At Ernst & Young LLP (EY US or the US firm), our diverse and inclusive teams are key to One EY — our collective effort to capitalize on our strengths and propel the US firm into the future. That is why diversity, equity and inclusiveness are priorities for the EY US Executive Committee (USEC) and why they command attention and investment from executive
leadership. The US firm’s executive leadership is actively engaged in fostering a diverse workforce and an equitable, inclusive environment where all our people are valued and feel a sense of belonging, where they are able to bring their differences to work each day, and where they contribute their personal best in every encounter. This will help enable us to secure our future readiness, embrace the transformative age and build transformative leaders.
Diversity is about differences. At EY US, we think broadly about differences, such as nationality, language, education, gender and gender identity/expression, sexual orientation, generation, age, socioeconomic background, working and thinking styles, religious background, abilities and disabilities, experiences, career paths and technical skills. These include social identities defined in ethnic, racial, color and cultural terms. There are also differences according to service line, sector and function. We believe valuing our collective differences gives us an advantage through leading and teaming inclusively, which allows us to achieve better business results.
The USEC recognizes the importance of diversity at all levels of the firm, including at the executive leadership level. As such, the USEC will always consider all aspects of diversity, including but not limited to those described above, in determining the optimum composition of, and all appointments up to and including, the USEC.
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