Kelly Grier Appointed EY US Chairman, Managing Partner-Elect and EY Americas Managing Partner-Elect

Grier brings a strong track record of quality, transformation and talent leadership.

EY (No. 1 on the DiversityInc Top 50 Companies list) announces the appointment of Kelly Grier to the posts of EY US Chairman and Managing Partner-Elect and EY Americas Area Managing Partner-Elect, with her term commencing July 1, 2018.


In her new role, Kelly will lead the EY US firm and the EY Americas geographic area, which represents more than US$14.5b in combined revenues and more than 71,500 people in member firms in 31 countries. She will also join the EY Global Executive committee.

Kelly will succeed Steve Howe, who has served as EY US Chairman and Managing Partner, and EY Americas Area Managing Partner since 2006, and is retiring from EY on December 31, 2018 after an eminent 36-year career with the organization. Steve has been a prominent leader in governance and regulatory matters affecting the profession and capital markets.

Mark Weinberger, EY Global Chairman and CEO, says:

"The Americas is our largest market, and its strong foundation comes from our shared culture and purpose of building a better working world. Kelly has demonstrated uncompromised integrity and an ability to manage high-performing teams, while delivering exceptional results for EY clients. I look forward to working closely with Kelly and her team as we continue to execute our strategy and grow the Americas area."

"Steve's focus on the important role we play in the capital markets, his commitment to high quality service to clients and his emphasis on increasing diversity over his 36 year career has helped transform our organization. He has left a lasting legacy for future leaders to build on."

Kelly is currently the Regional Managing Partner for the US Central Region, where she is focused on driving market leadership and growth, providing exceptional client service and creating high-performing teams. During her tenure with EY, she served many of the largest EY audit and advisory clients helping them to transform and grow. Kelly also brings global experience having worked in Germany and Switzerland and has held a variety of roles including EY Americas Vice Chair – Talent and Chicago Office Managing Partner.

Steve Howe shared: "Kelly is an extraordinary leader who has skillfully run one of our largest regions, and brings a depth of experience across client service, the boardroom and our talent function. During her 27-year tenure at EY, Kelly has served many top EY clients and is known for driving innovation and growth through exceptional client service. She is passionate about EY's values and culture, has developed high-performance teams and has proven to be an agile and effective leader who is well-suited to lead in this time of unprecedented change and opportunity."

Kelly, originally from Avon, Minnesota, has a BA in Accounting from Saint Mary's College of Notre Dame, Indiana and previously served as a member of the U.S. Department of Commerce's National Advisory Council on Innovation and Entrepreneurship. She was recognized by the World Economic Forum as a Young Global Leader. Kelly was also recognized as the Anti-Defamation League's Woman of Achievement.

Kelly says, "It is an exciting time to lead an innovative, dynamic and fast-paced organization with an unrelenting focus on helping clients solve their toughest challenges and realize their greatest ambitions."

Kelly shared that she is humbled and honored to succeed Steve. "Under Steve's leadership, EY in the Americas has incredible momentum in executing its strategy and is posting market-leading results across growth, talent, brand and relationships. EY people come to work every day excited to solve clients' challenges and to make a difference. We will seize the opportunities of our changing world, realizing our bright future and building on our purpose and the great strength of the EY culture."

Outside of the office, Kelly enjoys running, playing golf and traveling with her husband, John and son Jack.

Middle-market Companies Seizing Growth by Embracing AI, Diverse Talent Pools and Sweeping Regulation Over Next 12 Months

EY survey shows 87% of middle-market companies plan revenue growth of more than 6% this year, significantly outpacing GDP forecasts

Originally Published by EY.

Middle-market companies across the globe are significantly more optimistic about business conditions and opportunities than last year, according to the findings of the annual EY Growth Barometer released at the EY World Entrepreneur Of The Year Forum. Growth prospects for all major economies are finally improving in 2018, with International Monetary Fund GDP forecasts currently at 3.9% for the year. Amid this positive background, business leaders are bullish about revenue growth.

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Regulatory Complexity is the Greatest Barrier to Widespread Blockchain Adoption, While Regulatory Changes are the Primary Driver of Broader Integration, According to EY Poll

Organizations are making an active effort to integrate blockchain into their business functions as they look to reap the benefits of the technology, with 60% expecting the financial/professional services industry to see the most blockchain breakthroughs in the next two years.

Originally Published by EY.

Regulatory complexity is having a significant impact on widespread blockchain adoption, according to an EY poll of senior professionals who attended the EY Global Blockchain Summit in New York. Sixty one percent see regulatory complexity as the biggest barrier to widespread adoption, followed by integration with legacy technology (51%) and a lack of general understanding of blockchain's capabilities (49%).

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Originally Published by National Organization on Disability.

On November 1st, the National Organization on Disability held our Corporate Leadership Council Fall Luncheon and Roundtable. Hosted at Sony's New York offices, the event centered on the topic of mental health in the workplace.

Members of our Board of Directors and executives from nearly 40 companies held a candid conversation, heard from business leaders, and participated in an insightful Q&A where successful strategies were discussed to accommodate and support employees with mental illness in the workplace.

