DE&I Overview - DE&I Boxes
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Diversity
We aim to access the widest talent pool to create innovative, high performing teams that drive our business growth strategy.
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Equity
We are intentional about ensuring that everyone is treated fairly, and that our people are supported and afforded equal opportunities to succeed.
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Inclusion
No one is left out. We act in ways that encourage authenticity and respect for all voices. We work to ensure that everyone feels like they are part of MSCI.
DE&I Overview - Statement
Diversity, equity and inclusion (DE&I) enhances innovation and the performance of teams that power MSCI’s leadership position in all areas. Our unified, firmwide approach to DE&I incudes everyone and recognizes and celebrates local and cultural nuance.
DE&I Overview - People, Leaders, Community cards
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Our people
We devise strategies to aid in the attraction, retention, development and advancement of all talent, including diverse talent, at all levels globally.
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Our communities
We look for ways to strengthen our engagement with external and internal stakeholders, including investors, clients, vendors and partners, to increase the visibility of our DE&I commitment.
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Our leaders
We work to increase manager and senior leader engagement and awareness of inclusive leadership behaviors, and continuously evolve our executive accountability framework to track progress.
DE&I Our People - Statement
Our people
DE&I is 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, and we conduct a rigorous process to ensure gender pay equity globally as well as pay equity on the basis of race or ethnicity in the U.S. 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. To the extent any unexplained pay gaps are found, those gaps are addressed.
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. We commit to continue to publish information on pay equity for these groups. We believe this transparency is important to all our stakeholders and holds us accountable to our diversity, equity and inclusion commitment.
DE&I Our People - Development & training
Development and training
We continually focus on diverse representation in premier internal and external leadership and management development programs and other learning offerings, in addition to targeted development for diverse talent.
Annual ERG Leaders’ Summit
Annual ERG Leaders’ Summit
Women in technology
Our annual multi-day educational, networking and speaker event is designed to cultivate stronger leaders and further promote our global commitment to the deepening of 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 and diversity officer and their executive committee sponsors.
Women in Tech
The Women in Tech ERG focuses on accelerating career and leadership development for those in technical roles. It sponsors our Women in Innovation initiative that creates opportunities for women in technology to work on innovative projects with senior leadership support.
DE&I Our people - Partnerships
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
2013
The Women’s Leadership Forum (WLF) was founded to create awareness and provide tools and skills to support the development of women.
2016
The Pride and Allies group helps create an inclusive culture in support of our LGBTQ+ colleagues where all MSCI employees can be their authentic selves.
2019
As part of the company’s corporate responsibility efforts, the Climate Action Network (CAN) was launched to educate and increase awareness of critical environmental issues and challenges.
2020
Women in Technology (WIT) focuses on accelerating career and leadership development for those in technical roles.
2020
The Black Leadership Network (BLN) promotes the recruitment, leadership, development and recognition of Black employees at MSCI.
2021
The Asian Support Network (ASN) aims to create an inclusive space for MSCI's Asian colleagues through affirming their Asian identities and experiences, promoting educational, cultural and social awareness, and providing leadership and professional opportunities.
2021
The All Abilities Network seeks to empower current and prospective employees with disabilities through equal opportunity to thrive in an inclusive culture, and welcomes and supports allies and friends.
2021
Hola! MSCI seeks to unite and develop the MSCI Hispanic community by empowering, inspiring and connecting employees, allies and clients.
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.
Executive DE&I Council
Executive DE&I Council (EDC) members, senior leaders from all businesses and functions firmwide, serve alongside subject matter experts, leading workstreams aligned with our global DE&I strategies on talent, senior leader engagement and accountability, and stakeholder engagement.
Inclusion & Belonging Council
The Inclusion and Belonging Council is comprised of employee resource group (ERG) leaders and other global DE&I advocates who proactively work with local leaders, including human resources and office heads, to adapt the global DE&I strategy to local circumstances and requirements.
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 DE&I agenda and fully committed to creating measurable and sustainable change.
Executive Accountability Framework
Our Executive Accountability Framework establishes the philosophy and process for assessing the DE&I goals and overall DE&I performance for all managing directors. The framework stresses that creating an inclusive environment is as important as attracting, developing and retaining a diverse employee population. As a result, managing directors are assessed on a range of considerations, including those relating to talent development, retention, hiring practices and engagement.
Inclusive leadership
Diversity, equity and inclusion (DE&I) is not just about increasing diverse perspectives, but about ensuring that we create the right environment for all people, including diverse people, to thrive. We coach our managers to be inclusive leaders — to be aware of their biases, determined to address them, open to collaboration, and committed to building an equitable workplace where all employees feel like they 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 diverse teams
Scale impact; support the development of trusting networks, integrate all talent, including diverse talent, into your networks
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Develop and sponsor all talent across firm
Be intentional about sponsorship of all talent, including diverse talent, across the organization, inside and outside of your immediate team
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Treat all people with respect
Encourage a culture where individuals feel respected, safe to take smart risks, and can bring their authentic selves to work
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Champion firm’s DE&I priorities
Model adaptability and nurture inclusion in your team, leveraging each team member’s background, unique talent and perspective
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Foster trust and belonging
Instil trust and a sense of belonging, 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 and Chief Diversity Officer
“When we recognize the contributions of all our people and welcome a diversity of views, experiences and identities, we bring out the best in each other and gain valuable insights into our clients' needs. At MSCI, we're creating a workplace where our colleagues can focus on serving our clients 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.