Diversity and inclusion

At Mazars, diversity is a key topic on our Group Executive Board’s agenda. It is how we have grown as an international group, deeply rooted in local territories and cultures, and it is how we operate today and how we plan for tomorrow - working as one inclusive team around the world, making decisions and defining our future path together. Diversity and inclusion are the foundations of the modern firm we strive to be.

More diverse, more inclusive workplaces are workplaces fit for the future. We are dedicated to ensuring Mazars is an organisation where people have a sense of belonging and pride. A united partnership where people can make meaningful contributions and be who they are. In doing so, we build a culture and a firm that deliver better value for our clients and our people alike.  

Among several other issues, gender equity is a concern for modern societies where we all need to play our part. Diversity and inclusion are at the top of our agenda. Our Group Executive Board takes a leading role in ensuring Mazars’ people feel respected and inspired at work. Because of the nature of our work, our core values of integrity and respect for people, and the impact we expect to make, Mazars is committed to turn awareness into effective, transformative action.

Diverse by nature

We know value for our business, our clients and our communities is created by embracing different perspectives, empowering our people and bringing to the table varied backgrounds, views and skills.

As an international partnership with local roots all over the world, Mazars is – by nature – a geographically diverse organisation that has grown thanks to the different nationalities, languages and educations of our team.

Making the most of these differences as an inclusive organisation allows us to solve problems, move our firm forwards and, ultimately, better serve our clients.

Inclusive by design

Diversity goes beyond geographical differences. At Mazars, we are committed to fostering an inclusive environment where teams, leaders and performance come in many different styles, from diverse ethnic backgrounds, and where these differences lead to greater value and success.

These differences include, but are not limited to, abilities and disabilities, age, culture, education, gender and gender identity and expression, language, religion, sexual orientation, socioeconomic background and working style. 

We are one team at Mazars and are dedicated by design to being a diverse and inclusive organisation.

Gender equity, diversity and inclusion

In recent years we have increased the representation of women in leadership positions and have made significant progress towards gender equity across Mazars. Today, some 75% of our largest countries have developed and started to implement diversity action plans and, overall, women make up 44% of our governance bodies.

A lot has been done, but we want to do more. Our four-year strategic plan contains a set of incentives and measures to help us achieve greater gender equity. At group level, we have partnered with the Gender Balance Observatory to advance female leadership and representation in top management.

Working with the Observatory’s members, Mazars has developed a checklist for CEOs to assess whether their organisations have the implemented the necessary actions that deliver results. This is a tool we are using to drive our own transformation and progress.

Mazars Reconciliation Action Plan (RAP)

Mazars in Australia has formalised their commitment to reconciliation through launching their Reflect Reconciliation Action Plan (RAP).

Since 2006, Reconciliation Action Plans (RAPs) have enabled organisations to sustainably and strategically take meaningful action to advance reconciliation.

Based around the core pillars of relationships, respect and opportunities, RAPs provide tangible and substantive benefits for Aboriginal and Torres Strait Islander peoples, increasing economic equity and supporting First Nations self-determination.

There are four RAP types: Reflect, Innovate, Stretch and Elevate. Mazars in Australia are at the Reflect RAP stage.

The Reflect RAP is used to lay foundations and prepare Mazars in Australia for future RAPs and reconciliation initiatives. To develop this, we have worked alongside Reconciliation Australia to ensure we developed a suitable RAP for the organisation. We have also formed an internal RAP working group which meets to discuss our RAP and actions to be delivered within the next 12-18 months.

Read more about Mazars RAP here

Leading from the top

Our Group Executive Board is dedicated to embedding diversity and inclusion into everything we do at Mazars. By shaping our culture and long-term strategy around inclusion, our leadership is committed to building a diverse global firm that recognises and rewards difference.

This will enable Mazars to be a firm that expressly appreciates the value of difference, the importance of belonging, and delivers business success to our people and clients as a result.