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Gender balance

Deloitte strives to make gender balance the norm across our organisation. We have set aspirational goals against which Deloitte Global leadership monitors progress. We have developed consistent global standards spanning the entire career lifecycle—from recruitment, promotion and succession processes, to development, mentoring, sponsorship and flexible working.

The Deloitte Global Executive comprises 23% women and the Deloitte Global Board of Directors is 33% women, progressing toward the aspirational goal of 30% female representation in Deloitte Global leadership roles by 2023 and 40% by 2025. Since 2019, Deloitte firms have increased female representation in both member firm partnership and other leadership roles. Twenty-five per cent of member firm partners, principals and managing directors are female, with the goal of reaching 30% by 2025. Progress against these aspirational goals and other measurements is monitored and reported to the Deloitte Global Executive and Deloitte Global Board of Directors semi-annually.

Deloitte’s commitment globally to achieving gender pay equity goes beyond what is typically required by local legislation in the countries where its firms are located and the Deloitte Global Executive has a zero-tolerance approach to gender pay inequity across Deloitte. To that end, through a consistent methodology, Deloitte Global Talent provides the Deloitte Global Executive with visibility and analysis of gender pay equity practices by identifying statistically significant gender pay differences on a like-for-like basis and highlights underlying factors that contribute to differences so action can be targeted across the talent lifecycle.

Deloitte has a longstanding commitment to transparency when it comes to gender balance. For example, Deloitte UK started voluntarily reporting its gender pay gap (the total average difference between earnings for men and women) in 2015, two years before it became required by legislation. In the US, where neither public nor private reporting is required, Deloitte US made a public commitment to pay equity in its inaugural Diversity, Equity and Inclusion (DEI) Transparency Report, which contains a wealth of detail on Deloitte US’s DEI goals. The 2022 DEI Transparency Report provides an update on progress in the US to date. It also extends this work to include other historically underrepresented groups. Going forward, Deloitte is keen to expand that focus to other geographies as well.

Deloitte’s focus on working toward gender equality does not end with our own organisation. Many Deloitte firms and Deloitte Global are signatories of the UN Women’s Empowerment Principles. Deloitte believes we should be a force for good and lead the way on the complex challenges facing women and girls in society. Through a number of our WorldClass societal impact projects, Deloitte is working to positively impact the lives of women and girls around the world. Stories of this impact formed the basis for the first-ever Deloitte Global Gender Impact Report, released on International Women’s Day in 2020. The report, centred on the theme of the “Butterfly Effect,” demonstrates the impact of Deloitte’s work with girls and women in our communities and beyond, anchored in the idea that a small action can have a widespread, lasting impact. Deloitte is committed to helping girls and women around the world access the right skills and opportunities through education initiatives, supporting social enterprises, sponsorship and mentorship programmes and more.

Building on the Butterfly Effect theme, Deloitte’s 2021 campaign illustrated the individual impact of Deloitte women on the lives of women and girls in our communities and the 2022 campaign featured a call to action for everyone to #BeTheButterfly through their everyday actions. This campaign was amplified internally and externally through the engagement of Deloitte people across Deloitte.

Deloitte also conducts global research into critical gender equality-related issues. The inaugural Deloitte Global Women @ Work report was published in 2021. This landmark report shared the findings of a survey of 5,000 working women across 10 countries, in which Deloitte Global heard directly from them about the state of gender equality in the workplace. Published in April 2022, the second survey report, Women @ Work: A Global Outlook, looked additionally at the impact of hybrid working on women, the “great resignation,” and women’s experiences of stress, burnout and poor mental health over the past year. This important research has informed Deloitte, as well as Deloitte clients and other stakeholders, when it comes to the engagement and retention of women in the workforce.

Deloitte is a global member of the 30% Club and a number of Deloitte firms have collaborated with the organisation to publish research in chapters around the world, including Australia, Canada, Colombia, Ireland, Italy, Japan, the Middle East, Southern Africa, the United Kingdom and the United States. For more than 20 years, Deloitte has been a supporter of Catalyst, a global nonprofit organisation working with some of the world’s most powerful CEOs and more than 800 leading organisations to build workplaces that work for women.

Nhu Fabros
Managing Director, Deloitte Global Talent