Our people

We are a firm of talented people who want to learn, gain experience, and develop skills. Truly, Deloitte is where potential comes to life. This Talent Value Proposition (TVP) is what we stand for, what we strive for, and what our people can expect in return for all that they put into the firm.

Our TVP promise is underpinned by four pillars:

• Purposeful work
• Flexibility
• Development as inspiring leaders
• Career growth

Wherever people are in their careers, whoever they are, and wherever they’re from, we want them to feel they belong here—and we want them to advance here. We also believe diverse perspectives and life experiences make us better. Our flexible working options aim to support these principles—and to support our people in how they can contribute.

Working in new ways

Our approach of attracting, growing, and retaining high-quality talent—candidates with unique experiences and skills—is our firm’s key source of competitive advantage. Our people are the driving force behind our ability to make an impact with our clients and, more broadly, in society.

This year, we continued our move toward an integrated talent ecosystem in how we plan, deploy, and develop talent. This included the design of an early talent pilot to intelligently manage early talent resources using skills-based processes, thus driving an elevated experience for our people and clients.

We also evaluated how embracing exponential technology like GenAI for use alongside uniquely human capabilities could help our talent models and practices evolve to yield new ways of working.

Unlocking human potential

Some people guide teams, some change culture, some build essential expertise. We offer opportunities and experiences that support continuing growth as a leader through new challenges and roles.

Our People calendar outlines 10 Deloitte Days—firm-wide paid days off—to support our people’s personal and professional development, well-being, and social impact. Of these days, four are designated for development and innovation—learning and expanding skills—to propel personal and professional growth.This year, we also launched a firm-wide recognition program, GreenStars. The initiative celebrates the effort, dedication, and contributions we make in service to each other, our clients, and our communities—all of which help connect us, make us feel valued, and help nurture a culture of gratitude.

The employee experience at Deloitte is recognized externally, as well. We were ranked No. 3 on the 2024 Best Workplaces in Canada list by Great Place to Work®. It is an honour to be consistently recognized as one of the top workplaces in the country, to know our leaders are trusted and that we inspire and empower our people to succeed.

Every one of our programs, frameworks, and investments is designed to help our people continue to be the best in the world. Our aspiration is that every individual at the firm will be able to say of their achievements: “I could have done it only at Deloitte.”

Our people shape how we make an impact. That’s why we offer them an array of benefits and programs that can foster a culture of well-being—and thus drive the best outcomes for them, and for our clients.

Benefits

Creating a thriving organization that prioritizes personal well-being is a top priority and offering comprehensive and flexible benefits is critical to achieving this goal. Our benefits plans empower our people to choose the coverage that best suits their own unique situations. We appreciate that life and priorities constantly change, so our programs accommodate many unique situations—whether someone is fresh out of school, starting a family, caring for an elderly parent, or planning for retirement. With robust health benefits, flexible work arrangements, life insurance, and retirement savings plans, we can each build the benefits package that works best for us and our loved ones.

We recognize that our people value choice and inclusivity when it comes to their benefits. So, in FY2024, we worked with our providers to enhance the following two key areas of our supplemental health plan, which were instituted in June 2024: family planning, increasing the lifetime maximum benefit from $1,000 to $15,000; and paramedical coverage, expanding benefits from $300 per specialty area to a combined annual maximum of $1,500. Together, these enhancements offer our people the freedom to focus on the services that matter most to them.

Wellness

Personal well-being is a cornerstone of our talent experience—and as such, we are dedicated to providing impactful programs that help our people manage and balance all areas of their lives. We continue to offer an array of in-person and virtual programming through our Vancouver, Toronto, and Montreal Recharge wellness centres, including fitness classes, guided meditation, stretch breaks, and nutritional consultations. Over the past year, we saw a remarkable increase of 36% in the use of these programs, as more of our people invest in revitalizing their bodies and minds.

We also focused on reinforcing the importance of holistic well-being across our four key wellness pillars: mental health, physical health, life, and work. To encourage healthy habits and engagement with our support resources, we invited our people to participate in our inaugural “Passport2Wellbeing” challenge. In addition, we established a formal mental health crisis-response plan and protocols, which have already proven effective. Further, we strengthened our women’s health resources, acknowledging that women have unique life phases that come with distinct health symptoms and potential challenges. This included launching a dedicated intranet page focused on health topics specific to women (e.g., breast health, heart health, menopause), delivering robust programming to celebrate Women’s Health Week, and joining the Menopause Works Here^TM campaign through the Menopause Foundation of Canada.

