myGwork

EY UK

Anjeli Patel: "The key hurdle for trans* people in the workplace is getting employed in the first place"

Anjeli Patel is a Senior Consultant with EY’s people advisory practice. She is an Indian transgender woman who has worked closely on the professional service firm’s guide on gender identity and transition, which lays out guidelines and advice on how to support individuals going through gender transition and on the broader spectrum of gender identity. Additionally, she is involved in the firm’s professional LGBT+ network Unity and is an ambassador for the trans support network trans*formation.

Anjeli who has been listed in the top five EMpower Ethnic Minority Future Leaders List and in the top ten in the OUTstanding Future Leaders List for her pioneer work in the field, opened up to myGwork about the hurdles trans individuals face at the workplace and how she’s working hard for a better, more inclusive future.

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STEVE KEITH OF EY ON BEING OUT AT WORK: “IT IS JUST A PLACE WHERE YOU CAN BE FREE TO BE YOURSELF”

The myGwork team met with Steve Keith, Marketing and Communications Lead for Apprenticeships at EY, to discuss his experience in a previous role of being in the closet ‘9-5’ and his efforts in helping to overcome the obstacles that prevent social mobility and to create equal opportunities for everybody.

With a great passion for working with young people, and as the first of his family to graduate from University, Steve understands the hurdles that can prevent social mobility. Research suggests that people from privileged backgrounds end up taking a great number of the top jobs available.

“Only 1 in 8 people from a low-income background are likely to become a high-income earner. It’s a problem in society a not one that should exist. Your background shouldn’t really come into it; it should be about an individual’s talent and potential for the future. It can be a particular challenge for young LGBT people – it can feel like another workplace barrier to overcome.”

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EY is a global leader in assurance, tax, transaction and advisory services. The insights and quality services we deliver help build trust and confidence in the capital markets and in economies the world over. We develop outstanding leaders who team to deliver on our promises to all of our stakeholders. In so doing, we play a critical role in building a better working world for our people, for our clients and for our communities. 

EY refers to the global organization and may refer to one or more of the member firms of Ernst & Young Global Limited, each of which is a separate legal entity. Ernst & Young Global Limited, a UK company limited by guarantee, does not provide services to clients. For more information about our organization, please visit ey.com. 

EY material on this page has been prepared for general informational purposes only and is not intended to be relied upon as accounting, tax, or other professional advice. Please refer to your advisors for specific advice.

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A diverse and inclusive workforce

Globalisation brings an influx of information from an increasingly diverse workforce. In this fast-changing environment, every situation and context brings its own challenges.

At EY, we believe only the highest-performing teams, which maximise the power of different opinions, perspectives and cultural references, will succeed in the global marketplace. Our focus on diversity and inclusiveness is integral to how we serve our clients, develop our people and play a leadership role in our communities.

  • Diversity is about differences. Each of us is different, and at EY we value and respect individual differences. We think broadly about differences, including background, education, gender, ethnicity, nationality, generation, age, working and thinking styles, religious background, sexual orientation, gender identity, ability and technical skills, plus differences according to service line, sector and function.
  • Inclusiveness is about leveraging these differences to achieve better business results. It is about creating an environment where all our people feel, and are, valued, are able to bring their differences to work each day, and always contribute their personal best.

Research shows companies with diverse teams led inclusively perform better than those with more homogenous teams, because diverse teams demonstrate stronger collaboration and better retention and are therefore more likely to improve market share and succeed in new markets.

Making sure all our people’s voices are heard and valued not only helps attract and retain the best people, but also helps us deliver better approaches for our clients and our organisation. This is because creating an inclusive workforce, where all differences matter, allows us to identify risks and opportunities we might not otherwise see.

The D&I roadmap illustrates our vision and provides a shared framework to drive change at organisational and individual levels.

Find out more about diversity and inclusiveness at EY:

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EY UK -

Reviews

2016.09.28

How can I reach out to an HR in London for job code LON00A5J?

2016.06.22

I've worked for EY for almost 6 years and I can honestly say that it's been the best place for me to be my authentic self. The amount of responsibility that's been given to me and the confidence given to me to make business critical decisions has allowed my career to flourish in a direction that I never thought possible. The people culture is fantastic and I'm always impressed by the commitment from senior leadership to promoting a truly diverse and inclusive workplace.

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