Video transcript: EY UK Annual Results 2020 – Race and Ethnicity at EY

Duration: 04m 22s | 17 December 2020

Voiceover: 

Like many organisations across the world, events this year have shown us that we all have a responsibility to do more to eliminate racial inequality. We asked some of the leaders from EY’s Race and Equality Network about the challenges that they have experienced.

Mduduzi Mswabuki, Partner Sponsor, EY’s Race and Ethnicity Network says:

‘It’s been difficult, in a lot of ways, being a leader of the network, having to bring all our people together, listen to their experiences and their stories. And it’s been emotional.’

Voiceover: 

The Black Lives Matter movement has sparked frank and honest conversations on the different everyday experiences of our people at EY.

Nikita Smith, Co-chair, EY’s Race and Ethnicity Network says:

‘We took a risk, and we held a very open, transparent, unfiltered conversation about racism in general, and bringing in that reinstated spotlight back into the workplace. And unfortunately, we need this already, but it reinforced the message that we still have a lot of work to do at EY. And I think, in terms of the network growing, because we provided that platform for unfiltered discussions, we could really pinpoint the challenges and the lived experience of our ethnic minority colleagues at EY.’

Graphic overlay:  

EY’s Race and Ethnicity Network has grown to over 2000 members

Voiceover: 

We know that by working with other organisations to help create change, we can make a real difference.

Arun Batra, Partner, Culture, Diversity & Inclusion Lead says:

‘The differences now are those clients really trying to understand what it is that they need to do to address some of the systemic barriers that people have clearly faced over a number of years. So not a sticky plaster approach, not let’s run some unconscious bias training, but very much in this position of, look, this isn’t good enough anymore. And we want to understand what it is that we need to do to help a much broader cohort of people be successful. ‘

Voiceover:

We have published a new set of anti-racism commitments aimed at quickening the pace of progress in a way that we believe will create meaningful and long-lasting change.

Graphic:

By 2025

  • 40% female Partners
  • 20% Ethnic Minority Partners
  • 15% of Ethnic Minority Partners to be Black

Mduduzi Mswabuki, Partner Sponsor, EY’s Race and Ethnicity Network says:

‘These commitments and actions come from a genuine intent to make leaps, not just baby steps, on the change to create a more inclusive environment for our black colleagues, and everybody within the firm.’

Voiceover:

We are working with the CBI on their Change the Race Ratio campaign, and continue to support the Parker Review, which advocates for change at the most senior levels of UK business.

Arun Batra, Partner, Culture, Diversity & Inclusion Lead says:

The race ratio from CBI is not only in demanding compliance with the Parker Review and, just for clarity, that is making sure there isn’t a single boardroom in the FTSE 350 that’s all-white by 2024. And ensuring there isn’t a single boardroom in the FTSE 100, by 2021, that’s all-white.

Voiceover: 

We are committed than ever to tackling inequality, taking real action to create a place where all our people feel that they belong.

Nikita Smith, Co-chair, EY’s Race and Ethnicity Network says:

‘It’s fantastic that we have this really ambitious target, and I really hope we exceed it. But I also think that the partner group that we have, we can see that there’s definitely a real passion and drive to create change and be educated, be aware, and be great allies for our ethnic minority colleagues.’

Voiceover: 

And this is what we hope the future will bring.

Nikita Smith, Co-chair, EY’s Race and Ethnicity Network says:

To feel safe to be who we are, and to show our real self. And that then has a domino effect on how we come to work, how we operate in the team environment, how we create that diverse mindset.

Mduduzi Mswabuki, Partner Sponsor, EY’s Race and Ethnicity Network says:

I’m very hopeful for the future. I believe that we will action the commitments we’ve made. Our colleagues from underrepresented groups will feel more included, will get access to great opportunities, and will prosper within the firm even more than they are doing now. And they will inspire more people to become future leaders within EY.