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What we're made of

Every one of us has something in common: we all want to belong

Global Inclusion and Diversity at Mastercard

Global Inclusion and Diversity means more to us than bringing together people with different backgrounds. It is a belief that our differences enable us to be a better team – one that makes better decisions, drives innovation and delivers better business results.

We strive to create meaningful connections, inspire acceptance and cultivate a culture where we all belong.

 

We invite different perspectives to drive our innovation and different stories to build our culture

Mastercard's Global Inclusion and Diversity Office is a business partner resource designed to support people-first initiatives across our company. Employees who feel valued and respected carry a passion and pride that inspires their best work and enables them to reach their greatest potential.

Ajay Banga with a team

“You need to harness the collective uniqueness of those around you to widen your field of vision – to see things differently, to fail harder, to innovate, and to question everything. Widening that field of vision means widening your worldview.” - Ajay Banga, CEO

Mastercard office

Global Inclusion Council

We strive to make measurable differences every day and our Global Inclusion Council (GIC) reflects this. The board of directors for our Global Inclusion Office helps guide our collective vision to ensure we use our actions to cultivate a culture of inclusion and belonging throughout Mastercard.

Our GIC brings a global perspective, with members representing all of our business regions – North America, Latin America/Caribbean, Europe, Asia/Pacific, and Middle East and Africa.

 

To be a company where the best people choose to be, we create a culture where they can belong

Co-chaired by our Chief Executive Officer and our General Counsel, the GIC meets regularly and actively seeks ways to support and grow our inclusive culture in order to enhance value for our employees, customers, shareholders and communities.

Randall Tucker (Chief Inclusion Officer) speaking at the podium

"Building diverse teams is just one part of the equation; we also have to create an inclusive culture where employees, in all their diversity, feel valued and respected. Inclusion is a leadership skill that has to be developed. When we do it right, it's better for business and our communities." – Randall Tucker, Chief Inclusion Officer

Global Business Resource Groups

More than half of Mastercard’s employees are part of a Business Resource Group (BRG) – self-governed groups that are comprised of individuals who come together based on similar interests or experiences.

Members of our BRGs invest their time and resources into cultivating an inclusive culture that, not only drives business results, but also helps every employee feel a sense of belonging at Mastercard.

 

Mastercard employees at events

Our story goes beyond diversity, to a global inclusive mindset

Business Resource Groups at Mastercard

ADAPT

Employees and their families with different abilities

EAST

Exploring Asian Societies & Trends

ePros

Experienced Professionals with 10+ years of experience

LATIN

Employees of Latin descent

LEAD

Leading Employees of African Descent

PRIDE

Fostering an environment of inclusiveness and respect for LGBTQ employees

SALUTE

Active and veteran military personnel and their families

WLN

Women’s Leadership Network

YoPros

Young Professionals

Personal commitments to a culture of Inclusion and Belonging

Mastercard has been on an inclusion journey for many years. While we’ve made great strides, we remain dedicated to expanding our efforts to create a diverse and inclusive culture where the best people choose to be.

 

Mastercard employees drinking coffee

We believe our actions should make an impact. Here are some of the ways we’re building a culture of Inclusion and Belonging at Mastercard, in our communities and in our world:

  • We are committed to gender equity and the principle of equal pay for equal work.
  • We are dedicated to recruiting and developing female leaders, and we have increased the representation of women in our workforce and in leadership positions.
  • We offer our employees compensation and benefits to support their entire experience both personally and professionally.
  • We work to provide a safe and healthy workplace that enables employees to achieve their full potential.
 

We build relationships with organizations that advance inclusivity in the workplace.

Mastercard has also partnered with organizations that help build our inclusive culture. Some we support and sponsor:

 

AFRICAN-AMERICAN
African-American Museum
Management Leadership for Tomorrow
National Urban League

DISABILITY
Best Buddies
Disability:IN

HISPANIC
New York Hispanic Chamber of Commerce
Puerto Rican Legal Defense Fund

LGBTQ+
Human Rights Campaign
Lambda Legal

VETERANS
American Corporate Partners
The Wounded Warrior Project

WOMEN
30% Club
Corporate Counsel Women of Color
UN HeforShe
Women in the World

IN ADDITION
The Conference Board
Gartner
The Council of Urban Professionals
DiversityInc
Launch Code
The National Association of Minority and Women Owned Law Firms

Inclusion & Diversity are driving results

At Mastercard, diverse perspectives are a critical component of our business strategy and help to deliver it successfully. We embrace and activate all elements of diversity – and we believe that can only happen through a culture of decency built on inclusion. We strive to develop a deep understanding of the best ways for Mastercard to increase diverse representation of people at all levels of the company. Our numbers give us a mark for where we stand and inform us about where we may need to take action. We will continue to put into motion programs and support systems to accomplish this in order to maintain a workplace built on decency and inclusion where everyone can thrive.

Below, we highlight our current position in the ongoing journey of inclusion and diversity, as well as some of our programs and initiatives that are helping us move forward and make progress. Starting this year, in addition to the global gender data we have previously provided, we will also share our U.S. employee representation data. We invite you to explore our Corporate Sustainability Report for additional information on our organization and the work in place to help us continue cultivating a dynamic, engaged and balanced workplace globally.

Representation

As of September 1, 2018, nearly 40% of our global workforce was female and nearly 30% of our global senior leadership (defined as senior vice president level and above) was comprised of women.

39% Women

Global female workforce Total Representation

As of September 1, 2018

 

29% Women

Female representation at senior levels

As of September 1, 2018

 
 
As of September 1, 2018, people of color, including U.S. senior management, represented more than 35% of our U.S. workforce.

