DE&I Overview - DE&I Boxes
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Inclusion
We foster an environment where authenticity and respect are paramount. Every voice matters, and we work to ensure that everyone feels like they are part of MSCI.
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Belonging
We are intentional about creating spaces where everyone feels valued, connected, and an integral part of our community.
DE&I Overview - Statement
Building a sense of inclusion and belonging allows people to perform their best, which enhances engagement, meritocracy, productivity and innovation and powers MSCI’s culture.
DE&I Overview - People, Leaders, Community cards
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Our people
We strive to become a magnet for all talent, recognizing that different skills, perspectives and experiences can make us stronger and drive an innovative and high-performance culture.
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Our communities
We have a deeply engaged global workforce. Our employee resource groups (ERGs) and inclusion localization teams drive opportunities to engage with the communities where we work, providing volunteer and community building initiatives for employees looking to build close connections with our colleagues and neighborhoods.
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Our leaders
Our leaders are committed to fostering an inclusive workplace and a culture of belonging, building collaborative teams grounded in meritocracy.
DE&I Our People - Statement
Our people
Inclusion and belonging are more than a set of metrics — it underpins our culture, fueling the innovation and collaboration needed to deliver the best results for our clients.
DE&I Our People - Our workforce
MSCI workforce
DE&I Our People - Diversity metrics & Pay equity
Diversity metrics
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Equal Employment Opportunity
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Sustainability Accounting Standard Board
Pay equity disclosure
Pay equity is central to MSCI’s values and a priority for our company. We regularly audit pay equity for employees globally to ensure that all employees are paid fairly. Our pay equity assessments review the compensation of employees in similar roles, accounting for factors that appropriately explain differences in pay such as experience, level and location.
We are proud to report that, as of our most recent assessment, MSCI has no meaningful differences in pay based on gender globally or based on race or ethnicity in the U.S., and any differences in pay are explained by appropriate factors.
DE&I Our People - Development & training
Development and training
We focus on development and retention strategies through premier internal and external leadership and management development programs and other learning offerings. We have a variety of programs open to all employees, including our ERGs which are open to all employees and provide additional development and leadership opportunities. Examples of programs include:
Annual ERG Leaders’ Summit
Annual ERG Leaders’ Summit
Women in technology
Our multi-day event is designed to cultivate leadership skills and further promote our global commitment to deepen workplace inclusion and belonging. The summit, which focuses on leadership development and strategic planning, is also an opportunity to recognize the achievements of our employee resource group (ERG) leaders and provide them with the opportunity to share their progress and future plans with the chief responsibility officer and the ERG executive sponsors.
Women in Tech
The Women in Tech ERG focuses on career and leadership development for those in technical roles. It sponsors an innovation initiative that creates opportunities to work on innovative projects with senior leadership support.
DE&I Our people - Partnerships
Partnerships
At MSCI, fostering an inclusive workplace is essential for our success and the well-being of our employees. To achieve this, we have established strategic partnerships with esteemed organizations that share our commitment to inclusion and belonging. These partnerships provide valuable resources, expertise, and networks that help us advance our inclusion and belonging strategy. They enable us to promote inclusivity, enhance skills through workshops and mentorship, foster a supportive community, and drive innovation by embracing diverse perspectives. This approach aims to help us attract and retain talent by creating an environment where employees feel valued and supported, allowing everyone to bring their authentic selves to work and contribute to their maximum potential.
MSCI Research
MSCI research
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Podcast
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Blog
For more MSCI research, visit our Research and Insights page.
DE&I Our community - Statement
Our communities
At MSCI, we encourage our employees to reach their full potential, which is why we work to ensure our people have the resources they need and that their voices are heard.
DE&I our community - our voices
MSCI voices
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“Women in Tech (WIT) empowers individuals and celebrates women's contributions in the tech world. Being part of WIT has shaped my journey and I'm passionate about helping others.”