Total rewards

Our comprehensive total rewards package goes far beyond base salary and variable compensation, with 13.5% of the program dedicated to additional investments in our people over and above those sources. We recognize the importance of regular time away from work and appreciate that disconnecting with confidence is essential for physical and emotional well-being, as is recharging when one needs it most. That’s why we provide 15–20 vacation days, 10 Deloitte Days-to support personal and professional development and innovation, learning, well-being, 10 bereavement days, three wellness days, and paid sick time off.

Further, our new recognition program, GreenStars, provides an online platform our people can use to recognize the impact and contributions made by their colleagues. The name was inspired by the notion that green stars do not exist in nature, therefore their uniqueness stands as a symbol of our own uniqueness at the firm. That is, Deloitte green stars—or exceptional individuals—are unique, shining brightly to help our clients, communities, and country thrive. Since the launch of the initiative, we have celebrated the formal recognition of more than 44,300 of our people, helping us continue to build a culture of gratitude, and creating an environment where our people can thrive and contribute to our success.

We believe potential is limitless, and that learning and development (L&D) can and do occur every day, everywhere—including in the flow of work, in client meetings, over lattes with mentors, during online technical training, and while making and attending presentations.

We help bring this potential to life by investing in our people—equipping them with opportunities and tools to build skills and capabilities, and offering them the education, experience, environment, and exposure they need to advance, transition, or reimagine their careers.

The firm’s L&D priority skill-building initiatives for FY2024 focused on:

• Deloitte University (DU) North: A development experience to help spark lasting connections, drive our differentiated leadership reputation, and make our people the best candidates in the marketplace, DU North saw approximately 8,000 faculty and learners' access more than 150 program deliveries in FY2024.
• GenAI fluency: More than 3,000 of our people attended workshops or completed courses at DU North; upward of 200 leaders attended a program on GenAI and the future of work.
• Onboarding: This involved more than 2,000 new hires in their first 90 days at the firm, including more than 600 who joined Deloitte from Innovapost.
• Milestones: In excess of 740 newly promoted leaders, from managers to partners, attended career milestone programs.

One Young World

Our alliance with One Young World (OYW) helps support young professionals as our new generation of leaders who are primed to solve the world’s pressing challenges.

We empower our young talent to lead the way on addressing the short- and long-term challenges facing society, helping them focus their drive, desire, knowledge, and passion on Purpose-led work. To that end, we have continued to expand our collaboration with OYW, a not-for-profit that annually convenes their OYW Summit—described as the Davos World Economic Forum for millennials—empowering a congregation of more than 2,000 of the brightest young leaders from around the world to lead the change.

Each year, we send approximately 70 young delegates—including Deloitte people and social innovators—to the summit, where they gain exposure to prominent world leaders and learn how to make a difference, challenge ideas, develop leadership skills, and build their networks globally. For the 2023 summit, hosted in Belfast, Northern Ireland, our delegation included Sarah Fulton and Ritika Saraswat. We were also proud to sponsor two OYW Lead2030 challenges, impactful youth-led initiatives that focused on two of the UN’s Sustainable Development Goals (SDGs): quality education (SDG4) and climate action (SDG13). For these, we provided US$50,000 grants, pro bono support, and mentorship for social innovators developing bold, meaningful solutions.

Employee resource groups (ERGs) play an important role in fostering inclusion, providing networking opportunities, and supporting business imperatives through education and awareness.

In FY2024, we once again played a crucial role in promoting a strong sense of belonging through events and collaborative activities, which were led by Deloitte ERGs including:

• Indigenous and Allies Community. This group hosted both in-person and virtual events, including webinars with Indigenous guest speakers, virtual tours of the former Mohawk Institute Residential School, virtual blanket exercises, and various workshops.
• AccessAbility Network. As part of Neurodiversity Awareness Month, the group organized events to highlight the often-unseen challenges faced by neurodivergent workers—including a webinar series available to all at the firm to empower them to identify factors within their control to independently improve accessibility and help build agency. The webinars further aimed to help everyone identify and communicate their own strengths, thus fostering an environment of peer-to-peer support and capacity building.
• Canadian Asian Network. This ERG hosted Chai Chats, group mentoring sessions to foster professional development via large-scale networking events and panel discussions—notably the Lunar New Year event, which attracted 500 participants.
• Canadian Black Professionals Network. In collaboration with several community non-profits, the group conducted a virtual career mentoring workshop as part of its Black History Month programming to support Black newcomers to Canada, with more than 100 in attendance.
• Deloitte Jewish Network (JNet). This ERG mobilized a drive to assemble and deliver hygiene packages to the elderly and meals to the sick in Montreal and Toronto, with 70 Deloitte people participating. Additionally, JNet hosted a Hanukkah celebration, with more than 150 attendees across Canada.
• Deloitte Latin American Community. A delegation from this group attended the Ten Most Influential Hispanic Canadians awards gala in Toronto, in celebration of Latin American Heritage Month.

