Equal Opportunity Employer

Moody’s success has always depended in large measure on the individual and collective ability of its people. The different perspectives, backgrounds and individual styles of our people offer great opportunities to add value to the Company, and we believe that each person’s role is vital to Moody’s success. Moody’s believes that equal employment opportunity is essential for the continued successful operation of our business. Everyone benefits when all people are able to realize equal opportunities and the rewards that come as a result of capitalizing on those opportunities.

We recruit, hire, employ, train, promote, and compensate individuals based on job-related qualifications and abilities. Moody’s also has a longstanding policy of providing a work environment that respects the dignity and worth of each individual and is free from all forms of employment discrimination, including harassment, because of race, color, sex, gender, age, religion or religious creed, national origin, ancestry, citizenship, marital status, sexual orientation, gender identity, gender expression, genetic information, physical or mental disability, military or veteran status, or any other characteristic protected by law.

Moody’s goal is to foster a workplace that encourages the full participation of our employees, who bring their diverse backgrounds and the full range of their talents, skills and abilities to the workplace and to serve our customers.

Moody’s also provides reasonable accommodation to qualified individuals with disabilities or based on a sincerely held religious belief, in accordance with applicable laws. If you need to inquire about an accommodation, or need assistance with completing the application process, please email accomodations@moodys.com.

Pay Transparency Nondiscrimination

Moody’s will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is

  • in response to a formal complaint or charge,
  • in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by Moody’s, or
  • consistent with Moody’s legal duty to furnish information.

Click here to view our full EEO policy statement. Click here for more information on your EEO rights under the law. Click here to view "EEO is the Law" supplement.