Tanvi Shah
VP, Shared Services Engineering-Telemetry
Mumbai
Women in Tech
Joining the Women in Innovation (WIIN) program, part of Women in Tech (WIT), in 2021 opened doors for me to work with senior leaders and cross-functional teams. It also helped boost my confidence with making strategic decisions, as well as in leading from the front.
This year, WIT has highlighted senior women leaders' journeys and insights in our quarterly newsletter. Our members host lectures, roundtables, and knowledge-sharing sessions on topics like data platforms and AI.
As a co-lead for WIT, my goal is to support women at MSCI, amplify voices, broaden perspectives, build skills and play a key role in shaping the future of MSCI. -
“We’re talking about global, existential issues, but we also focus on the local level because things resonate with people when they can connect it to something directly around them.”
Jenna Burr
Consultant, Sustainability and Climate
Boston
Climate Action Network
I’ve always been passionate about climate and environmental issues. I joined the Climate Action Network (CAN) right after I came to MSCI in 2021. It’s a natural fit for me as a sustainability and climate consultant who helps clients reduce their climate impact.
MSCI is pursuing its own climate goals and a big part of our business is offering climate research, data and tools to investors who want to incorporate climate change into their strategies. CAN fills in the last piece of the loop — informing employees so they can take action at work and in their communities.
I’m active in a community garden near Boston’s Chinatown. CAN volunteers worked at New York’s Billion Oyster Party habitat project. And a CAN chapter in Mexico zeroed in on water stress, holding educational events and games tracking individual water usage.
It’s a global effort. I am now head of the nine CAN chapters in the Americas, but we have chapters all over the world — from Beijing and Budapest to Mumbai and Milan — focused on whatever is key in those regions. -
“We are creating a community of women who help each other build careers, structure our professional lives and, ultimately, become our full, complete selves in the workplace.”
Jane Chipfakacha
Associate, Private Capital Managed Services
Stellenbosch
Women’s Leadership Forum
I joined the MSCI family with the acquisition of The Burgiss Group in 2023. Being selected to establish employee resource groups (ERGs) in our office of over 300 new employees has been a career-changing experience.
And although the Women’s Leadership Forum aligned most closely with my personal strengths, interests and passions, I have also been closely involved with facilitating our location’s participation with other ERGs.
In this role, I have met very senior leaders at the firm I would not have met in my day job. One became my mentor. My network has expanded far beyond my office and my country, allowing me to tap into a wealth of knowledge, understanding and experience. It opened doors and facilitated unexpected conversations.
These connections help me be a stronger advocate for women, particularly my colleagues, boosting my ability to partner with them in nurturing their own professional network within MSCI and beyond. -
"At MSCI, inclusion isn’t about checking boxes — it’s about creating a workplace where everyone feels valued. We approach diversity with intention and compassion, embedding it into everything we do."
Mahesh Panchapagesan
Managing Director, Global Head of Private Assets Data
Mumbai
All Abilities Network
I first became involved with the All Abilities Network in 2019 after reflecting on our hiring practices and asking myself: What more can we do? The more I researched, the more it became clear to me that it’s often biases that limit people — not disabilities.
People with disabilities are often overlooked. And, with over one billion people worldwide living with some kind of disability, according to the World Health Organization, they constitute a significant talent pool. If we truly want to reflect the world’s diversity in our offerings, we need to be intentional about including people of all abilities.
Through the All Abilities Network, we’ve made meaningful strides. We created a caregivers forum to support employees, collaborated with external experts to improve hiring, and redesigned our Mumbai office, which now serves as a blueprint for accessibility across all MSCI offices.
The network has expanded to the Philippines, Latin America, South Africa and Hungary, incorporating fresh perspectives through local initiatives. By building awareness, we minimize our biases and let talent and merit drive our decisions.
