Page 111 - Powerlist 2019 - Digital Edition

TAKING ACTION

JASON LESTER, HEAD OF DIVERSITY & INCLUSION
AT EY, UK & IRELAND

Let’s talk about race

...by developing the next

generation of talent

At EY, being an inclusive employer is a and recently launched the Future Leaders
fundamental part of our business Programme. This one-year organisational
strategy and is led from the top of our change programme combines
organisation. That’s because the leadership development training for
future of our business depends on high-potential ethnic minority senior
our ability to provide innovative managers, with coaching for their
solutions to our clients, which can peers and leaders in the business.
only happen if we harness the The programme content
most diverse range of thoughts, covers topics such as personal
experiences, and skills. leadership, team leadership
and business leadership. It
We’re committed to helping helps our people to have better
diverse talent thrive, whether it’s conversations about race and
through our support for working ethnicity with their teams, and
families, or targeted action to level creates a better understanding
the playing field for ethnic minorities of how to lead diverse teams.
and women. We also strive to go Managers, peers and leaders also
beyond the basics by supporting initiatives develop greater awareness of their
such as the Parker Review and by voluntarily personal role in developing an inclusive
publishing our ethnicity pay gap figures. culture and of ‘insider and outsider’ dynamics.

Let’s talk about race We are seeing results
EY supported the work of Sir John Parker looking at the We are making good progress but know there is still more
make-up of FTSE 250 Boards, which culminated in the Parker to do. Our sustained focus on diversity and inclusion has
Report. The report recommended that each FTSE 100 Board improved the composition of our partnership. In 2012, 4
should appoint at least one director from an ethnic minority per cent of our UK partners were from ethnic minorities,
background by 2021 and for each FTSE 250 Board to do compared to over 9 per cent in 2018. Our pipeline has
the same by 2024. The thought-provoking McGregor-Smith strengthened too. Typically around a third of our new
review, Race in the Workplace, featured, among others, an EY entry-level joiners are from ethnic minorities.
case study where we talked about the actions we are taking This year EY was ranked No 1 in Accountancy magazine’s
to improve the representation of ethnic minorities at all levels BAME survey, and was described as the most inclusive
of our organisation. firm with the largest percentage of BAME partners and
professional staff, out of all the top ten firms.
We are taking action
As part of our commitment to improving ethnic diversity Talk, lead, inspire and act
at EY, we have introduced an Inclusive Leadership change ‘Talk, lead, inspire and act’ is our mantra on ethnic diversity
programme and targeted initiatives to support our Black and informs our strategy. We want to create a safe space
and Minority Ethnic (BAME) talent. We measure the impact for open dialogue. We encourage our leaders to educate
of these programmes and we know they have positively themselves on cultural difference and to ask questions. We
influenced our employee retention levels, progression and ask them to: lead by acting inclusively and take pride in our
performance recognition. diversity as an organisation; to inspire by engaging visible role
models, both within and outside the firm; and demonstrate
What’s new? the important role of race diversity to business success. Most
We are committed to building on our achievements importantly, we commit to continuing to act.

powerful-media.com 11