"Mental illness is the single biggest cause of disability worldwide," said Craig Kramer, a panelist at the event and Chair of Johnson & Johnson's Global Campaign on Mental Health. "One out of four people will have a clinically diagnosable mental illness at some point in their lives," he continued. Another 20 to 25% of the population will be caregivers to loved ones with a mental illness.

The costs are staggering. "In the coming decades, mental illness will account for more than half of the economic burden of all chronic diseases, more than cancer, diabetes, and chronic respiratory diseases combined…. It's trillions of dollars," said Kramer.

From an employer's perspective, the need for a successful strategy to deal with mental illness in the workplace is clear. But what are the most effective ways to confront this challenge? Roundtable participants discussed a wide range of ideas and success stories aimed at de-stigmatizing mental health and incorporating the issue into wider conversations around talent, productivity, and inclusion.

6 KEY TAKEAWAYS ON MENTAL HEALTH IN THE WORKPLACE:

  1. Be empathetic. "The most important workplace practice [with respect to mental health] is empathy," said NOD President Carol Glazer. Empathy is critical for normalizing conversations about mental health, but also for maximizing productivity. "A feeling of psychological safety is important," said Lori Golden, a panelist and Abilities Strategy Leader for Ernst & Young; and this sense of safety requires the empathy of colleagues to flourish.
  2. Tell stories. "Nothing is more activating of empathy than for people to share their powerful stories," said Dr. Ronald Copeland, NOD Board member and Senior Vice President of National Diversity and Inclusion Strategy and Policy and Chief Diversity and Inclusion Officer for Kaiser Permanente. Copeland's organization partners with the renowned nonprofit, Story Corps, to capture the stories of Kaiser Permanente employees, and also provides a platform on the company intranet for employees to communicate in a safe space. Both Craig Kramer and Lori Golden also shared examples of how their companies provide opportunities to share their stories and "start the conversation, break the silence," as Kramer put it.
  3. Model from the top. Carol Glazer received a standing ovation at the luncheon for her account of her own experiences with Post-Traumatic Stress Disorder (PTSD). This type of executive-level modeling sends a powerful message that a company is committed to improving mental health for all employees. Lori Golden shared how EY had experienced great success with a program where top-level managers host office-specific events and share stories of mental illness or addiction that they are personally connected to – either about their colleagues or loved ones or, in a surprisingly high number of instances, about themselves. Senior leadership setting the example conveys that this is a forum in which employees can feel comfortable sharing.
  4. Communicate peer-to-peer. "We all know that there's greater trust of our own peers than there is of the organization," said Lori Golden. So to build trust, EY "took it to the grass roots," creating formal opportunities for employees to have conversations about mental health and asking other ERGs to co-sponsor these events. Craig Kramer also noted that Johnson & Johnson had simply folded mental health issues into their global disability ERGs, eventually building the world's second-largest mental health ERG by piggy-backing on existing infrastructure and leveraging existing connections.
  5. Be flexible. Accommodating [the fact that people live busy, complex lives] gets you better buy-in…and keeps production pretty high," suggested Dr. Copeland. A representative from one Council company concurred, explaining how their company has recently instituted a new policy of paid time off for caregivers on top of federally-funded leave. "Being in a culture in which we measure what you produce and not whether you show up in person all day, every day, and where if you can't be there, you negotiate how the deliverables will get done and in what time frame…is immensely helpful to people who themselves have mental illness issues or addiction or are caring for those who do and may need some flexibility," summarized Lori Golden.
  6. Build a trustworthy Employee Action Plan. Many employees do not access or even trust their organization's internal resources. According to Craig Kramer, the percentage of calls placed to most company Employee Action Plans (EAPs) regarding mental health is "in the low single digits," while "if you look at your drug spend, you'll find that around 50% is [related to] mental health." The people answering those calls must be trained in mental health issues, and employees also need to be assured that EAPs are truly confidential.

While revealing and accommodating mental illness remains a massive challenge in the workplace and beyond, a number of successful strategies are emerging for tackling this challenge – many of them pioneered by companies in NOD's Corporate Leadership Council.

EY: Women CEOs’ Growth Ambitions Significantly Outpacing the Market, Despite Their Ongoing Challenges in Accessing Capital

The EY survey, based on views of CEOs from middle-market companies across the globe, showed that this optimism is in line with improving business conditions internationally.

Originally Published by EY.
  • 30% of female-led companies are targeting growth of more than 15% in next 12 months, compared with just 5% among rest of market
  • 52% of women-led companies have no access to external funding, compared to 30% of male-led companies
  • 17% of respondents think that access to capital is the biggest barrier to growth

Despite encountering more obstacles to accessing capital, female-run businesses are targeting more ambitious growth margins than male-led companies, according to the EY survey Is the x chromosome the x factor for business leadership?, unveiled at the EY Entrepreneurial Winning WomenTM Asia-Pacific and Japan conference this week in Tokyo. The survey, based on views of CEOs from middle-market companies across the globe, showed that this optimism is in line with improving business conditions internationally.

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