ernst & young’s journey to inclusion dalbir rai immigrant employment council of bc presents...
TRANSCRIPT
Ernst & Young’s journey to inclusion
Dalbir Rai
Immigrant Employment Council of BC presents
2012 LEADERS’ SUMMIT
ON IMMIGRANT EMPLOYMENT
SEPTEMBER 18, 2012
Page 2
Ernst & Young’s Global Position
► People► Approximately 144,000
► Locations► More than 700
► Countries► 140
Page 3
EY Global Areas
AmericasEMEIA
Far EastJapan
Oceania
Page 4
“Diversity is strategy”
"...inclusive leaders who cultivate and marshal
innovative ideas from a variety of individuals with
different backgrounds, skills and experiences stand the
best chance of creating success for their business in a
dynamic world."
Trent Henry, Chairman and CEO, Ernst & Young Canada
Page 5
The business
case
33Inclusive and
equitable organizations
55Compliance
11
Movingbeyond
compliance
2200Think they
are equitable
44Integrateddiversity
Employers and suppliers of choice
Copyright 2002 TWI Inc. ©
The Equity Continuum
2.11993
2.82002
3.12003
3.52005
4+Future target
3.62010
Page 6
Diversity & inclusiveness journey
Four steps► Built the foundation
► Created the infrastructure across the Americas
► Shift in ownership
► Made it a global business priority
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Foundation for inclusion
► First people survey revealed gaps between leadership and employee perception
► Formed national diversity committee and appointed part-time director of diversity
► Established business case for diversity
► Launched 1-day mandatory training program
► Established Office of Minority Recruitment and Office of Retention focused on gender-equity in Americas
Page 8
► Shift from a Clients First culture to a People First culture
► Expanded the People Survey across our global firm
► Conducted ongoing focus groups across Canada
► Appointed full-time director of diversity
► Selected client-serving partners to lead gender equity, ethnicity and flexibility efforts
► Americas market leader was appointed executive sponsor for inclusiveness
D&I infrastructure in Canada
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Shift in ownership
► Americas market leader introduced programs:► Launched Inclusiveness Awareness Workshops, including
cross-cultural training
► Created inclusiveness snapshot measurement tool
► Rolled out differential development programs
► Established Inclusiveness Steering Committee and task forces
► Rolled out Diversity Census
► CEO led first Beyond (affinity group for LGBT and allies) webcast
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Global business priority
► Diversity and inclusion are tied directly to our global success
► Produced diversity and inclusion thought leadership pieces
► Sponsor for several supplier diversity and community initiatives
► Launched inclusive leadership development process for Partners including assessments
► Established Chairman’s Value Award
► Conferences continue on a more inclusive basis
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People First culture
► We commit to:► Making our people paramount in all our decisions
► Providing opportunities for our people to build their skills and careers
► Fostering an inclusive, innovative and flexible work environment
► Build lifelong relationships with our people
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People First culture
► Our people commit to:
► Aiming high and succeeding
► Taking ownership of their own careers
► Living our firm values with a particular focus on quality
Page 13
Our strategy
Attracting the best talent
Diversity of thought
Attracting clients
• Consistent with People First culture
• Leveraging differences• Environment where all can thrive
• Exceeding client expectations
• Employer of choice
• Strong brand recognition
Page 14
Measurement tool – inclusiveness snapshot
Page 15
2010 – global diversity & inclusiveness
“Embedding a sustainable, inclusive culture in the way we operate will enable our people to achieve their potential and make a difference, wherever they come from and whatever their characteristics.”
“A sustainable, inclusive culture will better enable Ernst & Young to deliver high-quality service to our clients, create competitive advantage and drive market leadership.”
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EYU
► In 2009, Ernst & Young announced the global launch of a development program called “Ernst & Young and You”
► Process that helps ensure that experiences and learning opportunities are allocated fairly to all our people
Three elements:
► Learning
► Experiences
► Coaching
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Creating an inclusive culture inside and outside of EY► Global English Resource
► opportunity to improve English
► Leadership Matters► Inclusive leadership program for Partners
including cultural assessment tool
► Communication and cultural coaching► Specialized for newcomers to Canada
► Diversity/Inclusiveness Committees► Local office committees that support inclusion of
different cultures and backgrounds
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Creating an inclusive culture inside and outside of EY
► CARE program (foreign designation training)
► S.U.C.C.E.S.S
► Martin Aboriginal Education Initiative
► The Minerva Foundation for BC women
► Research and thought leadership
► Founding member of Ascend Canada
► On-site quiet / prayer rooms
► Cultural Tip sheet
► Chief Inclusiveness Officer role to lead externally
Page 19
Lessons learned
► Accountability and executive sponsorship are key
► Leaders and participants are most effective when they understand their own frames of reference, their pre-conscious biases and they practice style switching
► Formal programs make a difference yet the culture is what drives the level of business-unit ownership and engagement
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Lessons learned
► “Policing” = compliance, not effectiveness
► For success, a commitment to people needs to be a personal priority
► Focus on the individual
Page 21
Our F12 awards