Case Studies
Promoting Women’s Economic Empowerment:
The Learning Journey of Ernst & Young
Company: Ernst & Young
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Lessons Learned
Ernst & Young recognizes that the gender equity learning path is continuous. So far, the organization has learned that certain elements are prerequisites for the success of any gender initiative:
- Whole-hearted promotion and support by top management and a culture of encouragement that seeks common ground among all staff. After all, it is top leadership that the rest of the staff looks to for guidance.
- Involvement of both men and women as mentors and champions. A good way to present certain initiatives is in terms of benefits offered to all employees – male and female.
- Replicable metrics linked to business outcomes and personal performance. Holding business unit leaders accountable is another key ingredient for success. Clear indicators and metrics should be built into internal systems of how leaders are evaluated and rewarded.
- Embedding diversity into everything the company does. Gender efforts should be part of the entire organization. Separate initiatives can sometimes be relegated to the sidelines.
- External engagement through advocacy, research and entrepreneurship support. Ernst & Young's contributions have been greatly valued among other research and advocacy bodies. This also enhances the organization's global brand.
Though Ernst & Young has come a long way, it realizes there is still more to do. "It is important for anyone working on gender initiatives to understand that this is not a sprint — it is a long learning journey," Bille advises.
And while the global economy has faced great challenges, the time is right to capitalize on the contributions of women. Ernst & Young's recent thought leadership report, Groundbreakers: using the strength of women to rebuild the world economy, reaffirms this message, advising, "Now is the time to accelerate these efforts and to place renewed emphasis on women as a resource to move businesses and economies ahead."
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