Diversity at EY Australia

I think the company cares a lot about diversity, which I am encouraged by. There are numerous individuals in the office who are LGBTIQA+, of diverse ethnic backgrounds, etc. This is important to me because I dislike homogeneity. I think diversity is important and the firm does a good job of making people feel safe at work.

I have seen a pretty even split between male to females and can see that people from all walks of life are included. Being inclusive also reassures the idea of allowing for flexibility especially as a woman if you want to have a family in the future it is very important aspect.

Consulting as a pillar which focuses on DE&I - lot of commitment is put towards this.

The only reason why i have rated this a 5 is because i have not really known much about EY's commitment to diversity and how committed they are

Strong emphasis on diversity with myriad initiatives in place to communicate and reinforce its importance.

Really great approach towards diversity, but pockets of where there is considerable work to do in surfacing the diversity agenda.

Team has great diversity

I believe that my team and area are very committed to diversity and show that through their hiring process.

Recruitment has huge focus on 50/50 gender, however this focus is lost once they are hired.

The firm has an D&I plan with targets to ensure diversity and inclusion is embraced and evident.

I feel that EY is welcoming to hire diversely however the pool of applicants is often largely male.

They also champion different personalities e.g. introverts and extraverts, celebrate events, allow for things like Christian groups so that's good

Very balanced recruitment and promotion in terms of diversity metrics

There are committees for gender, LGBTQIA+ and cultural diversity. Very prominent throughout the firm, and also on people's mind during the recruitment process.

They're always sending emails regarding diversity

There is a big focus on diversity and inclusion, with opportunities for training, involvement with various sub-committees, and events throughout the year.

Our commitment to recruiting diversity externally is great, however i am not sure how well diversity is managed once people are within EY. My team is fantastic, however not all teams are able to understand how to ensure that their teams are inclusive environments which are respectful of different backgrounds or requirements for others in their team. For example, people may not understand why it is important that mothers and fathers work flexibly, or why it is important that people with religious background have flexible working during months where certain religious practices are observed. As i said, my own team is really good, but i think as a whole we have a long way to go.

There are posters and emails about LGBT and ethnic minorities events and groups in common areas. Maternity and paternity leave are definitely not frowned upon here. Jobs are not in danger.

This is just a way of life at EY. There is a lot of support from the top to have diverse teams

We have specific D&I initiatives in almost all areas. Have mat/pat leave. Company very supportive of all of these initiatives.

The company should just want the best workers.

We absolutely focus on bringing the best candidate for the role based on technical acumen and soft skills. We have a really approachable inclusive team.

Speaks at high schools.

They provide opportunities and training workshops. Whilst the high school ones are useful, I find that half are still targeted to high income schools who have the connection/ability to eventually work at a big firm.

Focus on networking, reaching out at careers events, partnerships with local charity groups and volunteer organisations

Unsure specifically. We do have an Indigenous Sector Practice that is doing some great work.

Does some activities with disadvantaged schools

There are programs in place to attract applicants from less privileged backgrounds.