We are an international company with a highly diverse global footprint. Our people are empowered to maximize their potential in an environment where all individuals are respected and encouraged to bring their authentic selves to work.

This culture drives us to innovate and provide industry-leading solutions that power better investment decisions. Increasing our diversity expands our talent pool which helps accelerate innovation in all we do.

We are dedicated to hiring and promoting qualified candidates who have been historically underrepresented in our industry, including women, ethnic minorities, and those in the LGBT+ community.


Diversity Data

MSCI reports diversity data in a number of ways, including to the Equal Opportunity Commission on a Consolidated EEO-1 Report as well as in accordance with guidance published by the Sustainability Accounting Standards Board (SASB). Although both of these methods provide insight into the diversity of our workforce, they each represent a point in time and provide different ways of looking at the data. We hope that our stakeholders appreciate this transparency.


EEO-1 Reports

The Consolidated EEO-1 Report is a snapshot in time of our U.S. workforce demographics and is based on specific job categories prescribed by the U.S. federal government. These job categories are not necessarily representative of how the broader industry or MSCI’s workforce is organized or how we track our progress. Further, MSCI is a U.S.-headquartered global company with a significant majority of our workforce being based outside of the U.S. More information about the geographical breakdown of our global workforce can be found on this page under MSCI Employee Breakdown. To align with government reporting requirements, data in our EEO-1 reporting and on our site uses traditional gender categories of male and female, although we appreciate that gender identity can be nonbinary.

Although it is impossible to capture the diversity of MSCI’s workforce in a single chart, we publish the Consolidated EEO-1 Report because we want to be transparent about the diversity of our U.S.-based workforce, and we recognize the value of public disclosure of standardized data across companies. Please explore this page to learn more about our Diversity, Equity and Inclusion initiatives across the globe.

Download EEO-1 Report 2021

Download EEO-1 Report 2020

Download EEO-1 Report 2019




Using SASB Categories, as of December 2020, women represented 33% of MSCI’s total employees and people of color accounted for 42% of our U.S. employees. By region, 46% of MSCI employees were located in the Asia Pacific region, 24% in Europe, Middle East and Africa, 21% in the U.S. and Canada, and 9% in Mexico and Brazil as of December 2020.

Gender Representation of Global Employees %

SASB Category Female Male N/A**
Executive Management 21% 78% 1%
Non-Executive Management  26% 73% 1%
Professionals 36% 63% 1%
All Other Employees  86% 13% 1%
Total  33% 66% 1%


Racial/Ethnic Group Representation of U.S. Employees %

SASB Category Asian Black or African American Hispanic or Latino White  Other*    N/A**
Executive Management 15% 0% 11% 63% 5%   6%
Non-Executive Management  24% 3% 6% 53% 4%   10%
Professionals 37% 3% 11% 42% 3%   3%
All Other Employees  4% 23% 46% 19% 8%   0%
Total  26% 3% 9% 50% 4%   8%


**NA%: Includes those put “decline to disclose” as well as missing data. In the US ethnicity, we have only 5 people missing ethnicity data so virtually all of this is decline to disclose
*Other: Two or more races; Native American or Hawaiian; Pacific Islander
Executive Management:  EC and Managing Directors
Non- Executive Management: Executive Director or Vice President
Professionals: Sr. Associate, Associate, Analyst except those in Corporate Services
All Other Employees: Sr. Associate, Associate, Analyst in Corporate Services and Other Administrative employees (assistants, etc)



Pay Equity

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.

Below are some examples of MSCI initiatives to promote diversity, equity and inclusion.


Sales Talent Acceleration Program

Coverage Talent Acceleration Program - 3rd Rotation

Coverage Talent Acceleration Program - Second Launch

Sales Talent Acceleration Program - first rotation wrapup

MSCI celebrates US Black History Month

DCIIA Diversity and Inclusion Awards

Sales Talent Acceleration Program

Partnering with Rare and 100 Black Interns

Celebrating UK Black History Month

Fireside chat for the Latinos in Finance 12th Annual Finance Bootcamp

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