Gender Equity

Towards a future where we can all reach our potential.

At Deloitte, we’ve set a goal to have women leaders, role models and allies in every part of our business, strongly influencing decision-making and change. To have 40% female representation across all leadership teams and job levels by FY28.

Too often, women are led to believe that overcoming these challenges is their own individual responsibility. It’s not. We don’t need to fix women; we need to fix the system.

Pip Dexter, Chief People and Purpose Officer

Our WGEA Gender Pay Gap data

Under the new legislation, the Workplace Gender Equality Agency will publish employer gender pay gaps for all private sector organisations with more than 100 employees. This will cover 1 April 2022 - 31 March 2023 reporting and will include the gender pay gaps for Deloitte.

To learn more about what’s driving our gender pay gap and what we’re doing about it, download our Gender Pay Gap Data Employer Statement.

What is our Gender Pay Gap?

Our Median Total Remuneration Gap and Median Base Pay Gap are both 16.7% for the 2022-2023 reporting period.

Our Gender Pay Gaps are, at their core, a gender representation issue. While we have an even number of men and women working at Deloitte, we have a higher concentration of men working in our most senior employee role levels (Senior Manager, Director and Principal).

What are we doing about it?

We aim to have women represent 40% of all leadership teams and job levels by FY28, strongly influencing decision-making and change. By increasing the number of women in senior roles, we’ll reduce our Gender Pay Gaps.

‘Equal Pay’ and the ‘Gender Pay Gap’ defined

‘Equal Pay’ means that men and women performing the same or similar roles receive the same pay. Whereas the ’Gender Pay Gap’ is the difference in average hourly earnings between all men and women across the organisation.

When it comes to equal pay, we review the pay of all of our people twice a year to ensure that there is less than a 1% difference between genders for the same or similar work across Deloitte.

Our Gender Action Plan

Our Gender Action Plan outlines the current state of gender equity at Deloitte – our wins, our challenges, and our plan for action in the coming year and beyond. As we tackle deeper systemic barriers, one thing is clear. Every action counts.

Download a copy of Deloitte Australia’s Gender Action Plan.

We recognise that some people’s gender experiences and identities cannot be captured by binary language. Even though we recognise that neither sex nor gender exist in binary categories, in this case, we have chosen to use binary language to convey the gendered nature and dynamics of our society.

The power of allyship

While our vision is the ‘what’, allyship is the ‘how’. Our All-in Allies Group is our Gender Allyship Network. All in Allies engage gender allies to use their privilege and power to educate, demonstrate and advocate on gender-related topics. It’s founded upon the belief that we all play a role in cultivating a truly equitable environment.

Breaking the norm

Deloitte Access Economics, in partnership with Australians Investing in Women, researched the root causes behind the gender gaps and what we stand to gain by tackling them.

The report finds that more flexible ideas around gender could lead to an additional $128 billion annually for Australia’s economy.

To find out how, download our Breaking the Norms report.

Making work work for families

We offer up to 28.4 weeks of parental leave to parents of all genders. This is the combination of 18 weeks paid parental leave and the ability to receive up to 10.4 weeks of additional pay as a part of our return to work support payment.

More than half of people who take parental leave firm-wide are men, meaning their partners have the freedom to continue working and earning while sharing childcare duties.

Work in a way that works for you

As more of our people work part-time, it is important that we prioritise flexible ways of working to support our people to be their best at work and at home. Our Deloitte Flex framework offers 13 ways to flex your working week to balance your life and work commitments.

Read more about Flexibility at Deloitte.

Our gender affirmation policy

We want our people to feel valued, supported and safe. We have guidelines for team members affirming their gender and additional leave to offer them during this process. And we upskill coaches on supporting team members through this process to enable the best support possible.

Partnerships

Workplace Gender Equality Agency

Deloitte Australia has received consecutive 'Employer of Choice for Gender Equality' citations since 2003 by the Workplace Gender Equality Agency (WGEA).

Champions of Change Coalition

Through our Champions of Change strategy, a range of senior leaders work together to use their profile and leadership to elevate gender equality as an issue of national and global importance. Deloitte is a founding member and our CEO, Adam Powick, is one of the current Champions of Change in Australia.

Read more about: Champions of Change Coalition

Family Friendly Workplaces

We are extremely proud to be a founding partner and one of the first companies in Australia to be certified as a family-inclusive workplace under the National Standards launched by Parents at Work and UNICEF Australia in 2021.

Read more about: Family Friendly Workplaces

Wendy
Matthew
Matilda

To me, a gender-equal future is one where people feel safe - physically and
psychologically - to be themselves. Where everyone feels empowered to voice their opinion in a crowded room, differences are acknowledged and respected, and stereotypes are no longer. A future where every single person has access to equal opportunities.

Wendy Hartanti (she/her)

In the past I’ve felt the need to edit parts of myself to fit in. Thanks to the support of allies and leaders, I’m proud to be bringing my authentic self to work. It is so powerful to witness that when we do bring our true selves to
every aspect of our lives, we invite others to do the same and create a ripple effect of powerful and vibrant and inclusive change.

Matthew Weir (he/him)

The warmest memory I have of coming back from gender affirmation leave was being reintroduced to everyone by my new name – this was truly affirming. Trans-feminine, non-binary folk like myself are faced with the problem of intersectionality when it comes to facing challenges in the workplace, and it is important that our voices are heard.

Matilda Mills (she/they)

Did you find this useful?

Yes

No

Quick links