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Diversity, Equity & Inclusion at Deloitte

At Deloitte, we want everyone to feel they can be themselves and to thrive at work—in each country where we operate, in everything we do, every day.

Deloitte is committed to providing an inclusive and equitable workplace where everyone can thrive. Guided by Deloitte's Shared Values, we strive to empower our people to achieve their full potential and make an impact that matters every day.

Learn more about diversity, equity & inclusion at Deloitte:

How would you feel?

Deloitte Global has developed the "How would you feel?" immersive experiences to allow people to gain an imagined first-person perspective of how someone might experience their workday. Each five-minute module features actors bringing to life scenarios developed in consultation with people with lived experience. They are not based on actual events or people—either at Deloitte or in other workplaces—and they do not aim to represent the experience of every person with similar characteristics; instead, they are intended to offer insights into the types of experiences that some people in underrepresented groups may have in the workplace.

    Can you see me?

    We created a series of films which tell individual stories from members of under-represented groups. While each character is fictional and played by an actor (who themselves has lived experience), their stories are an amalgam of real lived experience of people across workplaces. The films were created to help us all understand that we are all a sum of our parts and experiences—and that our words and actions have an impact on others. We want people to immerse themselves in someone else’s story to experience the world from a different point of view.

      Stand up, speak up

      We created a film, ‘Stand up, speak up’ to remind us that it’s up to all of us to be allies—even when it’s not easy. It challenges us all to use our voices and speak up. To be visible and vocal allies.

      Diversity, equity and inclusion at Deloitte

      Deloitte's global diversity, equity, and inclusion (DEI) strategy is founded on six core pillars—namely disability inclusion, LGBT+ inclusion, mental health, neurodiversity, race, ethnicity, and indigenous communities, and women’s equity—underpinned by a focus on a respectful and inclusive culture. Deloitte firms are focused on delivering against these pillars, alongside any specific diversity, equity and inclusion priorities relevant to their countries.

      Here's how we’re taking action:

      Deloitte is focused on increasing representation of women across all levels of our business and in all parts of our organization and is delivering on a global strategy to enable this. We have set goals through 2025 against which our global leadership monitors progress and are currently establishing future goals. We have developed consistent global standards spanning the entire career life cycle—from recruitment, promotion and succession processes to development, mentoring, sponsorship, and agile/flexible working.

      We want everyone at Deloitte to feel they can be themselves at work, and we want to enable our LGBT+ (lesbian, gay, bisexual, transgender and more) colleagues to feel confident in being who they are and empowered to thrive within Deloitte and within the societies Deloitte serves. 

      In 2018 we proudly signed up to the UN Standards of Conduct for Business in Tackling Discrimination against LGBTI people (the UN Standards). Our actions to further LGBT+ inclusion are aligned with the five core areas of these standards. Our commitment to the UN Standards is reflected in our global LGBT+ inclusion strategy and in our Global Code, Global Anti-discrimination and Anti-harassment Policy, Supplier Code and Commitment to Responsible Business Practices. 

      We believe that supporting mental health is a critical element for attracting and retaining the best people and are committed to supporting and enabling good mental health for all. We recognize the importance of mental wellbeing in the workplace and the need for our people to know where and how to seek support when they are facing challenges. We also know how important it is for Deloitte leaders to be vocal on mental health when it comes to providing a work environment that is free of stigma.

      Deloitte stands against racism and racial and ethnic inequality, and we believe that clear and tangible action is critical both within the walls of Deloitte and in the communities we serve. 

      This includes Deloitte US establishing the Deloitte Health Equity institute focused on challenging barriers to equal access to healthcare and the Making Accounting Diverse and Equitable (MADE) initiative, which committed US$75 million to fuel greater racial and ethnic diversity in accounting and tax. Deloitte UK is a founding member of the  Change the Race Ratio campaign that focuses on increasing racial and ethnic participation in businesses and has voluntarily published ethnicity pay gaps since 2017.  The Deloitte Black Experience is an evolution of Deloitte UK’s Black Action Plan which was launched in 2020 and is centred around four key pillars; people experience, promotion, sponsorship, and partner experience.

      Deloitte’s global approach to disability inclusion is built upon the ‘social model’ in that people are disabled by the social and physical environment around them. We are thus focused on providing a workplace environment in which our people can thrive—this includes providing tools and resources to help enable our people to reach their full career potential. It also means educating colleagues on disability inclusion and providing resources for matters such as returning to work.

      In 2023, Deloitte proudly signed the International Labour Organization (ILO)’s Global Business and Disability Network Charter which provides a comprehensive framework to help organizations achieve business success while simultaneously creating equal opportunities for people with disabilities. Deloitte Global is focused on actions across the career life cycle—from hiring, workplace culture and environment and to career development—that are aligned to the 10 principles within this charter.

      At Deloitte, we recognize that everyone has personal strengths and things they struggle with, but for some people the variation between those strengths and challenges is more pronounced. Neurodiversity—also referred to as neurodivergence—is about the diversity of human minds; the range of differences in the ways people’s brains function and process information. Neurodiversity embraces and welcomes these differences and recognizes that people who think in different ways bring strengths and advantages.

      Deloitte’s global neurodiversity strategy focuses on enablers of neurodivergent professionals’ success in the workplace across their entire career life cycle and has created global guidance on topics such as accessibility, workplace accommodations, critical factors to enable career success and employee resource groups as well as educational resources such as conversation guides and e-learnings on neurodiversity.

      Our shared values at Deloitte include, “Take care of each other” and “Foster inclusion.” One of the ways we bring those shared values to life is by promoting allyship, which means visibly and vocally standing up for the rights of others, addressing bias and unacceptable behavior—and encouraging people to use their voice to effect change. It goes far beyond expressing passive support—it is a long-term commitment to advocate for others.