1. Is the most valuable perspective the one you don’t have?
Implementing and Leveraging Self ID
Out and Equal Workplace Summit
October 2017

2. Agenda About us About self-identification (self-ID)
EY’s self-ID journey
Bank of America’s self-ID journey
Discussion/Q&A
Wrap-up

3. About us Presenters Chris Crespo Bryan Keirn Wil Lewis EY
Inclusiveness Director
LGBT+ Inclusion Strategy Leader
Bryan Keirn EY
PAS – People Advisory Services - Manager
NE Unity Leadership and Americas Steering Committee
Wil Lewis
Bank of America
Global Diversity & Inclusion, Senior Vice President
Diversity & Inclusion Executive

4. The power of good employee data
External organizations rated highly for Diversity and Inclusiveness (D&I) report more effective teaming, higher retention and greater success in the market.
At EY, employee engagement, driven in part by our people feeling they can be themselves at work, has a strong relationship with better business performance.

5. Self-ID - It’s a process…
Employee resource group surveys
All-staff employee attitude/satisfaction surveys
Recruitment - job application
HR system - Self-ID
Monitor
Action
Reflect

6. Focus - HR System Self-ID
Visible sign that we want to understand the makeup of our people and that sexual orientation and gender identity is an important element Analysis of workforce:
Representation throughout population and at different grades
New joiners
Promotion rates
Leavers
Performance review rating distribution

7. EY Who we are
Global professional services organization which is grounded in a value system that embraces diversity and celebrates inclusiveness
247,570 people in more than 700 offices in 150+ countries
Building a better working world for our people, our clients and our communities
Beth Brooke, Orlan Boston and Liz Bingham (EY leaders), named in a Top 50 list of inspiring LGBT business leaders by OUTstanding in Business
Unity is our LGBT+ global network with more than 4,400 members and 70 chapters globally
EY co-sponsored research from the Center for Talent Innovation, Out in the World: Securing LGBT Rights in the Global Marketplace

8. Implement, anticipating the challenges
Research legal, leading practices and regional differences
Engage, consult and obtain buy-in by all
Identify the benefit to individuals and safety they need
Communicate clearly – what will happen with the data
Understand that it takes time and ongoing investment
Encompass multiple diversity dimensions where possible
Know what you want to do with the information collected so you can ask the right questions

9. EY US questions Sexual orientation/diversity
With what sexual orientation/diversity do you identify?
Lesbian, gay, bisexual, or queer
Heterosexual/straight
Prefer not to answer
Gender identity/expression
Do you identify as or have you ever identified as gender queer, transgender or a gender other than the gender to which you were assigned at birth?
Yes No

10. The biggest challenge: encouraging self-ID
Ask new hires as part of the induction/orientation process
Use LGBT+ events and activities:
International Day Against Homophobia, Transphobia and Biphobia
Pride
Employee Resource Group (ERG) activities such as lunch and learns
When communicating about:
LGBT+ or wider D&I, e.g. conference applications
Compensation statements
Get allies involved in understanding self-ID can apply to everyone
General surveying of employee information
Never underestimate the element of competition
Challenge your service lines or business units to see which teams can achieve the highest levels of self-ID declaration over 12 months.

11. EY in USA I Count √ I count
Allowed for personalization of message within employee network
Created a personalization to the inclusion efforts that worked across D&I groups as well as allies
Bryan

12. EY in UK and Ireland Share what makes you, you

13. Sexual orientation self-ID declaration rate
It can be slow going and needs a high degree of trust, openness and communication as to why the firm is asking for this information.
Even with that in place, it needs continued investment due to attrition and new joiners.