DE&I our community - our employee community
Our employee community
For more than 10 years, MSCI has encouraged employee-led Employee Resource Groups (ERGs) which help to create an inclusive culture by providing a forum for our people to connect and collaborate across regions, foster a sense of belonging and enhance our cross-cultural understanding. Our ERGs are open to all and play a vital role in helping us support the development of our people and forge connections with our clients around the globe. They currently include the following groups:
The Women’s Leadership Forum
Pride and Allies
Climate Action Network
Women in Technology
Black Leadership Network
Asian Support Network
All Abilities Network
Hola! MSCI
DE&I our community - video
Women in Innovation
Watch our video on Women in Innovation — part of our MSCI Women in Tech employee resource group — to learn more about our efforts to accelerate career and leadership development for women.
DE&I our leaders - statement, exec account, inclusive leadership
Our leaders
At MSCI, we envision a workplace where ideas have no bounds. We know that an engaged workforce results in better performance and increased shareholder value. Our leaders are accountable for our inclusion and belonging commitment.
Inclusive leadership
Our focus on inclusion and belonging is about ensuring that we create the right environment for all employees to thrive. We coach our managers to be inclusive leaders who proactively encourage team cohesion and collaboration to build a workplace where all employees feel like they are valued and belong.
DE&I our leaders - behaviors
Inclusive leadership behaviors
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Act with humanity
Demonstrate social and self-awareness and cross-cultural understanding
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Manage performance
Drive performance in areas such as innovation; create teams that have complementary skills, opinions, capabilities and backgrounds
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Coach, mentor and develop inclusive teams
Scale impact, support the development of trusting networks, and identify and integrate all talent into your networks
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Develop and sponsor all talent across firm
Be intentional about sponsorship of all talent across the organization outside of your immediate team, and be inclusive in these efforts
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Treat all people with respect
Encourage a culture where individuals can bring their authentic selves to work, and where you seek, attract, hire and develop talent with different and complementary skills, perspectives and experiences
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Champion our inclusion and belonging priorities
Build adaptability and inclusion in your team with compassion and care, leveraging each team member’s perspective to achieve our goals
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Foster trust and belonging
Instill trust and a sense of belonging to create highly collaborative teams where people are confident to speak up, challenge assumptions and raise new ideas
DE&I our policies
Our policies
Code of Ethics and Business Conduct
Our Code of Ethics and Business Conduct (PDF, 205 KB) is a statement of MSCI’s commitment to integrity and the highest ethical standards in all that we do.
Global Human Rights Policy
Our Global Human Rights Policy (PDF, 107 KB) (opens in a new tab) summarizes certain of our key policies and practices that aim to ensure fundamental human rights are integrated into how we operate our business, treat our employees, develop ethics codes and policies, and interact with clients and vendors.
Modern Slavery Statement
Our Modern Slavery Statement summarizes our firm's commitment to protecting human rights globally and providing a fair and ethical workplace. MSCI respects the standards embodied in the Universal Declaration of Human Rights and the International Labor Organization conventions. Specifically, we strongly oppose slavery and human trafficking and will not knowingly support or conduct business with any organization involved in such activities.
Supplier Code of Conduct
Our Supplier Code of Conduct sets out MSCI’s values and expectations, including our sourcing principles, as well as the labor, human rights, environmental, legal and regulatory compliance principles we expect our suppliers to uphold. This includes our commitment to providing a fair and ethical workplace that values DE&I. MSCI also expects its suppliers to live up to both the letter and spirit of this code.
Tia Counts quote
Tia Counts
Chief Responsibility Officer
“When we recognize the skills and contributions of all our people and welcome a wide variety of views and experiences, we bring out the best in each other. At MSCI, we're creating a workplace where we can focus on serving our clients in an environment where our employees can thrive, while building a career they will always be proud of.”
DE&I Related content
Related content
Careers and Talent
Learn moreCorporate Responsibility
Read moreSustainability Reports and Policies
Explore moreOur Leadership
Learn moreCorporate Governance
Read moreInvestor Relations
Explore moreDE&I Footnotes
- 1 Data as of December 31, 2023.
- 2 4% of global employees have not identified gender and are not included in the data calculations.
- 3 14% of U.S. employees have not identified race/ethnicity and are not included in the data calculations.