"The topic of diversity is one I have been a supporter of for a number of years. I'm here today to support the importance of ethnic cultural diversity"
“The NES is pragmatic and realistic. It is extremely valuable time well spent in terms of business profitability and performance, and the cost is really quite cheap”
“The main reason we choose the NES was to learn something about ourselves: to find out what we do well, but also what we do not so well”
“The NES gives our employees the licence, the freedom and the permission to speak out. This is a really big positive, and there is a business case around that”
“The NES will point everyone in the right direction. It will set the benchmarks for everyone to judge themselves – to judge whether they’re going in the right direction or where they’ve got more work to do, and how they get there”
"Diverse businesses are more innovative, profitable and successful, and the National Equality Standard is gold standard for a diverse business."
“This is not an easy accreditation to receive, but we are feeling the benefits in our business today”
"The NES is a highly respected standard so I'm delighted to see so much of the work we're doing endorsed or described as outstanding.”
“We’re extremely grateful for what the process has given us. The ability to grow.”
“Promoting diversity inclusion and equality is at the heart of the work we do. We chose the NES framework as a rigorous external way to test our systems and approach and to validate both what we do to promote diversity and inclusion and to help us up our game where we needed to.”
"The NES is a highly respected accreditation so I'm delighted to see so much of our work to become a truly inclusive business has been endorsed."
"EY's evaluation of our diversity programme was the best report of this kind that I have ever seen."
“We were delighted to achieve the NES. The award has shown our commitment to EDI but we will continue to work in partnership with the NES to ensure we keep focusing our efforts in the right areas. The NES team have helped us identify what we are doing well but have also made recommendations and we will take these on-board and strive to make these improvements”.
"We are delighted that we have been recognised for our hard work in making our organisation a place where everyone has the opportunity to succeed. To be the first recruitment company to be certified with NES is a fantastic achievement."
“The NES is the most forensic independent diversity audit in the UK.”
“The NES is head and shoulders above anything else. Market leading, market changing……..”
"The NES is a detailed and rigorous benchmark developed for business by business. We sought to undertake the NES to assess the effectiveness of our current approach and to help determine our future priorities. The NES team were a pleasure to work with and we were impressed by the thoroughness of the assessment and feedback given."
“We are pleased to have been recognised as the first property group to successfully achieve this highly regarded standard. Promoting greater diversity and inclusivity is a key industry challenge and the work of the National Equality Standard provides a valuable platform to help businesses address this important priority."
"Achieving NES certification is a great way to get independent recognition as proof of our accomplishments to date and we are looking forward to keeping up our strong record in this field, continuing to improve to ensure we are a truly inclusive organisation.”
“At Hays we have always been proud of being a meritocracy, where the best can succeed regardless of their background. This accreditation is an important independent recognition of our commitment to this aim and to continually strengthening our culture of diversity and inclusion, and follows a two year journey to accreditation. We are proud to be recognised for progress on our diversity journey.”
"Achieving this accreditation, recognises our commitment to diversity. In a world where diversity, equality, and standards of ethics are increasingly important. We are very proud to set this benchmark for the property advisory sector."
"I found the assessment process easy to work through, but at the same time really in-depth. Each employee that was interviewed felt that they were able to tell their story and be heard and shape where Thomson Reuters will go in relation to diversity and inclusion. The team we had the opportunity to work with were great and helped us through the process swiftly but effectively."
The NES has become the accepted standard for inclusiveness in business across the UK and numerous organisations across all sectors have now completed the process which has generated outstanding feedback from both the public and private sectors.
Participation in a NES assessment ensures long term sustainable change, a beneficial impact in productivity and growth and provides a detailed roadmap with recommendations to help implement those areas requiring improvement.
Trevor Phillips OBE, National Equality Standard Deputy Chair, President John Lewis Partnership Council
Arun Batra, CEO/ Founder - National Equality Standard
Simon Feeke Global Equality Diversity Conference 2016 Part 1
Simon Feeke Global Equality Diversity Conference 2016 Part 2
Simon Feeke Global Equality Diversity Conference 2016 Part 3
Yvonne Smyth, Group Head of Diversity for Hays
Click here to view the NES standards & competencies
Click here to view NES assessment journey
Upon completing the assessment, NES clients are provided with a final report outlining the detailed findings, areas of strength, and key areas for improvement. The report also details recommendations which aim to drive significant and sustainable change within the organisation.
