New Ways of Working Fleur Bothwick, OBE, EMEIA Director of Diversity and Inclusion, EY and co-author of Inclusive Leadership

1. Talent Leaders Connect Conference -
New Ways of Working at EY
2nd March 2017
Individually talented, collectively powerful

2. EY EMEIA is complex, dynamic and diverse!
12
Regions
99
countries
¡Hola
ciao
‫مرحبا‬
hallo
здравствуйте
नमस्कार
Hello
140
languages
4,460
Partners
16%
female
105,000
people
45%
female
16
Time zones
March 2016 Talent Leaders Connect Conference - New Ways of Working at EYPage 2

3. which makes D&I a critical enabler for our success
March 2016 Talent Leaders Connect Conference - New Ways of Working at EYPage 3

4. 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 other’s
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 2016 Talent Leaders Connect Conference - New Ways of Working at EYPage 4

5. Our journey has been slower than we would have
liked, but we have success to celebrate
27members 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 been
promoted to
partner.
37
41%of FY16 partner
promotions in Africa
were women, up from
13% in FY11.
out of 12
regions
now have
women on their
leadership teams.
This has increased
from four in 2008.
11 54%of CSE countries
offer activities as
part of the WorkFit program
to enhance their people’s
well-being.
900People in the Oslo office have
implemented the principles of
new ways of working.
80%of partners in France
have been trained on
the importance of understanding
and counteracting bias.
100counsellors in BeNe were
trained on the impact of
cultural differences on team
dynamics.
45
women in Russia participated
in Entrepreneurial Winning
Women, with 12 winners
selected.
1,032people in MENA
were trained on
cross-cultural
intelligence.
94%UK&I partners
have attended
the market-
leading Inclusive Leadership
Program.
people have
joined GSA’s LGBT network,
and 150 participated in Race
for Life.
60
high-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 Women’s Economic
Empowerment Award
for Women Fast
Forward at WIL
Economic Forum
28,503people have been trained
online 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
March 2016 Talent Leaders Connect Conference - New Ways of Working at EYPage 5

6. and one key focus area for us is New Ways of Working
March 2016 Talent Leaders Connect Conference - New Ways of Working at EYPage 6

7. there are many reasons why this is a priority – one is the
link with engagement of our people
“I have the flexibility I need to achieve my personal and
professional goals.”
“My manager(s) enables flexibility in when and where people
work.”
69%
85%
48%
28%
0% 20% 40% 60% 80% 100%
EMEIA
Favorable
Neutral
Unfavorable
Engagement Index
55% 60% 65% 70% 75%
EMEIA
Yes
No
… 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%-pointsPeople 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 2016 Talent Leaders Connect Conference - New Ways of Working at EYPage 7

8. another is linked to the retention of our talent –
both men and women
EMEIA Exit Survey…
tells us why people leave and their perceptions on how we are fulfilling our EVP
What‘s pushing our people out of the door (top 1 push factors)?*
*July 2015 – June 2016, Client Serving only
0% 5% 10% 15% 20% 25% 30% 35% 40% 45%
Relationship with colleagues
Role clarity
Insufficient flexibility in work arrangements
Culture
Relationship with managers
Working/ office environment
Performance Assessment Process
Lack of Development opportunities
Lack of career growth
Job content
Compensation and rewards
Personal reasons
Work life balance
Staff/ Assistant & Senior Manager & Senior Manager
March 2016 Talent Leaders Connect Conference - New Ways of Working at EYPage 8

9. We are in the 4th Industrial Revolution
and 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 of
5.1 million jobs
by 2020
But 40 years ago, who foresaw …
March 2016 Talent Leaders Connect Conference - New Ways of Working at EYPage 9

10. with professional jobs changing on multiple levels
March 2016 Talent Leaders Connect Conference - New Ways of Working at EYPage 10

11. Its a revolution in two stages
Stage 1
The gig economy
Stage 2
The machine economy
Sharing economy platforms
• Nonemployee freelance
workers
• Temporary assignments
Artificial intelligence + robots
• Massive labor disruption
• White collar/creative work not
immune
March 2016 Talent Leaders Connect Conference - New Ways of Working at EYPage 11

