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Gender Equity and Flexibility

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

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Gender Equity and Flexibility

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  1. 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. Awareness Commitment / Action • Value of EY Career • Dispel stereotypes and preconceptions • Flexibility for all, FWAs for some • Access to mentoring and networking • 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 Gender Equity Strategy Communication 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. 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. 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. 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 – USOverall - % of Women

  9. Female Retention – USOverall – Women’s Retention %

  10. 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

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