EY Global Recruiting Leader Dan Black discusses how organisations can embrace change to create more diverse workforces


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EY Global Recruiting Leader on recruiting for a changing world

EY Global Recruiting Leader on recruiting for a changing world

EY Global Recruiting Leader Dan Black discusses in an article how organisations can recruit for a changing world by creating more diverse workforces. This is a really important topic when it comes to recruiting and retaining female talent.

And for the record ... Dan is the author of that incredibly powerful "A letter to my daughter this International Women’s Day" piece on LinkedIn.

Tackling unconcious bias

Dan explains that one of EY's methods of promoting diversity and inclusion in the workplace is tackling unconcious bias. 

"Tackling unconcious bias is fundamental to EY's efforts at expanding its talent pools," says Dan. "As the world changes, so does the business and incorporating viewpoints and experiences that may have previously been excluded is essential to success."

“Everybody has some bias built in, based on nature and nurture, where you grew up, the experiences you had. It’s human nature to be biased, much of which, candidly, is unconscious bias. You don’t realize that you might be treating someone differently," adds Dan.

Introducing new concepts to promote diversity

Dan describes a new concept introduced by EY called PTR (Preference, Tradition or Requirement), which helps people acknowledge unconcious bias. The hiring manager at EY uses PTR to assess whether his decision is based on personal preference towards the type of candidate, the traditional profile of an EY employee, or whether the candidate has the required skills for the role. Dan also discusses other methods to increase workplace diversity at EY, including removing the requirement of university degrees in EY's UK branch and establishing a neutrodiversity programme.

Dan suggests, “You can start building for the future so there’s more diversity in the next year, or you can bring people over from other accounts with similar skills. You look for diversity outside your own small circle and say, ‘Let’s add them into the slate, even though they haven’t been brought up and through on this client.’”

“You can be the greatest leader, the greatest manager,” says Dan. “You get along well with all different types of people, [but] being aware of the choices you’re making and why you’re making them is really important.”

Diversity is good for business

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