Our fourth annual I.D.E.A. Report (Inclusion, Diversity, Equity, and Accountability) reflects some promising progress. It also uncovers some important areas where we need to improve. We’re really proud that diversity, equity and inclusion have gathered even more ground-up momentum at MiQ. Last year, we saw that inclusion became something that inspired MiQers to do things that inspire. This year, inclusion has become closely aligned with one of our core values: it’s become something that unites us.

Explore

United by our
individuality

Our Employee Resource Groups (ERGs) are incredible. Across MiQ, they celebrate community, support diversity and champion individuality.

To reflect the impact, scale and individuality of our ERGs, we created an all-important visual identity. The family of emblems illustrate the unique identity of each ERG, while also uniting them. Download the report.

AAPI iQ

ABILITY iQ

EXPATS iQ

JEWISH iQ

MULTICULTURAL iQ

NEURODIVERSITY iQ

PARENTS iQ

PRIDE iQ

SALAAM iQ

SUSTAINABILITY iQ

WOMEN iQ

United by our Employee Resource Groups

This year, our ERGs had a huge surge in participation. We saw more members, more events and a bigger impact. Run by 40 passionate MiQers, our ERGs truly create inclusion that unites.

passionate
leads

Global and local reach

supportive
ERGs

United by our increased representation

Focusing on equity for women at MiQ has paid off. We’re delighted to see that the representation of women has steadily increased across every single country. And our gender pay gap remains closed three years running.

Every single country has

increased representation

of women/non-binary people.

Women

now represent

60%

of commercial roles

Gender pay gap

by salary band:

0

United by growing improvements

For those who identified as one or more historically marginalized identity, we saw significant increases at the leadership level - across both global, and ROW (rest of world, excluding India.) We also had a much greater response rate on ‘neurodiversity’ and ‘physical difference/disability’ survey questions, bringing our representation more in line with global norms.

92%

global representation for those who identified as one or more historically marginalized identity - up from 88% in 2022.

88%

representation for those who identified as one or more historically marginalized identity - up from 83% in 2022 (ROW).

What's next?

Going into 2025, we’ve got a clear action plan to make MiQ more inclusive for everyone, and ensure our business moves forward with unity. We plan to… 

Develop and showcase inclusive managers, hire without bias, and increase equity throughout the entire employee lifecycle.

Further empower Employee Resource Groups (ERGs) and increase our focus on  Corporate Social Responsibility (CSR), while making sure MiQ is accessible to all.

Maintain an anti-discriminatory filter on how we communicate internally and externally.

Create deeper connections with our clients and supply chain to progress our DEI and ESG goals in partnership.

Inclusion that

inspires deeper

dives

To see the full story and all the details, please download: “Inclusion that unites: the data behind our fourth annual I.D.E.A. Report.”

If you'd like to join us, support these initiatives, or chat about approaches to diversity, equity, and inclusivity, we’d love to connect. Please reach out to: global-dei@miqdigital.com