Gender Equity and Flexibility Americas Partners Meeting - 2005 February 25, 2019 Gender Equity and Flexibility Billie Williamson

Why does it matter? As part of People First, we are committed to providing an inclusive and flexible work environment Business case: Talent pool Quality: Diversity of thought = better solutions, competitive advantage Client / market expectations

Gender Equity Strategy Americas Partners Meeting - 2005 February 25, 2019 Gender Equity Strategy Communication Awareness Value of EY Career Dispel stereotypes and preconceptions Flexibility for all, FWAs for some Access to mentoring and networking Commitment / Action Leadership appointments and women partner development Equitable assignments and mentoring Marketplace networking/training Professional Women’s Networks Local flexibility activities Awareness activities focused on gender and flexibility Local Gender Equity committees Results / Behaviors Measurable results (see metrics) Women in leadership Culture of inclusiveness and flexibility for all External brand as leader in gender equity No more differential investment in gender Business Case: People, Quality, Growth Metrics Women in Key Roles • Headcount • Promotions (incl. FWAs) and Pipeline • BSC Metrics • APR Data Pipeline Program Representation • Retention • Recruitment • GPS Scores Raise awareness to all and create change champions and owners of gender equity Execute on strategy and hold others accountable Manage to results based on metrics BU Responsibilities

Americas Partners Meeting - 2005 February 25, 2019 Current Initiatives Accountability: Snapshots and Metrics GPPM Goals for PPEDDs and Senior Managers Balanced Scorecard Goals Gender Equity Task Force Area Visits Pipeline and Leadership Appointment Review Inclusiveness Infrastructure and New Inclusiveness / Flexibility Leaders in every Sub-Area Events: Women’s Leadership Conferences Rosemarie Meschi Awards CEO Summit 2007

Americas Partners Meeting - 2005 February 25, 2019 Current Initiatives Programs: Women’s PLAN Career Watch and Career Watch Ultimate Professional Women’s Networks (PWNs) Marketplace Networking Expansion of Working Mother’s Networks Project on Reaching the Junior Women Inclusiveness Roundtable Champions in every BU

Americas Partners Meeting - 2005 February 25, 2019 Current Initiatives Learning: Engaging the Men Focus Groups and Building Gender Champions Appointment of Flexibility Champions in every Sub-Area FWA “Training” Flexibility Tri-fold Series Pathways to Meaningful Partnership Benefits: Maternity Leave Enhancements, including Parental Leave Full Lactation Program including Privacy rooms in all offices Summer Flexibility and Year Round Focus on Flexibility

Critical Success Factors Wholehearted promotion by Top Management – “C” Suite – “This is not an option” Full engagement of men and women as mentors and champions Valid, replicable metrics with strong links to business outcomes and personal performance Training and coaching for men on how to work with women Encouragement, common ground – no baseball bats!

Female Headcount – US Overall - % of Women Americas Partners Meeting - 2005 February 25, 2019 Female Headcount – US Overall - % of Women U.S. only 15% overall increase in Women headcount from 1995 (36%) to 2005 (40%) Steady yearly increase in % of Women headcount from Manager level and above All staff level’s % of Women headcount in 2005 is larger than that in 1995 Largest % increase in Women headcount occurred at the Director level: From 16% in 1995 to 39% in 2005 In all three periods, % of Women headcount at Sr Manager and above is always below the average total % of Women headcount NOTE: Data includes personnel with client-serving ranks (e.g. staff – partner) PLUS Directors from all service lines. For example, a woman partner coded as CBS, IS included in above figures. Does not include practice support ranks (e.g. Associate – Associate Director).

Female Retention – US Overall – Women’s Retention % Americas Partners Meeting - 2005 February 25, 2019 Female Retention – US Overall – Women’s Retention % U.S. only Note that Overall data includes personnel with client-serving ranks (staff-partner) from all 4 service lines. Overall Women retention % has steadily increased; From 72% in 1995 to 76% in 2005 Senior Women retention moved from 58% in 1995 to 66% in 2005, a 8% increase

Americas Partners Meeting - 2005 February 25, 2019 What We Have Achieved Improved retention of women 33% of new partner/principal promotions in 2007 were women Stronger pipeline-women senior managers ranked 4/5 Better representation at AEB and other titled leadership roles Strong accountability drivers Snapshot, BSC and SAMP roundtable discussions Increased networking activity across US & Canada Marketplace components expanding in many locations