Employee Diversity, Inclusion and Equal Opportunity

We are committed to equal opportunity, diversity and other policies and practices that seek to further our development of a diverse and inclusive workplace. We consider all qualified applicants for job openings and promotions without regard to race, color, religion or belief, sex, sexual orientation, gender identity or reassignment, national origin or ancestry, age, disability, service in the armed forces, pregnancy or maternity, familial status, marriage and civil partnership, genetic information or any other characteristic that has no bearing on the ability of employees to do their jobs well. We continue to develop initiatives to support these values.

Our recruitment, promotion and compensation processes are designed to enable us to treat employees fairly, and our compensation decisions are differentiated based on performance.

Talent remains at the core of who we are as a company, and we remain committed to having a culture built around inclusion and developing a diverse workforce. We continue to work to enhance our ability to attract, develop and retain top talent with an emphasis on increasing representation of traditionally underrepresented groups at all levels of the organization, encompassing early careers to experienced hiring, retention and development initiatives with a focus on diversity and inclusion. Our goal is to build an even more successful organization that more closely reflects the population at large.

A number of initiatives across our geographic regions are in place to promote our corporate values and foster greater diversity and inclusion. Such examples include early career work experiences and internship programs focusing on diverse talent, mentorship programs, and initiatives to foster women’s leadership. In the U.K., we have signed up to HM Treasury’s Women in Finance Charter, which commits signatory firms to set percentage targets to increase the proportion of women in senior roles and publicly report on their progress in seeking to meet these targets.





Our Network of Women (“NOW”) program supports the recruitment, development and retention of women across our organization to advance our businesses and reputation. NOW offers a variety of opportunities, tools, events and workshops to help our employees make new professional contacts, find mentors, gain knowledge and develop their careers. These events and activities also allow our employees to support one another through a valuable exchange of experiences, advice and best practices for career success.


The relationship between diversity and business performance has never been clearer. Research from McKinsey has shown that companies in the top quartile for gender diversity on their executive teams were:

– 21% more likely to outperform their peers on profitability.

– 27% more likely to have superior value creation

Meanwhile, companies in the top quartile for ethnic/cultural diversity on executive teams were:

– 33% more likely to have industry-leading profitabilit

In comparison, companies in the bottom quartile for both gender and ethnic/ cultural diversity were:

– 29% less likely to achieve above average profitabilit

The data is clear – diversity and inclusion is a winning strategy.

1,2 McKinsey & Company, January 2018. ‘Delivering through Diversity.’ Accessed November 2019
3,4 Six-group.com, April 2019. ‘Diversity Helps Immensely.’ Accessed November 2019. Accessed November 2019.


Hear from Howard Lutnick, Chairman and CEO of BGC Partners


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