Nicola is global head of the Employment & Incentives Group and is a very well-known figure in the employment world with significant experience across the breadth of employment law. She tackles the most complex of employment litigation and advice with extensive experience of High Court and Tribunal litigation including acting for Commerzbank in the largest bonus litigation in the UK to date and in the seminal case of Commerzbank v Keen. She is listed as a leading individual in Legal500 and is regularly cited in the press as an authority in employment law matters. Her core clients regard her as the point of contact for their most challenging and sensitive matters. She is also regularly involved in litigation with multiple jurisdictions. In addition to her extensive litigation experience, she has advised numerous institutions on the employment aspects of purchases, related hirings, terminations, restrictive covenants and team moves and has managed large global projects in relation to redundancies, compensation reviews and the employment aspects of regulatory investigations. Nicola is particularly interested in effective whistleblowing; she provided feedback to the Whistleblowing Commission and initiated the Linklaters Listen Up! Campaign which brought together leading academics and figures in the whistleblowing space in a panel discussion in April 2014.
Although now full-time, Nicola is also a believer in flexible working and was listed by the Financial Times as a Power Part-Timer in 2012. She was also listed as a top 20 LGBT ally by OUTstanding in October 2014 and 2015. She is a firm believer in the importance of diversity and regularly speaks at events that focus on people management, leadership and diversity.
Sue is a partner in the commercial litigation group at Stephenson Harwood. She is also the firm's Diversity and Inclusion Champion, overseeing its D&I activities, setting the agenda for future activities and measuring their success. Sue has introduced a number of social mobility and gender diversity initiatives including Stephenson Harwood's partnership with the Stephen Lawrence Charitable Trust and the firm's female career progression and parental partner programmes. "Equality of opportunity is a business imperative. The NES enabled us independently to measure how far we have come in nurturing an inclusive workplace but also identified for us areas for future focus".
Ken Olisa is a businessman and philanthropist, the founder of two technology merchant banks and the first British-born black man to serve as a Director of a FTSE-100 company (Reuters). An advocate of social inclusion, he is Chair of Thames Reach, a charity working to shelter and resettle the homeless; Chair of the Shaw Trust, supporting the disabled and chronically unemployed to find work; founding Chair of the Powerlist Foundation, supporting future leaders from BME and disadvantaged backgrounds; a former Governor of the Peabody Trust; and a former Non-Executive Director of the West Lambeth NHS Trust.
Emer is the Chief Marketing Officer and President of Strategic Sales for Brightstar and was appointed in July 2016.
Brightstar is the leading global mobile services company, and the largest global subsidiary of SoftBank Group. It serves 50,000+ carrier, retail and enterprise customers across 100 countries in 6 continents, touching over 100,000 points of sale.
In May 2017 Emer was appointed as a Non-Executive Director of Paddy Power Betfair plc and member of the Audit Committee. Paddy Power Betfair plc is one of the world’s leading sports betting and gaming operators, it is listed on the London Stock Exchange and is a constituent of the FTSE 100.
Emer has been a member of the Women’s Business Council (WBC) since 2013. This group was set up in 2012 to advise the UK Government on how women’s contribution to growth of the UK economy could be maximised. The WBC reports to the Minister for Women and Equalities and their work is supported by the Government Equalities Office. Last year Emer was appointed to co-chair the Men as Change Agents (MACA) board for the WBC. MACA seeks to harness men to act as sponsors and promote cultural change to foster equality.
In May 2017 she was honoured as one of the top 21 Leaders of the 21st Century, an honour which pays tribute to those women and men who have made an outstanding impact on gender equality around the globe. Emer was the only European woman to be recognized as an honouree in 2017.
Her awards include: UK Woman of the Year from the Women in IT Awards, the Stevie International Awards for both Global Female Business Executive of the Year and Global Maverick of the Year; and Female UK Corporate Leader. Emer was also awarded the CBI First Women Award for Business Services.
