Creating a Great Place to Work

Creating a Great Place to Work

SCORE Retrieval FileNo. MM0260

EY’s People First Journey

In the late 1990’s, Ernst & Young recognized we put the firm and it’s clients first and our people a distant third…

…and we made a commitment to change.

People First: Benefits for the Business

Improved Attraction and Retention of the Best People

High Quality Client Service

Stronger BrandBetter Financial

Results

People First: A Two-Way CommitmentErnst & Young commits

to: Consider first how our decisions affect our people Provide excellent learning, growth opportunities, and lifelong relationships Foster an inclusive and flexible work environment Recognize and reward our people in ways consistent with our Values Statement

As individuals, we commit to:

Strive for excellence Take charge of our own

career and actively support the careers of others

Deliver quality in everything we do

Bring our Values Statement to life in the way we act every day

Creating a Flexible Culture

LanguageFlexibility StrategyPrograms vs CultureTone at the topCommunication / Individualized

ApproachEducation/Training/ AwarenessMeasurementTechnology

Lessons Learned….

Language is REALLY important

One Goal, Different Approaches

Programs vs. Culture

Flexibility is NOT… Just for Women Just for Individuals

with Children Just for those on

FWAs For when the

business climate is “right” for it

Flexibility IS…An avenue to greater

productivity and commitmentA part of our Inclusiveness

strategyA business Imperative

We are a people-powered businessImpossible for our people to focus on business needs if their lives don’t workOur people are demanding it

Programs Culture

Tone at the Top… “Everyone at E&Y should expect flexibility in their work to meet their professional and personal goals. It is the kind of supportive culture that we want.” Jim Turley, Chairman and CEO

…“Flexibility is not about fewer hours…it is about working differently.” Jim Freer, Vice Chairman, People …”We’d rather have part of you than none of you”

John Ferraro, Vice Chairman, Client Services

Communication / Individualized Approach “National” messaging

Highlight teams and individuals that work flexibility Voicemails from leadership encouraging flexibility

Local efforts Highlight teams and individuals that work flexibility Voicemails from leadership encouraging flexibility Flexibility days

Education / Awareness Trifolds Website

Education / Awareness

Education: Tips for How You Can Support Flexibility Model behavior that supports “a life

outside of work.” Plan for Flexibility Each Week Develop a Team Calendar Reward Results – Not Face Time Communication – open, honest, constant

MeasurementsMeasuring culture:Global People Survey (organization)

I have the flexibility I need to meet my personal and professional goals.

People Point (individual)How effectively does this person foster a positive

work environment and help our people grow?GPPM (individual)

4 key measures – “People” is one of themPeople goals are mandatoryCannot have an overall rating more than one

rating above your people ratingFortune Survey (organization)Working Mother benchmarking (organization)

Technology Laptop

computers for most and 24/7 support

Sametime (aka IM)

Blackberry/Mobile Broadband

Voice Mail Notification

Flexibility Website

FWAs are one way to achieve Flexibility

FWA OptionsReduced Schedule TeleworkShort-term SeasonalCompressed Work WeekESS options – Flextime and Job Share

Value of FWAsOffering FWAs allows the firm to Retain key people Recruit key candidates Support business strategies

Ultimately meeting the needs of our business, our people, our teams

and our clients.

E&Y’s Commitment to FWAsAn FWA is a mutual responsibility.

An FWA has to work for both the individual and the firm

The operative word is flexible. Both the individual and the firm must be flexible

Granting an FWA is a business decision. There must be a business case behind each FWA. FWAs can be reevaluated, revised, reconsidered or retracted at any time. There is no limit to the number of FWAs in a group.

FWAs Further Enhance Flexibility More than 2000 people are on an FWA; 60% are CSP

and 40% are CBS 85% of those on FWAs are female

30% Senior Managers 20% Managers 20% Senior 3’s

More than 100 Partners, Principals, Executive Directors, and Directors (PPEDDs) are currently on an FWA

125 PPEDDs were promoted while on an FWA Nearly 60% of all FWAs are reduced schedules More than 30% of those on FWAs telework one or more

days per week

FWA Users Are Expected To Meet Performance Standards FWA users are evaluated on the same basis

as their peers on traditional career paths. Everyone on an FWA has access to career

development and promotion Someone on a reduced schedule may have

a longer promotion cycle than his or her full-time counterpart.

FWAs allow individuals to have flexible careers….not part time jobs!

Career Development Client Service

Not just here to be chargeable

Proper positioning on engagements/projects for promotion

Business Development Pursuits Addl’ work to existing

clients

Account Management Build “C” level relationships

People Development Mentoring Counseling

Technical AQR Professional Practice

Exposure Recruiting CPE (same

requirement as full time employees)

Resources for You EY/Assist

Concierge Service Back-up Care Resource and Referrals Health-related, nutrition,

and safety information Professional and

confidential counseling EY/Discounts Flexibility Website

Family Friendly Programs Parental Leave

6 weeks for Primary Caregiver 2 weeks if not Primary Caregiver

Lactation Program 85% of men enroll their wives in the program 95% of EY women use the program

Backup Child and Adult Care Working Moms’ Network

WMN’s Mission:Provide support, resources, networking and mentoring

Increase retention of this critical group of women

Build awareness around commitment to our working moms

Create role models and a culture of support for younger women

What We Do Matters

Flexibility is important to our people, our teams, our firm and our clients.

People First: Benefits for the Business Improved Attraction and Retention of the Best People High Quality Client Service Stronger Brand Better Financial Results

“Branded” as a Great Place to Work