new ways of working fleur bothwick, obe, emeia director of diversity and inclusion, ey and co-author...

PowerPoint Presentation

Talent Leaders Connect Conference - New Ways of Working at EY

2nd March 2017

Individually talented, collectively powerful

Just want to put everything youve been discussing and working on into contextSnapshot of what we are going

EY EMEIA is complex, dynamic and diverse!

12Regions

99countries

HolaciaohalloHello140languages

4,460Partners

16%female

105,000people

45%female

16Time zones

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which makes D&I a critical enabler for our success


Often asked what are we trying to achieve visually this is one way of describing it could use any team sport

Professor Kurt Barling

Level playing field bottom likeYou know where the goal posts areYou know the rules of the gameYou know what success looks likeYou have an unbiased refereed who is accountable for decisions which are also transparentEveryone is encourage to be their bestYou know which goal you are aiming for

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Central to achieving our Vision 2020 ambition is creating the highest performing teams Our own research shows EY groups with Best in Class engagement have better retention, stronger revenue growth and higher profitability.Source: 2013 EY Business Linkage Research, based on the Global People Survey results

Highest performing teams are defined by three distinct characteristics. They are diverse groups of committed and passionate people, brought together in a shared vision and deeply invested in each others success. As individuals, they bring their own unique experiences, skills, backgrounds and perspectives.

As a group, together they form the right mix of talent to excel in volatile markets, solve the most complex problems and deliver quality results that surpass expectations.March 2016Talent Leaders Connect Conference - New Ways of Working at EYPage 4

Our journey has been slower than we would have liked, but we have success to celebrate27members of the FSO leadership team have personal D&I goals.

women in India received one-to-one sponsorship as part of Career Watch.16have since beenpromoted to partner.37

41%of FY16 partner promotions in Africa were women, up from 13% in FY11.

out of 12 regions now havewomen on theirleadership teams. This has increased from four in 2008.11

54%of CSE countries offer activities aspart of the WorkFit program to enhance their peoples well-being.900People in the Oslo office have implemented the principles of new ways of working.80%of partners in France have been trained onthe importance of understanding and counteracting bias.

100counsellors in BeNe were trained on the impact of cultural differences on team dynamics.45women in Russia participated in Entrepreneurial Winning Women, with 12 winners selected.

1,032 people in MENAwere trained on cross-cultural intelligence.

94%UK&I partners have attended the market-leading Inclusive Leadership Program.people have joined GSAs LGBT network, and 150 participated in Race for Life.

60high-potential executives in Med attended sales management workshops.

60

EY South Africa won or were finalists for five Gender Mainstreaming Awards, honouring our commitment to advancing women in our firm and in the wider community

EY MENA won the Best Global Initiative for Womens Economic Empowerment Award for Women Fast Forward at WIL Economic Forum28,503people have been trainedonline to recognize unconscious bias when making people decisions.

26%The number of women being promoted to partner in EMEIA increased from 15% in FY11 to 26% in FY16


Draw out number of women being promoted to partner is increasing, 20% - hoping to exceed that this yearWe now have 10 women on their leadership teams from 4 women 7 years ago but mostly talent and Q&RM so more to be done thereWhat will help is we have just undergone our first global succession planning process not been done before. Lots of lessons learnt and looking at the slates with a D&I lens has been a core part of that certainly enables more transparent conversations and decisions

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and one key focus area for us is New Ways of Working


NWOW launched last summer and is about finding ways to work smarter and more innovatively how we team, collaborate and make effective use of technologyIts about having a culture of trust to get the work done in a way that also enables wellbeing, time with families, communities etcEnable people to manage their time BTW it is about feel they can do this regardless of whether they actually do do itWotF real estate driven, but quickly realised that a nice office environment isnt enough, we need to know how to team in this new world

GPS -

there are many reasons why this is a priority one is the link with engagement of our peopleI have the flexibility I need to achieve my personal and professional goals.My manager(s) enables flexibility in when and where people work. are 57 percentage points more engaged compared to those answering unfavorable (disagree / strongly disagree) and 16 percentage points more engaged compared to our EMEIA overall population.+57%-points+11%-points

