Diversity and inclusiveness are not ‘nice to haves’. They are business imperatives. Diverse perspectives, combined with an inclusive culture, drive better decision-making, stimulate innovation, increase organisational agility and strengthen resilience to disruption. We need women to belong equally: in business, in digital, as entrepreneurs. To drive inclusive growth, women need to be architects of the Transformative Age.
At EY, we believe that leveraging Diversity & Inclusiveness (D&I) is one of the ways we will gain an advantage. EY focuses on gender as part of its D&I strategy, which also includes flexibility, cultural diversity, inclusive leadership, LGBTI and disability. In 2019, EY was named a Top Tier ‘Gold’ LGBTI employer in the Australian Workplace Equality Index (AWEI) Awards for the fourth year in a row and is now a qualifier for a Platinum project. We have also successfully retained the accolade of WGEA Employer of Choice for Gender for the past 15 years and are proud of our focused attention in bringing the gender pay gap down to less than 1%. Key areas of our gender work include pay parity, unconscious bias awareness, parental leave support, flexibility, female specific development programs, succession planning, employee network groups, mentoring & sponsorship relationships, thought leadership and support of external organisations and female entrepreneurs.
Importantly, creating a culture of belonging and inclusivity in the workplace is not simply about gender equality and equal pay. It is about creating workplaces that welcome, understand and celebrate differences, as well as seek new points of view, so that everyone can bring their full selves to work.
How can you ensure #SheBelongs? Let’s progress #WomenFastForward Back to PARTNERSHIPS