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EY is a global leader in assurance, tax, transaction and advisory services. The insights and quality services we deliver help build trust and confidence in the capital markets and in economies the world over. We develop outstanding leaders who team to deliver on our promises to all of our stakeholders. In so doing, we play a critical role in building a better working world for our people, for our clients and for our communities.

(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. For more information about our organization, please visit ey.com.)
Highlights from EY
  • EY Belinda Pestana

    Meet a Fairygodboss at EY

    • Name

      Belinda Pestana

    • Position

      Partner, Tax

      New York, NY

    I am a Tax partner in the Financial Services practice of Ernst & Young LLP (EY US) with over 20 years of experience working with clients on various tax matters. My current client base consists of global financial institutions including international banks, investment banks, asset management firms, private equity/venture capital and related management companies. I serve as the Global Tax Account Leader on one of our largest tax accounts, and serving clients is my number one passion.

    Mentors and sponsors
    I have always had mentors and sponsors that ensured I was aligned to the right partners and the right accounts. This helped me learn the skill sets required to meet my goal of being a partner.

    I have been fortunate enough to work in various groups at EY US, which allowed me to broaden my network.

    I have also been involved in recruiting, diversity and inclusion (D&I) efforts, technology development, and other regional and global teams. This has allowed me to make connections with people outside of my day-to-day work and really broaden my opportunities. 

    I most likely would not have had these opportunities if I had not been connected to the right sponsors and networks.

    Diversity and inclusion
    Many companies invest in D&I. From my experience, EY US invests in D&I and delivers.  We all know diversity matters, but some companies cannot seem to move the needle.  Not at EY US. As a woman and a Latina, I have never felt that being a minority has held me back in any way. I have always had a seat at the table thanks to my reputation as well as the sponsors I have had throughout my career. This all wouldn’t have been possible without the support from leadership.

    EY US leadership – starting at the top – has always had D&I as a cornerstone of our values, and that trickles down. To me the most important benefit of diversity at EY US is working in an environment that allows me to feel safe enough to voice my opinion, be innovative as well as productive.

    I am very active in D&I efforts at EY US. I feel it’s my duty to be a role model for the women and mothers, as well as Latinos, in the organization. I am very active in our Latino professional network group and I take an active interest in the Latinos on my team, especially those who are first-generation college graduates like myself.

    I think it’s an amazing time to be a high-performing woman at EY US. The recognition and opportunities are much more abundant. Women can thrive here.

  • EY Lisa Widdowson

    Meet a Fairygodboss at EY

    • Name

      Lisa Widdowson

    • Position

      Partner, Financial Services

      Tyson, VA

    I started at Ernst & Young LLP (EY US) over 18 years ago and, during that time, I have worked in three different offices, in a variety of different practices, and held a variety of different roles. I made partner in 2011.

    People often ask me why I have stayed at one company for so long and the answer I always give them is the opportunities. I have had several different careers while at the same company.

    I love EY US because of the culture. I have always been impressed with how the company makes long-term, thoughtful decisions. Our business is our people and the culture truly reflects our focus on people. 

    During the 2008 credit crisis, business was down and all of the consulting firms were laying off people. EY US was facing the same business challenges; however, we responded to it differently. We found other ways to reduce expenses and preserve jobs.  This was the right thing to do not only for our people but for our business longer term; the loyalty we created led to stronger retention and we didn’t have to spend as much on recruiting when business picked back up again. 

    As women, we naturally have times in our careers where we need to ramp up and ramp down due to various life events. Because the organization takes a longer term view of your career, those ramp down periods have less impact than they would at other companies.

     As a leader, I realize that I wouldn’t be where I am without the support and sponsorship of other people and it’s been my goal to pay it forward. I lead a group within our Financial Services Advisory practice called Advancing Women’s Executives. The mission of this group is to advance more women to higher ranks within the firm, specifically to executive levels. Since its inception, we have seen an 18% increase in women promotions to executive positions. 

    On a personal note, my daughter was born in 2017 via surrogate. I was able to use our expanded Parental Leave Policy - which includes surrogacy benefits - and spend 16 weeks of paid time off with her. Most employers do not offer these types of benefits and this is just another example of how EY US invests in its people for the longer term.

