Finance Monthly - October 2021

20 Finance Monthly. Bank i ng & F i nanc i a l Se r v i ce s power plants by 2035. As part of his Build Back Better platform, Biden has proposed significant spending for infrastructure and clean energy, which includes money for energy retrofitting, financing to upgrade appliances, windows and to buy electric vehicles and to expand and extend clean energy tax incentives. President Biden has proposed tax changes to pay for these investments in cleantech infrastructure. At EY, we’re doing our part to help combat climate change and protect the planet for future generations, by assisting our clients to meet their sustainability goals, as well as committing to our own emissions goals. Of course, one of my favourite ways to contribute is through our dedicated sustainability tax team, which helps clients navigate the increasingly complex world of climate-related tax policies. The team also assists in identifying opportunities like tax exemption programs, incentives, and funding for sustainability-related projects. In an ongoing effort to build a more sustainable working world, my team launched the “Green Tax Tracker” and the “EY Carbon Modelling Tool” to provide clients with an overview of sustainability incentives, carbon pricing regimes and other environmental taxes. On a personal level, I’m aiming to be more sustainable to reduce my carbon footprint, by planting a garden, walking, and biking locally vs driving, or using a refillable water bottle each day to stay hydrated. Everyone’s contributions to reducing their carbon footprint, no matter how small, matter! Climate change is one of the most pressing issues humanity faces today. It’s our collective responsibility to act now and work together to build a low-carbon future and protect our planet, for generations to come. As a woman in finance, what are you doing to promote diversity and inclusion at EY? I proudly support and am committed to diversity, inclusiveness, and anti- discriminatory initiatives beyond tax. A diverse executive team should be a priority for any business or organisation. At EY, we understand that diversity and inclusiveness at all levels of the company are required to build a better working world. Diversity and inclusion are a deep part of our culture and are simply table stakes and non-negotiable. We are also very focused on creating an even stronger culture of belonging. One that harnesses our unique differences and allows every individual to bring those differences to work every day and to be valued for exactly who they are. Those differences ultimately allow teams to bring unique perspectives and create better outcomes in our work. I am committed to fostering belonging for all women. The more we champion and inspire, provide advice and professional guidance, dare to provide honest feedback, and rise to the occasion when life happens, the faster we reach gender parity. “The more we champion and inspire, provide advice and professional guidance, dare to provide honest feedback, and rise to the occasion when life happens, the faster we reach gender parity.” In the most recent round of EY US partner/ principal promotions were women, an increase of from the prior year, which represents the largest female class ever.