At EY, we think broadly about differences, which include nationality, background, education, gender, ethnicity, generation, age, working and thinking styles, religious background, sexual orientation, abilities, experiences, and technical skills. It is about creating an environment where EY people feel and are valued — where they feel they belong and contribute their personal best in every encounter. 

Employee wellbeing 

We offer a holistic range of tools, information and resources to help EY GDS people to follow the path to a healthier lifestyle. Our ‘Employee Assistance Program’ (EAP) aims to enhance the emotional, mental, and general psychological wellbeing of our people. 

Emotional Wellbeing:  

Elevating emotional resilience of EY people is key to ensuring they bring the best version of themselves at the workplace and help them cope with a wide range of wellbeing issues.  

We introduced ‘Counselling support’ by trained psychologists and promote online courses and webinars on Emotional resilience and intelligence, Mindfulness training, Neuro plasticity training (the way brain is wired, changing habits, intrinsic motivation, strategies to beat stress), etc. 

Physical Wellbeing 

We provide ‘Complementary doctor consultation’ on all health problems for employees and their family members. 

 Financial Wellbeing 

We aim to strengthen the financial wellbeing of EY GDS people by providing them with a range of benefits and a variety of tools - Group medical coverage, life insurance, accidental death coverage, financial awareness session by experts, etc 

Gender Equality 

There is focus and action at EY GDS, towards removing barriers that prevent women from equal opportunity in the workplace and society, and the benefit brings long-term value to us all. 

By focusing on organisational and systemic change and equipping our people to lead and team inclusively, we build a culture where all our people feel and are valued. We have focused initiatives on attracting and hiring women at all levels, flexible working options, support programs for women for maternity and child-care, programs aimed at retention and growth for our women. 

Our focused approach: 

Advancing women hiring: 

Our diversity hiring strategy brings a 360-degree focus on women hiring, builds our stronger presence as the ‘Employer of choice for women’ and ensures a proactive connection with women talent. 

Women leadership development: 

We believe that change in demographics at the top can initiate a better change, faster. To achieve this, we have a robust mechanism of tracking and measuring the inclusion of women across levels and roles. 

Retention of women employees: 

We have focused interventions and enablers at each stage of the employee lifecycle to help our women grow. 

Breaking biases and creating gender sensitization: 

We want to ensure that our people appreciate inclusiveness and value diversity of gender, thoughts, views, opinions, ways of working, etc., and so we sensitize them towards the different styles of working that people may have. 

Providing networking opportunities to learn and grow:  

Enabling women to upskill and manage their professional and personal commitments is a challenge we address through our specific programs and networks.