Karyn Twaronite’s journey at Ernst & Young (EY) is a testament to her dedication to fostering a more inclusive workplace environment. Starting as a tax specialist, Twaronite’s career trajectory led her to become the global leader in diversity, equity, and inclusiveness (DE&I) at EY. Her story not only highlights her personal growth but also her significant contributions to EY’s DE&I initiatives.
From Tax Specialist to DE&I Leader
Early Career and Challenges
Twaronite began her career at EY as a certified public accountant specializing in tax. Early on, she often found herself as an outsider, experiencing firsthand the challenges associated with being “the only” in the room. This exposure to diversity and inclusion issues sparked her interest long before these topics gained widespread attention. Recognizing the significant impact that sponsorship had on her growth, with sponsors advocating for her when she wasn’t present, Twaronite understood the value of mentorship and support in professional development. Her early challenges, coupled with the lack of diverse role models in her field, motivated Twaronite to champion DE&I issues within the organization. As she advanced, she became deeply aware of the systemic barriers that existed for underrepresented groups in the workplace. This awareness drove her passion for creating an inclusive environment where every employee could thrive regardless of their background. Her personal experiences with mentorship and advocacy highlighted the importance of having allies and sponsors in one’s career, further solidifying her commitment to DE&I.
Transition to Talent Division
A turning point in Twaronite’s career came mid-way when she was given the opportunity to work in EY’s talent division. This move, completely different from her accounting path, was pivotal. It provided her with extensive experience in human resources and organizational development, ultimately setting the stage for her current role overseeing DE&I initiatives globally at EY. The shift to the talent division allowed Twaronite to gain a broader perspective on the workforce as a whole. She developed key insights into the organizational dynamics that influence employee engagement, retention, and development. This background in human resources equipped her with the skills necessary to drive systemic change within the firm. It was a crucial step that prepared her to lead EY’s global DE&I strategy, aligning these initiatives with the company’s broader goals and values.
Comprehensive Approach to DE&I
Integrating DE&I into Firm Operations
Twaronite’s approach to DE&I at EY is comprehensive, viewing diversity and inclusion as integral to the firm’s operations. Her philosophy is that DE&I should be woven into the fabric of everything the firm does. Under her leadership and as co-chair of EY’s Global DE&I Steering Committee (GDEISC) alongside the CEO, Twaronite collaborates closely with senior leaders to drive inclusive progress throughout the organization. By ensuring DE&I is a core component of EY’s business strategy, Twaronite has embedded these principles into everyday operations and decision-making processes. Her holistic approach means that initiatives are not treated as standalone projects but rather as foundational elements of the firm’s culture. This integration involves continuous engagement with stakeholders across various levels of the organization, facilitating a shared accountability for DE&I outcomes. Through this structure, Twaronite has been able to promote a more inclusive and equitable workplace that drives innovation and business growth.
Global Social Equity Task Force
The Global Social Equity Task Force (GSET) further complements these efforts by focusing on fostering social equity, awareness, and inclusive leadership, thus creating long-term value for employees, clients, and communities through an organization-wide DE&I framework. The GSET works to advance DE&I efforts by addressing systemic inequities and promoting inclusive policies across EY’s global network. This task force engages with diverse groups to raise awareness and build leadership capabilities centered around social equity. By advocating for policies that promote fairness and transparency, the GSET aims to dismantle structural barriers and create a more equitable workplace. Additionally, the task force leverages data and analytics to measure the impact of these initiatives, ensuring continuous improvement and alignment with EY’s strategic objectives.
Standout DE&I Initiatives
Neuro-Diverse Centers of Excellence
One of the standout DE&I initiatives under Twaronite’s leadership is the Neuro-Diverse Centers of Excellence (NCoEs), aimed at promoting inclusion for neurodiverse employees. Recognized by the World Economic Forum’s Global Parity Alliance, the NCoEs emphasize EY’s commitment to building a culture where every individual feels seen, valued, and appreciated for their unique differences. The NCoEs focus on tapping into the unique talents of neurodiverse individuals, providing them with opportunities to excel in their roles. These centers offer tailored support and accommodations to ensure neurodiverse employees are well-integrated into the workplace. By fostering an inclusive environment that recognizes and leverages the strengths of neurodiverse individuals, EY benefits from diverse perspectives and innovative problem-solving capabilities. This initiative not only elevates the firm’s DE&I efforts but also sets a benchmark for other organizations aiming to enhance their inclusion practices.
Uplift Social Equity Storytelling Campaign
Moreover, EY has launched the Uplift Social Equity storytelling campaign, which shares personal stories from EY employees and alumni worldwide. This campaign fosters deeper connections by exploring diverse identities and backgrounds. It underscores the importance of storytelling in revealing unseen barriers and creating strong connections, thus driving efforts towards building more inclusive teams. The Uplift Social Equity campaign highlights the power of personal narratives in promoting empathy and understanding within the workplace. By sharing diverse experiences, the campaign encourages open dialogue and challenges preconceived notions about identity and inclusion. Stories from employees and alumni illustrate the unique journeys and challenges faced by individuals from different backgrounds, fostering a sense of belonging and solidarity. This initiative has been instrumental in building a more inclusive culture at EY, where employees feel empowered to share their authentic selves.
