EY refers to the global organization, and may refer to one or more, of the member firms of Ernst & Young Global Limited, each of which is a separate legal entity. Ernst & Young Global Limited, a UK company limited by guarantee, does not provide services to clients.
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EY Japan recognizes that talent is vital for a professional services firm to accurately identify client issues and respond quickly to change.
We start by encouraging each individual to reflect on their lifestyle and values with a focus on providing opportunities to discover a point where their individual My Purpose is mutually aligned with EY’s purpose. As a people-first organization, we enhance the value of our people, which improves the corporate value of our clients and allows us to contribute to society. This in turn enhances our own corporate value, completing a value cycle to activate our own purpose: Building a better working world.
We are also promoting diversity, equity and inclusiveness (DE&I) and advancing initiatives that inspire positive change toward the achievement of equity with the aim of eliminating the systematic inequality and disparities that are deeply rooted in society.
Learning hours per person (Japan)
Flexible working hours and remote work adoption rate (Japan)
Encouraging diverse people to thrive
Diverse Abilities Center
In June 2022, EY Japan launched the Diverse Abilities Center (DAC) with the aim of improving the employment and working conditions of neurodiverse* people with a diagnosis of mental or developmental disorders.
DAC is an organization enable individuals to thrive and to create value. The goal is for people to improve their skills in areas in which they demonstrate talent, enhance their own value, and advance their careers. On April 1, 2023, seven new employees joined us as the center's second intake, and on April 1, 2024, they were followed by another 14 as the third intake.
They have evolved into a team of professionals who utilize design skills to enhance materials, produce illustrations, and edit videos. They also collect market information and prepare quarterly reports, and they automate data processing with VBA, UiPath, and Power Platform.
* The word “neurodiversity” is a combination of the word “neuro” and “diversity.” The concept is based on the idea that “differences in the brain, nerves, and various characteristics derived from them at the individual level are mutually respected as diversity, and that these differences should be used by society.” In particular, this concept views the phenomena that occur in developmental disabilities such as autism spectrum disorder, attention-deficit/hyperactivity disorder, and learning disabilities as “natural and normal variations in the human genome,” rather than as a lack of ability or superiority or inferiority.
Source: Ministry of Economy, Trade and Industry, Promotion of Neurodiversity
Building workplaces that allow diverse human resources to play active roles
We provide women with position-specific leadership training. These women-only programs are designed to help participants reflect on their uniqueness and strengths, unlock their potential, and motivate them to advance their careers. The programs also foster an environment where women can inspire each other and build new networks by bringing together participants of similar ages and career levels, but with different areas of expertise.
We also provide support for working parents by issuing a comprehensive guidebook with information on childbirth and post-childbirth leave, childcare leave, and other systems and services that support the balancing of work and child raising. The guidebook also includes guidance for communicating with supervisors.
In recognition of these initiatives, EY Japan was ranked 7th overall in 100 Best Companies Where Women Actively Take Part sponsored by Nikkei Woman, a magazine published by Nikkei Business Publications, placing us in the top 10 for the second consecutive year.
LGBTQ+ Inclusiveness
Our Diversity Partner Program ensures that common-law partners (including same-sex partners) of EY personnel have access to human resources and benefits systems mostly on par with legally married spouses. Furthermore, we provide transgender personnel with support for using business names and allow them to use personal medical leave when receiving gender-affirming surgery in Japan or overseas. The health insurance society also provides information on medical institutions where they will be treated appropriately when receiving medical examinations.
EY Japan Para and Deaf Athletes
EY Japan employs 18 para and deaf athletes*1 *2 who are actively competing in sports. We are proud to support these athletes as they continuously challenge themselves and compete against the best worldwide.
Notably, Takamasa Ishida, a deaf athlete, won the gold medal in the hammer throw at the 1st AP Deaf Athletics Championships and the 5th World Deaf Athletics Championships. Similarly, Uchu Tomita, a para swimmer, won bronze medals in the men's 100m butterfly (S11) and the men's 400m freestyle (S11) at the Paris 2024 Paralympic Games.
