Diversity, inclusiveness and your career
Whatever your background, you’ll feel like you belong here. Your unique contribution will make a real impact across the world.
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When organizations build a culture that values all dimensions of diversity – one that provides equitable opportunities for people to grow, learn and advance – it creates an environment where everyone thrives and where people can experience a true sense of belonging.
EY Global and EY Americas Diversity & Inclusiveness Officer
Welcome to a workplace for all
The environment at EY is both diverse and inclusive, built around the idea of recognising and celebrating all differences.
We promote a culture of respect in the workplace so everyone can feel free to be themselves. Diverse viewpoints are the catalysts that lead to better questions and better answers. That’s when creative ideas flow, igniting innovation and inspiring more effective solutions.
We welcome all people, no matter who they are or what their background. Each of us is different, and we value and respect all EY people.
Feel part of something special
When people feel valued for their many differences, they feel a part of something greater; they feel like they belong. This can have a powerful effect on performance. When we feel we belong, we feel more confident, competent and secure, able to be ourselves and offer differing viewpoints safe in the knowledge that they will be heard and that they matter. We feel less stressed and more motivated and engaged, more likely to come up with inspired contributions. We feel like trusted insiders.
We want all EY people to experience that feeling of belonging, yet the increasing diversity of EY teams can also make it harder to feel like you belong. By building truly inclusive teams, we can grow that sense of belonging for all team members and create a virtuous cycle: the more you feel you belong, the more you will behave inclusively.
We each have multiple aspects of our identity, many of which may not be visible to others. How much we share differs from person to person depending on factors such as personality and culture, but also on how safe we feel. By being open and showing we care we help to build trust, allowing you to reveal more of who you are to inspire fuller and better contributions.
We foster high-performing teams by having a shared vision, by engaging each member in discussions and decisions, by supporting each other professionally and personally, by investing in each other's success and by making everyone feel they belong.
EY D&I Networks
We have created communities in EY called EY Networks. Our Networks are groups of people from all services and at all levels, who come together based on a shared set of interests, experiences and perspectives.
With more than 50 nationalities represented in EY Ireland, the EY International Network was formed to create an environment where our people feel welcome, included, empowered and valued.
The purpose of the family network is to provide support to employees at all stages of their lives. Our aim is to build a network of peers who can share their experiences of juggling all aspects of family life with their day to day working life.
We contribute to Building a better working world by accelerating gender parity at EY and the business at large.
Mental Health Network
The Mental Health Network hopes to raise awareness and destigmatise mental ill health within EY. Our aim is to educate and create an environment where our people feel safe to talk openly about their mental health and feel they can obtain help when needed.
We have one purpose, to enable the firm to be more disability confident. We hope to achieve this confidence by building on three core pillars; support, educate and empowerment.
The vision of the network is to promote an inclusive working world by engaging and empowering LGBT+ and allied individuals to be their best authentic selves.
We’re 270,000 different perspectives
In today’s fast-changing environment, diversity is crucial to success in the global economy. Limiting diversity means limiting the innovation and insight it inspires. Our competitive advantage depends on the ability to make the most of the different opinions, experiences and cultural references of all EY people. By doing so we can identify the risks and opportunities we might not otherwise see, and better capitalise on them.
We know that diverse and inclusive teams make the working world better. By drawing on different perspectives and exchanging ideas freely across borders, we stimulate innovation, foster collaboration and deepen relationships. This increases organisational agility and strengthens resilience to disruption. It drives better decision-making and, ultimately, growth.
We are committed to creating an environment where everyone feels valued. Our focus on diversity and inclusiveness is integral to how we serve clients, develop EY people and play a leadership role in communities around the world.
Working with us, you’ll be encouraged to embrace diversity in all its forms. You’ll have the chance to work in global teams comprised of diverse talents and experiences that combine to produce smarter and better services.
Allied with inspiring and rewarding opportunities to work across borders and cultures, you’ll be able to embrace and learn from many different viewpoints.
By being open and curious, and valuing the differences in those you work alongside, you’ll find that you expand your perspectives and, ultimately, provide better answers for your clients and communities.
We offer an inclusive work environment where you’ll be respected for your differences as well as your skills and talents, so you can contribute your personal best every day.
We are strongly committed to equal opportunity and are embedding D&I in all processes, from recruitment to assignments, from career management to recognition.
We encourage dialogue among EY people to promote understanding, build our inclusive culture, and drive innovation and exceptional service for clients. A variety of professional networks provide a supportive community and build awareness of diverse attributes to promote inclusiveness.
What training are we investing in to help put this into action?
Naturally, we all have different strengths, and varying degrees of experience in leading, or being part of, a team. Training can help our leaders, managers and employees to sharpen social antennas in order to recognise environments and situations that encourage others – as well as those that are not conducive to belonging.
At EY, we have inclusive leadership training that helps people develop certain skills to strengthen belonging – which includes things like recognising insider/outsider group dynamics and taking positive steps to remove unconscious bias. We are rolling out a digital tool for our leaders to help them understand how they can foster a greater sense of belonging in their teams. EY also has a performance management system where leaders are rewarded for putting their skills and learning into action.
EY in numbers
In inclusive teams, employees are3.5x
times more likely to achieve their full innovation potential. (Source: Center for Talent Innovation)
of our people and 20% of our partners.
Diverse companies are35%
more likely to outperform homogeneous ones. (Source: Teamable)
EY sees diversity as a vital strategic advantage. Our differences matter because they help us bring a wide range or perspectives and approaches to the issues we, and EY clients, are facing in today’s global business landscape.
EY Oceania Chief Executive Officer