Karyn Twaronite
New York
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EY Global DE&I Officer, Ernst & Young LLP | Global Vice Chair – Diversity, Equity & Inclusiveness
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Articles by Karyn Twaronite
Sabemos muy poco sobre las mujeres neurodivergentes, y podrían ser ignoradas en el trabajo
Aproximadamente entre el 15% y el 20% de la población mundial es neurodivergente, lo que significa que un diagnóstico en mujeres no es raro. Sin embargo, es muy común que las mujeres oculten su neurodiversidad o que esta se pase por alto por completo. Aquellas que se identifican como neurodivergentes pueden enfrentar barreras únicas mientras buscan avanzar en sus carreras.
With the right support, could AI help us narrow equity gaps?
As I head to Mobile World Congress in Barcelona, there will be lots of talk about AI (Artificial Intelligence) and the role of technology. Almost two-thirds of CEOs surveyed in a recent EY CEO Outlook Pulse see AI as a “force for good” suggesting enormous potential for AI to level the playing field, including identifying bias and creating new, more equitable opportunities for people to thrive and grow.
AI, the Metaverse, and DEI in the Workplace
In the summer of 2023, when trade unions representing Hollywood actors and writers went on strike, a key sticking point was the use of artificial intelligence to do the work of human writers and actors. A leading commercial bank announced that it is using the combined power of metaverse and AI to train new hires to handle simulated real-world situations.
AI and the Metaverse
Business and IT leaders could consider proceeding on three fronts to improve DE&I as they develop their AI and metaverse offerings. Today’s technology companies are tasked with earning trust as they navigate an environment of heightened political polarization, social unrest, and complex privacy concerns. This is the context in which AI and the metaverse are emerging.
Why social equity is a 'critical' imperative in the war for talent
With current disruption and instability, there’s a lot on business leaders’ plates: keeping the lights on, supply chain strains, political tensions, and societal and stakeholder pressures. These competing priorities have left many workers wondering where they fit in—and, in many cases, feeling anxious, ignored and taken for granted. A February 2023 Workhuman report found that nearly 30% of U.S. workers have felt invisible at work and 27% have felt flat-out ignored.
Op-ed: Connected, yet lacking connections: How we can combat loneliness at work
10'000 Hours | DigitalVision | Getty Images Today's world has us more connected by technology, but it seems lacking in the connections that matter most: human interactions. As the global pandemic rages on and companies make hybrid and remote work more permanent, feelings of loneliness have intensified. We all feel it and see it happening around us, so let's talk about it.
Want greater inclusion and retention in your organization? Try flexibility.
Organizations everywhere are struggling to retain people as employee expectations shift in the wake of the ongoing COVID-19 pandemic. In a global study conducted by EY, more than half of the people surveyed say they would quit their jobs if not given the flexibility they desire. Millennials and Gen Z are the most likely to want flexibility (at 90% and 88%, respectively) and nearly twice as likely to quit (60%) than Baby Boomers (33%) if it’s not offered to them.
How to Continue the Journey as an Ally at Work
The topics of allyship, advocacy and anti-racism have been on the minds of many of us recently as the global health and social crises continue to shine a light on the obstacles, discrimination, barriers and biases that too many populations experience today — as many have for some time. As the global health crisis continues to have an effect on all our lives, for some communities, its impact has been harder felt.
Times of change: Aligning with the chief diversity officer
While there may not be a one-size-fits-all approach to D&I, there are best practices that CDOs and their leadership teams can consider. As we continue to confront the global health pandemic and fight to end systemic racism and injustice, organizations are looking to their diversity and inclusiveness (D&I) functions for guidance and direction to respond to events, the evolution of workplace cultures and to support their people.
Together, Let’s Move Toward More Equitable and Inclusive Workplaces
As we face unprecedented challenges, I feel it is time to see gender equity for what it truly can be: a foundation to build stronger companies, communities and families. The key to this is equity across all genders. In my experience, companies and communities that are more equitable toward women are also, hands down, better for men.
