Celebrating diversity helps build a better working world for all

For more than a decade, EY has been on the frontline of efforts to build an inclusive workplace and culture. We committed ourselves to being the best we could be at diversity and inclusiveness (D&I) and put our organizational emphasis on every aspect of inclusion.  Recently, I had the honor of sharing the story about our journey in front of hundreds of CEOs and business leaders when EY was named #1 on DiversityInc’s Top 50 Companies for Diversity list.

At EY, we don’t do great work to win awards.  We ask (and answer) the toughest questions in business and, ultimately, deliver better results.  When we are recognized for our efforts, we feel humbled and gratified, because this is a testament to our many years on this journey, which will continue as we pursue an inclusive, better working world for all.  We are also in proud company with many great organizations honored for their dedication to diverse and inclusive workplaces.

This recognition inspired me to look at my own understanding of D&I and how that journey has shaped my approach to these principles, personally and professionally.

My personal life experience

My father became disabled in an accident when he was 18.  Because he had difficulty walking, he had to wear a special shoe.  My father was a hardworking, intelligent and principled CPA, and his sense of commitment and accountability was deeply ingrained. He became quite successful in the accounting profession, then as a CFO of a bank and, later, an entrepreneur who started his own business.  My father taught me how important it is to see in each individual their passion and potential — not a disability.

When you truly understand someone, you achieve compassion and empathy. My father’s example was a living testament to the importance of responsibility and accountability and the importance of opening doors of opportunity for other people. Today, I remain dedicated to those with diverse abilities in my leadership role at EY.

When I joined our profession in the 1980s, things hadn’t changed much in 100+ years. The profession consisted generally of white males who hired other white males. One accounting firm looked very much like all the others.  I spent 20 years deeply immersed in the Financial Services industry and eventually rose to lead EY’s financial services business.  As we grew steadily, it became obvious to me that we were not diverse or inclusive enough, even though an original founder of our Firm, Arthur Young, was a man who was vision and hearing impaired.  

Here at EY, we support people with diverse abilities, and we believe in hiring people for their strengths to create a workplace and culture where they can leverage their diverse abilities to the fullest.  One such person is Brandon Lyons, an Experienced Manager for the Performance Improvement Supply Chain group with our Advisory Services team. He was just chosen to be part of the US Paralympics cycling team for the Tokyo Paralympics in 2020.  Brandon sustained a severe spinal cord injury in 2014 -- about two years after he started at EY.  Brandon said he loves riding, not only because it keeps him active, but also because it’s the only time when he feels liberated from his injury. We’ve supported Brandon throughout his challenging and courageous journey, and helped him pursue his passion.

Our commitment to D&I

At EY, diversity and inclusiveness are not buzzwords; they are a business imperative. We’ve been working hard to create an inclusive workplace, every day. That means making EY a safe place where each person can bring their entire self to work. It also means opening our doors to welcome and accommodate people with special talents who have difficulty in traditional settings.

An example is our neurodiversity program — a pilot where we hire individuals with high-functioning autism into EY.  Sam Briefer is one such professional.  A graduate of West Chester University in Pennsylvania, Sam now works full time as an account support associate, performing data analytics, process automation, tracking and quality control.  He is as intensely focused and committed to quality as any professional at EY, and I get immense satisfaction seeing Sam and his colleagues create real value for EY, and for themselves.

We are committed to diversity and inclusiveness in all respects.  A clear example of how EY has focused over many years and grown in our diversity is the number of women partners.  When Ernst & Whinney combined with Arthur Young in 1989 to form what is now EY, we had about 2,000 US partners — but only 80 were women. Now we promote and admit that many women in a year and have 800 women partners in the US!

The DiversityInc distinction marks our 9th consecutive year in the top 10 and our 14th overall appearance on the list.  It’s such an incredible honor and a tribute to everyone at EY who works to diversify our organization and value all differences so we best reflect the world around us.  It is recognition of the great support all of EY receives from two amazing EY leaders and their entire teams: Karyn Twaronite, our Global and Americas Diversity & Inclusiveness Officer, and Carolyn Slaski, our Americas Vice Chair of Talent.  They and their incredible teams work every single day to improve our diversity and inclusiveness initiatives, and further embed inclusiveness in our great culture.

Our investment in thoughtful listening and building trust

For the past 11 years, I have been head of EY in the US and the Americas, and I have seen the world change rapidly.  As a people business, our focus must be on three factors to be successful: our people, culture and values.  D&I has become a catalyst for our overall success, and accountability has taken on a whole new meaning — and with it, a whole new set of responsibilities as we challenge ourselves to do better.

The path to doing better is not always smooth, but the importance of inclusiveness is clear at all times. Important moments arise along the way.  In the summer of 2016, during a period of particularly troubling civil unrest across the US, I felt compelled to send a note to all our people with my personal thoughts about the racial tensions in our country.  This sparked some very candid dialogue.

For example, one of our Black partners told me that when he taught his teenage son to drive, he also explained how the young man should act if pulled over by the police: “Keep your hands on the wheel, make no sudden movements, stay in the car and do as you are told by the officers.”  As a father who has helped four children learn to drive, this really hit home for me. It was so important for our black employees to be able to share their everyday experiences — and for others to listen and learn, better understanding the real daily challenges faced by others.

I recognized the power of listening, building trust and learning when I received such feedback. I reflected on a broader comment from another colleague: “In an unsafe world, EY is my safe place.”  When people from different perspectives come together and speak about their deepest concerns and issues — and even fears — in a safe place where their voices are heard and perspectives are valued, the result is understanding, empathy, and true inclusion.  Through this period of greater openness and engagement, we were not divided by our differences, but strengthened through what we have in common.

Throughout my journey, I have learned and re-learned that inclusiveness touches people in a powerful way.  As I have taken on more responsibility I have come to realize that leadership is a privilege.  I know I need to exercise that privilege to help drive and accelerate change on this journey of inclusion. I encourage all to consider the same.

About the author:

Steve Howe is EY Americas Managing Partner and Chairman and Managing Partner of Ernst & Young LLP, the EY firm in the US. He has been honored by the National Association of Corporate Directors (NACD) as a Directorship 100 honoree, recognizing him as one of the most influential leaders in the boardroom and corporate governance community. Accounting Today named Steve to their “Top 100 Most Influential People” list of the thought leaders and visionaries shaping the accounting profession. He has been recognized as one of the top “100 CEO Leaders in STEM” by STEMconnector. Steve has also been honored as a “diversity leader” by DiversityInc and is the 2016 recipient of the A. Leon Higginbotham Corporate Leadership Award, recognizing exemplary leadership in promoting diversity and inclusion in the workplace. You can follow him on Twitter: @SteveHoweEY