Ernst and Young

Sep 13, 2018

We encourage dialogue among our people as a way to promote understanding, build our inclusive culture, and drive innovation and exceptional service for our clients. This effort extends to professional networks for people who have differing abilities, have family or friends with differing abilities or who simply want to share ideas about improving our abilities inclusive environment.

EY employees.
EY employees.

As a national leader in workplace inclusion, EY is committed to maintaining disability as a core pillar of diversity and developing a fully inclusive workplace. In addition to its ongoing efforts, including the highly recognized Neurodiversity Centers of Excellence and We Care mental illness and substance misuse education and employee support initiatives, EY has identified three main areas of focus for its participation in the National Organization on Disability Look Closer campaign:

Ensuring that EY content is accessible.

The ability to receive and respond to messaging is integral to being a part of a community, to enabling EY people to do their best work, and to delivering value to our clients. EY is committed to making its information, messaging and tools accessible to people of all abilities. Specifically, EY is committed to increasing the number of internal and external meetings and events, videos and webcasts that are captioned by 20% in 2018, 25% in 2019 and 30% in 2021 and to making significant year to year improvements in the accessibility of EY tools and resources.

Client collaborations.

Through its work with clients, EY has extensive reach and broad, cross-sector influence in how organizations conduct business and engage their stakeholders. To optimize the impact of our efforts, EY is committed to increasingly sharing our practices with clients, assist them in developing their own disability inclusion programs, and teaming with them on disability initiatives, including leveraging neurodiverse talent on client engagement teams. We commit to consistent annual growth in the number of client meetings to discuss disabilities employment, the collaborations that result from those dialogues, and the client project work performed by our Neurodiversity Centers of Excellence.

Increase EY leader and workforce engagement around diverse abilities.

To mobilize EY people and leaders around making continued improvements in our disabilities inclusive culture, EY is committed to tracking annual progress on key indicators at office and regional levels, sharing outcomes internally, and recognizing strong performers. Friendly competition will motivate our people and leaders to do more to enhance abilities inclusiveness and to actively participate in those activities in the office and in the community.

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