Diversity is part of our success and leadership
Our commitment to recruiting, developing and advancing ethnically diverse professionals through our ranks and into leadership has been recognized by many external organizations. For example, in 2016, DiversityInc magazine named us to its Top 50 Companies for Diversity list for the 13th consecutive year and the eighth straight year on its top 10 list..
Our competitive advantage depends on our ability to leverage the differences of our people. Key statistics — such as the representation of minorities at our partner/principal rank nearly tripling since 2000 — show we’re right on track.
Historically, EY was the first of the Big Four to assign full-time, partner-level leadership to diversity recruiting. Today, our Inclusiveness Recruiting Teams help us attract and recruit top talent from a variety of backgrounds and experiences.
We’ve kept a dedicated focus on attracting women and ethnically diverse students and professional hires and also focus on outreach to LGBT, Veteran and People with Disabilities. We ensure that our commitment to diversity and inclusiveness is embedded in all of our recruiting practices.
We also raise awareness of the accounting profession and provide internship programs to ethnically diverse students through programs such as:
- Accounting Awareness Programs — These one-week summer programs held at colleges and universities introduce minority high school students to the professional workforce.
- Discover EY — This annual conference provides the opportunity to learn about the depth of services and variety of available careers.
- EY LAUNCH program — This program for ethnically diverse freshmen, sophomores and transfer students builds awareness of accounting as a major and professional services as a profession.
- EY LAUNCH internship — This program provides students with the opportunity to intern at EY prior to their client-serving internship.
- EY Scholar Program — Each year, we support top students to get their Masters of Accountancy at the University of Virginia and the University of Notre Dame.
- Foundation Funding — Through the EY Foundation, we work collaboratively with universities and organizations on developing pipeline, increasing the likelihood for success and providing scholarships in support of increasing diversity within business schools.
We also focus on attracting ethnically diverse professionals at the experienced and executive levels. Our strategy includes numerous sourcing techniques and working with various professional organizations.
Our commitment to development
- EY Unplugged — This program brings together our ethnically diverse staff from around the US to network, connect and be mentored by minority executives within their first four months with EY.
- Career Watch — Launched by EY leadership, Career Watch focuses on the development of our partner/principal pipeline by providing our high potential ethnic minorities with access to key experiences and opportunities that help them fully develop their potential. Career Watch committees, comprised of local leadership, help get high-potential ethnic minority senior managers and experienced managers assigned to specific clients, key business development opportunities and other office leadership roles, and make sure they receive candid performance feedback and career advice.
- Inclusiveness Leadership Program — We support a formal program that pairs high-potential partners and principals with an executive coach, as well as with members of our Americas Executive who serve as mentors.
Additionally, our commitment to inclusiveness extends to the community too. For example, through the US firm's College MAP program, we mentor underserved students to help them gain access to college and be successful in higher education.
Support for these efforts start at our most senior levels, but the responsibility lies with all of our people. Our Professional Networks help us to be diverse, in part by serving as an important recruiting tool. They affect our inclusive environment too by encouraging members to bring their authentic selves to the workplace.
Plus, our people from all ranks work with external organizations like Ascend (for Pan Asian professionals), ALPFA (Association of Latino Professionals in Finance and Accounting) and NABA (National Association of Black Accountants, Inc.), to promote our efforts and build meaningful relationships.