12. and to meet these challenges, at EY, flexible working
doesn’t mean formal part time working
1
Empowering our
people to have
greater choice in
how, when and
where they work
Supporting
both Informal
and Formal
flexible
working
Giving our people the
opportunity (wherever
feasible) to work the hours
and location that helps
them maximise their and
the firm’s performance
whilst considering their
teams and ensuring the
client remains at the top of
the value chain
Creating a
sustainable, high
performing
culture. Essential
for the attraction
and retention of
high quality staff
and profitable
growth
Future 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 2016 Talent Leaders Connect Conference - New Ways of Working at EYPage 12

13. behaviour change
Definitionof
flexible
working
Measurement on outputs not presenteeism
Culture
change
Businessneedsratherthan
leadershippreference
Trust based
environment
Senior
role
models
Formal
flexible
workers
can be
very
inflexible
Consistency
ofapproach
Turning policy in to reality
Change in Mindset needed
Legislation and
regulatory environment
reason
neutral
Workplace of
the Future
Tracking of take up
Particularly
informal
Cross
cultural
integration
Wellbeing
Manage spare optimisation
Technology
as an enabler
Up-skilling
counsellors
Whatisthe
tippingpoint?
Initially there were many challenges raised that could have
slowed down our progress to achieving our vision
March 2016 Talent Leaders Connect Conference - New Ways of Working at EYPage 13
Flexibility

14. but most have been overcome and at the core of our work is
six behaviours that we promote
1
Communicate
effectively
2 5 6
2
Focus on
outputs
3
Set
boundaries
Embrace
diversity
Work
intelligently
Trust your
team
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15. First we launched a NWOW Website
Why
How
What
March 2016 Talent Leaders Connect Conference - New Ways of Working at EYPage 15

16. which included a Talent Roadmap based on our change
model
Sustained and
Embedded
Change
Learning Change
Approach
and Vision
CommunicationsChange Network
and Change
Readiness
Organizational
Impact and
Alignment
Stakeholder
Engagement
and Change
Leadership
Identify
Diagnose
Design
Deliver
Sustain
March 2016 Talent Leaders Connect Conference - New Ways of Working at EYPage 16

17. With top tips, fact sheets and posters
March 2016 Talent Leaders Connect Conference - New Ways of Working at EYPage 17

18. and a comms campaign featuring a video based on the new
behaviours
March 2016 Talent Leaders Connect Conference - New Ways of Working at EYPage 18

19. and a Yammer Group with a “Where I Work” campaign
#whereiwork
March 2016 Talent Leaders Connect Conference - New Ways of Working at EYPage 19

20. and always important, we established KPI’s to track
progress
March 2016 Talent Leaders Connect Conference - New Ways of Working at EYPage 20

21. which included linking the six behaviours to the Global
People Survey
Focus on
outputs
The people on my
team(s)
consistently
deliver on their
commitments to
our internal and
external clients.
Team members
are quick to
acknowledge the
contribution and
achievements of
others.*
I understand the
measures used to
evaluate my
performance
Set
boundaries
My manager(s)
enables flexibility
in when and
where people
work.
My manager(s)
genuinely cares
about my well-
being.
I have the
flexibility I need to
achieve my
personal and
professional goals
Communicate
effectively
When conflict
occurs, the
team(s) I am part
of actively works
to resolve it.*
My manager(s)
provides me with
timely feedback.
At EY there is
open, honest two
way
communication
Embrace
diversity
I am encouraged
to come up with
new and better
ways of doing
things.
The people in my
team(s) adapt
their own style to
work effectively
with others
Work
intelligently
The team(s) I am
part of actively
seeks out ways to
work together
more effectively.
I have access to
the tools (e.g.
materials,
equipment,
technology) I
need to do my job
effectively.*
Trust your
team
I trust the people
on my team.*
I trust the
partners or other
leaders I work
with.*
*indicates new GPS item in 2015
Engagement
Retention
March 2016 Talent Leaders Connect Conference - New Ways of Working at EYPage 21

22. Most recently we have launched a 3 hour
workshop and run an IdeasJam
1
The What:
New Ways
of Working
at EY
2
The Why:
the business
case and
rationale
3
The science of
high performance
supported by
flexible working
4
What are the
facts and
what are the
beliefs?
5
The How:
The 6
behaviours
6
The vision
for your
team
7
The actions
needed
8
Close and
next steps
March 2016 Talent Leaders Connect Conference - New Ways of Working at EYPage 22

23. We have more work to do, but are heading in the right
direction ….
March 2016 Talent Leaders Connect Conference - New Ways of Working at EYPage 23

24. Thank You
New Ways of Working at EY
Flexibility for High
Performance