Our internal research bears this out – we analyzed 22,000 EY audit engagements and found that teams with a balance of gender outperformed, in both financial performance and quality, teams that were less balanced.
Diversity is about differences. Each of us is different, and at EY, we value and respect that. We think about differences broadly; they include, but aren’t limited to background, education, gender, ethnicity, nationality, age, working and thinking styles, religious background, sexual orientation, ability and technical skills. Inclusiveness is about leveraging differences to achieve better business results. It’s about creating an environment where all of our people feel, and are, valued. An environment where they are able to bring their differences to work each day, and where they contribute their personal best in every encounter.
Diversity and inclusiveness (D&I) enables us to innovate, modernize our workplaces and be most agile to stay ahead of the external forces that shape our businesses. To achieve our goal, we embed the principles of D&I in all of our business processes. For example, we are building the skills of all our people to enable them to team and lead inclusively, and in recruitment processes, we actively look for candidates with a global mindset.
After launching inclusion and nondiscrimination policies in some regions, in 2018, we launched the new EY Inclusion and nondiscrimination global policy to all of our people. The policy clarifies what is meant by discrimination, intimidation and harassment, and will help us continue to shape our inclusive culture, build highest-performing teams and enable equitable and respectful treatment of all our people.
The Global Diversity and Inclusiveness Steering Committee (GDISC) is a critical component to advancing the D&I agenda throughout EY. Comprising senior leaders from across our service lines, areas and regions, each member is committed to using their experience, knowledge of the organization and their influence to enhance EY’s inclusive culture. GDISC members are instrumental in raising awareness of important D&I topics such as the power of belonging, equitable sponsorship, insider-outsider dynamics and bias, to name a few. Their collective efforts contribute to EY being recognized as a D&I leader in many of the markets in which we operate.
At EY, we’re committed to fairness and equality and the advancement of all under-represented groups. An important part of our diversity and inclusiveness agenda is related to the advancement of women, and on a global basis gender balance is the most straightforward to measure and report. Currently, 48% of our people overall are women. But we have more work to do to improve the percentage of women in leadership positions. Currently, 20% of our member firm partners are women, and 29% of newly promoted partners this year are women. Among leadership groups, 26% of our Global Executive members; 33% of our Global Governance Council; and 22% of our Global Practice Group are women. Among the leaders of our 301 largest accounts, 12% are women.