Diversity and Inclusiveness At Ernst & Young, our goal is to provide an environment where individual differences are celebrated – where our people are supported to achieve their personal potential, while meeting the ever-changing needs of our clients.
Diversity and inclusiveness is not only a social responsibility, it’s a business imperative. Diversity drives innovation, promoting creativity and more innovative solutions to problems. We acknowledge that nurturing diversity is essential to our future success: our people deserve it, our clients demand it and our society expects it.
Our Diversity Council, comprising 11 Partners and Executive Directors from various cultural and professional backgrounds, has been established to act as a think tank, providing the Oceania Executive with timely, independent and strategic advice on matters relating to the direction and implementation of our Diversity and Inclusiveness agenda.
This agenda encompasses the issues of gender equity, ethnic diversity and working flexibly and, even though our leaders are held accountable for reaching our goals and targets, we recognise that each of us has an important role to play in ensuring that we succeed.
Our Diversity and Inclusiveness agenda is driven from the top, receiving the support and personal endorsement of our most senior and influential leaders.  | "Building an inclusive culture and developing a diverse workforce is a prerequisite for business success in today's competitive landscape. The world has changed dramatically in recent times, providing us with both tremendous opportunities and significant challenges. If we are to capitalise on these opportunities and tackle the challenges ahead, we must ensure that we have the best and most engaged people working for us. We need to be open to new ways of thinking - we all need to get informed, get involved and take personal responsibility."
Rob McLeod, Oceania Managing Partner and CEO |  |
"Gender diversity in leadership and management is not just about fairness - it's also a prudent business strategy. The returns on equity, sales and invested capital are significantly higher in businesses with three or more female board members, and these results hold up across industries. Diversity is a also big driver of innovation - Businesses with homogenous teams are missing out on huge competitive advantages."
Uschi Schreiber, Oceania Accounts & Business Development Leader and Government & Public Sector Leader
|  | "At Ernst & Young we are committed to embedding a sustainable, inclusive culture in the way that we operate that will enable our people to reach their full potential and make a difference. A coming together of ideas, thoughts, styles and experiences, in an environment that respects and celebrates these differences, is something that each of us at Ernst & Young strives for daily."
Lynn Kraus, Sydney Office Managing Partner |
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Contacts  - Women in Leadership - What will it take to get Australia on target? (pdf, 690.9kb)
Despite the increased awareness of gender equity issues, gender equity programs and seemingly diversity champions in every corner, Australia is yet to see a tangible change when it comes to the representation of women in senior roles.
- Women in Leadership - How smart are you? (pdf, 532.5kb)
This is the second report in the series and provides practical guidance for companies in assessing their gender diversity performance. Through the introduction of the ‘smart curve’ concept the report assists businesses in measuring the maturity of their strategy and whether their gender diversity programs are working.
- Women in Leadership - Engaging Australian business (pdf, 656.4kb)
This is the first in a series of Ernst & Young reports that examines the importance of an enterprise-wide diversity agenda and the benefits of leveraging female talent to create a competitive advantage.
Diversity Advisory Services
Ernst & Young offers unique strategic advice in the design of gender diversity strategies that cut through the factors that often lead to failure. The principles that underpin our approach can be applied to broader diversity challenges.
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