Don’t just fit in. Belong.
Humans have an innate need to belong. When we feel free to be our truest selves at work, it’s good for everyone. At EY we’re building a workplace where everyone can feel like they belong.
Join the conversation
We’re always looking for new ways to help cultivate happier, more innovative and productive teams, and we know that a sense of belonging is key to helping people contribute fully at work.
Managing Partner for Talent, UK & Ireland
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 combined with teaming and leading inclusively are the catalysts that lead to better questions and better answers. That’s when creative ideas flow, igniting innovation and inspiring more effective solutions.
A sense of belonging is key to helping people contribute fully at work and enjoy what they do. That’s why we want to help everyone at EY feel recognised, valued and part of the EY family.
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 better collaboration and business outcomes by engaging each member of our teams in discussions and decisions, supporting each other professionally and personally, and investing in each other's success, cultivating an environment where everyone can feel a sense of belonging.
What does it mean to belong?
We asked three EY colleagues the same question. Each had their own story to share.
For People Advisory Services Senior Consultant, Rebecca, one colleague’s thoughtfulness around LGBT-inclusive language had a bigger impact than they realised.
Find out why FS Tax Partner, Mark, felt nervous asking for shared parental leave – and what happened when he did.
A chance encounter with our Global CEO during Diwali left a lasting impression on FS Advisory Senior Manager, Bijal. Find out why.
What are we doing to help create a greater sense of belonging at EY?
It goes without saying that we expect our leaders and managers to set positive examples by leading inclusively, and we provide learning and development to educate and inspire people to do this. But we also encourage everyone across the business to help create an environment where others feel they belong. We can all play our part.
How? It starts by accepting people for who they are, and all the things that make them unique. Their experience, their personality, their ideas, their ethnicity, their sexuality – everything that makes up the person they have become. The feeling of belonging is vital to strengthen our teams and get the very best from everyone. We can celebrate our differences and still find common ground.
It’s up to everyone to behave in a way that makes people feel part of the team, and to call out behaviours that can make people feel excluded. Doing so means that everyone’s voice is heard and they feel that their contribution matters.
But it’s about more than acceptance. It’s about empowering those you work with to maximise their skills, be recognised for their achievements and encouraged to reach their potential. Everyone at EY is here for a reason – because they have the experience, skills and mind set to help shape our business. We can all recognise each other’s strengths and support each other every day in the work we do.
Even the smallest actions can go a long way to help others feel like their personal and professional aspirations are accepted and supported. And that’s when we all benefit.
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.