New Ways of Workingfor the 8th Icon D&I Seminar

26th February 2014

Individually talented, collectively powerful

EMEIA is complex, dynamic and diverse!

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12Regions

99countries

¡Hola

cia

o

مرحبا halloздравствуйте

नमस्कारHello

140languages

4,103Partners

15%female

84,000people

45%female

16Time zones

Data as at December 2014

Gender is an important focus area for us, but one of many

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Disability• EMEIA Disability

Workshop

• EMEIA working group

established

• Focused next steps

Generations• Engagement score

drivers

• Regional focus

groups

• PMDP review

New Ways of

Working

• Website launch

• Talent Roadmap launch

• Milestone events

booths

LGBT• Pilot allie programme

• Review of mobility

policies

• Making it Real Thought

Leadership

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Our vision for New Ways of Working

Our trust based approach gives people the opportunity to deliver

excellent client service in a way that supports their wellbeing and

enriches aspects of their lives, their families and their

communities.

“It’s important that our people feel empowered –

whatever their geographical location or level of

seniority.

Our focus will be on enabling a work

environment that delivers the right tools and

flexibility to suit various lifestyles and career

aspirations.

As a people-centric business, this will be the key

to help drive competitive edge and deliver future

success.”

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Scope of New Ways of Working

Sustaining a flexible, trusting climate in our teams sees more of our people stay

Our most engaged groups

have higher retention.

Retention rates were seven points

higher for our Best in Class

engagement groups than those that

were below their regional norm.

The top three drivers of retention relate to flexibility, trust in

your team, and trust from your manager.

Flexibility, teaming, and empowerment are important experiences we promote at EY.

The more positive these experiences, the higher retention is for our groups.

Belownorm

Average Abovenorm

Best inClass

Engagement Index performance

FY 13 Retention %

I have the flexibility to achieve mypersonal and professional goals

The people I work with deliver on theircommitments to our clients

My manager trusts me to make the rightdecisions to deliver quality work

FY 13 Retention %

EY lower quartile EY 25-50th EY 50-75th EY upper quartile

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And we can see from our Global People Survey resultsthat engagement and flexibility are linked

55% 60% 65% 70% 75%

EMEIA

Yes

No

Prefer not to answer

65%

73%

62%

64%

0% 20% 40% 60% 80% 100%

EMEIA

Favourable

Neutral

Unfavourable

65%

85%

46%

23%

► People in EMEIA who answer favorable (agree /

fully agree) to the following survey questions:

► “I have the flexibility I need to achieve my

personal and professional goals.”

► “My manager(s) enables flexibility in when and

where people work.”

… are 62 percentage points more engaged

compared to those answering unfavorable

(disagree / strongly disagree) and 20 percentage

points more engaged compared to our EMEIA

overall population.

+62%-points

► People 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?”

… are 11 percentage points more engaged

compared to those, who answered “no” and 8

percentage points more compared to our EMEIA

overall population.

Engagement Index

+11%-points

Engagement Index

a) All Regions have

formal flexible

working policies

Each Region will have implemented some form of change

management programme to achieve a more flexible

culture by-

a) recruiting a key stakeholder group

b) understanding the cultural readiness of your

community and their preferred work styles

c) developing policies that enable your people to work

flexibly – e.g. IT enablement

d) promoting the six key behaviours critical to working

flexibly –

> embrace diversity > communicate effectively >

focus on outputs > work intelligently > set

boundaries > trust your team

e) celebrating success and sharing best practice

f) leveraging tools and training available to develop

appropriate skills

a) Role models at all ranks will be championing flexibility

by sharing individual stories.

b) Applications for flexible working will be reason neutral

c) Flexible working will be considered in engagement

planning to ensure that all team members have the

time to deliver quality work whilst balancing personal

and professional needs.

d) We will engage with clients to understand the best way

to work flexibly as part of the mobilization of all client

engagements

e) The ROI for flexibility will be regularly demonstrated

(e.g. linking GTS scores with engagement, “Great

Place to Work” award, client feedback).

f) Performance will be measured on trust, collaboration,

empowerment, reward and recognition – i.e. outcome based

performance management

g) People will have the freedom to choose which work

setting to use when in the office, based on the work

they are doing

Our vision for flexible working is not without challenges

Start – January

2013

By 2015 the office will be ‘an’ environment and not

‘the only’ environment that we work in

By 2020 we will be teaming seamlessly and

outperforming our competition and….

Some of the challenges identified that will slow down effective culture change in EMEIA

Up-skilling

counsellors

Legislation and

regulatory environment

Business needs rather than

leadership preference

behaviour changeTurning policy in to

reality

reason n

eutra

l

Trust based

environment

Cross cultural integration

Workplace of the Future

Culture

change

Measurement on outputs not presenteeism

Tracking of take up

Particularly informal

flexibility

Technology as an enabler

Senior role

modelsChange in

Mindset needed

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A key milestone was the launch of our NWOW website in July 2014

Why

HowWhat

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It contains a talent roadmap to drive culture change

Sustained and

Embedded Change

Learning Change

Approach

and Vision

Communicat ionsChange Network

and Change

Readiness

Organizat ional

Impact and

Alignment

Stakeholder

Engagement

and Change

Leadership

IdentifyDiagnoseDesignDeliverSustain

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A communications toolkit

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Tools such as the NWOW Yammer Group and “Where I Work” campaign

#whereiwork

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Central to our comms is our 6 behaviours video

We have had most fun recently marketing New Ways of Working at milestone events

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And of course, what gets measured gets done…..

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In summary

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6 behaviours video