EY implements cultural and linguistic diversity targets, building on existing gender diversity targets
Friday, 8 June 2018
EY announced the results of its 2018 cultural census data, and the development of two new cultural diversity targets for the organisation at the Race Discrimination Commission’s CEO Leadership Council for Cultural Diversity in Sydney yesterday.
As a global organisation, EY is committed to working to ensure its employees have access to the same opportunities regardless of their age, gender, cultural background or sexual orientation. After extensive research, two targets for cultural diversity have been introduced; 30% culturally or linguistically diverse partners by 2022, and promotions for manager level and above to reflect the cultural diversity of the current rank.
Speaking of the progressive targets, Tony Johnson, EY Oceania CEO and Managing Partner said that he is excited to be taking positive and accountable action towards living the professional services organisation’s values of diversity and inclusion, “We’re proud to share our diversity targets, because we believe that at the core of every high performing and innovative team is a commitment to diversity that is implemented by inclusive and aspirational leaders.
“We have undertaken this research before, however, for the first time we’re integrating two pieces of cultural diversity data into individual’s personnel records, enabling us to longitudinally track how we’re progressing over time. A random sample doesn’t allow us to understand these trends over time, which has prevented us from setting these targets in the past.”
Currently 23.7 per cent of EY Partners are culturally and linguistically diverse and the organisation is planning to increase this to 30 per cent over the next four years.
“Our first target is helping to build the leadership group we want to have in the future, which we believe should reflect the diversity of our people. Our second target is about proportional promotions, which over time will support the pipeline to the first leadership target,” added Mr Johnson.
“Ensuring proportional promotions is essential to building the diversity of our organisation over time. Too often, some groups become under-represented over time because of missed promotion opportunities – this will ensure this doesn’t happen at EY.”
EY’s Oceania professionals represent 117 countries and speak 110 languages or dialects, the result of a range of policies to promote diversity and inclusion at every level.
“While we’ve already achieved high levels of cultural diversity within our firm, this diversity isn’t always feeding up through our organisation. With these targets and this data, we will be able to ensure this diversity is valued and promoted across the firm.
“Importantly, we’ll be able to identify any points where culturally or linguistically diverse people encounter barriers to promotion and take targeted action to overcome these.
“We believe that achieving these targets will grow our cultural competency, and that these differences will help solve our client’s toughest challenges. It will also enable us to serve our clients better, and more importantly contribute to our goal of building a better working world," said Mr. Johnson.
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