Expanding leadership diversity
Our commitment to diversity, equity and inclusiveness starts at the top, with the most senior leaders at our firm focused on accountability and driving change across the organization. This emphasis is reflected in our strategic business priorities, the differential investments we make in our people, and the inclusive environment that we’ve nurtured and grown throughout the course of our DEI journey. Our leaders are also catalysts for transformative impact. Through their clear, unified focus on inclusive leadership performance, they are critical drivers of our DEI progression.
Representation at the top
As we continue to focus on equitable sponsorship, we are increasing gender, racial and ethnic diversity across our leadership ranks. At the same time, we acknowledge that we still have work to do to achieve our DEI ambitions around leadership within the firm.
The representation of women, and racially and ethnically diverse (R&ED) leaders in our top executive positions has remained constant. However, the R&ED composition of our US Executive Committee (USEC), the main governance body of the US member firm, increased by 12%.
Our Inclusiveness Advisory Council, a group of influential EY leaders which drives DEI strategy across the Americas, grew its R&ED membership by 4% from 2020 to 2021, with the Council now at 51% R&ED representation.
Additionally, overall representation of women and R&ED partners/principals within the firm has increased 1% and 2%, respectively, over the last year. Further, our collective body of PPMDDs also grew in its representation of women by 1% and R&ED professionals by 2% during the same period.
At EY US, 2% of partners and principals identify as Black, 4% as Latinx, 10% as Asian and 1% as two or more races or ethnicities. These figures are slightly higher than those reported in the most recent American Institute of Certified Public Accountants (AICPA)* 2019 survey on racial and ethnic diversity among accounting firm partners. That survey shows Black, Latinx and Asian representation at 1%, 2% and 4%, respectively, at this level. While the racial and ethnic diversity at our partner and principal ranks is slightly higher than the national average according to AICPA, we also recognize the need and support for accelerated change, both internally and in our industry.
Women and/or R&ED partners/principals leading nearly one‑third of top accounts
Nearly one‑third of our largest US accounts, called G360s, are led by women and/or R&ED partners/principals who are our most senior client‑facing leaders. Our G360 accounts collectively generate almost $7 billion in the Americas, with several accounts exceeding $100 million.
US Executive Committee (USEC)
Main governance body of the US member firm, with responsibilities for the management of all US operations.
Americas Inclusiveness Advisory Council (IAC)
Influential EY leaders from across the Americas with representation across service line, region and function. The IAC meets regularly to share leading practices, explore challenges and collaborate on high‑impact actions to advance the EY culture of inclusiveness.
Partner/Principal (P/P) headcount
Equity holders in US member firm, with responsibilities for driving revenue and growth, building value-based account relationship and leading teams (Partners are CPA licensed).
Partner/Principal, Managing Director and Director (PPMDD) headcount
Non-equity holders in US firm with responsibilities for driving revenue, providing subject matter expertise and/or service delivery excellence and leading teams.
Promotions to Partner/Principal (P/P)
Promotions to Partner/Principal, Managing Director and Director (PPMDD)
At a glance: US 2021 PPMDD promotions
In our most recent round of promotions, 37% of EY US promotees to partner/principal were women. We also saw a similar 37% of promotions in the collective group of PPMDD ranks for women. In addition, 35% of EY US promotees to partner/principal were racially and ethnically diverse, and 33% of promotees into our PPMDD group are racially and ethnically diverse.
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