Human resources


The efficiency and results-orientation of Exchange employees is one of the most important factors in achieving the Group’s strategic goals. The Exchange’s HR Policy aims to:
  • involve, motivate and retain highly qualified staff and managers;
  • support employees’ continuous professional development;
  • create an atmosphere that supports employees’ personal development and enables the Exchange to achieve best results and achieve its strategic goals.

An important challenge for Moscow Exchange in 2020 was to safeguard the health of employees in the COVID-19 pandemic, while ensuring the smooth operation of Moscow Exchange’s trading and clearing systems and implementation of a number of major projects. The launch of the Finuslugi personal finance platform was the main driver behind the 11% growth in the Exchange’s workforce in 2020.

In line with applicable regulation and the MOEX Business Ethics Code, the Exchange practices equality of opportunity. The Business Ethics Code enshrines adherence to principles of equality with regard to the observance of labor rights as well as non-discrimination based on sex; race; skin color; nationality; language; national origin; financial, marital, social, and employment status; age; place of residence; religious orientation; beliefs; or membership or non-membership of any non-governmental association or social group. The Exchange respects the cultures, opinions and lifestyle of all of its employees, and categorically opposes any actions that could contribute to the creation of a threatening, hostile, insulting or humiliating atmosphere.

Total number of employees, persons









Total number of employees in 2020 by gender, (persons): women – 888, men – 1,093.


Training and development opportunities for employees include educational programs and tools for self-directed learning and development. The Exchange believes it is important that employees should take responsibility for their own professional development, and to support this provides advanced technologies, resources and additional opportunities. In 2020, 843 employees participated in educational programs and training sessions.

In 2020, a key challenge for the learning system was the limitations of the pandemic. This situation necessitated a rapid restructuring of all activities into an online format.

The “Meet-the-Company Day” for new employees was converted to a webinar format and the programme was expanded. This made it possible to compensate for the lack of a face-to-face introduction due to the immediate remote format admission. The total number of employees who participated in these meetings was 374.

The Internal Trainers project has also undergone changes. Most of the regular topics have been converted to an online format with replacement engagement activities. Online training was provided for internal trainers. New speakers for hard skills (IT) were also introduced. From the second quarter of 2020, the project will be implemented on a standard schedule. Experts shared their knowledge with 245 employees last year.

The work of all faculties was also restructured to the new regime. All planned trainings within the Faculty of Management and the Faculty of Personal Effectiveness were transferred to an online format and conducted as originally planned. A total of 196 employees were trained in the faculties.

Within the framework of attracting and managing talent in 2020, training for trainees was developed and conducted. It consisted of three modules aimed at developing basic skills that resonate with the Exchange’s core values. The programme was highly appreciated by participants and helped increase their loyalty to the Exchange.

In the 2020 pandemic, an additional focus was placed on distance learning courses. This led to a doubling of the number of attendees (from 4,000 to 8,000 throughout the year). In addition to compulsory courses, the catalogue was also enlarged in terms of soft skills courses. Work has also started on streamlining a number of previously conducted face-to-face events and converting them into e-courses.

The changed working environment during the pandemic raised new, previously irrelevant issues. The non-standardised situation forced a renewal and rethinking of critical working approaches. To support this, strategic sessions of the Strategic Departments were organised. The lack of face-to-face employee communication has been compensated by “talking” projects (“Simple Things”, “Let’s talk about IT”), where employees can gather and discuss topical topics in the same way as they did in the corridors before. To facilitate quick communication and meetings, two masterclasses on Teams have been initiated.


As part of the Group’s social policy to provide social security for its employees, Moscow Exchange provides social support and guarantees over and above the basic legal minimum. Corporate social support is provided in accordance with the Regulation on Employees’ Corporate Social Support. Priorities for social support include health care of employees and their relatives, maternity and support for children. All Group companies provide voluntary health insurance schemes and international medical insurance for their employees, as well as travel insurance policies including accident and sickness insurance.

In the COVID-19 pandemic, starting in February 2020, the Exchange is compensating for the loss of income of all employees who fall ill, regardless of the cause of the illness. As soon as possible, 90% of staff were switched to remote working. Regular (at least twice a week) COVID-19 tests are organised in the office to support employees who need to visit the office. Employees and family members can be tested at home, if necessary, and are provided with masks, gloves and sanitizers.

The Group has a standing Social Committee which can provide financial assistance to employees in the event of an accident or force majeure not covered by insurance schemes.


A responsible attitude to occupational safety is one of Moscow Exchange’s core operating principles. High occupational health and safety standards are maintained and employees are continuously trained to raise their awareness of occupational health and safety issues.

Moscow Exchange organises occupational safety briefings, including introductions to newly hired employees, as well as initial, refresher and unscheduled on-the-job briefings, and has all types of occupational safety and fire safety instructions in place. In 2020, 337 new employees competed the occupational safety induction course.

MOEX’s internal corporate portal contains instructions and provisions on occupational safety, as well as articles about health, and allows for remote learning on occupational safety topics. Last year, Moscow Exchange rolled out an interactive health and safety video training course in its Kislovsky office. The course is compulsory and covers key health and safety topics that should always be kept in mind.

Annual monitoring of the implementation of sanitary and anti-epidemic and prophylactic measures is carried out.

During the coronavirus pandemic, Group employees working in the offices were provided with antiseptic agents, gloves, personal thermometers and medical masks. Air fumigators were purchased.

Prophylactic disinfection was carried out daily. Twice a week COVID-19 testing of all employees present in the office and once a month for COVID-19 antibodies.

Employees who feel unwell or need urgent medical aid can be treated by in-house corporate doctors at their facilities in the Exchange’s offices.

To maintain safe working conditions and prevent industrial injuries and occupational illness, the Group has established failsafe measures including procedures for dealing with injuries and sickness based on existing response and mitigation plans and plans currently under development.