In the practice area that I work in, there are very few women in advanced roles, which makes it difficult for more junior women to network. Without good role models, I have noticed a lot of women leaving recently.
Also, in any consulting role, the hours and expectations are high. Although flexibility is promoted, it is often at the expense of having to log in late at night to finish work or on the weekends.
Job Satisfaction Level
Depends on what you want in life. Consulting hours are very difficult and if having a family and being present often is important than I would probably not recommend. However, if those are not priorities, than yes I would recommend as I think the opportunity for women are numerous.
There are huge expectations for production (both for male & female employees), however, it could be more difficult for working parents. The firm does offer flexibility (not just working parents but for all employees) but it can be difficult to feel comfortable taking this time. A lot depends on your supervisor and the team/project that you are working on.
I've worked here for five years in two different departments, and while culture is espoused similarly across the board, the way important initiatives are implemented is very supervisor-dependent. Lower-ranking employees are expected to network furiously and often "after hours" putting working parents at a disadvantage. Many women directors and partners who have successfully climbed the ladder and built their families expect that lower-ranking (read:less compensated) employees have the resources to be flexible. One director advised me to hire an au pair so that I could devote more time to work despite already averaging 10 hour days. Many women wind up on the proverbial mommy-track rather than advancing to partner or director as a result. Year after year there does seem to be more conversation around retention - particularly of high performing women - so there is hope if you're willing to fight (hard) for your work to be recognized. Benefits packages are good and the large size of the organization means you can transfer and seek new opportunities internally, too.
Job Satisfaction Level
12 paid / 6 unpaid
Very much depends on your direct supervisor, your department, and whether or not you are client serving (aka a revenue generator) or in core services. Definitely has a (white) boys club overall persona despite some great equality initiatives like paid parental leave. If you are a client serving high-performer, you will likely be able to find support and mentoring but if you are struggling to differentiate your road may stagnate. Women and minorities are promoted at a substantially slower rate than white male peers, unfortunately, even considering supply. Culturally you must buy-in (big).
Women Review EY for Culture, Pay and Gender Equality | Fairygodboss
Free, anonymous reviews of EY by female employees, including pay, hours, maternity leave, flextime, and company culture
https://fairygodboss.com/company-reviews/ey3.4 stars, based on 73 reviews
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