jewish Network
- Hindu Network
At Mazars we recognise there are many factors, both inside and outside the workplace that can affect our sense of wellbeing. We support our people to achieve a holistic approach to wellbeing through initiatives and services which consider physical wellbeing, mental wellbeing, social wellbeing, and financial wellbeing.
We want to create a workplace where all team members feel motivated and supported to give their best and are in good health, both mentally and physically, enabling them to achieve their full potential. Our support includes:
We know that wellbeing means something different to everyone and for us it’s important everyone feels included. In 2022 we created our Well-maker network – a well-maker is someone who will support the delivery of our wellbeing agenda, helping us to reach all corners of the firm. These individuals are active champions of wellbeing at work, and they help ensure our approach to wellbeing is seen and felt by everyone at Mazars.
We understand that sometimes individuals will want or need help outside of work, so we provide access to a comprehensive employee assistance programme which is accessible to all and offers further support to those who need it.
We also provide proactive support by providing a subscription to the Headspace app for all employees, along with regular monthly Wellbeing Drop-in sessions. These sessions are safe spaces that all are welcome to join, whether that’s to listen, ask a question or share a personal tip in relation to wellbeing. Our regular panel of Mental Health First Aiders share useful ways to look after ourselves, with relevant themes each month.
Mental Health First Aiders
In support of our commitment to mental wellbeing, we have trained Mental Health First Aiders across the firm who have been trained by Mental Health First Aid England. They have completed a rigorous two-day training course which has given them the skills to support individuals across the firm on a confidential basis. The role of the network is also to raise awareness and champion mental health across the firm.
Spot the Signs
People Managers are key to how well individuals feel supported at work and are often the first port of call when someone is struggling. For this reason, we provide mental health awareness training for all our People Managers– this ensures they feel comfortable and confident in spotting signs of ill-mental health and having conversations when someone needs support.
We want to ensure our people feel supported in maintaining their physical health, no matter what stage of life or their personal circumstances. We offer several benefits to team members which include access to a virtual GP service and cycle to work scheme to name a few.
Our people networks and faith communities provide a place for connection and inspiration. As well as regular meetings, there are virtual community channels for each, providing an instant opportunity to socialise and collaborate.