ERNST&YOUNG
5
Ernst & Young (E&Y) continues to be a diversity-management leader in talent development and the innovative use of its people to connect with clients glob- ally and domestically. Under the leadership of Chairman and CEO James Turley and Americas Area Managing Partner Steve Howe, the firm has put its diversity-management
efforts in the capable hands of Americas Inclusiveness Officer Billie Williamson, a true
business leader.
PROFILES 11–20
INDUSTRY
Professional
Services
MAIN
COMPETITORS
GLOBAL EMPLOYEES
144,000
GLOBAL REVENUE
PROFILES 21–30
NO.
2
The DiversityInc
Top 10 Companies
for Recruitment &
Retention
NO.
10
The DiversityInc
Top 10 Companies
for Latinos
NO.
7
The DiversityInc
Top 10 Companies
for Executive
Women
NO.
5
The DiversityInc
Top 10 Companies
for LGBT
Employees
NO.
5
The DiversityInc
Top 10 Companies
for People With
Disabilities
NO.
2
The DiversityInc
Top 10 Companies
for Global
Diversity
DIVERSITYINC LISTS
The firm aligns its executives’ goals
with its own global strategy, with each
executive developing a personal scorecard
that has inclusiveness as one
of two global transformational
priorities. The Americas-level
Balanced Scorecard applies
to each partner, principal and
executive. Compensation is also
affected by the Ethnicity and
Gender Inclusiveness Snapshots,
which track more than 20
metrics on the progress of
women, Blacks, Latinos, Asians
and American Indians. Metrics include
headcount, retention, promotions, partner
pipeline, recruiting, flexible work arrangements, participation in high-potential
development programs, survey scores and
client assignments.
The firm has extraordinary benefits,
including generous domestic-partner
benefits, such as weekend travel expenses
for partners for out-of-town multiweek
assignments, and six weeks of paid
parental leave for primary-care providers,
including men and adoptive parents.
E&Y continues its strong talent
development with excellent and varied
mentoring programs, including NextGen,
Career Watch, Tax Excellence Program,
Diversity Mentoring Program
and Cultural Connections.
Mentoring offerings are
available across the entire
organization and include formal
cultural-awareness training for
participants, which few compa-
nies do yet.
E&Y has extremely strong
employee-resource groups,
E&Y continues to demonstrate consis-
tent progress in building diversity into its
global business goals.
with 50 percent of its employees participating in them and 30 percent
in more than one group. The groups are
used to identify and nurture talent and
are involved in the on-boarding process of
new employees. Employee-resource-group
success is measured in several ways: retention, promotion, engagement and contribution to the business. Each group has an
executive sponsor, who is responsible for
showing the group’s contribution to the
business.
PROFILES 31–40
LEADERSHIP
STEVE HOWE • AMERICAS AREA MANAGING PARTNER
As a professional-services organization, the quality of our people is the
key to our success, and diversity and inclusiveness are critical enablers
of our global business strategy. Navigating an increasingly complex
global business environment requires that we fully utilize the
rich perspectives and experience of our diverse talent pool.
This doesn’t just happen. We have to be highly focused and
proactive in fostering an inclusive environment to be able to
attract, develop and retain the top professionals.
Research has repeatedly shown that diverse viewpoints lead to better ideas, bet-
ter teams and better decisions. We see this time and time again in serving our
clients. We know that putting diverse teams forward to address our clients’
business needs gives us a competitive edge. People with diverse back-
grounds, capabilities and experiences are able to provide fresh ideas and
unique perspectives on complex business challenges.
