UK and Ireland Diversity and Inclusiveness statistics

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“As a business, we have been clear in our commitment to Diversity and Inclusiveness. An important part of this is understanding the 'mix' of our people and measuring progress towards the goals that we have set ourselves. Here we want to share our approach to employee monitoring, together with some statistics showing the make-up of our UK and Ireland business.”

Harry Gaskell
UK and Ireland Diversity and Inclusiveness Partner

Think, Act, Report

Led by the Government Equalities Office, the ‘Think, Act, Report’ voluntary framework supports and encourages organisations to improve gender equality in their organisations. EY has signed-up to ‘Think, Act, Report’, but will be taking it a step further and look beyond just gender reporting to also include reporting on Black and Minority Ethnic (BME) statistics.

Our UK and Ireland Regional business aims to have 30% female and 10% BME representation in our new partner intake, measured over a rolling three year period.

We also have a longer-term aim to achieve these levels of representation on both our leadership team and within our wider partner population. This commitment will drive us towards a more diverse and representative talent pipeline, which will ensure our goals are achievable and sustainable.

The make-up of our UK and Ireland business

We measure success in diversity and inclusiveness in many ways. We're aiming for: a more diverse workplace and leadership pipeline; and an inclusive and flexible culture. We use our HR system to monitor demographics on gender, ethnicity, sexual orientation, age, religion and belief, disability, nationality, flexible working status and whether our people have caring responsibilities.

Below you can see the make-up of our population by gender and ethnicity. These statistics refer to our UK and Ireland business (and so may differ from our UK Transparency Report, which relates specifically to our UK business), are rounded to the nearest whole number and are accurate as at the end of December 2012.

 

 

All our UK and Ireland people

Associate

Senior Associate

Manager

Senior Manager / Director

Executive Director

Partner

Leadership Team

Female

48%

57%

55%

50%

37%

25%

18%

28%

Male

52%

43%

45%

50%

63%

75%

82%

72%

 

 

All our UK and Ireland people

Associate

Senior Associate

Manager

Senior Manager / Director

Executive Director

Partner

Leadership Team

BME

15%

18%

20%

16%

10%

3%

4%

0%

Non-BME

85%

82%

80%

84%

90%

97%

96%

100%

We categorise BME as anyone having self declared as either Asian, black, Chinese or mixed race.

Equal pay

We believe that it is in the interests of the organisation and consistent with our values and culture to ensure that we have a fair and just pay system. EY is firmly committed to the principle of equal pay between men and women, and also between ethnic groups, for comparable work.

We therefore conduct annual equal pay reviews and communicate the results to business leaders so they can take action where required.

Flexible working and maternity returners

Our Vision is to be the leader in Flexible Working in Professional Services. We trust our people to create a sustainable, high performing environment for our clients, our people and our firm through being empowered to choose how, when and where they work.  We believe this will provide a competitive advantage as life is changing all around us and the capacity to work flexibly is seen as key to success in the global economy  and a key enabler to high performing virtual teams

Flexible Working at EY means working more effectively through greater choice in how, when and where you work. We will continue to support both day-to-day (i.e., ‘Informal’) and longer-term (i.e., ‘Formal’) Flexible Working.

At the end of 2012, 8% of people in our UK and Ireland business are engaged on a formal flexible working arrangement.

Our current Flexible Working Change programme is equipping the business with the capability to manage, lead and deliver effective and sustainable cultural change required to achieve our organisational strategy for Flexible Working.  The metrics for success include impact on productivity, indirect costs and the satisfaction and wellbeing of our people (measured through our Global people Survey results).

We provide a comprehensive maternity coaching programme that not only gives our people access to maternity coaching before, during and after maternity leave but also involves coaching for their line managers to enable them to manage their maternity leavers effectively.  This is also available to parents taking adoption leave and fathers taking extended paternity leave. The take up rate of this coaching offer is 89% of those taking maternity leave and 83% of their managers. The programme is evaluated annually and the findings inform our people strategy.

At the end of 2012 our maternity returner rate was 94%.

Global People Survey

We conduct a biennial staff satisfaction survey, which we call our Global People Survey, consisting of 67 questions covering all aspects of life at EY. In the UK and Ireland we analyse the Global People Survey by the same demographics as on our HR system to ensure we are promoting an inclusive culture. We particularly look at the questions on inclusiveness, respect, teamwork and career progression when analysing Global People Survey results.

69% of our UK and Ireland people responded to our last Global People Survey (2013). In this survey, 81% of people responded favourably to the statement ‘EY has created an inclusive environment where people with diverse backgrounds and experiences can succeed.” This was an increase of 5% since the 2009 survey.

The make-up of the 69% of UK and Ireland people who responded to the 2013 Global People Survey are detailed below:

Age

25 or younger

15%

26 – 30

25%

31 – 35

20%

36 – 40

14%

41 – 50

18%

Over 50

8%

Disability

Disability

1%

No disability

97%

Prefer not to disclose

2%

Ethnicity

Asian

11%

Black 2%
Chinese 2%
Mixed 2%

White

69%

Prefer not to disclose

14%

Flexible working

Flexible working

50%

No flexible working

48%

Prefer not to disclose

2%

Gender

Female

50%

Male

50%

Sexual orientation

Bisexual

1%

Gay / Lesbian

2%

Heterosexual

90%

Prefer not to disclose

7%

Religion or belief

Buddhist

1%

Christian

50%

Hindu

3%

Jewish

1%

Muslim

2%

Sikh

1%

Other

1%

None

32%

Prefer not to disclose

9%

Caring responsibilities

Caring responsibilities

35%

No caring responsibilities

63%

Prefer not to disclose

2%

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