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Corporate Sustainability

Inclusion and diversity - what it means to us

“Inclusion and diversity are critical to the success of IHS Markit. Through being and feeling included, all our colleagues will be able to be themselves, deliver their best work and achieve their full potential. Through being inclusive we will build a diverse organization that reflects the societies in which we work, in turn developing broader thinking and innovation and a stronger organization for our people, customers and shareholders."

Lance Uggla, Chairman and CEO

A diverse workforce within a culture of inclusivity is key to our vision for IHS Markit. Our aim is to ensure that all employees are given equal opportunities and that our organization is a fair representation of all sections of society in which we operate.

Discrimination or harassment based on a person's race, color, religion, sex, sexual orientation, gender identity or expression, national origin, disability, age, pregnancy, veteran status or any other characteristic protected by law is never acceptable.

Our program

We will always treat others with respect and dignity, contributing to a workplace and society that is characterized by inclusiveness. Our commitment to inclusiveness is something we will continue to progress through employee education and training, mentoring, networking, outreach, partnerships, procedures and our policies. Guided by this vision, we are taking actions and implementing processes to make diversity, equity and inclusion (DEI) a fundamental part of our culture.
Chief diversity officer

In 2020, we appointed Dessi Berhane-Silassie as our first ever chief diversity, equity and inclusion officer, becoming part of our executive team and reporting to the CEO.

“I’m really proud to be appointed as our chief diversity, equity and inclusion officer and excited to continue to support and drive forward the work that so many of our people have started, especially our affinity networks and the inclusion council. My goal is to ensure that our firm continues to be an exciting place to work, reflecting the communities in which we operate."

-Dessi Berhane-Silassie

Our commitments and pledges

IHS Markit commitment

The values and commitments in our inclusion and diversity statement are not just words; we mean them and it is the the responsibility for IHS Markit and our employees to build and maintain an environment of equality and respect—beyond just compliance with the laws of the locations where we do business—in support of I&D globally.

Women's Empowerment Principles

IHS Markit is a signatory of the Women's Empowerment Principles (WEPs) in a continued effort to actively participate in, and contribute to, advancing equality. The participation of IHS Markit in the WEP represents a significant and actionable step in support of the United Nations Sustainable Development Goal 5, which seeks to achieve gender equality and empower all women and girls. Read the full IHS Markit news release.

Supporting the Equality Act 

No one should face discrimination or harassment because of who they are.  IHS Markit is proud to stand with over 330 major businesses to support passage of the #EqualityAct, legislation that enshrines civil rights protections for LGBTQ people in the United States. We support fairness and equality for all. hrc.org/EqualityAct.

CEO Action for Diversity and Inclusion

Lance Uggla, chairman and CEO, joined the CEO Action for Diversity and Inclusion pledge on behalf of IHS Markit, committing to make our workplace a trusting places to have conversations about diversity and inclusion, share best—and unsuccessful—practices, and to implement and expand unconscious bias education to all colleagues.

Policies and employee training

The values in our Code of Conduct, I&D Statement, and Policy Prohibiting Discrimination, Harassment and Retaliation are not just words as these policies outline the expectations and responsibility for all IHS Markit employees to build and maintain an environment of equality and respect, both in compliance with the laws of the locations where we do business and in support of our company values. This includes annual mandatory online trainings for all employees on these values and employee attestations of these policies and trainings.

Global I&D council and champions

DEI council

Led by our chief diversity officer, our diversity, equity and inclusion council is the focal point of inclusion in our company. The council is formed through representation of our global networks, as well as each of our regions, so that we can gather input and feedback to really understand what is important at the local, regional and global level of our company. The council, consisting of about 20 colleagues, is accountable for the development and delivery of our diversity commitments.

Office champions

Our inclusion and diversity champions are experts when it comes to our global I&D statement and are pivotal to making our commitments a reality by being a point of contact and driving initiatives locally. With at least one representative at each office, champions work closely with our inclusion & diversity council to bring questions, concerns or ideas on behalf of their site so these can be considered and addressed in a larger forum.

Affinity groups

Open to all employees, our employee affinity groups help create and enable a work culture that supports and listens to the diverse needs of our employee base. Working closely with our I&D council, affinity groups are critical in raising concerns and advancing I&D causes within IHS Markit.

  • Aspire promotes the mosaic of unique and underrepresented perspectives and experiences of Asian and Pacific Islander (API) colleagues living in the Americas, EMEA, and Australia
  • Empower London seeks to attract, develop and retain ethnically diverse employees from all cultures across the globe
  • Enable supports people with diverse visible and invisible needs as part of our IDEA (Inclusion, Diversity, Equity and Accessibility) initiative
  • Engage aims to provide IHS Markit with a competitive advantage by attracting, developing and retaining Black employees
  • Parents provides a forum for all employees to discuss parenting matters while also enabling parents to achieve their career potential 
  • Pride aims to create a culture and a company that is welcoming and inclusive for LGBTQ colleagues by raising awareness through communication and events
  • Ubuntu, which means "I am because we are", aspires for work to reflect the South African reality and society, foster belonging and bridge the gaps between lived experiences 
  • Unity strives to enable employees in reaching their full potential and belong to something bigger when at IHS Markit
  • Veterans offers support to employees who have served or currently serve in the military or are military families
  • Wellbeing wants to remove the stigma of mental illness and provide support for people who struggle with mental health
  • Women empowers women to realize their professional aspirations and to promote the development, leadership and camaraderie of women at IHS Markit with the vision to create an environment that attracts, develops and promotes women across the firm
Affinity group spotlight - Pride

Pride@IHSMarkit is a network of global groups open to all employees with the aim to create a culture and a company that that is welcoming and inclusive for LGBTQ/LGBT+ employees. Their remit, both internal and external, is to engage with partner networks, clients and our communities.