• Deloitte Parents. This network established a Teams-hosted platform for more than 500 colleagues to engage in meaningful discussions, seek guidance, and foster connections.
• Deloitte Pride Community. With the vision of “Pride is eternal,” this group empowers the 2SLGBTQIA+ community, clients, and work allies to foster connectedness and promote a more inclusive organization. This year, in a panel orchestrated by CEO Anthony Viel, they welcomed Deloitte parents who shared their inspiring journeys with their transgender children.
• Green Dot Salam. During the month of Ramadan, this group hosted colleagues for their fasting challenge—Fast and Curious—to share the Muslim community experience, followed by the group’s first in-person breaking-of-the-fast meal (Iftar).
• Women’s Impact Network. Regional chapters of this group hosted a series of discussions spurred by questions our people raised—with a focus on fertility, egg freezing, and assisted reproduction—all leading into Women’s Health Week, in May.

Black Action Council

To continue amplifying the council’s efforts to build an inclusive environment for Black professionals, we supported the following initiatives:

• A sponsorship program to help provide opportunities for Black managers and Black senior managers at Deloitte to be sponsored by senior leaders, and to address aspects of career development and acceleration; launched in February, the program was developed based on findings from our equitable and inclusive survey of Black professionals and their experiences at the firm
• A learning course with the aim of providing a practical set of tools to help identify, combat, and dismantle anti-Black racism while fostering understanding and allyship
• Donations to organizations across Canada that support Black communities; this fiscal year, we supported institutions including Success Beyond Limits, Nobellum, West Island Black Community Association, and Toronto Community Benefits Network, to a total of $165,000

Launched in 2021, the Deloitte AccessAbility Action Plan (AAP) is our framework and commitment to achieving an accessibility vision that is transformative for our people, clients, and communities, as well as for Canada’s future.

Continuing on our mission, the second instalment of our AAP is planned for launch. It outlines our significant strides to creating a brighter future for all by 2030, working to ensure we’re an accessible, inclusive, and welcoming environment for neurodivergent people and people with disabilities—that is, that “Deloitte is for everyone.”

In November 2024, we released Expanding Horizons: Deloitte's Renewed Reconciliation Action Plan.

Our first RAP—Shaping a shared path for reconciliation, released in 2020—was the first formal plan of its kind in corporate Canada, demonstrating the firm’s ongoing commitment to reconciliation. While we met and even exceeded many of our initial goals across the plan’s four pillars—inclusion, education, employment, and economic empowerment—we learned many lessons, and recognize we’re still in the early stages of our reconciliation journey. In this renewed report, we reflect on the journey thus far and highlight the results of months of research and consultation that spurred 15 refreshed commitments to foster impactful change for Indigenous Peoples.

Indspire Soaring: Indigenous Youth Empowerment Gathering
 

We were honoured to be the lead corporate sponsor this past April at Indspire’s yearly event Soaring: Indigenous Youth Empowerment Gathering. Held this year in Ottawa, Soaring brought together more than 1,000 Indigenous high school students from across the country—with an additional 500 virtual attendees—to connect with peers, share hopes and goals and discover career resources.

Additionally, we were proud to offer on-site support, including hosting a career panel and leading workshops on unveiling diverse career journeys through life experiences, finding a dream job, and approaching one’s future with self-love. And we were excited to share our tradeshow booth with TakingITGlobal—one of our allies in helping the next generation of Indigenous youth succeed—in connecting with students, learning about their plans for the future, and sharing the Create to Learn app, which Deloitte Digital helped bring to life last year as part of a Purpose-led pro bono project.

Our commitment to human rights is inherent in everything we are and all that we do.

We commit to advancing the following human rights at Deloitte: employment and workers’ rights, equality and non-discriminatory treatment, environmental sustainability, education and skills development, anti-corruption, privacy, and trustworthy technology.

We also expect organizations with which we have business relationships to uphold our commitment to human rights. Deloitte’s Supplier Code of Conduct defines our expectations of suppliers—including treating workers with dignity and respect, and not subjecting them to demeaning conditions. Deloitte’s Commitment to responsible business practices outlines our approach to our business relationships—including those with whom we work, and the work we do.

Additionally, we are committed to regularly adapting and improving our processes and procedures, as well as further evolving our human rights statement and our commitments.

Our commitment is based on the International Bill of Human Rights and is further informed by the United Nations Guiding Principles on Business and Human Rights (UNGPs) and the Organization for Economic Co-operation and Development (OECD) Guidelines for multinational enterprises on responsible business conduct.