People across EMEIA who answered yes to the following demographic question:Do you exercise flexible working arrangements (in addition to any formal arrangement) such as regularly working from home or flexibility in your start and finish time?People in EMEIA who answer favorable (agree/fully agree) to the following survey questions:March 2016Talent Leaders Connect Conference - New Ways of Working at EYPage 7

another is linked to the retention of our talent both men and womenEMEIA Exit Surveytells us why people leave and their perceptions on how we are fulfilling our EVP

Whats pushing our people out of the door (top 1 push factors)?**July 2015 June 2016, Client Serving onlyMarch 2016Talent Leaders Connect Conference - New Ways of Working at EYPage 8

We are in the 4th Industrial Revolutionand our working world is changing rapidly app developers? bloggers? brand ambassadors? cloud architects? eCommerce managers? internet marketers? search engine optimizers? social media strategists? user experience designers? virtual reality engineers? web designers?

The World Economic Forum predicts a net loss of5.1 million jobsby 2020But 40 years ago, who foresaw


with professional jobs changing on multiple levels


Its a revolution in two stagesStage 1The gig economyStage 2The machine economySharing economy platformsNonemployee freelance workersTemporary assignmentsArtificial intelligence + robotsMassive labor disruptionWhite collar/creative work not immuneMarch 2016Talent Leaders Connect Conference - New Ways of Working at EYPage 11

and to meet these challenges, at EY, flexible working doesnt mean formal part time working1Empowering our people to have greater choice in how, when and where they work Supporting both Informal and Formal flexible workingGiving our people the opportunity (wherever feasible) to work the hours and location that helps them maximise their and the firms performance whilst considering their teams and ensuring the client remains at the top of the value chainCreating a sustainable, high performing culture. Essential for the attraction and retention of high quality staff and profitable growthFuture proofing our firm supported by a compelling business case with new investment in our infrastructure (as appropriate) to enable our people to work flexibly 1 1 1 1 March 2016Talent Leaders Connect Conference - New Ways of Working at EYPage 12

behaviour changeDefinition of flexible workingMeasurement on outputs not presenteeismCulture changeBusiness needs rather than leadership preferenceTrust based environmentSenior role modelsFormal flexible workers can be very inflexibleConsistency of approachTurning policy in to realityChange in Mindset neededLegislation and regulatory environmentreason neutralWorkplace of the FutureTracking of take up Particularly informal Cross cultural integrationWellbeingManage spare optimisationTechnology as an enablerUp-skilling counsellorsWhat is thetipping point?Initially there were many challenges raised that could have slowed down our progress to achieving our vision

March 2016Talent Leaders Connect Conference - New Ways of Working at EYPage 13Flexibility

but most have been overcome and at the core of our work is six behaviours that we promote 1Communicateeffectively2562Focus onoutputs3SetboundariesEmbrace diversityWorkintelligentlyTrust yourteam


First we launched a NWOW Website WhyHowWhat


which included a Talent Roadmap based on our change model

IdentifyDiagnoseDesignDeliverSustainMarch 2016Talent Leaders Connect Conference - New Ways of Working at EYPage 16

With top tips, fact sheets and posters


and a comms campaign featuring a video based on the new behaviours


and a Yammer Group with a Where I Work campaign

#whereiwork


and always important, we established KPIs to track progress


which included linking the six behaviours to the Global People Survey*indicates new GPS item in 2015EngagementRetention


Most recently we have launched a 3 hour workshop and run an IdeasJam1The What: New Ways of Working at EY2The Why: the business case and rationale3The science of high performance supported by flexible working4What are the facts and what are the beliefs?5The How: The 6 behaviours6The vision for your team7The actions needed8Close and next stepsMarch 2016Talent Leaders Connect Conference - New Ways of Working at EYPage 22

We have more work to do, but are heading in the right direction .


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Thank YouNew Ways of Working at EYFlexibility for High Performance

new ways of working fleur bothwick, obe, emeia director of diversity and inclusion, ey and co-author...

Recruiting & HR