EY named to FORTUNE’s “100 Best Companies to Work For®” list for 17th year
New York, 5 March 2015
Innovative workplace programs continue to deliver exceptional EY experience
Ernst & Young LLP has been named to FORTUNE’s “100 Best Companies to Work For®” list for the 17th year.
“Exceptional client service starts with exceptional experiences for our people,” said Kelly Grier, Vice Chair of Talent, EY Americas. “Offering flexibility, mobility opportunities that drive career advancement, and innovative ways to promote personal health and well-being are just some of the things that will enable our people to reach their highest potential both personally and professionally. With a strong emphasis on diverse and inclusive teaming, equitable sponsorship that creates opportunities for everyone and a laser sharp focus on high-impact learning, we are proud of the offerings we deliver to more than 58,000 people throughout the Americas and nearly 200,000 globally. We continue to be inspired by what our people do each and every day and thank them for helping us to be ranked among FORTUNE’s ‘best companies’ in the US once again.”
EY is building a better working world through diversity and inclusiveness, high performance teaming and cutting-edge workplace innovations such as:
EY Total Rewards – In January 2015, EY firms launched a holistic approach to benefits and rewards that goes beyond the standard medical, dental and retirement benefits to improve overall quality of life. Called EY Advantage, the program offers a $500 reimbursement toward pre-approved fitness and health programs, the refinancing of student loan debt at a lower interest rate, an assistance service that can help EY people with anything from planning a vacation to party planning and more. This year, EY firms have also expanded the Performance Based Bonus program, which establishes a direct financial reward in line with the organization’s success and the progress being made toward its Vision 2020 goals.
Corporate Responsibility (CR) – EY offers innovative programs that combine skill-building opportunities (including mobility experiences) with CR. Over the last ten years, more than 35,000 pro bono hours have been provided to more than 100 businesses in five Latin American countries through EY Vantage, a program that sends top-performing EY professionals abroad to advise high-impact entrepreneurs in emerging economies. With mentoring a core skill for success at the firm, College MAP (Mentoring for Access and Persistence) helps more than 800 EY mentors build their own skills by mentoring more than 1,000 underserved students to achieve the dream of higher education in 26 cities across the US. And last year, over 12,000 people participated in an annual day of service, EY Connect Day, contributing more than 80,000 hours across all 10 Regions of the Americas.
Mobility – EY’s best-in-class mobility programs enhance the global mindset of its people while accelerating advancement through unique career opportunities. Each year, approximately 2,600 people participate in global mobility assignments. In addition, 6,000 people in the Americas worked on cross-border engagements, and many more worked on virtual teams spanning the globe. Examples include Global New Horizons, which sends EY people to emerging markets to share knowledge across borders within key account teams or industries and The EY-Earthwatch Ambassadors Program, which sends EY people on a week-long Earthwatch Institute expedition in Brazil or Mexico to study climate change.
Flexibility – According to external EY research on generations and the workplace, flexibility was rated first among non-cash benefits by both Gen X and Gen Y respondents. The organization empowers all of its people to work flexibly, while offering formal flexible work arrangements (FWAs) for those who need them. Currently, more than 3,000 people at Ernst & Young LLP are on formal FWAs, which includes telework, reduced schedules and seasonal schedules. In line with this trend, EY is rolling out its cutting-edge, Workplace of the Future (WOTF) initiative across firms in the US and globally. WOTF is a trust-based, flexible work environment that combines sleek design, collaborative workspaces, state-of-the-art technology and flexibility solutions that reflect how EY’s high performing teams work today.
Ernst & Young LLP also offers generous fully-paid parental leave packages in the US, and is one of only 12% of companies in the US to offer paid paternity leave, according to the Society of Human Resources 2014 Benefits Report. In the US, approximately 1100 working EY moms and dads take paid parental leave each year.
Recruiting – EY’s Employee Referral Program has become Ernst & Young LLP’s largest and most effective source for US experienced hiring, paying out more than $5 million in bonuses to employees who referred candidates hired in the US in FY14. Named the 2015 Best College Recruiting Program for the ERE Recruiting Excellence Awards, the firm is widely recognized for its unparalleled recruitment experiences. One of EY’s signature programs is the annual International Intern Leadership Conference, which this past summer convened nearly 3,000 interns from 25 different countries. Testament to its success, over 90% of EY interns accept full-time offers after graduation. Moreover, EY was ranked No. 1 in the Accounting sector for the 7th consecutive year on the US Universum Undergrad Overall IDEAL™ Employer Survey.
EYU – Central to EY is a culture of learning that encourages its people to reach their potential through purposeful and stimulating experiences and mentoring and coaching. In 2014, EY held more than 7,000 classes and client-serving professionals in the US accumulated more than 1.9 million hours of formal learning, averaging approximately 76 hours per year, per person. In a recent survey, an overwhelming majority (88 percent) of EY people said that the organization offers valuable growth and development experiences. One example is EY’s Global Next Gen, a 2-year leadership program that helps accelerate the development of high-performing senior managers as they seek to become partners.
Maximizing the power of difference to enable high performing teams – A recent EY study showed that that teams with the highest levels of engagement have higher retention, stronger revenue growth and better profitability – and inclusiveness is key to engagement. In December 2014, EY launched its first-ever Diverse Abilities Summit to share best practices on the recruitment and retention of people with differing abilities. Through initiatives such as the Inclusive Leadership Program and Career Mentors and Sponsors, EY gives high-performing women and ethnic minorities access to the coaching and career opportunities they need to advance within the organization. EY also supports the hiring of veterans through its membership of the 100,000 Jobs Mission, and Ernst & Young LLP has hired more than 300 veterans since joining in 2012. Professional Networks such as Unity (Lesbian, Gay, Bisexual, Transgender and Ally Professionals) and the Professional Women’s Network celebrate diversity and further an inclusive environment by encouraging EY people to bring their full, authentic selves to the workplace.
To pick 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; 257 firms participated in this year's survey. More than 252,000 employees at those companies were surveyed by the institute, a global research and consulting firm operating in 45 countries around the world. 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. After evaluations are completed, if news about a company comes to light that may significantly damage employees' faith in management, we may exclude it from the list. Any company that is at least five years old and has more than 1,000 U.S. employees is eligible. The deadline for applying for next year's list is June 30, 2014. For an online nomination form, go to the Great Place to Work Institute's web site. If you have further questions about the Best Companies to Work For, please e-mail email@example.com.
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This news release has been issued by Ernst & Young LLP, a member of the global EY organization that provides services to clients in the US.