Updating Results

EY Australia

3.8
  • > 100,000 employees

Diversity at EY Australia

8.8
8.8 rating for Diversity, based on 31 reviews
Please provide further information on diversity with respect to women, ethnic minorities and LGBT. Please comment on issues such as recruitment, retention, promotion, child care, maternity leave, etc.
Gold standard when it comes to D&I
Graduate, melbourne
Diversity is a big focus at the company, and there are a number of social groups and events that exemplify this.
Midlevel, Melbourne
I think we are very diverse and everyone is treated equally.
Graduate, Melbourne
I know EY makes conscious efforts in this space and I commend them for that. We have Diversity & Inclusion programs to discuss these matters. I've never felt as if there was any discrimination or bias in hiring people into my team. However, there are some things that you notice when stepping back that are a bit suspect. Why are most of upper management still men? Why are women still getting stuck with most of the admin tasks (e.g. organising morning teas)? I think consciously we are doing well in this space, but there's still a grey area on the subconscious side.
Midlevel, Melbourne
The company as a whole has very good policies on diversity and inclusion for women, ethnic minorities, and LGBTQI. There are also specific groups/clubs for all of the aforementioned minorities, which provide a safe space for these people and also drive company-wide initiatives and awareness events. The company hosts Women in STEM events and women-only career sessions for both employees and prospective employees/university students. The company provides maternity and paternity leave, flex leave, and unpaid extended leave. An equal proportion of men and women get promotions. Retention at a company-wide level is very good. There are many stories of people joining the company as graduates and then eventually becoming partners. The company also has a lot of "boomerangs" - people who left the company but then came back later. This is very helpful for people who have to stop work suddenly due to medical issues or family life. I have provided an 8 for this criteria instead of 9 or 10 because I have personally felt discriminated against within my own team and do not feel any of the diversity and inclusion culture here.
Graduate, Melbourne
Many policies in place to help everyone. Flexible working and leave arrangements available
Midlevel, Sydney
Diversity is a key component of EY's brand image.
Midlevel, Sydney
Our firm was ranked top for diversity/LGBT etc.
Midlevel, Sydney
Diversity and inclusiveness is one of EYs top priorities, as well as maternity leave/support
Graduate, Sydney
Even split of male and female people from all backgrounds
Graduate, Melbourne
Very committed to diversity and actively show this through events held and acceptance in the firm.
Graduate, Sydney
We have specific D&I initiatives in almost all areas. Have mat/pat leave. Company very supportive of all of these initiatives.
Midlevel, Brisbane
This is just a way of life at EY. There is a lot of support from the top to have diverse teams
Midlevel, Melbourne
Our commitment to recruiting diversity externally is great, however i am not sure how well diversity is managed once people are within EY. My team is fantastic, however not all teams are able to understand how to ensure that their teams are inclusive environments which are respectful of different backgrounds or requirements for others in their team. For example, people may not understand why it is important that mothers and fathers work flexibly, or why it is important that people with religious background have flexible working during months where certain religious practices are observed. As i said, my own team is really good, but i think as a whole we have a long way to go.
Midlevel, Melbourne
There are posters and emails about LGBT and ethnic minorities events and groups in common areas. Maternity and paternity leave are definitely not frowned upon here. Jobs are not in danger.
Graduate, Melbourne
There is a big focus on diversity and inclusion, with opportunities for training, involvement with various sub-committees, and events throughout the year.
Graduate, Perth
What does your company do to attract applicants from less privileged backgrounds?
There are programs in place to attract applicants from less privileged backgrounds.
Midlevel, Melbourne
Does some activities with disadvantaged schools
Midlevel, Sydney
Unsure specifically. We do have an Indigenous Sector Practice that is doing some great work.
Midlevel, Brisbane
Focus on networking, reaching out at careers events, partnerships with local charity groups and volunteer organisations
Graduate, Perth