Twitter Updates

What Women Should Know about Working At EY
At EY, our focus on developing women as professionals and as leaders continues to drive our progress in diversity and inclusiveness and in the marketplace. We strive for diversity of thought in order to bring the best quality service to our clients. We foster a people-oriented culture with consistent support at every level of the organization. A strong commitment from senior leaders holds our executives accountable for the development and advancement of women.

Gender diversity statistics

    • Gender diversity information
    • In 2017, the EY US workforce was comprised of 45% women. The number of women in top executive management positions has increased as a result of our focused efforts in the development and advancement of women.

Flexible working

    • Flexible working policies
    • We encourage our people to work with their leaders and teams to support and practice day-to-day flexibility so that people have the flexibility they need to succeed in their careers and in their personal lives.

      We also support formal flexible work arrangements (FWAs) for individuals who have regular, ongoing needs for flexibility. A formal FWA could be one of, or a combination of, the following:

      • Reduced or variable hours
      • Compressed workweeks
      • Short-term seasonal schedules
      • Telework, including working at hour and other office locations
    • Remote working
    • Yes
    • Part-time working
    • Yes

Parental Leave

    • Paid maternity leave
    • Yes, up to 16 weeks of paid parental leave for primary caregivers and two weeks for non-primary caregivers.
    • Paid paternity leave
    • Yes, up to 16 weeks of paid parental leave for primary caregivers and two weeks for non-primary caregivers.
    • Adoptive paid leave
    • Yes, up to 16 weeks of paid parental leave for primary caregivers and two weeks for non-primary caregivers.

Maternity-Related Benefits

    • Other benefits information
    • Pathways to Parenthood: This program offers family-friendly benefits for our working parents.

      • Partners and staff with one year of service are eligible for up to 16 weeks of paid parental leave for primary caregivers and two weeks for non-primary caregivers.
      • A combined $25,000 lifetime maximum benefit per family, to cover the cost of Advanced Reproductive Technology procedures (i.e., in vitro fertilization), adoption and surrogacy
      • Programs to support those transitioning to parenthood, such as: 
        • Lactation Program includes lactation consultation and hospital-grade pump, travel kits and accessories available at no cost to all eligible personnel and their dependents
        • Career and Family Transitions Coaching is a coaching program to help new parents adjust to returning to work
        • Parent support groups through Today’s Families Network, Parents Network for families of children with special health care needs and the Caregivers Circle
        • Expanded subsidized backup care, including up to 24 days in the first year of a child’s life and up to 12 days per year thereafter
    • Lactation facilities
    • Yes
    • Maternity leave coaching
    • Yes
    • Fertility benefits
    • Yes
    • On-Ramping/Off-Ramping before and after parental leave
    • Yes

Care-taking benefits

    • Care-taking benefits information
    • Family Medical Leave: This program allows individuals with at least one year of service to take unpaid family medical leave for up to 16 weeks (four more weeks than federally required). Time off under family medical leave also may include intermittent days off, which in some instances may be paid. Family medical leave applies to:

      • Care for your newborn, recently adopted child or foster-care child
      • Care for a serious health condition that makes you unable to perform your job
      • Care for a serious health condition of your child, spouse, eligible same-sex or opposite-sex domestic partner or parent (or other family members as required by certain state laws)
      • Care for a service member who is recovering from a serious illness or injury sustained in the line of duty who is a spouse or eligible same-sex or opposite-sex domestic partner, child, parent or nearest blood relative

      EY Assist: EY Assist has been in place for more than 40 years to help our people and their family members with a range of personal topics:

      • Confidential consultation and referrals for family, legal, mental health, addictions, and stress management issues as well as life’s transitions (e.g., marriage, divorce, starting a family, etc.)
      • Child, adolescent and adult/elder long-term and backup care resources and referrals
      • Research and referrals for convenience services, including home and auto repair, pet care, products and services, dining, tickets, leisure travel, discounts and more
      • Services are available face-to-face, by phone and/or online, and include webinars, training sessions, management consultation and critical incident debrief sessions
    • Back-up childcare
    • Yes
    • Childcare subsidies
    • Yes
    • PTO that explicitly covers care-taking
    • Yes, Personal/family care policy: US salaried employees get up to 10 days (up to 80 hours) of paid time off each calendar year for personal care or for when they are unable to work due to a need to care for family members.
    • Elder-care benefits
    • Yes

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