Updating Results

EY New Zealand

3.8
  • #3 in Accounting and advisory
  • > 100,000 employees

Diversity and Inclusion at EY

EY’s commitment to diversity and inclusiveness in the workplace

Talk to anyone at EY and they’ll tell you it’s a rewarding place to work in so many ways. EY teams attract high-performing individuals from different backgrounds and experiences who – like you – bring a unique point of view and business skills.

EY welcomes all people, no matter who they are or what their background. Each of us is different, and when people feel valued for their differences, they feel part of something greater; they feel like they belong. That’s when creative ideas flow, igniting innovation and inspiring more effective solutions.

EY has multiple aspects of our identity, some of which may not be visible to others. Whether cultural background, disability, sexual orientation, gender identity, age or family status; we value diverse viewpoints and see them as the catalysts that lead to better questions and better answers. Using a variety of internal networks, inclusive leadership behaviours, flexible working and mentoring programmes, we use practical solutions to create your personalised work experience, all supported by a strong, authentic culture and our fundamental belief that we all ‘belong’.

Gender

The EY Gender Inclusion Network is for EY people of all genders and provides opportunities for members to learn and expand their networks by bringing everyone into the conversation to share different perspectives on gender in the workplace.

EY offers the opportunity to take paid parental leave on a part-time/flexible basis in order to facilitate more male employees to access their leave. Parental Leave is also available to care for a new child through adoption, surrogacy arrangement, long term or permanent foster care, Home for Life, Whāngai and grandparents with full-time care and kinship. All parents are supported through the transition to parenthood and return-to-work process, through access to mentoring and a digital coaching platform.

Māori & Pasifika

For EY New Zealand, our Māori inclusion strategy is driven by EY Tahi, a standalone, member firm of EY – an indigenous. EY Tahi’s kaupapa (purpose) is ‘Hāpaitia te iwi Māori, kia puāwai a pito mata’ meaning that its singular focus is to achieve Māori success.

Te Wiki o Te Reo Māori

In September 2018 and 2019, the New Zealand offices recognised Te Wiki o Te Reo Māori (Māori language week) with a series of challenges designed to increase the use of Te Reo Māori in everyday life, including learning basic greetings, place names, and how to order a coffee in te reo Māori  (Māori language).

Kōrero mai ki EY

Following on from Te Wiki o Te Reo Māori 2018, a te reo Māori course called Kōrero mai ki EY was run  for the second year at the Wellington and Auckland offices. Learning outcomes included: basics of tikanga (Māori customs and protocols), correct pronunciation, basic greetings and introductions, and a waiata (song) and karakia (chant/prayer).

Matariki

New Zealand offices celebrate Matariki (Māori New Year) and in 2019 a special celebration was held in the Christchurch office, through the sharing of Māori food and Māori produced beverages with Selwyn Hayes, EY Tahi Managing Partner in attendance.

Pōwhiri & mihi whakatau

EY Tahi continued the incorporation of tikanga Māori (Māori customs and protocols) into the welcome of EY New Zealand interns and graduates through the delivery of pōwhiri or mihi whakatau (traditional Māori welcome). A Pōwhiri and mihi whakatau is a culturally appropriate way of welcoming manuhiri (visitors) by tangata whenua (home people e.g. EY people) and removes the tapu (sacredness) surrounding manuhiri so that they become one with EY people.

Disability

Ability is an EY network for allies who support disability inclusion across the workplace and communities, those who care for a person with a disability and EY people living with a disability. It aims to elevate disability inclusion on all agendas and ensure accessibility at EY, recognising the contribution all EY people make to the working world.

EY is proud to be one of the 4% of organisations across the globe who include disability in the EY diversity agenda (World Economic Forum 2019) and one of the first companies to sign up to the Valuable 500.

In 2017, the first Accessibility and Inclusion Plan was launched, outlining the ongoing commitment to disability inclusion for EY people and clients; EY are making great inroads but acknowledge there is plenty to do.

