Labor Rights: At DTT member firms 2007/2008
Dialogue with employees
DTT and its member firms regularly conduct anonymous people commitment surveys to lend a voice to employees through which to communicate with leadership. Results are collected, analyzed, and followed up on in each department and problems are addressed in a constructive manner.
- Approximately 111,000 DTT and DTT member firm professionals in 74 countries were invited to participate in People Survey 2008, and 69 percent of them took advantage of the opportunity to provide feedback on a wide array of HR programs including compensation and benefits, work-life balance, recognizing success, performance management, and growth and development. The overall global commitment score remained 75 as in 2007.
In 2007, DTT member firms had formal women's initiatives in 10 countries around the world. In 2008, the percentages of women working at DTT member firms in aggregate increased slightly by level as follows: employees: 45.6 percent in 2007 compared to 46.3 percent in 2008; managers: 35.5 percent in 2007 compared to 36 percent in 2008; partners, principals, and directors: 17.3 percent in 2007 compared to 18.6 percent in 2008. The share of women board members remained 8 percent.
Member firms' women’s initiatives all focus on enhancing the retention and advancement of women, and good progress is being made:
- As reported last year, Deloitte U.S. Firms'* Women's Initiative (WIN) delivered 400 programs to 12,000 people, won nine major awards, and was invited by 57 client firms to initiate or improve their women's advancement efforts in 2006. In 2007, the reach of the program was extended, delivering 500 programs to 13,000 people. In addition, the program won eight major awards and was invited by 56 client firms to initiate or improve the execution of their women's advancement efforts.
- Deloitte Australia’s “Inspiring Women” strategy continues to support and foster the development of talented women by investing in talent identification, development and recruitment and by building an appropriate environment to retain talented women. Women leaders are mentored and developed in this program. The member firm also nominates a "Deloitte Business Woman of the Year."
- As in previous years, on 8 March 2008, DTT member firms from Brazil to the UK, and from the Middle East to Belgium celebrated International Women's Day.
- Deloitte Croatia, for example, celebrated International Women's Day by organizing a training session for the member firm's women professionals on how to develop assertiveness and improve interpersonal skills for more effective communications with members of both genders.
DTT and its member firms around the world attract and retain employees with multiple cultural and personal backgrounds. They do so because they believe that diversity enriches working environments and enhances the quality of client service in an increasingly global economy. Below are a few examples of member firm activities.
- Last year, Deloitte Australia conducted a firm-wide cultural diversity survey as a basis for defining the firm's cultural identity. The survey revealed that the Australian member firm has more than 50 cultures represented. Since then, the Australian member firm has taken its focus on cultural diversity to the next level by conducting video interviews with 38 Deloitte Australia partners with other cultural roots than Australian and placing them on the member firm's Intranet. The interviews have helped to create debate on the topic of multiculturalism and the strengths and challenges of a multicultural workforce within the member firm.
- Through its "Respect and Inclusion" initiative, Deloitte UK made special efforts during 2007 to ensure that diversity is an integral part of the firm's talent and business strategy. Deloitte Networks, each one sponsored or led by a senior Deloitte UK partner, represent a range of communities and are open forums that work collaboratively to develop action and improvement plans where they are needed. Networks include: Women's Group, Working Parents and Carers, faith groups (Christian, Muslim, Jewish), BAME (Black, Asian, and Ethnic Minority Employees), Workability (for people with physical impairments), and GLOBE (Gay, Lesbian or Bisexual Employees). For more information about the Deloitte Networks, visit Deloitte UK's Annual Corporate Responsibility Report 2007.
- Deloitte UK is also providing training and development to embed cultural and behavioral change and improve awareness of diversity issues. For example, in FY08 a new diversity training module was rolled out which includes diversity sessions at induction and to existing employees as well as diversity awareness workshops and roadshows. Diversity communications initiatives include:
- Promoting diversity-related issues and activities on the member firm's intranet
- Recognizing the diversity calendar with features on everything from Ramadan and Hanukkah to Gay Pride and International Women’s Day
- Organizing specific diversity recruitment events
- Deloitte Netherlands has developed a diversity plan which sets targets for the future composition of the workforce at all levels of the organization with special focus on women and ethnic minority employees. These targets are taken into account in recruiting processes and the member firm takes extra efforts to remove obstacles and to train, encourage, and guide women and ethnic minority talent to top levels in the organization.
- Deloitte France's recruiting policy reflects the diversity of French society. At present, the workforce has nearly 50 nationalities. To further diversify its recruiting sources, Deloitte France has implemented initiatives for second year master's students in finance from universities that have not previously been major recruiting pools for audit and consulting positions. The member firm also organizes Diversity Meetings with other companies to share and communicate experience and achievements.
- Deloitte South Africa believes in organic growth and invests significantly in increasing the pool of black candidates through comprehensive bursary and scholarship programs, graduate development, and work readiness programs. As part of the member firm's " Transformation Strategy 2010 and Beyond", aimed at fostering diversity, each business unit within the member firm is required to set annual stretch targets with regard to its demographic composition. The targets are closely monitored by the Deloitte South Africa Transformation Advisory Board and the senior leadership. The Association for Advancement of Black Accountants in Southern Africa recognized Deloitte South Africa in June 2007 for having achieved the highest number of successful black candidates in the 2007 Final Qualifying Exam of the South African Institute of Chartered Accountants.
- To help ensure that diversity is a hallmark of the organization's culture and business practices, Deloitte U.S. Firms* have developed a supplier diversity program to support organization-wide procurement from minority- and women-owned businesses. During FY08, the member firm maintained a list of 1,700 recommended women- and minority-owned suppliers, and its total spending with such suppliers amounted to $105 million.
- Deloitte Macedonia provides a high level of professional education and a chance for professional advancement to all member firm employees, regardless of their nationality, gender, religion, or political beliefs. In 2007, Deloitte Macedonia engaged 16 employees with equal gender distribution (7 women and 8 men).
*As used in this reporting, "Deloitte U.S. Firms" means Deloitte LLP and its subsidiaries.
Page Last Updated