Diversity, equity and inclusiveness
Diverse perspectives, combined with an inclusive culture and equitable opportunities, drive better decision-making, stimulate innovation, increase organizational agility and strengthen resilience to disruption.
Inclusive organizations maximize the power of all differences and realize the full potential of all their employees. This minimizes blind spots, and encourages truly innovative thinking, which is critical to help organizations deliver long-term value in today’s global marketplace.
Commitment to advancing social equity and inclusive growth
As a global organization, EY has an opportunity to address the impact of inequities and injustice, and push for progress within EY and beyond. We commit to advance social equity and inclusive growth and stand against injustice, bias, discrimination and racism.
Social equity means that each person at EY has access to the resources and opportunities they need, given different starting points and different needs. It also means removing barriers to opportunities and inclusive experiences that may lead to unequal outcomes.
We believe businesses have direct influence to address these gaps and build a better working world, through the way we team and lead, the cultures we create on teams, how we assign and value work, how we evaluate performance, and make advancement and appointment decisions.
To demonstrate our commitment, the Global Executive (GE) has signed the EY GE DE&I statement which underscores our increased focus on diversity, equity and inclusiveness.
Our latest thinking
Women in Finance Charter
We rigorously monitor our performance as an inclusive employer, setting ourselves clear diversity targets across all our people processes, including recruitment, performance management, remuneration and promotion. For instance, we have committed to significant increases of female and ethnic minority talent in our UK partnership to 40% female and 20% ethnic minority by July 2025. As of July 2022 we had 26% female representation in our partnership and continue to monitor progress closely.
Our public commitment as signatories of the HM Treasury Women in Finance Charter is to double the proportion of female and ethnic minority talent in our UK partnership to 40% female and 20% ethnic minority by July 2025, in accordance with these aims.
Pay Gap Reporting
Under government legislation set out in 2017, UK employers with more than 250 employees must comply with regulations on gender pay gap reporting. For EY, pay gap legislation is more than a compliance issue, we have also published our pay gap data for ethnicity and black employees specifically, and incorporated data for our UK Partners. In 2019, we voluntarily published our disability and sexual orientation pay gaps, continuing our drive for greater transparency.
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People and workforce
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