EY reviews

Biased Culture Favoring “Inner Circle”: Career progression depends heavily on personal relationships with partners, who favor a small group of individuals. Hard work and results seem irrelevant if you’re not part of this inner circle. Racial Bias and Lack of Inclusivity: EY’s CCaSS team is alarmingly lacking in diversity at the top, with every partner being white. Non-white employees face systemic exclusion, implicit bias, and, at times, overtly racist remarks. This creates an unwelcoming and demoralizing environment for anyone outside of the majority demographic. Disregard for Merit and Results: Performance, effort, and tangible results are overlooked in favor of personal biases. The culture prioritizes perception and favoritism over actual contribution, leaving dedicated employees feeling undervalued and overlooked. Token Diversity Initiatives: Despite promoting diversity, equity, and inclusion, EY’s efforts feel superficial. DEI initiatives appear to be more about improving external image than driving any real change within the organization. In summary, EY CCaSS is not the right environment for anyone who wants to be recognized for their talent, hard work, or achievements and is especially challenging for those who value inclusivity and fairness.

The office may be a member of big 4, but it still feels like a boutique accountancy firm — too many administrative tasks outside of client engagement work, a lot of office politics, a lot of admin meetings (too much talking and less doing). The local office tends to add more process over and above EY UK-established processes leading to inefficiencies. Some managers/feedback providers can get too nit picky to the point of not being constructive. The office has a lot of staff on PIP — local office’s expectations are somewhat more than other EY UK and Ireland offices even though local salary is far less. Progression can be slow as the team is already top heavy, a number of clients lost with no new wins, not enough of a business case to accommodate promotion (even for those that are deserving). Benefits may be competitive on gross basis, but definitely not on a per hour worked basis.