Out and proud at Ernst and Young

All across Ernst and Young, people come first. In every business area, people share a commitment to helping clients, teams and communities reach their potential. For them, it’s the best way to make a difference as well as defining how they work together and succeed professionally and personally. By giving people the flexibility to achieve in ways that are right for them, Ernst and Young also benefits from a freer and more open culture.

Different people. Different talents. Different paths. An organisation this diverse works with a wide range of clients and an even wider range of people.

To support its people, Ernst and Young listen to the ideas and opinions of the LGBT community. EYGLES (Ernst and Young Gay and Lesbian Employees) is a well-established network with contacts at all levels and business areas. By monitoring progress on issues that matter to LGBT colleagues, EYGLES makes Ernst and Young stronger and more inclusive. It also encourages growth and allows individuals to flourish. With mentoring, networking, knowledge-sharing and development opportunities, members benefit from a unique community. These case studies show how Ernst and Young help their people achieve their own potential.

Name: Natalie Burwell
Role at Ernst and Young: IT Project Manager
Joined: 2001

Being openly gay at Ernst and Young is completely natural. If I worked in a company that didn’t accept me, I simply wouldn’t stay. Work is an important part of life and hiding my personal life would take up far too much emotional energy. Everything about our workplace makes it crystal clear that treating me differently because I’m a lesbian would be unacceptable.

We have strong values here. There are lots of opportunities to get involved in our communities and to join networks such as the Ernst and Young Black network or the South Asian network. EYGLES is a social network, but members also raise money for charity and participate in panel discussions and business seminars that touch on gay issues. EYGLES has been around for 10 years, but it’s a work in progress that invites involvement. I can certainly think of friends in Japan and the US who have experienced discrimination because of their sexual orientation. I guess we shouldn’t take equality for granted.

Name: Daniel S Harris
Role at Ernst and Young: Assistant Tax Advisor: Real Estate, Hospitality and Construction Tax
Joined: 2007

I’m a Tax Associate, working on Real Estate, Hospitality and Construction clients. I joined Ernst and Young last September after spending a year with another of the Big Four. My colleagues all know I’m gay, and many have met my partner at group socials and parties. Here, the support for diversity and inclusivity is very apparent.

I joined EYGLES before I actually started and I’m glad I did. From the first social, I felt welcomed by both the network and the firm as a whole. I have quickly built a close group of friends at all grades and in all areas – something that’s important to me personally – and professionally.

Name: Jonathan Walker
Role at Ernst and Young: Senior Manager
EMEIA Advisory Services: People and Learning
Joined: 1992

Ernst and Young openly values diversity, so it’s easy to be yourself. At first, I was more concerned about the response from my clients, but they’ve all been great. They’ve made my partner feel very welcome at joint social events. I wouldn’t try to draw direct comparisons between us and other businesses, or between my career and those of my friends, but I haven’t been held back at all. EYGLES does some important things – it’s a great network. I think the buddies for new members, the mentoring and the social network are all great. I’d encourage any LGBT graduate to come and meet our people and see for themselves.

Name: Gary Collett
Role at Ernst and Young: Senior Manager in Business Risk Services
Joined: 2001

Being gay does not make me feel different from anyone else at Ernst and Young. It’s never been an issue in my professional life or when I meet colleagues outside of work. People here are judged on merit and those that do the best flourish. In a setting as open as this one, there’s a range of networks to foster diversity.

EYGLES brings together the LGBT community to network and build links with similar organisations outside of Ernst and Young. It also promotes the LGBT agenda and ensures all our colleagues are educated on key issues – sharing information with the wider community helps end ignorance. Any graduate who wants a challenging career will find we promote a positive culture that encourages people to succeed as individuals – regardless of sexuality. We’re proud to be just as diverse as our client base.

Ernst and Young’s size and status doesn’t prevent it from helping people find and reach their potential. With the right support, people can find their own ways of being the best. In fact, that’s an idea that shapes the entire organisation – whether it’s ensuring clients deliver on their promises or making a difference by supporting local communities.

Potential matters
If you’d like to find out more about what it’s like to work at Ernst and Young, please visit their website ey.com/uk/careers.