Sir David Bell is a non executive director of the Economist. He retired as a director of Pearson plc and Chairman of the Financial Times at the end of 2009 after thirteen years on the Board.
David was appointed Chief Executive of the Financial Times in 1993 and became Chairman in 1996. In July 1998 he was also appointed Pearson’s Director for People with responsibility for the recruitment, motivation, development and reward of employees across the Pearson Group & in June 2003 he became Chairman of Pearson Inc in New York.
In addition to this he is Chairman of Sadler’s Wells, Chair of Council, Roehampton University, Chairman of the London Transport Museum, Chairman of the Transformation Trust, Chairman, Rare Recruitment, Chair of Bath Mozartfest, Chair of Cambridge University Press, Chairman of Chapel Street Community Schools Trust, Chair of Coram and Chair of The Institute of War & Peace Reporting Europe. He is also a trustee of the Esmee Fairbairn Foundation, Pearson Group Pension, Cornerstone Property Assets and a member of the Honorary Council of the Royal National Theatre.
In 2011-2012 David was an Assessor on the Leveson Inquiry into the Culture, Practice and Ethics of the Press. Between 1995-2002 he was Chairman of the Millennium Bridge Trust, responsible for conceiving the first new bridge across the Thames in the centre of London for 100 years and between 2002-2012 he was Chairman of the national homelessness charity, Crisis.
David, born in 1946 in Henfield, Sussex was educated at Cambridge University and the University of Pennsylvania, is married with three children and lives in Islington. David received his knighthood for services to industry, the arts and charity.
Trevor is the President of the Partnership Council of the John Lewis Partnership and is also currently the Deputy Chair of the National Equality Standard board and Chair of Green Park Diversity Analytics. He is the former chair of the Equality and Human Rights Commission. He had previously been the Chair of the Commission for Racial Equality and the elected Chair of the Greater London Authority.
Trevor Phillips is a writer and television producer. He is co-founder of Webber Phillips Ltd, a data analytics provider. His most recent work for TV is ‘Things We Won’t Say About Race That Are True’, a feature documentary for Channel 4, broadcast in March 2015. The programme, which he wrote and presented, attracted some two million viewers, as well as extensive press coverage.
Born in London in 1953, Trevor Phillips was educated in London and in Georgetown, Guyana, and studied chemistry at Imperial College London. Between 1978 and 1980, he was president of The National Union of Students.
Trevor retains an active interest in the arts and music and is a member of the Council of Aldeburgh Music, and a Board member of the Barbican Arts Centre. His other voluntary activities include serving as a board member of the Social Mobility Foundation, and of the Employers Network for Equality and Inclusion.
He is the recipient of several honorary doctorates, the OBE, and was awarded the Chevalier de la Legion d’Honneur by the French Government in 2007.
Amanda Clack is Head of Strategic Consulting at CBRE Ltd, past President of the Royal Institution of Chartered Surveyors (RICS) and formerly a Partner at EY. With 30 years extensive board-level experience gained on strategic assignments in government and the private sector, Amanda is experienced in complex programme management and business change across a broad range of sectors. She has worked across government and was a Mission Critical Programme Engagement Director for the Prime Ministers’ Delivery Unit. RICS is the world’s largest global professional body in land, property and the built environment and as 2016/2017 President, Amanda’s key themes were Infrastructure, The War for Talent (and Diversity and Inclusion in the Built Environment), Cities and the East (China and India). Amanda was also a Partner for 9 years with PwC where she led the South-East consultancy business. She was also the Head of Profession for Programme and Project Management leading on two of the PwC global reports for PPM covering 3025 people across 110 countries.
Sally is Director, Diversity & Inclusiveness for the UK firm of EY LLP, a global professional services organisation. She has over 25 years’ experience in HR roles in professional services and leads on change and organisational development. Sally worked closely on the firm’s agile working culture change programme, establishing an in-house executive coaching team and introducing Career and Family coaching to support parents to transition in and out of the workplace.
