Programs at Moody's
Founded in 2014 to bring together senior female employees for mentorship, coaching, training and networking opportunities to enhance their leadership presence and build influence with key stakeholders.
RE-IGNITE is a paid 16-week return to work program offered in the US, Canada, India and the UK, 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 RE-IGNITE program began in 2017, 85% of participants have become 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.
Business Resource Groups
Moody’s Business Resource Groups (BRGs) contribute to a more effective and inclusive work environment by fostering the recruitment, development and retention of diverse and talented individuals. We currently have 11 formal BRGs and 44 regional chapters across the Americas, EMEA and APAC.
Moody’s Women’s BRG
Moody’s Women’s BRG 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 BRG
Moody’s Multicultural BRG seeks to leverage diverse talent by promoting recruitment, professional development and networking opportunities for all ethnically diverse employees at Moody’s.
Moody’s Pride BRG
Moody’s Pride BRG 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 BRG
Moody’s Generational BRG 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 BRG
Moody’s Veterans BRG 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 BRG
Moody’s EnAble BRG 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 BRG
Moody’s Minds BRG 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.
Moody’s Black Impact BRG
Moody's Black Impact BRG supports the recruitment, retention, empowerment and advancement of Black employees as well as to promote and foster allyship to maintain a diverse, inclusive and collaborative culture at Moody’s.
Moody’s ConectaMos BRG
Moody’s ConectaMos BRG seeks to promote and advance the inclusion of Latinx/Hispanics at all levels, and to position Moody's as an employer of choice among this demographic group.
Moody’s Inclusion Group
Moody's inclusion groups support all areas of diversity and inclusion combining Moody's 7 BRG chapters: EnAble, Generational, Pride, Minds, Multicultural, Veterans, and Women's BRGs. Inclusion groups create opportunities for all employees regardless of office size to engage with a BRG. Ideal for countries and US cities that have between 50-250 employees, Moody's local inclusion groups currently include Argentina, Brazil, Costa Rica, Dallas-Chicago, Dubai, Frankfurt, Mexico, Omaha (US), Waltham (US), and West Chester (US).
Moody’s Pan-Asian Impact BRG
Moody’s Pan-Asian Impact BRG seeks to foster a vibrant Pan-Asian community, enhance networking and support the well-being of Pan-Asian colleagues; recruit, retain and promote Pan-Asian talent and advocate for employees’ professional growth within Moody’s; and raise awareness about Pan-Asian cultural diversity, and build allyship to foster an equitable and inclusive workplace at Moody’s.
Please note: Benefits shown below are available in the U.S. and benefit offerings may vary by country.
100% salary continuation based on length of disability.
Moody's is proud to offer Adoption and Surrogacy Benefits.
|Paid Maternity Leave (weeks)
|Unpaid Maternity Leave (weeks)
|Paid Paternity Leave (weeks)
|Unpaid Paternity Leave (weeks)