Be. Lab

In 2019, EY New Zealand worked with Be. Lab to onboard two interns with accessibility needs, both of whom have progressed to permanent roles. This programme will continue into 2020, with 17 EY people volunteering to provide professional mentoring to other programme participants.

LGBTI

The EY network group, Unity, supports LGBTI EY people and their straight allies to create an inclusive culture where LGBTI individuals can be their authentic selves at work.

In New Zealand, EY has maintained the Rainbow Tick since 2017. EY Oceania Unity Leader, Gina Mills, won the Inspirational Role Model award at the 2018 New Zealand LGBTI Awards for her work in raising awareness and providing support in the LGBTI community.

Cultural diversity

[email protected], supports culturally-diverse and emerging leaders to realise their potential by fostering two-way dialogue and knowledge sharing between professionals of different heritages and faiths.

The EY Cultural Diversity mentoring programme is now in its third year and pairs culturally-diverse individuals with leaders to explore career and development opportunities.

EY’s flexible working policy allows EY people to substitute public holidays for days of cultural significance and cultural agility training is a key focus to improve the cultural capability of EY teams.

Flexibility

Underpinning EY’s commitment to a diverse workforce is the leadership commitment to providing EY people with the flexibility they need to meet both their professional and personal goals.

Challenging EY’s assumptions about where, when and how work gets done, we maintain a clear focus on the results we want to achieve together, so we can be agile and responsive to the diverse needs of EY people and clients. Informal flexible working, such as working from home and flexible hours, are increasingly popular within EY, but we have also recently increased our formal flexible working options to include:

  • Life leave
    The ability to take between 6-12 weeks of self-funded leave in one or two solid blocks of time.
  • Temporary part-time
    Adopting a part-time arrangement for up to 3 months in length.
  • Term-time working
    A part-time arrangement with an income similar to a 4-day week, using self-funded leave. This would allow people to work full-time during school term times, but not work during school holidays.

These options join existing options of permanent part-time, job share, career breaks and FLEX-leave (purchased leave).


  • Graduate stories
EY teams were extremely supportive, guiding me on tasks from the ground up. In the span of three months, I was exposed to a variety of EY clients. This gave me a great understanding of what a career at EY entails.

Victor Tipple

  • Graduate stories
EY teams were extremely supportive, guiding me on tasks from the ground up. In the span of three months, I was exposed to a variety of EY clients. This gave me a great understanding of what a career at EY entails.

Victor Tipple

  • Graduate stories
EY teams were extremely supportive, guiding me on tasks from the ground up. In the span of three months, I was exposed to a variety of EY clients. This gave me a great understanding of what a career at EY entails.

Victor Tipple

  • Graduate stories
EY teams were extremely supportive, guiding me on tasks from the ground up. In the span of three months, I was exposed to a variety of EY clients. This gave me a great understanding of what a career at EY entails.

Victor Tipple

Awards, accreditations and memberships

The focus on diversity and inclusiveness is integral to how EY teams serve EY clients, develop EY people and play a leadership role in our communities. Enabling EY people to bring their whole selves to work, sets EY apart from competitors and attracts and retains talent.

Rainbow Tick

EY continued to maintain its Rainbow Tick certification since 2017 in recognition of EY LGBTI inclusion in New Zealand.

Male Champions of Change & Champions for Change

Tony Johnson, EY Oceania Chief Executive Officer, has been an active member of the Male Champions of Change group since 2016, a high-profile coalition that involves men of power and influence working together to achieve change on gender equality issues in organisations and communities.

Simon O’Connor, EY New Zealand Managing Partner and Braden Dickson, Chair of EY New Zealand, are both members of Champions for Change in New Zealand. Champions for Change is a group of over 50 New Zealand CEOs and Chairs from across the public and private sector who are committed to raising the value of diversity and inclusiveness throughout the wider business community.

Convened by Global Women in March 2016, Champions for Change represents more than 100,000 employees in New Zealand. More than a quarter of the group are female CEOs and Chairs. EY New Zealand is a major collaborator of Global Women, a not-for-profit organisation which seeks to increase diversity in leadership in New Zealand through promoting, encouraging and facilitating the development of women.