Policy paper

Ernst & Young: Think, Act, Report case studies

Professional services firm Ernst & Young have made a commitment to increasing gender equality. These case studies outline their maternity coaching and flexible working programmes.

• From: Department for Culture, Media and Sport, Government Equalities Office and Department for Digital, Culture, Media & Sport
• Published: 3 June 2013

This was published under the 2010 to 2015 Conservative and Liberal Democrat coalition government

Documents

Flexible working case study: Ernst & Young

PDF, 1.12 MB, 2 pages

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Maternity coaching case study: Ernst & Young

PDF, 4.44 MB, 8 pages

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Details

Flexible working

Ernst and Young believe there is a business case for changing the way we work.

Flexible working enables companies like them to grow successfully by:

• Attracting and retaining high quality staff through a sustainable high performing culture.
• Creating high performing teams who deliver a better quality of service to clients.
• Improving the bottom line through cost savings on travel, reducing the need for additional real estate and ultimately, through improved technology use, reduced recruitment and improved productivity.

Maternity coaching

Ernst & Young launched a programme of maternity coaching in 2011 in an attempt to reduce the number of talented female employees leaving the firm within two years of returning from maternity leave. The programme comprises four coaching sessions held before, during and after maternity leave, designed to help new mothers prepare themselves in a number of practical ways. The coaching is provided one-to-one for senior managers, directors and partners and in small group sessions for more junior employees. The firm also requires all managers with responsibility for someone who is taking maternity leave to attend two group coaching sessions. The purpose of these sessions is to improve managers’ confidence in handling the maternity transition and to discuss best practice.

Published 3 June 2013