*1 Para athlete: Athlete who mainly competes in events for persons with physical disabilities
*2 Deaf athlete: Athlete who mainly competes in events for persons with impaired hearing
ey.com/ja_jp/people/ey-japan/ey-japan-para-and-deaf-athletes
Promoting flexible workstyles
EY Flex & Remote
To reflect changes in society and values, EY Japan introduced EY Flex & Remote as a means of empowering our people to design personalized ways of working that allow them to perform at their best, regardless of location or time. Offering flexible workstyles that are unaffected by where someone lives or major life events allows EY to attract a wide variety of people and give them opportunities to thrive. In 2022, we introduced a remote working scheme for EY people living long distances from major urban areas and more than 100 people take advantage of the scheme to work remotely from regions all over Japan.
Promoting well-being
At EY, we believe that human value, which is at the core of long-term value enhancement, is highly dependent on the well-being (i.e., a feeling of fulfillment) of each individual. Therefore, the well-being of the people working at EY will increase productivity, motivate them to work not only with colleagues but also with stakeholders, and enable them to continue to provide value to our clients and society over the long term. We believe that by doing so, we as an organization can continue to be a necessary part of society.
Regarding specific initiatives, externally, we are participating in the cross-sector "Japan Well-being Initiative" and pursuing collaborations with other companies. Internally, we are conducting unique-to-EY initiatives to visualize the well-being of EY people and take action based on EY's well-being strategy.
These efforts in the area of well-being aim to continue pursuing a management approach that balances the happiness of employees with the growth of the organization. At the same time, our goal is to become an organization at the forefront of realizing well-being throughout society by returning the knowledge gained from these efforts to society as a whole.
Encouraging the realization of an inclusive society
Received the Rainbow award for the third consecutive year in PRIDE Index,*1 an indicator of how companies have implemented initiatives to promote LGBT+ inclusion
EY Japan has received the Rainbow award for the third consecutive year in the PRIDE Index, an indicator of how companies have implemented initiatives to promote LGBT+ inclusion. The Rainbow award was newly introduced in 2021 to recognize companies that have promoted initiatives with collective impact. The award was given in recognition of our proactive attempts to work across sectors in order to deepen understanding of the LGBT+ community and advocate for social equity. We also received the Gold award, the highest rating, for the seventh consecutive year.
*1 The index is a metric for gauging corporate action that was launched in 2016 by “work with Pride,” a non-profit organization set up to promote and institutionalize LGBT+-related diversity management, as well as a system*2 for commending LGBT+-related actions at companies, organizations, etc. EY Japan has been a participant in PRIDE Index since 2017, and in 2023 earned Gold for the seventh year in a row.
*2 The awards system is scored and classified in five categories which are:
1. Policy, 2. Representation, 3. Inspiration, 4. Development and 5. Engagement/Empowerment.
Developing upstanders
EY is promoting DE&I and advancing initiatives to change societal rules through the achievement of equity. These initiatives include the Diverse Abilities Center, which assigns work based on individuals’ strengths and specialties rather than the nature of their disabilities and supports the development of specialist careers, and ultra-short working hours, which allow employees to work less than 20 hours a week. To eliminate the structural and cultural disparities that underlie society, it is crucial for each EY person to avoid being a bystander, but instead to become an "upstander," intervening when they observe bullying and discrimination, rather than expecting minorities to deal with such situations themselves. We are also focusing on the implementation of a global DE&I training program and international human rights training for managers and above. The world is changing dramatically and the outlook is uncertain, but we believe that in times like these, it is all the more critical to direct our attention to what is closest to us.
To achieve an inclusive and equitable society that allows people to be themselves and enjoy mutual trust with all those around them, it is vital to view all differences as diversity, respect each other's individuality, and build better relationships with one another. Take a look at the video (Japanese only) which introduces diverse experiences of EY members.
