The EY approach to helping accelerate diversity, equity and inclusion involves attracting and retaining a diverse talent pool across ranks.

1. Promoting inclusive behaviors: Inclusion is the way of life at EY and there is a greater focus on creating an inclusive culture. It starts with making people understand how they can drive inclusion, its benefits and what actions one can take to demonstrate inclusive behaviors. There are sensitization sessions and workshops that are conducted for leadership, managers and below managers. There are clear guidelines around use of inclusive language at work. One simple way for teams at EY to create a more inclusive experience is by pausing for an “All in Moment” (AIM) in team meetings. AIM is a flexible practice that takes five minutes or less, where teams build small, yet powerful, prompts and nudges into meetings that quickly create an environment where all views are heard and valued.

2. Disability confidence: EY has differentially invested in the disability inclusion agenda with an enhanced focus on Neuro diversity. In 2020, it established the ‘Neurodiverse Centre of Excellence (NCoE) to hire candidates with autism and ADHD, providing an immersive experience that leads to the successful hiring of exceptional talent. EY has strengthened its commitment to disability confidence through interventions like providing accessibility awareness and training to all professionals, ensuring leadership sponsorship and implementing the Buddy Program for new joiners. EY has also prioritized the creation of accessible environments by offering assistive technology, ergonomic desks, monitors, wheelchairs and home office support, thereby providing reasonable accommodations that go beyond basic compliance. Their efforts have been extended to enhance the accessibility of physical workspaces with features such as ramps, accessible restrooms and auditory/visual aids in elevators, as well as improving digital accessibility.

3. LGBT+ inclusion: EY understands that systemic frameworks are at the crux of helping create lasting change and significant impact for LGBT+ professionals. Inclusive policies like same-sex partners insurance and gender affirmation surgery support, and programs like the Ally challenge and awareness sessions, have helped create a safe workplace and an environment of allyship that helps LGBT+ professionals to bring their authentic selves to work and achieve their potential. EY has a India Unity chapter for LGBT+ employees to express their true selves and reinforce that every voice matters. The safe space conversations is a virtual forum for members and allies of the LGBT+ community to hear and share lived experiences, in turn building their sense of belonging. Education through self-paced learning, gamified engagements and panel discussions across levels, furthers the awareness of this agenda.

4. MomEY, a program for working mothers, features interventions such as transition support programs in pre, during and post-maternity phases, and parenting workshops. Parent-friendly benefits, such as discounted day-care facilities- inhouse/corporate tie up across locations, telecommunicating, workcation, part time and flexible work arrangements for expecting mothers, enable its people to balance multiple priorities. ERGs (Employee resource group) like EY Women’s India Network, help create a supportive and inclusive environment and play a pivotal role in raising awareness and engagement throughout the year.