Ernst & Young LLP selected for FORTUNE’s “100 Best Companies to Work For” list for the 15th consecutive year
New York, 17 January 2013 — Ernst & Young LLP appears on FORTUNE magazine’s “100 Best Companies to Work For” list again this year, marking a milestone as the firm is honored for the 15th consecutive year. Listed as number 57, Ernst & Young LLP advanced two spots from its 2012 ranking.
“In order to deliver exceptional client service to the world’s largest and most complex organizations, we first must create an exceptional experience for our people,” said Nancy Altobello, Vice Chair of People, Ernst & Young LLP. “We celebrate our FORTUNE track record because it demonstrates our long-term commitment to making sure that every one of our people, no matter what office or practice, whether they stay 3 months as an intern or 30 years as a partner, is having experiences and building relationships that will last a lifetime. To create that exceptional EY experience, we focus on building the highest performing teams to serve our clients around the world.”
“The key to delivering exceptional service on a global scale, as well as the right culture to foster high performing teams, is our unwavering commitment to diversity and inclusiveness,” Altobello added. “Differences matter — whether they’re cultural, generational, gender-related or otherwise — and empowering our people to bring their varied experiences to work every day ultimately leads to better outcomes for our teams and our clients.”
The firm, and the global EY organization, strive to offer a leading inclusive culture and a lifetime of connections for its people in the following ways:
- Providing a best-in-class recruiting experience, as the firm pursues its aggressive goal to hire around 10,000 people in the US in fiscal year 2013. This includes its newly enhanced employee referral program, the largest and most effective source of hiring for the firm, with employee referrals resulting in nearly 44% of fiscal year 2012 experienced professional hires in the US. Also important are the annual programs that continue to attract college students, such as EY’s International Intern Leadership Conference convening a record of around 2,300 participants from 29 countries in its 16th year in 2012.
- Joining external initiatives in the Americas that reinforce EY’s leading and global commitment to diversity and inclusiveness. Examples include the 100,000 Jobs Mission, a coalition working to hire at least 100,000 military veterans and transitioning service members by 2020, as well as the Business Coalition for the Uniting American Families Act (UAFA), calling on Congress to pass legislation to equalize US immigration laws for lesbian, gay, bisexual, transgender (LGBT) employees and their families. EY’s commitment to the inclusive leadership of diverse and borderless teams is not only evident in these examples and beyond, it also continues to differentiate the organization in the market as recognized by DiversityInc, Working Mother, Human Rights Campaign, Great Place to Work® Institute and other leaders.
- Maintaining its investment in EYU, the world-class framework for developing EY people that delivers the personalized learning, coaching and experiences they need to reach their career goals. In fiscal year 2012, the firm awarded more than 2 million hours of Continuing Professional Education (CPE) credits, which are required for many of its client-serving professionals to maintain their certifications. Professionals also completed an average of 82 hours each of formal learning, took more than 36,400 on-the-job coaching surveys recognizing over 58,700 co-workers, and attended signature career milestone events.
- Creating the Workplace of the Future, a trust-based, work-anywhere environment that combines physical workspace, technology and flexibility solutions that reflect how EY’s high performing teams work today — at the client, in the office and elsewhere. Ernst & Young LLP is piloting a new Workplace of the Future design that is activity-based in nature and includes a mix of areas for formal and informal collaboration, individual workplaces, and a greater investment in technology.
- Giving back to the community and its people. The annual EY Connect Day invites all US firm offices to participate in a day of community service that resulted in more than 61,500 volunteer hours in 2012, up more than 13,000 hours from 2011. Internally, the EY Foundation established the 2012 EY Hurricane Sandy Relief and Recovery Fund to help its many people affected by the storm, raising more than $1.1 million ($648,000 in individual contributions and a $500,000 challenge grant from the US firm) that is being used to provide assistance to more than 100 firm employees and, after meeting those needs, to help fund recovery projects in our broader communities.
- Increasing communications about the “Total Rewards” the firm offers in the US, such as compensation, benefits including paternity leave, paid time off, unlimited access to professional financial counselors through the EY Financial Planner Line® and more. Total Rewards Connection is an internal website that provides a personalized snapshot making it easier to access and understand the total value of compensation and benefits. Competitive total rewards remain critical to attracting and retaining the best talent.
- Staying connected with EY alumni, an exceptional business network that includes 250,000 people in the Americas and 600,000 globally. Through its Americas Alumni Relations program last year, the EY organization offered over 100 alumni networking events, learning and career development opportunities, a twice-yearly Connect magazine complete with a newly-launched iPad app, a dedicated website, and more.
To choose the “100 Best Companies to Work For,” FORTUNE partners with the Great Place to Work Institute to conduct the most extensive employee survey in corporate America. This year, 259 firms participated in the survey, generating responses from more than 277,000 employees at those companies. Two-thirds of a company’s score is based on the results of the institute’s Trust Index survey, which is sent to a random sample of employees from each company. The survey asks questions related to their attitudes about management’s credibility, job satisfaction and camaraderie. The other third is based on responses to the institute’s Culture Audit, which includes detailed questions about pay and benefit programs and a series of open-ended questions about hiring practices, methods of internal communication, training, recognition programs and diversity efforts. Any company that is at least five years old and has more than 1,000 US employees is eligible.
EY is a global leader in assurance, tax, transaction and advisory services. Worldwide, our 167,000 people are united by our shared values and an unwavering commitment to quality. We make a difference by helping our people, our clients and our wider communities achieve their potential.
For more information, please visit www.ey.com.
EY refers to the global organization of member firms of Ernst & Young Global Limited, each of which is a separate legal entity. Ernst & Young Global Limited, a UK company limited by guarantee, does not provide services to clients.
This news release has been issued by Ernst & Young LLP, a member firm of Ernst & Young Global Limited that provides professional services to clients in the US.