Women prominence goes beyond discourse at EY
Cristiane Hilário has always felt like a minority in the meetings and forums she has attended since she joined Ernst & Young Auditores Independentes (EY) as a trainee 18 years ago. First, as a woman. Then, as a black woman. At the consulting firm, where she is now an audit partner, she is passionately committed to the diversity, equity, and inclusion — a journey that began four years ago. In Brazil, she leads the Black Professional Network, EY’s global ethnic-racial program, and sits on the executive committee responsible for the firm’s strategy and management which currently includes 20 partners — 45% women. In the market, however, she is still surprised by the reluctance of women to take on leadership roles. "Last week at a client board meeting where we presented the results of our audit work, there were only two women in the group of 20. I was one of them," she says."We have implemented strategies and metrics so that female protagonism at EY can be a fact, not a discourse," says Maithê Paris, EY’s diversity, equity, inclusion, and corporate responsibility leader for South America. Among the goals set in 2019 is to reach 30% of women in director and partner positions and 45% in senior management positions by 2025 in the South American countries where the firm operates (Brazil, Chile, Paraguay, Uruguay, and Argentina), employing 12,000 people — 6,400 women.The consulting firm has already surpassed the target for managers (47.5% of women) and has two years to reach 30% in senior management (currently with 26.7% of women). Two other targets for 2025, set with the aim of reducing the impact of the high turnover typical of the sector, have also been met: the forecast was to retain 5% of managers and 13% of senior managers — positions with higher turnover. The current rates are 5.8% and 13.3%, respectively.The commitment of senior management and the investment in a team dedicated to these issues, combined with the creation and monitoring of programs, policies, and actions related to recruitment, selection, development, and career advancement, are the reasons why, according to Ms. Hilário and Ms. Paris, EY is once again the most outstanding company in the Women in Leadership survey. With a score of 163.6 points, it was ahead of all the companies that take the most action in five of the six blocks studied, as well as the multinationals that participated in the study.That is not to say that there are no challenges: the consultancy has a lot of...
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