Graph

Data as of September 1, 2018.

Senior Management: Defined as SVP and above.

*Others: American Indian, Alaska Native, Native Hawaiian/other Pacific Islander, and two or more races. Ethnicity data does not include undeclared.

We are committed to the ongoing work of creating an inclusive and balanced workplace globally. This includes embedding flexibility into our work programs and policies to enable all employees to balance work demands with personal responsibilities. Results, not hours, count at Mastercard, and to be a place where the best people choose to be, they need to feel that they belong, are supported and have opportunities to lead and excel.

Recruitment

Every year, Mastercard partners with leading business organizations, universities, and events to seek out exceptional recruits and encourage them to join Mastercard.

In 2018, we continued our support of INROADS, an international nonprofit that works to increase the representation of people of color in corporate leadership and participated at the Grace Hopper Celebration of Women in Computing conference. In addition, we sponsor 45 organizations around the world that represent diverse communities, including African-Americans, people with disabilities, Hispanics and Latinos, the LGBTQ, veterans and women. We also expanded our Relaunch Your Career program globally in an effort to support and tap into talent who are returning to the workforce after a break in their careers.

One of our objectives is to have/utilize diverse candidate slates. As of September 1, 2018, 80% of slates globally had at least one female candidate, resulting in a 42% conversion rate. In the U.S., more than 84% of slates had at least one ethnic minority and, as a result, 41% of U.S. hires have been persons of color.

80%

Global slates with at least one female candidate

(42% of global hires from slates were women)

As of September 1, 2018

 

84%

U.S. slates with at least one candidate from an ethnic minority

(41% of U.S. hires from slates have been people of color)

As of September 1, 2018

 

Career Development

In addition to attracting the best talent to Mastercard, we are also committed to fostering the career development of our employees to ensure continued balance across teams. We continue our ongoing efforts to increase the diversity in our talent pipeline – setting us up for more diverse representation at the senior-most levels in the future. We also provide a number of resources and tools to help employees broaden their skills and gain new experiences, creating opportunities for lateral and upward movement across the organization. Among these efforts is our global female leadership development program, “Women Who Lead,” which uses workshops, career moves and other tactics to ensure our women have the necessary skills to take on broader roles within the company. We also have targeted discussions to address development and succession planning opportunities at our senior management levels.

40%

Percentage of global female workforce that received a lateral or upward promotion

As of September 1, 2018

 

37%

Percentage of U.S. people of color that received a lateral or upward promotion

As of September 1, 2018

 

Additionally, we are involved in a number of other external partnerships and programs designed to facilitate gender diversity. For example, our Board Chairman and other Mastercard management are members of the 30% club.

More than half of Mastercard's employees are part of a Business Resource Group (BRG). Our BRGs provide an opportunity for employees with diverse experiences and perspectives to network and enhance their professional advancement and to help develop innovative new products and solutions for business growth. Over 200 junior/mid-level managers lead our 70 BRG chapters to enhance employee engagement and provide a platform for their communities’ voices to be heard.

Three of our nine employee Business Resource Groups – EAST (Exploring Asian Societies and Trends), Latin Network (Employees of Latin Descent), and LEAD (Leading Employees of African Descent) – are focused on empowering employees of color.

Our Women’s Leadership Network (WLN) BRG is a community that creates opportunity for female financial technology leaders at all levels. The WLN has over 30 global chapters and their mission is to enrich career opportunities, inspire success, encourage entrepreneurial leadership and empower women to lead.

Our commitment to creating a more diverse and inclusive workplace is ongoing. We continue to listen to our employees and take actions aligned with our commitment. All of our employees deserve to feel valued, respected and empowered to reach their full potential. We succeed as a company when we bring together our diverse workforce to innovate and develop solutions for our customers and the communities we support.

Pay Equity

Equality is one of the foundational cores of our commitment to building an inclusive, high-performing culture at the company, so we remain dedicated to practices designed to ensure there is equal pay for equal work.

To support our commitment, we have established a framework for examining pay practices annually with the support of third-party analysis. All roles in our organization are reviewed and benchmarked to the external market and we assess compensation decisions for potential pay disparities by gender, among other categories. If disparities are found and not explained in an acceptable manner, appropriate responsive action is taken. Furthermore, we offer employees multiple channels to raise pay disparity concerns, such as our Ethics Helpline, our Employee Relations team or the Law Department.

Following the conclusion of the 2018 assessment and validation process, globally, women at our company earn $0.996 to every $1.000.

Gender (Global Workforce)

Women - $0.996 | Men $1.000

Today, for every $1.000 earned by male employees, women earn $0.996.

Today, for every $1.000 earned by Caucasian employees, racial and ethnic minorities earn $1.005.

Race/Ethnicity (U.S. Workforce)

Caucasian - $1.000 | People of Color $1.005

Notes on Gender and People of Color Graphics:

  • Published in March 2019
  • 2018 pay equity analysis results are based on action taken for the available employee population as of September 1, 2018.
  • Compensation data includes base, bonus and long-term incentives.

In 2018, we also found that U.S. employees who identify as racial and ethnic minorities earned $1.005 for every $1.000 earned by Caucasian employees.

Equality is the foundational core of our commitment to building a diverse, inclusive, high-performing culture. Pay equity is just one component of our ongoing efforts to accomplish that. We are continuously refining our approach to pay equity as our organization and workforce change. In conjunction with initiatives to improve our gender and racial/ethnic diversity mix at all levels, we continue to pursue new opportunities and implement programs and initiatives that will help employees succeed at their highest level.

Download 2018 workforce demographics here

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