Sally lives in Cheshire with partner and two school aged children. She works 4 days a week for EY, committing time outside work to mentoring social entrepreneurs with the EY Foundation, membership of the Manchester Advisory Board of Common Purpose and is a member of Keele University Council.
Maggie Stilwell is EY’s Managing Partner for Talent in UK and Ireland and a member of the Firm’s leadership team. She is responsible for all matters concerning the recruitment, retention and development of its staff. Maggie is also an experienced dispute advisory partner, specialising in expert witness and expert determinations. She has been with EY for over 19 years and has experience in a number of sectors including energy, pharmaceuticals, consumer products and financial services.
Maggie has a special interest in diversity and inclusiveness, including social mobility. Recently Maggie led the decision to change EY’s recruitment process by removing academic qualifications as a filter to its process for graduates and school leavers. Her other interest is talent development, having led the Firm’s Accelerated Leadership Program she is now leading the roll out of a fast track partner development process in collaboration with Oxford University’s Said Business School. Maggie is an accredited performance coach
Arun is the Chief Executive Officer of the National Equality Standard, is a Director at EY and has significant experience leading local and national diversity initiatives. Prior to running the NES, he led the delivery of the Diversity Works for London, the UK's largest private sector equality initiative.
As Director of the Mayors London Development Agency (LDA), he led the Equality and Diversity agenda in London and nationally where he was responsible for ensuring that London's diverse communities benefited from £500m annual investment. He was advisor to the ex-Attorney General, Baroness Scotland and continues to work closely with senior Government figures acting as a NED to the Home Office as well as working with the Secretary of State for Business, Innovation and Skills to increase the representation of ethnic minorities on boards and at executive level.
Arun is a prominent figure on several boards including the Lord Mayor of London's Appeal which culminated in the presentation of a diversity manifesto for the City to adopt going forward.
Most recently, he was recognised as one of the UKs most influential Asians and won the prestigious HR Consultant of the Year accolade which was awarded by the Management Consultancies Association for making "a significant difference to UK society".
Simon is a Senior Manager in EY’s Diversity & Inclusion Advisory practice. In this role Simon leads on large scale complex talent projects for clients across a range of industries, helping them innovate better and navigate business disruption through diverse teams and inclusive leaders. Recent projects have included increasing representation of women and BAME personnel in the defence sector and creating and delivering an Inclusive Leadership programme for ExCo at a global bank. Simon also leads National Equality Standard assessment teams, the UK standard for organisational D&I proficiency. Prior to joining EY, Simon was the Director of Workplace Programmes at Stonewall, Europe’s largest equality organisation for lesbian, gay, bisexual and transgender equality where he was responsible for the continued growth and implementation of the UK and Global Diversity Champions Programmes, annual delivery of the Workplace Equality Index and national workplace conferences.
Jason joined EY in 1994, having graduated from Sheffield University where he studied Geography.
For many years, Jason worked in our International Tax Services team advising UK PLCs and foreign multinationals on a wide variety of issues including M&A, international expansion, supply chain and financing. Starting his career in our Birmingham office, he transferred to London in 1997 and then to our New York office in 1999 where he joined our UK Tax Desk team, providing on the ground support to US MNCs.
He returned to the UK in the early 2000’s to establish an International Tax Services team serving our non-London client base. Since then, he has led our Business Tax Services and continued to lead our relationship with Diageo PLC and provide senior partner support to a number of other clients.
In September 2014, Jason assumed leadership of our Tax practice across UKI where his responsibilities include spending time with many of our most significant clients ensuring our teams deliver exceptional client service. He sits on our UK executive board and also leads EYs Diversity and Inclusiveness agenda.
Jason and his wife Denise live in Warwickshire with their two boys, Tom (15), and Sam (13). Away from work he enjoys anything to do with the outdoors.
Hywel has been with EY for over 30 years, 20 of those as a Partner providing services for clients across a range of sectors, including many FTSE 100 companies. Hywel was the firm’s Industry Leader for the Energy and Utilities sector for EMEIA and Chairman of the firm in Scotland. He has in-depth knowledge of regulation and dealing with regulatory change and has wide experience coordinating multinational assignments on large companies, in both audit and non-audit capacity.
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