1. Gender Equity and Flexibility
Americas Partners Meeting
February 25, 2019
Gender Equity and Flexibility
Billie Williamson

2. 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

3. Gender Equity Strategy
Americas Partners Meeting
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

4. 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

5. 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

6. 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

7. 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!

8. Female Headcount – US Overall - % of Women
Americas Partners Meeting
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).

9. Female Retention – US Overall – Women’s Retention %
Americas Partners Meeting
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

10. 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