Moody's Corporation
Programs at Moody's
Senior Women's Leadership Forum
Moody’s Senior Women’s Leadership Forum (SWLF), launched in 2014, is a twelve-month development opportunity for senior level women to expand their leadership capabilities through classroom trainings, executive coaching, cohort networking and senior leader meetings. To date, 110 senior women leaders have participated in SWLF around the world.
Moody's RE-IGNITE
RE-IGNITE is a paid 16-week return to work program offered in the US and across EMEA, that is designed for individuals wishing to restart their careers after a minimum 2-year career break. Through this program, Moody’s aims to increase diverse representation, especially women and mothers, and attract top talent by providing support, guidance, and mentorship to help RE-IGNITE their careers. Upon successfully completing the program, participants have an opportunity to be offered a full-time, ongoing role with Moody’s. Since the program’s US inception in 2017, we have proudly converted 75% of participants to Moody’s employees.
The TIDE Program
The TIDE program is Moody’s high potential diversity initiative, aimed at elevating women and people of color to leadership positions. The program creates a robust, diverse talent pipeline through talent identification, assessment, development and executive support. TIDE has four key objectives: accelerate the development of high potential diverse talent; enhance career opportunities, engagement and retention through individual development experiences; provide visibility and executive support to build Moody’s pipeline of top talent; and use participant feedback to shape future diversity talent programs.
Women in Islamic Finance & Ethical Finance Forum
As a member of the Women in Islamic Finance & Ethical Finance Forum (WIEFF), Moody’s leads a mentoring program to support and expand the interests of women in the ethical and Islamic finance industry. Through educational seminars and events, Moody’s also promotes best practices globally to the highest standards.
Employee Resource Groups
Moody’s Employee Resource Groups (ERGs) contribute to a more effective and inclusive work environment by fostering the recruitment, development and retention of diverse and talented individuals. We currently have 7 formal ERGs and 30 regional chapters across the Americas, EMEA and APAC.
Moody’s Women’s ERG
Moody’s Women’s ERG seeks to enhance the recruitment, retention, promotion and professional development of female professionals by implementing programs that foster greater interaction among peers as well as the broader community, while acting as a collective voice for raising women’s issues to senior management and enhancing the employment brand.
Moody’s Multicultural ERG
Moody’s Multicultural ERG seeks to leverage diverse talent by promoting recruitment, professional development and networking opportunities for all ethnically diverse employees at Moody’s.
Moody’s LGBTA ERG
Moody’s Lesbian, Gay, Bisexual, Transgender and Allies (LGBTA) ERG advocates a work environment that respects, welcomes and supports lesbian, gay, bisexual and transgender professionals and enables them to perform to their fullest potential and contribute to the greater goals of the firm.
Moody’s Generational ERG
Moody’s Generational ERG seeks to leverage the insights and experiences of our multi-generational workforce in order to cultivate an inclusive work environment that fosters greater connectedness, supports the development of all generational groups and delivers business value to the firm.
Moody’s Veterans ERG
Moody’s Veterans ERG was created to recognize and support veterans, active duty military personnel and military families both at Moody’s and in our communities. Members primarily focus on outreach efforts, including workforce integration and raising awareness around issues that impact veterans.
Moody’s EnAble ERG
Moody’s EnAble ERG advocates for an inclusive, accessible, and stigma-free workplace in which employees with disabilities are valued for their talents and have the opportunity to advance and thrive professionally.
Moody’s Minds ERG
Moody’s Minds ERG seeks to foster a culture at Moody’s where all employees are empowered to discuss and manage their mental health, as we all have mental health.
Please note: Benefits shown below are available in the U.S. and benefit offerings may vary by country.
100% salary continuation based on years of service
Moody's is proud to offer Adoption and Surrogacy Benefits.
- Moody's offers 10 fully paid weeks off for new moms. They also offer 4 weeks off for adoptive parents.
- Company offers 4 fully paid weeks off for new dads.
- Company backups childcare.
- provides off-site childcare through third party
- Companie's managers are trained to manage work/ life andflexibility concerns of employees.
- At Moody's 89% of employees telecommute.
- Company contributes to eldercare expenses.
- 33% of company’s managers and executives are women.
- Company employs 39 % of women and 33 % of new hires are also women. At Moody's 70 % of female employees participate in career counseling, 81% participate in management/ leadership trainings and 23 % participate in mentoring.
| Benefits | Median | Average |
|---|---|---|
| Vacation Allowance(Weeks) | 3 | 4 |
| Paid Maternity Leave (weeks) | 14 | 13 |
| Unpaid Maternity Leave (weeks) | 3 | 7 |
| Paid Paternity Leave (weeks) | 4 | 6 |
| Unpaid Paternity Leave (weeks) | 11 | 10 |
| 401k Matching | Available | Available |
| Healthcare | Available | Available |
| On-Site Childcare | Not Available | Not Available |
| Flex Time | Available | Available |
