EY is a global professional services firm with service lines including Assurance, Tax, Advisory, and Transactions Advisory Services. EY’s purpose is to “Build a better working world.”

Website: ey.com

Their story

“EY is focused on providing a culture and resources for their people to allow them to build and support their families however they choose.” They have multiple programs that lead to this goal. The first is “16 weeks of paid parental leave for both new moms and dads welcoming a child through birth or adoption. It also offers financial assistance of up to $25,000 per family for adoption and advanced reproductive technology procedures.” EY also has a “Career and Family Transitions coaching program to help parents welcome a new child through birth or adoption. Trained coaches help parents plan for transition needs before, during and after parental leave. It also helps new parents set and manage realistic goals and expectations.” The company also has a support network called “Today’s Families Network is for people with family responsibilities. Local networks of parents and other family caregivers provide encouragement and solutions to help their people navigate career and family commitments. The network has increased communications to highlight programs, initiatives and resources to support all of their families.” Lastly, “Once the family has begun, EY continues its support through a newly rolled out personal/family care policy.­ Under the new policy, US salaried employees can record up to 10 days (up to 80 hours) of paid time off per calendar year for personal care and/or when they are unable to work to care for family members. The policy uses an expansive definition of “family member” that also includes any close association considered family as well as service animals and allows employees to retain their personal and vacation time for its intended purpose.”

Their advice

“Go all in – Don’t just design an industry leading HR program or benefit as a standalone strategy, demonstrate that is a part of your culture and make it an extension of your company’s identity.

Make it clear that you mean it – Demonstrate to employees that your company believes that their employees should utilize their enhanced benefits. Create and share stories of employees and executives using the benefits to better manage their lives. In particular, give proof that employees who are taking advantage of these benefits are still meeting their career goals and able to maintain a long­term career with the organization.

Be inclusive – Today’s employees and their families may look different and have different needs than some historical workplaces. Take time to understand what truly matters to your employees and how their lives operate so that you can design programs which will make the most positive impact through maximum inclusion.”

Submitted 2017