Supporting our people and communities
Our People
Keeping in line with a main pillar of our NextWave strategy, and to maintain sustainable growth whilst build a better working world, we want to ensure that our employees’ careers progress.
This entails not only attracting the right talents but also empowering those talents to grow and achieve their development goals. Our employees’ skills and expertise form the foundation of our performance. Therefore, at EY Luxembourg, we seek to develop them in the best possible way, so that they evolve and find meaning in their everyday work.
We do everything we can to make their EY experience last a lifetime, no matter how long they spend with us.
To attract talented individuals with the skills we need, we must ensure that they are familiar with the company and show them everything that we offer to aid their education, development, and fulfilment.
Then, we focus all our efforts on the quality of our career follow-up, thanks to our internal yearly performance evaluation process (LEAD), and on the variety of support and training programs we provide. These cover a very wide range of fields using different media and learning methods, in order to accommodate each individual’s preferred learning style.
Lastly, we take advantage of our size to offer our employees increasingly flexible options in terms of their day-to-day working lives and career paths, so that these accord as much as possible with their personal and professional aspirations.
- Total Number of employees: 1846 in FY23, 1576 in FY22 and 1425 in FY21 (excluding 74 interns)
- 102 different nationalities in FY23, 93 in FY22 and 81 in FY21
- Breakdown of employees (DE&I KPIs)
The percentage fluctuations shown are in comparison with Financial Year 2022.
Focus on Talent Scouting: Our Recruitment Strategy
EY is attractive to potential talent because we offer diverse careers that allow these individuals to develop rapidly. We seek talented people whose skills are suited to our assignments and our development. Therefore, our objectives are to:
- continue recruiting students from the top business and engineering schools and legal and financial universities;
- broaden our targeting of specialists in digitalization, data, analytics, cybersecurity and digital transformation, who are required to support our clients in their digital transformation projects;
- continue our policy of recruiting BAC +2/+3 graduates specializing in accounting, in order to help them acquire financial skills and enable them to obtain the Accounting and Management Diploma (DCG) and Higher Accounting and Management Diploma (DSCG).
Focus on Talent Development
EY aims to provide the highest quality of service to its clients. This calls for investment, not only in training and developing the skills of our employees, but also in career follow-up so that they can give full rein to their inherent qualities.
Career Flexibility
EY aims to make the EY experience unique for all its employees and to strengthen talent retention. EY employees have three main aspirations:
- to develop specialized skills;
- access career paths and a working environment adapted to their needs;
- carry out meaningful work.
In response, we offer them a range of options, all of which are paramount for our Flexible Career Approach.
At EY Luxembourg, our Flexible Career Approach aims to bring together all the measures that allow us to take into account the personal and professional needs and aspirations of EY employees throughout their careers in the most effective manner, so that we can offer them individually tailored progression.
This approach is based on three main pillars:
- Talent support programs, to help employees flourish professionally
- Working time arrangements, so that employees can participate in several active life courses, learn skills or reorient themselves professionally, or devote time to a personal need or project
- Career path flexibility, in terms of roles, service lines or geographical location, in order to facilitate mobility
These pillars have proven their importance during the Covid 19 period, in which EY Luxembourg showed great resilience.
The percentage fluctuations shown are in comparison with Financial Year 2022.
The percentage fluctuations shown are in comparison with Financial Year 2022.
During FY23, our Professionals have been supported by 74 interns, who had access to our EY Traineeship Program.
The percentage fluctuations shown are in comparison with Financial Year 2022.
Employee trust, collaboration and engagement
At EY, we believe that our responsibility as an employer is to ensure the well-being of each and every person, regardless of their role and their profile, keeping in line with our corporate purpose of building a better working world, which lies at the heart of our NextWave strategy.
To this end, we have therefore implemented a range of measures to create a compassionate work environment, very rich in intellectual and human capital. This is the foundation of our competitiveness and the quality of service we provide to our clients and partners.
By making each individual the focus of our environment, we aim to create a feeling of belonging and the certainty that working at EY is a unique experience. Indeed, our employees want to commit and give the best of themselves, and therefore be fully engaged with EY.
Our actions are divided into three main areas:
- Establishing and keeping a stable feeling of trust among EY employees
- The well-being of our employees at work
- Creating an inclusive environment for everyone, regardless of their specific circumstances
Even the way in which working areas are designed and organized contributes to our performance, through ergonomic workstations and the creation of a motivating working environment for employees. EY has upgraded its PC fleet and redesigned its premises, floor by floor, in order to create more opportunity for collaboration and interactivity among colleagues.
Establishing and maintaining a relationship of trust between employees means that EY employees are expected to listen to one another with respect.
- Employee exchange schemes: the Counselling Family Trees are mentorship structures that bring together employees ranging from junior to partner level every quarter for an informal discussion, in order to facilitate the flow of information, knowledge and mutual understanding.
- Team spirit: to foster a compassionate atmosphere at work, we strive to improve our values of integrity, respect and team spirit by training our managers and our teams in collegial decision making and how to build lasting relationships of trust. We are also expanding discussions between sponsors and those sponsored thanks to LEAD, our career development tool.
- Employee engagement: each year, EY carries out a worldwide anonymous survey of all its employees and partners: the Global People Survey (GPS). It allows us to gauge our employees’ level of engagement, their degree of satisfaction with quality, people management, ethics, and well-being at work as well as their understanding of the business strategy.
We registered a proportion of turnover equal to 28% registered in FY23, compared to 34% in FY22 and 26,90% registered in FY21) which is in line with that registered in the market for our business. EY Luxembourg’s Talent Team is constantly committed to retaining our Talent.
