Creating a Great Place to Work

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Creating a Great Place to Work
SCORE Retrieval File No. MM0260
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EYs People First Journey
In the late 1990s, Ernst Young recognized we
put the firm and its clients first and our
people a distant third
and we made a commitment to change.
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People First Benefits for the Business

• Improved Attraction and Retention of the Best
  People
• High Quality Client Service
• Stronger Brand
• Better Financial Results

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People First A Two-Way Commitment

• 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

• Ernst 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

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Creating a Flexible Culture

• Language
• Flexibility Strategy
• Programs vs Culture
• Tone at the top
• Communication / Individualized Approach
• Education/Training/ Awareness
• Measurement
• Technology

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Lessons Learned.

• Language is REALLY important

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One Goal, Different Approaches
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Programs vs. Culture
Programs
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 commitment
• A part of our Inclusiveness strategy
• A business Imperative
• We are a people-powered business
• Impossible for our people to focus on business
  needs if their lives dont work
• Our people are demanding it

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Tone at the Top

• Everyone at EY 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
  CEOFlexibility is not about fewer hoursit is
  about working differently. Jim Freer, Vice
  Chairman, People Wed rather have part of
  you than none of you John Ferraro, Vice
  Chairman, Client Services

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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

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Education / Awareness
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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

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Measurements

• Measuring 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 them
• People goals are mandatory
• Cannot have an overall rating more than one
  rating above your people rating
• Fortune Survey (organization)
• Working Mother benchmarking (organization)

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Technology

• Laptop computers for most and 24/7 support
• Sametime (aka IM)
• Blackberry/Mobile Broadband
• Voice Mail Notification
• Flexibility Website

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FWAs are one way to achieve Flexibility
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FWA Options

• Reduced Schedule
• Telework
• Short-term Seasonal
• Compressed Work Week
• ESS options Flextime and Job Share

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Value of FWAs

• Offering 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.

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EYs Commitment to FWAs

• An 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.

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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 3s
• 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

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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!

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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)

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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

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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

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WMNs 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

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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

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Branded as a Great Place to Work