Finance Monthly - October 2021

21 Finance Monthly. Bank i ng & F i nanc i a l Se r v i ce s Successful women leaders must juggle everything, literally everything. They are expected to balance family responsibilities, run a business, demonstrate their credentials as well as walk a fine line of “being tough enough . . . but not too tough.” But what I love about EY is that we are myth-busting those gender stereotypes. For example, we had just as many men apply for our summer leave program in 2020 as women. Another example, we are seeing an increase in men taking advantage of our paternity leave program. This speaks volumes about the EY culture. Shattering old stereotypes that men do not have an equal desire to be deeply involved with their children and family responsibilities, and that doing so is not a sign of weakness (an “outdated stereotype”). I am so proud to work alongside so many talented female Tax leaders and super moms. I have a front- row seat to see what our female leaders collectively create and it’s incredibly powerful. In the next 12 months, I want to continue to diversify our roster of executive leaders within Americas Tax and among the incoming partner class. I also want to focus on strengthening and protecting our culture of belonging. What are the most important lessons the pandemic has taught you and how do you plan to implement them in the future? You don’t know where people are. Make no assumptions about politics, social issues, health issues, home life. There is no one universal experience. Be caring, make others feel secure, hold down the fort. Find optimism and opportunity. Recognise the role we play. Focus on wellness and taking care of ourselves. Resilience and agility are two themes that emerged during the pandemic. Our 18,000 Americas Tax professionals never stopped providing first-class exceptional client service. The global pandemic has proven that we are stronger together, and above all, we are resilient in times of uncertainty. The past year gave me a deeper appreciation for the power of empathy and inclusion, driving a recommitment on inclusiveness and belonging for all—EY people, clients, and the communities we serve—with ongoing programs focused on women’s advancement and leadership around the world. In the most recent round of EY US partner/principal promotions, 40% were women, an increase of 7% from the prior year, which represents the largest female class ever. In FY21, my team hired over 900 students, with women representing more than half of the campus new hires and nearly half racially and ethnically diverse. Similarly, 75% of the US Tax incoming partner class are either racially and ethnically diverse or women. EY and specifically our Americas Tax practice is helping to accelerate women’s equity and driving change—both in the organisation and in the community. This commitment is unwavering and woven into the fabric of our organisation. It’s a delicate balance to provide essential communications and analytical tools for clients to allow them to pivot their business while keeping DE&I and ESG- related initiatives at the forefront, something many businesses lost sight of given other pandemic responsibilities. 900 In FY21, Marna’s team hired over with women representing more than 50% of the campus new hires and nearly half racially and ethnically diverse. 75% of the US Tax incoming partner class are either racially and ethnically diverse or women.