Promoting Belonging in the Workplace
Importance of Belonging
Twaronite underscores the importance of belonging in the workplace, noting research that shows employees who feel a sense of belonging are significantly more likely to contribute their fullest potential. EY’s Belonging Barometer 3.0 revealed that more than half of global employees hesitate to share aspects of their identity, fearing it might affect their careers. Creating a workplace where employees feel they belong is essential for unlocking their full potential and driving engagement. The data from EY’s Belonging Barometer highlights the need for organizations to address this issue to cultivate a more supportive and inclusive environment. Employees who feel valued and accepted are more likely to be productive, innovative, and committed to the organization’s success. By prioritizing belonging, EY aims to foster a culture of inclusivity where every individual can thrive and contribute meaningfully to the firm’s goals.
Networks, Resources, and Growth Opportunities
In response, EY provides access to networks, resources, and growth opportunities, promoting high-impact assignments and career advancements based on skills and mindset rather than background. Leaders at EY, Twaronite emphasizes, play a crucial role in fostering a culture of belonging by ensuring fairness, challenging outdated practices, and encouraging authenticity. These initiatives are designed to remove barriers to success and create equitable opportunities for all employees. EY offers various affinity groups and mentorship programs to support underrepresented groups, providing them with the tools and connections needed to advance their careers. By focusing on skills and mindset, the firm ensures that talent is recognized and nurtured based on merit rather than demographic factors. Leadership at EY is committed to creating a fair and inclusive workplace, where employees are encouraged to bring their authentic selves to work, leading to higher levels of engagement and innovation.
Leveraging Technology for DE&I
AI-Driven Hiring Tools
Twaronite and her team have also implemented AI-driven tools to support inclusive hiring practices and build a more diverse workforce. The EY Candidate Assistant, for instance, uses AI to recommend roles to candidates based on their skills and career ambitions. Additionally, the internal EY Opportunity Marketplace creates AI-powered skills profiles for employees, helping them showcase their qualifications, identify competency gaps, and pursue new opportunities within the firm. These technological advancements are instrumental in eliminating unconscious biases from the hiring process. The EY Candidate Assistant leverages AI to match candidates with roles that align with their strengths and career goals, promoting a more equitable recruitment process. Meanwhile, the Opportunity Marketplace provides employees with a platform to highlight their skills and aspirations, enabling them to take ownership of their professional development. By harnessing the power of AI, EY is able to create a more inclusive and merit-based hiring system that aligns with its DE&I objectives.
Success Factors Job Analyzer
To further promote equitable hiring, EY’s Success Factors Job Analyzer ensures job descriptions are free from gender bias, embedding inclusion into the hiring processes and driving a more equitable recruitment system. The Success Factors Job Analyzer is a critical tool in EY’s DE&I strategy, helping to create job descriptions that are inclusive and free from bias. This innovative tool analyzes job postings to identify and eliminate gender-biased language, ensuring that job descriptions appeal to a diverse pool of candidates. By fostering a more inclusive recruitment process, EY is able to attract a broader range of talent and promote a more diverse workforce. This tool represents a significant step toward achieving gender equity and setting a standard for inclusive hiring practices within the industry.
Flexibility and Accountability
Hybrid Work Models
Flexibility is a cornerstone of EY’s DE&I approach, with hybrid work models significantly contributing to work-life integration. According to EY’s Belonging Barometer 3.0, a majority of workers reported an increased sense of belonging due to hybrid work models. This flexibility is especially beneficial for women, with a significant number of EY employees identifying it as a key motivator for DE&I on their teams. Hybrid work models offer employees the flexibility to balance their professional and personal lives more effectively. This approach has proven to be particularly advantageous for women, who often face greater challenges in managing work-life integration. By adopting flexible work arrangements, EY promotes a more inclusive workplace that accommodates diverse needs and preferences. The positive impact of hybrid work on employee belonging and satisfaction underscores its importance as a DE&I initiative. It enables employees to perform at their best while maintaining a healthy work-life balance, contributing to overall organizational success.
Expanded Global Self-ID Capabilities
Karyn Twaronite’s career at Ernst & Young (EY) is a shining example of dedication to creating a more inclusive workplace. She began her journey as a tax specialist, where her talent and dedication set the stage for an impressive career ahead. Over time, her role evolved significantly, ultimately positioning her as the global leader in diversity, equity, and inclusiveness (DE&I) at EY. Twaronite’s rise within EY reflects not only her personal and professional growth but also underscores her pivotal impact on the company’s DE&I strategies. Her work has been instrumental in fostering an inclusive environment where diverse talents can thrive and contribute meaningfully. Twaronite has spearheaded multiple initiatives aimed at embedding DE&I into the very fabric of EY’s corporate culture, making it a core value rather than an afterthought.
Her leadership in these areas has helped EY implement policies and practices that promote fairness, respect, and opportunities for all employees, regardless of their background. By championing DE&I, Twaronite has played a crucial role in transforming EY into a more equitable workplace, setting an example for other organizations to follow. Twaronite’s journey demonstrates the profound impact that committed and visionary leadership can have on promoting inclusivity in the workplace. Her efforts have not only driven the success of EY’s DE&I programs but have also highlighted the importance of such initiatives in fostering a collaborative and dynamic work environment. Through her dedication, she exemplifies how true leadership involves both personal achievement and a lasting positive impact on the larger community.