14. It could be a different journey for different locations - Examples from EY in the UK, Ireland, USA and Canada
UK and Ireland add gender identity Self- ID question on HR system and people survey
UK and Ireland also add a question on being ‘out’ as LGBT in the workplace to people survey
UK adds sexual orientation Self-ID question on HR system
Ireland adds sexual orientation Self-ID question on people survey
UK adds sexual orientation Self-ID question on people survey
Ireland adds sexual orientation Self-ID question on HR system
2007
2008
2009
2013
2014
2015
Canada introduces diversity census questionnaire
USA adds LGBT Self-ID question to people survey
Expand to Americas, break out SO and GI Self-ID questions, and add question on being ‘out’ in the workplace to people survey
USA adds sexual orientation and gender identity Self- ID questions to HR system

15. Why wait for inspiration to strike when you can create the spark?
Through a self ID process you are creating an inclusive and supportive community within your work space

16. Bank of America’s journey

17. An evolving framework for an annual self-ID campaign
Who you are matters to us
2017 campaign:
Count me in!
What’s new this year:
Campaign launch video
Flagscape article series
Inclusion Ambassadors
Phased launch to build anticipation, capture attention and call to action
Increased visibility with more engagement activities
Workday and HR Connect announcements
Re-enforcement in town hall and myD&I broadcasts
Additional messaging from LOB communications, Employee Networks
Integration with EOY activities

18. 2017 Count Me In! Self-ID Initiative – Inclusion Ambassadors
In November, we will launch our 2017 Inclusion communications, followed by Count Me In! Self-ID communications. We want to reinforce that inclusion matters at Bank of America and
ensure that all employees know that who they are “counts”.
WHO:
Employees from across all levels of the organization who have a passion for D&I and are willing to share their stories with colleagues
OBJECTIVES:
They will help us capture the hearts and minds of all teammates, and bring to life inclusion and Count Me In initiativie
They will be a voice for inclusion - why it matters; with personal interaction - help increase employee comfort level with disclosing personal information
COMMITMENT:
Ambassadors should anticipate 2-3 hours per week – depending on size of the market (attending LOB leadership, market meetings, cascading enterprise messaging, working horizontally across the markets BACCV, ENs)
WHAT WE NEED FROM YOU: NOMINATE INCLUSION AMBASSSADORS
We are asking Senior Leaders, D&I Councils, all EN Chapter Leads & Enterprise Chairs to submit nominations for Inclusion Ambassadors via a survey process
Inclusion Ambassador Timeline
SEPT
OCT. 2017
NOV. 2017
DEC. 2017
Nominations for Inclusion Ambassador – due by 9/22
Inclusion Ambassadors Notification – by 9/29
Inclusion Ambassador training – week of 10/2
Introduce Inclusion Ambassdors to the markets; request support & engagment in casading messaging
Call to action - Inclusion Ambassadors engagement with LOB partners EN & BACCV leaders – promote and cascade messaging
Call to Action – Inclusion Ambassadors work horizontally across the markets actively promoting Count Me In! – why it matters

19. Is the most valuable perspective the one you don’t have?
Implementing and Leveraging Self ID
Out and Equal Workplace Summit
October 2017

20. Check out all our workshops (in person or online)
Workshop title
Session
Presenting
Implementing and leveraging Self-ID 1
EY and Bank of America
An Intimate Conversation with Women of Color leading LGBTQ Strategies
AT&T w EY panelist
Moving from Ally to Advocacy 2
EY, Bank of America and S&P
Intersectionality: Corporate Community Collaborations with LGBT Asian Americans / South Asians
Booz Allen Hamilton, National Queer Asian Pacific Islander Alliance, EY
Making a difference with purpose - EY teaming with The Trevor Project 3
EY and The Trevor Project
Making it real globally - practical and proven steps in various local geographies
EY and Symantec
Recruiting empowerment - advancing LGBT+ recruiting through internal and external networks 4 EY
Transition in progress 2.0
Supporting LGBT+ families in the workplace

21. Connect with us For more on: Diversity and inclusiveness at EY:
For more on:
Diversity and inclusiveness at EY:
ey.com/differencesmatter
LGBT+ resource:
Making it real – globally
Search on ey.com
Twitter:
@EY_CareersUS
Careers
Explore EY: exceptionalEY.com
See what life at EY is really like

22. Thank you for joining us

23. EY | Assurance | Tax | Transactions | Advisory
About EY
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Ernst & Young LLP is a client-serving member firm of
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© 2017 Ernst & Young LLP.
All Rights Reserved.
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This material has been prepared for general informational purposes
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