How to strengthen inclusive leadership in times of crisis
Trending topics to support and amplify the impact of your leadership efforts. In times of stress and uncertainty, people look to their leaders and to those around them for signals to reaffirm who they are, how they should act and how they will come together in solidarity and support. Inclusive leadership can “supercharge” the efforts you are already engaging in to offer a more positive experience than what people may be experiencing outside of work.
Why You Need to Get Yourself A Sponsor, Quick!
“We were just talking about you in the meeting and everyone agrees that you are brilliant.”  An ideal day at work? You bet. The truth is a majority of people’s perceptions or decisions made about you happen when you’re not in the room. Though you may not be able to participate in the conversation, there are steps you can take to make your voice heard, even when you’re not there.
Six ways to advance disability inclusion in your organization
From inclusive recruitment tools to accessible websites, learn how to better harness – and retain – the talents of people with disabilities. Today, more than one billion people around the world are living with a disability. Eighty percent of people with a disability acquire it between the ages of 18 and 64 — their prime working years. But in most corporate boardrooms, disability inclusion hasn’t risen to the top of the C-suite agenda.
How Multinationals Can Help Advance LGBT Inclusion Around the World
Kelly Bowden/Getty Images As the rainbow flags come down in New York City after the WorldPride and Stonewall 50 celebrations, and as flags go up for pride events in other parts of the world, it’s worth asking: where do we stand on global LGBT rights? This year has offered a mixed bag. More jurisdictions, including Ecuador and Taiwan, have achieved marriage equality while others have stalled or regressed.
Why your diversity and inclusion strategy should consider more than gender and background
(Chapter breaker) 1 Chapter 1 Disrupter #1: Generational diversity The workforce demographic is changing, and organizations need to change with it. Today’s workforce is taking on a significantly different makeup.
Can you apply a globally consistent policy across an inconsistent world
LGBT+ inclusion allows companies to attract and retain the best talent and benefit from diversity of perspectives Three models for balancing LGBT+ inclusion with local cultural considerations We’ve collaborated with the New York University School of Law’s Center for Diversity, Inclusion, and Belonging on a discussion paper, Opening up the World: How multinational organizations can ascend the maturity curve on LGBT+ rights to help spark a conversation among multinational organizations about...
LGBT+ inclusion: Can you apply a globally consistent policy across an inconsistent world?
LGBT+ inclusion allows companies to attract and retain the best talent and benefit from diversity of perspectives Three models for balancing LGBT+ inclusion with local cultural considerations We’ve collaborated with the New York University School of Law’s Center for Diversity, Inclusion, and Belonging on a discussion paper, Opening up the World: How multinational organizations can ascend the maturity curve on LGBT+ rights to help spark a conversation among multinational organizations about...
How neurodiversity is driving innovation from unexpected places
EY’s neurodiversity initiative had four key phases — scoping, getting buy-in, building and measuring. Driving innovation through neurodiversity To consistently deliver high-quality services to clients, EY professionals must perform a wide array of detailed tasks, calculations and processes. Technical professionals handle some of these activities, including data collection and analytics, engagement economics, and document tracking and control.
Compromise Requires Relationships (Not Friendships)
To work out differences and get things done, people in organizations need to work together. To foster this kind of collaboration, managers need to develop personal relationships — and some amount of trust — with potential partners. Without this foundation, negotiations often become adversarial; parties question each other’s motives and neither side truly listens to the other. Sound familiar?
Why Your Diversity and Inclusion Strategy Should Consider More Than Gender and Background
Disruption is everywhere. The evolution of technology, globalization, and demographics is upending business and organizational models, changing customer and citizen behaviors and transforming the competitive landscape. To thrive in this transformative age, an agile and diverse workforce — guided by inclusive leaders who draw out their organizations’ fullest talent potential — is a critical enabler to remain competitive and adapt to rapidly shifting market dynamics.
The Surprising Power of Simply Asking Coworkers How They’re Doing
We humans have an innate need to belong — to one another, to our friends and families, and to our culture and country. The same is true when we’re at work. When people feel like they belong at work, they are more productive, motivated, engaged and 3.5 times more likely to contribute to their fullest potential, according to our research at the Center for Talent Innovation.
