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.
Outsourcing is touted as one of the key ways that firms can address margin compression; CFOs note talent management, especially gender and cultural diversity, as a top priority.
Originally Published by EY.
Private equity chief financial officers (CFOs) reported another year of unprecedented growth of their firms but are still struggling to overcome operational issues that are dramatically eroding their margins, according to the EY 2019 Global Private Equity Survey, How do you see the opportunity in your obstacles?
Within the organization, Weinberger championed increasing diversity at all levels and creating a more inclusive culture.
EY releases results of second national poll exploring millennial views on economic future, including business, career prospects and student debt.
Originally Published by EY.
Ernst & Young LLP (EY) released the results of a survey of Millennials across the country, highlighting how the generation has defined itself a decade after the Great Recession. The results reveal that while Millennials are progressing more quickly than they were just a few years ago, they are still risk averse – delaying home ownership, marriage and new business endeavors – and uncertain about their economic future as they manage high levels of student debt and costs of living.
Former FBI Executive Assistant Director Carl Ghattas Joins the EY Government & Public Sector Advisory Practice
"I was drawn to EY because of the firm's commitment to a set of core values similar to those which framed my years of service in the FBI."
Originally Published by EY.
Ernst & Young LLP (EY) announced that former FBI Executive Assistant Director Carl Ghattas has joined the firm as an Executive Director in the Government & Public Sector Advisory practice. Carl retired from the FBI after 21 years of service, culminating in his duties as the Executive Assistant Director (EAD) of the FBI's National Security Branch from February 2017 to July 2018.
Research uncovers that workers prefer check-ins and personal connections over facetime with senior leadership.
Originally Published by EY.
While today's social climate has been associated with controversy and disagreements, it also seems to be banding people together in a more positive way – surprisingly at work. Regardless of background, gender, sexual orientation or race, individuals are coming together in search of a sense of community and belonging, with many expecting and finding it within the workplace. In fact, in the context of work, research shows that when people feel like they belong, they are more productive, motivated and engaged as well as 3.5 times more likely to contribute to their full, innovative potential.
The new EY "Belonging Barometer" study uncovers how more than 1,000 employed adult Americans define belonging, what makes them feel like they belong at work and what makes them feel excluded in the workplace.
Key finding one: Diversity and Belonging are Workplace Expectations
Nearly half of American workers believe that diversity is best represented at work and over a third feel the greatest sense of belonging at work.
- Forty-five percent of respondents believe that diversity is best represented at their place of work
- Second only to home (62 percent), one third (34 percent) of respondents feel the greatest sense of belonging at work, ahead of their physical neighborhood (19 percent) and place of worship (17 percent)
- When asked in what ways do you feel like you belong at work:
- More than half (56 percent) of respondents feel they belong most at work when they feel trusted and respected, with baby boomers feeling this way the most at 63 percent, compared to Gen X at 56 percent and millennials at 53 percent
- Thirty-nine percent of respondents feel they belong most at work when they have the ability to speak freely and voice their opinion
- One third (34 percent) feel they belong most at work when their unique contributions are valued, with White respondents agreeing the most at 36 percent, followed by Black respondents at 31 percent and Hispanic respondents at 27 percent
Key finding two: Regular Check-ins Prevent Workers from Checking Out
Thirty-nine percent of respondents say that when colleagues check in with them about how they are doing both personally and professionally, they feel the greatest sense of belonging at work.
- 44 percent of women and 33 percent of men agree
- This response was most popular across all generations, with 35 percent of millennials, 40 percent of Gen X and 45 percent of baby boomers agreeing
- Across all generations, the "check-in" took priority over actions such as public recognition (23 percent), being invited to out of office events (20 percent), being asked to join a meeting with senior leaders (14 percent) and being included on emails with senior leaders (9 percent)
Key finding three: Is Exclusion a Form of Bullying? Women Seem to Think So
The majority of women (61 percent) believe that exclusion is a form of bullying in the workplace, the majority of men (53 percent) believe it is not.
- More than half (54 percent) of all respondents believe that exclusion is a form of bullying at work, 46 percent do not
- 68 percent of the LGBTQ community believe that exclusion is a form of bullying
- Fifty seven percent of Latino respondents believe that exclusion is a form of bullying, compared to 53 percent of White respondents and half (50 percent) of Black respondents
- Generationally, nearly half of millennials (48 percent) feel the strongest that exclusion is nota form of bullying, compared to 46 percent of Gen X and 44 percent of baby boomers
Key finding four: The Emotional Barometer: Social Exclusion Makes People Feel Physically Ignored, Stressed, Sad and Even Angry
When social exclusion happens at work, people feel physically and emotionally isolated. More than 40 percent of respondents across generations and genders feel physically alone, or in other words, ignored. Others also experience feelings of stress (26 percent of males) and sadness (28 percent of women).
- Millennials are most likely to feel ignored (38 percent), stressed (30 percent) and lonely (24 percent)
- Gen X are most likely to feel ignored (41 percent), stressed (27 percent) and sad (26 percent)
- Baby boomers are most likely to feel ignored (45 percent), angry (26 percent), stressed (21 percent) and sad (21 percent)
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EY: Over Half of US Executives Plan to Pursue M&A Amid Steady Economic Growth and Heightened Geopolitical Uncertainty
Tapping new markets, navigating trade policy, and adapting to new customer behaviors are cited as top strategic drivers for M&A.
Originally Published by EY.
Encouraged by strong economic conditions in the US, but cognizant of a changing global business and political landscape, 51% of US business executives intend to pursue M&A over the next 12 months, while 54% expect an increase in their deal pipelines over the same time period, according to Ernst & Young LLP's (EY) twice-annual Capital Confidence Barometer (CCB).