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A global and collaborative culture of inclusion

Leading our diversity efforts

At Mastercard, our industry expertise is enhanced by the diverse insights from our global workforce, which is at the core of our diversity and inclusion strategy. Our dedication to cultivating an environment for all employees that respects their individual strengths, views and experiences is our foundation, which leads to engagement, innovation and productivity.

Our Global Diversity Office provides a framework that supports business processes and procedures by considering, integrating and leveraging diversity globally.

Contact Global Diversity

The driving force behind our diversity strategy 

The stature of Mastercard's Global Diversity and Inclusion Council (GDIC) reflects the value the company attaches to diversity. It acts as a board of directors for our Global Diversity Office, providing direction to ensure our strategy is embedded throughout the organization.

Chaired by our Chief Executive Officer, the GDIC has members drawn from all of the company's business regions: North America; Latin America/Caribbean; Europe; Asia/Pacific; and Middle East and Africa. It meets six to eight times a year to evaluate different programs, partnerships and other proposals that are presented as potential means of enhancing shareholder value.

Nurturing an inclusive culture 

We leverage the unique strengths, views and experiences of our employees through our support of Business Resource Groups (BRGs). These self-governed groups are comprised of individuals who come together based on similar interests or experiences, such as gender or ethnicity. BRG members help us to identify business programs that address the needs of diverse consumers by providing feedback on new ideas and initiatives, partnering with specific organizations and reach out to their communities.

Inclusion & diversity are driving results

At Mastercard, we want to create an environment where the best people choose to be. We provide opportunities for our people to do purpose driven work that impacts customers, communities and their co-workers on a global scale. Building and strengthening our culture of inclusion and diversity is at the core of our business strategy and is key to our current and future success.

Our industry expertise is enhanced by the diverse insights and perspectives of our global workforce, which is at the core of our inclusion and diversity strategy. We are dedicated to cultivating an environment where all of our employees feel valued, respected, and have the opportunity to reach their greatest potential regardless of their difference. To meet those expectations and to sustain our growth and performance, we must always challenge ourselves to provide a workplace built on decency and inclusion where individuals can thrive.

Below we will highlight some of our programs and initiatives. We invite you to explore our Corporate Sustainability Report for additional information on our organization and the work in place that helps us create a dynamic, engaged and balanced global workplace.


The work Mastercard does in the world is made possible by the diverse experiences, insights and perspectives of our workforce. Gender diversity continues to be a global area of focus as well as increasing the representation of people of color in the United States.

As of October 31, 2018, nearly 40 percent of our global workforce was female and 30 percent of our senior leadership was comprised of women.

39% Women

Our female global workforce

As of October 31, 2018


30% Women

Female representation at senior levels

As of October 31, 2018


As of October 31, 2018 more than 30 percent of our U.S. workforce was people of color, and among U.S. senior management, over 30 percent of senior positions were held by people of color.


Data as of October 31, 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 and blanks.

While significant progress has been made, we are committed to continuing to help create a balanced global workplace.


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 that represent diverse communities, including African-Americans, people with disabilities, Hispanic and Latino groups, LGBTQ organizations, veterans and women.

One of our objectives is to recruit diverse candidates, so, as a general principle, hiring managers begin recruiting from a diverse slate of candidates. As of October 31, 2018, 78 percent of our global slates included at least one female candidate. As a result, 41 percent of our global hires have been women. In the U.S., 82 percent of slates included at least one candidate from an ethnic minority, resulting in 39 percent of U.S. hires being people of color.


Slates with at least one female candidate

(41% of global hires were women)

As of October 31, 2018



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

(39% of U.S. hires have been people of color)

As of October 31, 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 provide a number of resources and tools to help employees broaden their skills and gain new experiences, including creating opportunities for lateral and upward movement across the organization. We also have formal, targeted discussions to address any development and succession planning gaps by ethnicity and gender at our senior management levels.


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

As of October 31, 2018



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

As of October 31, 2018


Additionally, we are involved in a number of other external partnerships and programs designed to facilitate gender diversity. For example, our board chairman, as well as other members of the 30% club, and 25 percent of our board of directors are female.

To ensure we grow a diverse pipeline of future leaders, Mastercard maintains a broad portfolio of partnerships and organization sponsorships that allow us to strengthen our connection with diverse communities. We sponsor 45 organizations that represent diverse communities, including African-Americans, people with disabilities, Hispanic and Latino groups, LGBTQ organizations, veterans and women.

Our Business Resource Groups (BRGs) provide an opportunity for employees with diverse experiences and perspectives to network and enhance their professional development and to innovate 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

Pay equity is a key part of our strategy to create and maintain an inclusive workplace.

To support our pay equity commitment and efforts, we have a framework in place for annually examining pay practices, which is supported by a third-party analysis. All roles in our organization are reviewed and benchmarked to the external market on an annual basis. We also assess compensation decisions for potential pay disparities by gender (globally) and race/ethnicity (U.S.) among other things. If disparities are found and not explained in an acceptable manner, appropriate responsive action is taken. We also offer employees multiple channels through which to raise pay disparity concerns, such as through our Ethics Helpline, our Employee Relations team, the law department, or with their manager.

Gender (Global Workforce)

Women - $0.996 | Men $1.000

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

Race/Ethnicity (U.S. Workforce)

White - $1.000 | People of Color $1.005

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

Notes on Gender and People of Color Graphics:

  • Published on November __, 2018
  • 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.

Equality is the foundation 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 changes. We are also actively engaged in initiatives that will improve our gender and racial/ethnic diversity mix at all levels. We will continue to pursue new opportunities, remove barriers and implement programs and initiatives that will help employees succeed at their highest level.

“Diversity and inclusion cannot be a nice-to-have. Rather, it must be expected, not simply accepted. The results of this prioritization are clear — better insights, better decisions and better products that differentiate a company from the competition.”

- Ajay Banga, President and CEO

Committed to supplier diversity

Diverse people. Diverse awards.