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 people across the 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 August 2015.

 

 

All our UK and Ireland people

Associate

Senior Associate

Manager

Senior Manager

Director / Executive Director

Partner

Leadership Team

Female

46%

52%

49%

50%

43%

29%

20%

33%

Male

54%

48%

51%

50%

57%

71%

80%

67%

 

 

All our UK and Ireland people

Associate

Senior Associate

Manager

Senior Manager

Director / Executive Director

Partner

Leadership Team

BME

19%

22%

23%

20%

15%

9%

7%

7%

White

58%

51%

51%

58%

67%

78%

76%

86%

Undisclosed

23%

27%

26%

22%

18%

12%

16%

7%

We categorise BME as anyone having self-declared as either Asian, black, Chinese, mixed race or ‘Other’. The above numbers reflect all those who have self-declared their ethnicity and we have also displayed the percentages of those who have not yet self-declared or have selected ‘Prefer not to disclose’.

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 fully support the focus on the gender pay gap and the move to open reporting. We look forward to the outcomes of the consultation on how best to measure and report on this issue, to help determine an approach that delivers real insight.

Flexible working and maternity returners

Our Vision is to be the leader in Flexible Working in Professional Services. Flexible Working at EY means working more effectively through greater choice in how, when and where you work. We trust our people to create a sustainable, high performing environment for our clients, our people and our firm through exercising this choice. 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

We will continue to support both day-to-day (i.e., ‘Informal’) and longer-term (i.e., ‘Formal’) Flexible Working.

At the end of 2014, 8% of people in our UK and Ireland Region business are engaged on a formal flexible working arrangement, whilst in our biennial Global People Survey 72% indicated that they took advantage of informal flexible working.

Since the start of our Flexible Working Change programme in 2012 the business we have seen impact on productivity, indirect costs and the satisfaction and wellbeing of our people has been significant. Of those of our people asked as part of a firm-wide survey on flexible working, 75% responded to say that they felt that their own productivity had increased by more than 5% when they work flexibly.

  • We provide a comprehensive Career and Family coaching programme that provides transition coaching support to all parents taking leave (whether maternity, shared parental or adoption leave) before, during and after their leave. Thecoaching extends to their line managers to enable them to understand their role in supporting a successful transition for the individual and the business. To date over 2,500 people have experienced the coaching, either while taking leave or as a line manager. A survey of those who received coaching said it made them feel valued at EY, increased their engagement with the firm, helped to maintain their relationships with key stakeholders and increased the likelihood of them staying with the firm.

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.

83% of our UK and Ireland people responded to our last Global People Survey (2015). In this survey, 77% 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 6% since the 2013 survey.

The make-up of the 83% of UK and Ireland people who responded to the 2015 Global People Survey are detailed below:

Age

25 or younger

17%

26 – 30

25%

31 – 35

18%

36 – 40

14%

41 – 50

17%

Over 50

9%

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%

Informal Flexible working

Flexible working

72%

No flexible working

26%

Prefer not to disclose

2%

Gender

Female

47%

Male

53%

Gender identity

Identifies or has identified as Transgender or a gender other than the gender assigned at birth

0.3%

Sexual orientation

Bisexual

1%

Gay / Lesbian

2%

Heterosexual

90%

Prefer not to disclose

7%

Religion or belief

Buddhist

1%

Christian

47%

Hindu

4%

Jewish

1%

Muslim

3%

Sikh

1%

Other

2%

None

32%

Prefer not to disclose

9%

Social Mobility

Had been to university when joined EY and was first in family to attend university

25%

Had been to university when joined EY and was not the first in family to attend university

57%

Had not attended university when joined EY

14%

Prefer not to disclose

4%

Caring responsibilities

Caring responsibilities

35%

No caring responsibilities

62%

Prefer not to disclose

3%

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