You've Been Reorganized. Now What?
One of senior management’s favorite pastimes is moving around the boxes — and the people inside them. I’m not suggesting that reorganizations are frivolous exercises geared to entertain executives (although I’m sure it seems that way to people on the receiving end). Most managers do reorganize with good intentions — to grow revenues, reduce costs, improve customer focus, etc. In their minds, shaking things up is a decisive way to achieve goals.
The Surprising Power of Simply Asking Coworkers How They’re Doing
We, humans, have an innate need to belong — to one another, to our friends and families, and to our culture and country. The same is true when we’re at work. When people feel like they belong at work, they are more productive, motivated, engaged and 3.5 times more likely to contribute to their fullest potential, according to our research at the Center for Talent Innovation.
The Surprising Power of Simply Asking Coworkers How They’re Doing
We all have the power to make a difference in the lives of others and even on the bottom line. We humans have an innate need to belong — to one another, to our friends and families and to our culture and country. The same is true when we’re at work. When people feel like they belong at work, they are more productive, motivated, engaged and 3.5 times more likely to contribute to their fullest potential, according to our research at the Center for Talent Innovation.
Tax reform as a people solution
The Tax Cuts and Jobs Act has gone from a hot topic of conversation that closed out 2017 to an operational reality with widespread implications for how businesses operate, invest, compete and deliver products and services.
Tax reform as a people solution
The Tax Cuts and Jobs Act has gone from a hot topic of conversation that closed out 2017 to an operational reality with widespread implications for how businesses operate, invest, compete and deliver products and services.
Purpose-Driven Business: Diversity & Inclusion as an Intentional Part of Your Success
To borrow words from Oscar Wilde, “Life is not complex. We are complex. Life is simple, and the simple thing is the right thing.” As the world becomes more complex, we often focus on how we can best manage the extraordinary change happening around us. In the midst of so much disruption, it is easy to lose sight of the importance of focusing on simple, enduring values that directly impact our success and that of our clients, customers and employees.
Is Diversity Part of Your Technology Strategy? - InformationWeek
In this session, we'll explore the organizational culture that must shift to include network manag As we move into an age of artificial intelligence tech teams have to strive to eliminate bias in their AI apps. When innovations in intelligent automation elevated robotics from factory machines that work alongside people to smart machines that work with people, organizations began exploring the potential benefits from both an internal and external perspective.
Why You Need to Get Yourself A Sponsor, Quick!
(Image: iStock.com/michaeljung) “We were just talking about you in the meeting and everyone agrees that you are brilliant.” An ideal day at work? You bet. The truth is a majority of people’s perceptions or decisions made about you happen when you’re not in the room. Though you may not be able to participate in the conversation, there are steps you can take to make your voice heard, even when you’re not there.
How to Pivot from Bronze to Gold
Last week when I was lucky enough to be at the Olympics, I witnessed the collegiality, enthusiasm, collaboration and diversity of many teams around the globe including Teams Brasil, Egypt, Italy, China, Japan and, of course, Team USA. I had the amazing opportunity to speak with Charmaine Crooks, a Canadian five-time Olympian and Olympic Silver Medalist. I asked her how diversity can help a team to win?
A Global Survey on the Ambiguous State of Employee Trust
Trust is the cornerstone for creating a workplace where employees are engaged, productive, and continually innovating. In fact, a survey that EY, my organization, conducted found that people believe a high level of trust in their company would have a major influence on them being happier at work, staying at the company, doing higher-quality work, being more engaged and productive, and recommending the company to others.
EYVoice: Expectations Shift As Gen Y Moves Into The Workforce
Millennials. Gen Y. Names for this generation may vary, but its impact is clear: Gen Y has entered the workforce and is rapidly rising toward leadership. Today, we are managing a truly multigenerational workforce comprising not only Gen Y, but Gen X and baby boomers too. As three generations converge, a unique workplace dynamic has emerged.
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