Focus on the well-being of our employees at work
EY's professions are unlikely to lead to workplace accidents; the biggest risk they present is the generation of stress, coming from the nature of the business and the expectations of our clients. The well-being of our employees at work is essential to ensure sustainable performance. EY has therefore built its work environment in accordance with this principle, based on the four pillars of health, work environment, work/life balance and team spirit.
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Health and working environment
EY collaborates closely with the occupational health department on general health and safety measures to ensure the optimal physical well-being of its employees. EY is committed to creating a safe, healthy, and productive work environment for all employees. Our committment to safety and health is reflected in our accident rates, days lost for sickness and absenteeism rate that are lower than the European averages.
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Focus on creating an inclusive environment for everyone, regardless of their specific circumstances
Difference is embraced. At EY Luxembourg we are supporting a diversified and inclusive working environment.
Through our commitment to diversity and inclusion, our ambition is to draw value from the strength of our differences to create the most effective teams and obtain better results, for both ourselves and for our clients.
Our strategy is based on three pillars:
- Creation of conditions that enable everybody to flourish at EY and reach their true potential, regardless of their individual characteristics,
- Promotion of the inclusion of a range of profiles, the creation of diverse teams and listening to differences, which is a fundamental source of innovation and performance,
- Action within society to promote equal opportunities. EY does not operate in isolation and seeks to act within an ecosystem that is both diverse and dynamic
EY Luxembourg has been taking concrete action to promote inclusion:
- Training of recruitment staff in the challenges of diversity and unconscious bias during the recruitment process
- Awareness-raising among new hires at ‘Welcome to EY’ induction events
- Training of managers in decision-making bias and inclusive management
- Networks and clubs to facilitate team engagement in promoting inclusion
EY Luxembourg actively works to increase female representation in the company.
Lastly, EY pays close attention to gender equality in the context of performance appraisals, promotions and pay. Rules on monitoring and comparative gender reviews are incorporated into every stage of the annual performance recognition process.
In FY23, there was no gap in the average hourly pay of male compared to female employees, monitored for the client-facing services lines.
In FY23, there was no data reported about the average hourly pay of male compared to female employees, monitored for the internal service line.
EY Luxembourg actively promotes leadership initiatives for young people. As example, it created the Future Leaders group that represents various components of the firm and meets on a regular basis to help the Country Leadership Committee. Last year, the topics addressed by the group covered the onboarding, the on-the-job training, how to disconnect from work and team planning, the compensation and overtime, the convergence between service lines.
To engage even more with our employees on the importance of a positive and diversified working place, we organized an internal campaign “#BeWell” to promote well-being and resilience among our employees. During the campaign we shared the experience of Seniors Partners, we promoted a yoga session, organized by the EY Sport Team, and we shared some initiatives in relation to mindfulness and self-development.
Our Community
One of our main targets is to empower people to make sustainable choices and lead by example. Therefore, we are committed in being an upstanding corporate citizen.
At the time when solving social inequity has never been more critical, EY launched its EY Ripples corporate responsibility program worldwide. The program is the signature EY investment in communities, with the goal to positively impact 1 billion lives by 2030. The millions of hours invested by EY people mean we are on track to reach that goal, having impacted more than 127 million lives since its launch in 2018.
EY Luxembourg launched and promoted this program locally, encouraging since FY21 its people to start their own Ripple effect and create meaningful change locally and worldwide.
EY Ripples is built on three pillars of impact:
1. Supporting the next generation workforce to develop the mindsets and transferable skills they’ll need to find and sustain meaningful work in the transformative age.
2. Working with impact entrepreneurs, helping scale small and growing businesses that are driving progress toward the UN Sustainable Development Goals.
3. Accelerating environmental sustainability, driving adoption of behaviors, technologies and business models that protect and regenerate the environment while unlocking economic opportunity.
Importantly, the Ripples start with EY people, but it is only through collaboration with our broader ecosystem that we can scale our impact and reach our aspirational number of beneficiaries.
This is why, for FY23 EY Luxembourg set specific goals at a local level in terms of number of participants and lives impacted through the EY Ripples program. In FY23, more than 180 EY Luxembourg employees participated in EY Ripples initiatives (+30 compared to FY22), including "Zooniverse - Penguin Watch EY" and local ones such as Academia meets industry and Well-being for the planet campaign.
In addition, in FY23 EY Luxembourg actively collaborated with various cultural and medical institutions and NGOs that work with children and families in difficult situations. The company in Luxembourg donated in FY23 EUR 65,770 to the following organizations:
Apart from these collaborations, we are consistently dedicated to fostering a better working world through partnerships with associations and professionals operating across various industries.
Our flagship EY Entrepreneur of the Year (EOY) program, which honors innovators who dare to think outside the box and whose unwavering pursuit of excellence propels good change and sustainable economic growth, is a potent reflection of our mission to create a better working environment.
An initiative, called EYnovation, helps the startups and scale-ups in their period of fast expansion. Through the initiative, a limited number of rapidly expanding businesses can collaborate with EY and get support for any financial, legal, tax, and strategic challenges they have in their early stages. Promising startups will receive 20 hours of advice to address identified business needs, a dedicated program coach/client manager to support them through their growth journey through strategic workshop sessions with our experts, and access to EY's global extensive network to help scale and further advantages to leverage upon being selected for our 6-month program. Selected start-ups receive this program free of charge as part of EY's aim to build a better working world and as a way to support the Luxembourg government strategy surrounding the startup country and increase our positive role in society.
