EY New Zealand’s Chairman Exits Amidst Past Conduct Inquiry
In a significant development within the corporate landscape, the Chairman of EY New Zealand has officially resigned from his role. This move comes on the heels of an internal probe into allegations concerning past behavior.
Braden Dickson, who also served as an EY Oceania partner and spearheaded business development, made his exit from the firm in February. This departure was precipitated by a complaint that triggered a thorough internal investigation by the company.
While specifics regarding the nature of Dickson’s departure remain undisclosed, an EY Oceania spokesperson confirmed his exit, choosing not to delve into the details. The firm has also refrained from commenting on any accusations of bullying or sexual harassment against Dickson.
“The investigation into a historical behavioral matter reported in December 2023 led to Braden Dickson’s departure from EY in early February,” the spokesperson elaborated. “He is no longer associated with the firm as a partner.”
Dickson’s career at EY has been notable, with his appointment as a partner in 2007 and later as an advisory partner in 2014. His contributions extend beyond the corporate sphere, serving on the board of the prestigious Auckland Grammar School as a representative of the Old Boys’ Association.
Efforts to reach Mr. Dickson for comments have been made by Daily Mail Australia.
Dickson’s professional journey spans over two decades, during which he has played a pivotal role in aiding organizations across New Zealand and Australia to execute large-scale commercial projects.
The past couple of years have been tumultuous for EY, especially following the tragic death of Aishwarya Venkatachalam, 27, at the firm’s Sydney office in August 2022. This incident brought to light allegations of widespread bullying and racism within the company, sparking calls for a comprehensive overhaul of its operational ethos.
An independent review led by former sex discrimination commissioner Elizabeth Broderick was initiated to scrutinize the firm’s workplace culture. The findings, released in July, painted a grim picture, revealing that a significant number of employees faced racism, sexual harassment, and were subjected to excessive workloads. Many chose to remain silent, citing a lack of confidence in the firm’s grievance mechanisms.
The review, which surveyed 4,500 current and former employees, found that more than one in seven reported experiencing bullying, while one in ten faced sexual harassment, and one in twelve encountered racism. Almost half of the respondents reported health issues due to overwork, with 40 percent considering resignation.
Furthermore, over a quarter felt ostracized by their colleagues, and an equal number doubted the firm’s ability to rectify its toxic culture.
David Larocca, CEO of EY Oceania, acknowledged the distressing nature of these findings, deeming them “completely unacceptable.” He apologized to those affected and committed to implementing all 27 recommendations from the report. These include increasing rest periods, promoting diversity, equality, and inclusion initiatives, and launching pilot projects to address the underlying issues. The firm also aims to adjust key performance indicators to enhance leadership and raise awareness about harmful behaviors.
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