Pride achievements and initiatives since 2017:

  • Launched a company-wide LGBT+ Ally program. An ally can be anyone who supports the LGBT+ community. We have over 300 allies in London alone
  • Partnered with LGBT+ industry networks such as the Intertech LGBT+ Diversity Forum, Interbank LGBT Forum and the Interchange LGBT
  • Regularly conduct global lunch and learn sessions for employees around LGBT+
  • Scored 100% on the 2019 and 2020 Corporate Equality Index criteria based on our corporate practices with respect workforce protections, inclusive benefits, inclusive culture and responsible citizenship
  • Stonewall Diversity Champion since 2019
Attracting diverse talent

We leverage partnerships and industry networks to increase recruitment, engage colleagues and address unconscious bias.

Key I&D partnerships:

  • INvolve works with businesses to facilitate diversity and inclusion with a focus on people of color and LGBT+. IHS Markit leverages INvolve's cross-industry mentorship program that brings together emerging diverse talent and senior business leaders from throughout their network with our employees. All IHS Markit employees can also access the INvolve members area where they can interact and contribute to inclusion and diversity discussions, as well as access to member-only INvolve resources
  • Bright Network, based in the UK, provides access to a diverse pool of UK graduates that are female, BAME, state-educated or first-generation university. We partner with the Bright Network to find interns and recent graduates for our Early Careers program
  • Mogul is a growing job platform for women worldwide. All our open positions are automatically posted to the Mogul's community of diverse talent
  • Posse identifies and trains talented young people from diverse backgrounds who might otherwise be missed by elite college and university admissions. IHS Markit participates in the Posse career program that provides professional development opportunities for Posse Scholars and alumni, giving IHS Markit the opportunity to seek out this diverse and talented candidate pool for our summer internships and job openings
  • mygwork is a LGBT+ social network hub and job board with more than 300,000 members where all of our job openings are automatically posted. We also partner with myGwork for events and talks
  • pymetrics combines proven neuroscience games with the power of AI to predict the likelihood of a candidate’s success in a role, as compared to current top performers in your company.  We use this tool to ensure objectivity for external applicants applying for mid-level or below positions, comparing their responses to top IHS Markit performers
Removing unconscious bias

We are focused on removing bias in our day-to-day activities and processes as shown in the examples below:

  • From 2017-2018, we launched HeForShe at multiple global offices to tackle unconscious bias and gender equality in the workplace. In our pilot rollout, the London office came up with five key actions, unique to the office, that every employee can adopt and implement to improve gender equality:

    • Challenge unconscious gender bias
    • Ensure all voices are heard in meetings
    • Share office housework evenly
    • Encourage all team members to realize their potential and develop equally
    • Make work 'work' for parents
  • Roll out of our values, culture and unconscious bias training module globally as part of our manager boot camp series, with approximately 1,000 managers attending
  • Use the IHS Markit Way interviewing framework to help ensure consistent interview questions and that everyone is being assessed against the same unbiased criteria, including a diverse panel to interview the candidate
  • Use pymetrics for external applicants applying for mid-level or below positions, comparing their responses to top IHS Markit performers. Pymetrics combines proven neuroscience games with the power of AI to predict the likelihood of a candidate’s success as compared to current top performers in your company.
  • Commitment to not make a job offer until a diverse set of candidates has been interviewed and candidates who have taken an extended time out are considered
More initiatives
  • The Return to Work program allows for the reintegration of returning professionals back into the workforce after an extended absence for caregiving purposes. Our pilot project in NYC offered four months of paid employment for returning professionals and extended full time offers to the five women who entered the program

  • Unity Week is an organic initiative created by our employees to celebrate inclusiveness at IHS Markit. Launched in 2018 at the New York and London offices, the initiative expanded to 10 global offices around the world in 2019 with a vision to expand to even more offices. Unity week includes different types of activities promoted by our employees, affinity groups and business lines

    In 2019, IHS Markit celebrated inclusiveness in 10 offices through Unity Week: Bangalore, Beijing, Cape Town, Coulsdon, Gurgaon, Houston, London, New York, Noida, and Penang

    Below is an example list of events from our 2019 Unity Week in New York City:

    • Fireside chat - Lord Browne & Dan Yergin discuss "Make Think Imagine"
    • Intern skills workshop: Radical Candor + Managing your Personal Brand
    • Women@IHSMarkit hosted a Lunch & Learn with the SIFMA Foundation discussing potential volunteering opportunities for IHS Markit employees
    • Monthly board meeting at our office for Open Finance, a volunteer network that brings together world-class firms who are committed to LGBT equality and inclusion for all
    • Fundraiser and pickleball competition supporting A Leg To Stand On (ALTSO)
    • Volunteering at the Food Bank for New York City
    • Financial wellness day with Fidelity onsite
    • Physical wellness day

  • Our Legal, Risk, & Compliance Team is a proud participant in the Mansfield Rule 2.0 Legal Department Cohort and committed to having at least 50% of their candidate pool for each position meet one or more of the Mansfield Rule criteria for diversity. Originally launched in 2016 with a focus on law firms, the Mansfield Rule Program is designed to boost the hiring, retention, and promotion of personnel from groups traditionally underrepresented within the legal profession - women, people of color, disabled individuals and members of the LGBTQ+ community.

    “What sets this initiative apart for us, and helped in our decision to engage, is the Mansfield Rule’s focus on metrics and accountability. The Mansfield Rule is a structured program that allows us to have measurable diversity goals, which will push us to develop processes that are diligently designed to broaden our diversity at all levels. The program is also helping us proactively shape concrete programs focused on hiring, mentoring and investing in our people."

    -Sari Granat, executive vice president, chief administrative officer and general counsel

Disclosures and reports

SASB disclosure

UK gender pay gap reports

France Professional Equality Index

Recognition

Best Place to Work for LGBTQ equality

IHS Markit received top marks on the 2021 Corporate Equality Index (CEI), a benchmarking survey on corporate practices relating to lesbian, gay, bisexual, transgender and queer (LGBTQ) workplace equality administered by the Human Rights Campaign Foundation. The score reflects IHS Markit's commitment to LGBTQ workplace with respect to establishing and implementing policies, benefits, and practices that ensure greater equity for LGBTQ workers and their families.

America’s Best Employers for Women 2020

IHS Markit was recognized in Forbes' annual list of America's Best Employers for Women, ranking #224. In collaboration with Statista, 75,000 Americans, including 45,000 women, were surveyed at firms with more than 1,000 workers. Employers were evaluated on:

  • Employee statements about their workplace atmosphere, opportunities for career development, working conditions, salary, workplace and diversity
  • Women employee ratings of their employer regarding parental leave, flexibility, discrimination, representation and career
  • Employee evaluations of other employers in their respective industries that stand out either positively or negatively with regards to diversity

Outstanding LGBT+ role models and future leaders 2020

INvolve, a global network and consultancy championing diversity and inclusion in business, listed Ronnie West, chief people office at IHS Markit, and Tim Vallin, VP technology, on their 100 LGBT+ executives and 100 LGBT+ future leaders list. These accolades showcase the  achievements and influence of LGBT+ people in the business community.

Heroes women role model executives and advocates 2020

Three IHS Markit colleagues were listed on the Heroes women executive and advocate executive role model lists for leading and driving change to increase gender diversity in the workplace.

  • Sari Granat, EVP, chief administrative officer and general counsel, is a role model committed to elevating and inspiring others to push for self advancement and a valued mentor to our female colleagues. Sari also sponsored our nascent 16-week structured mentoring program
  • Andrew Eisen, SVP, financial services solutions, acts as an advocate sponsor of our Women in Tech affinity group and helped to develop a mentoring program that nurtures women's leadership skills
  • Ed Chisey, SVP, information services and financial services, is an advocate who has mentored several senior women and sponsored our first ever return to work program which enables primary care givers to return after a career break

Women leaders in technology and finance

Bethany Baer, managing director and chief technology officer of IHS Markit Digital, was named Technology Leader of the Year at the inaugural Women in Technology and Data Awards presented by Waters Technology magazine. The award recognizes, promotes and celebrates the contribution that women make across the capital markets, specifically in the data and technology industries.

Sally Moore, executive vice president and head of strategic alliances, was recognized as one of 2018’s 100 Most Influential Women in European Finance by the Financial News. "The recognition of Sally’s achievements and contributions to our company’s success is well deserved," said Lance Uggla, chairman and CEO of IHS Markit. “Through her connections across the financial services sector, Sally has built strong and innovative alliances that are central to our commercial strategy.”

2017 Annual Innovation in Diversity Award

Profiles in Diversity Journal recognized IHS Markit as a Top 10 winner in their 2017 Annual Innovation in Diversity Awards for developing innovative customer solutions in the area of workforce diversity and inclusion, recognizing our automotive data and insight for engaging the LGBTQ market.

Equal employment opportunity (EEO)

It is the policy of IHS Markit to provide equal employment opportunity (EEO) to all persons regardless of age, color, national origin, citizenship status, physical or mental disability, race, religion, creed, gender, sex, sexual orientation, gender identity and/or expression, genetic information, marital status, status with regard to public assistance, veteran status, or any other characteristic protected by federal, state or local law. In addition, IHS Markit will provide reasonable accommodations for qualified individuals with disabilities.
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