EY celebrates new partner promotions in the UK and Ireland
8 July 2013
- 52 new partners joined EY in the UK and Ireland business in the last year
- EY maintains its lead as the most gender diverse partnership of the Big Four
- 9% of EY partners have a formal flexible working arrangement
EY (Ernst & Young) has welcomed 52 partners to its UK and Ireland business in the last year, including 26 new admissions who joined this month, into all four of its service lines.
Steve Varley, chairman and UK & Ireland managing partner at EY, says, "I’m pleased to welcome 26 new partner admissions into our business, who have each achieved a significant milestone in their careers and of who I am personally very proud. We’ve also welcomed 26 direct entry partners in the last year from our competitors and industry. There has never been a more exciting time to be part of EY; all of our partners have a crucial role to play in helping to build a better working world for our clients, people and the communities in which we work.”
9% of EY partners have a formal flexible working arrangement
Liz Bingham, managing partner for people, UK & Ireland at EY, adds, “A talented and diverse cohort of new partners has joined our business, each of whom are committed to delivering exceptional client service and to helping EY win in the market. They are also great role models for our people and ambassadors for our business.
“For example, I’m proud to say that 9% of our partners have a formal flexible working arrangement in place. Our firm is openly committed to flexible working, both through our own change programme and as inaugural members of the Agile Future Forum – a group of 22 companies who have joined forces to define the business benefit of workforce agility.”
EY maintains its lead as the most gender diverse partnership of the Big Four
Last autumn the firm set itself a stretch target for 30% women and 10% black and minority ethnic (BME) new partners in 2015. This year 10% of all new partners were female and 6% BME – the UK & Ireland partner population is now 20% and 8% respectively.
“We chose to depart from being safe and went public with these targets last year, to take leadership on an issue that we are very passionate about and in which we’re making a huge investment,” Varley comments. “I’m proud that we continue to lead the Big Four on gender diversity and I remain committed to having the most diverse partnership compared to our peers – it gives EY a significant competitive advantage and helps us better connect with our clients.”
He concludes, “Diverse teams fundamentally make better business decisions and therefore do better business. While targets with teeth in and of themselves aren’t enough to change the diversity in our workplaces and on our boards, they do provide us with something against which we can measure our progress.”
EY has developed a career watch mentoring scheme and award winning leadership programmes for its high potential women and BME people, in addition to offering maternity coaching and unconscious bias training. Over the last 12 months EY has been recognised as a Times Top 50 Employer for Women and Great Place to Work 2013, in addition to achieving a sixth place ranking in Stonewall’s annual Workplace Equality Index. EY are also proud supporters of the 30% Club and 2% Club, and collaborate with clients through its employee networks to help build momentum behind the diversity debate and effect change in the external market.