EY has been a Corporate Member through Canada’s 2SLGBTQI+ Chamber of Commerce (CGLCC) since the program’s early days. A longstanding sponsor of CGLCC's Black and White Gala and partner for the EY/CGLCC Pitch Competition, EY has been active in the organization's ecosystem.
But is this corporation just trying to check off a box? We chatted with Lindsay Swanson (she/her), EY’s Canadian Leader of ESG Services, Supplier Diversity and Inclusion, who told us all about how EY is both talking the talk and walking the walk.
EY has been a champion for DEI since its inception 150 years ago. Its founder, Arthur Young, was hard of hearing and had vision loss, so since the beginning, the company has been committed to breaking glass ceilings and redefining what diversity means. EY has built several programs that celebrate individual differences, regardless of ethnicity, gender identity, sexual orientation, age, religion, socioeconomic background, working and thinking styles and abilities.
“It's not just lip service. We’re really focused on creating programming and creating value that ultimately brings people together,” said Lindsay. “We’re seeing how the brand uplifts people both internally and externally because of it. They’re able to see that alignment and the safe space EY creates.”
EY's supply chain is small but powerful. Being a Corporate Partner is about more than taking advantage of the network of diverse suppliers. To them, it’s about using the size and power of the firm to be a leader in DEI. So, Lindsay and her team organize events and activities to involve diverse suppliers and connect them with like-minded organizations.
“We just want to help do good things and bring people together,” said Lindsay. “And are we closing a deal tomorrow? No. But have we helped diverse suppliers forge relationships with actual people who have attended these events? Absolutely.”
EY is a Big Four accounting firm that provides businesses integrated services in assurance, consulting, strategy and transactions, and tax. As a firm that offers several business management services to its clients, it knows a thing or two about how to make an organization run better. EY knows to be profitable, competitive and representative, it needs to be diverse, equitable and inclusive.
“As a professional services organization that relies on the best talent to stay ahead, we need the smartest and most talented people. Those people aren’t going to be from one single community,” said Lindsay.
McKinsey & Company research shows that companies with a diverse workforce are 35% more likely to experience greater financial returns than their non-diverse counterparts.
Lindsay also noted the value of DEI on employee retention. Research shows that diverse workforces lead to a greater sense of belonging, which increases retention.
“Once you get the smartest people in the door, you need the loyalty to keep them there,” said Lindsay. “When your employees have a sense of pride for their workplace and when the organization has a sense of pride for its employees, I fully believe the employees are less likely to leave at the next shiniest job offer.”
And during a time when some large corporations are scaling back their DEI policies, EY is doubling down on its values. Lindsay said becoming a Corporate Member should be a no-brainer for companies that want to invest in inclusive practices right now.
“Do it because it's the right thing to do and it gives you access to businesses that you might not have been aware of. It opens up a whole new network of not only the small- to medium-sized businesses but the corporates as well.”
EY’s involvement in CGLCC shows its commitment to creating a more equitable working world and doing business differently. To learn more about how your organization can do the same, learn how to become a Corporate Member today.