2024 Global Impact Report
Our people
As a global network powered by human intellect and breakthrough thinking, Deloitte is dedicated to creating enduring career value for our people. In 2024, the annual Deloitte Global Gen Zs and Millennial Survey connected with nearly 23,000 (non-Deloitte) respondents across 44 countries to track their experiences and expectations at work and in the world more broadly. As the results of the survey make clear, while these generations’ overall optimism is rising, they continue to be concerned about their futures, especially when it comes to financial security, climate change, and the social and political outlook. They seek purpose-driven careers that align with their values and prioritize mental well-being and a healthy work/life balance. With 80% of our workforce comprised of Gen Z and millennials, Deloitte is focused on supporting the professional and personal growth of all of our 460,000 people around the world—from the meaningful and challenging work we provide, to the world-class learning and development we offer, to our competitive, market-based compensation and benefits.
We seek to foster an inclusive, supportive workplace where our people can thrive throughout their career journeys. Our distinctive Deloitte culture is built on a foundation of quality, ethics, integrity, and purpose. It shines through in all the ways we help enable our people to maximize the contributions they make to Deloitte clients and the communities in which they live. And we have been recognized for bringing these commitments to life. Deloitte was named among the World’s Best Workplaces in 2023 by Great Place To Work®, rising to No. 6.
Fostering an inclusive, supportive culture and a diverse workforce
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.
Deloitte’s global diversity, equity, and inclusion (DEI) strategy is core to our business strategy. It is founded on six core pillars—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 focus their DEI efforts around these pillars, alongside any specific DEI priorities relevant to their countries.
We also bring our DEI priorities to life internally and externally through thought leadership and insights, such as the annual Deloitte Global Women @ Work: A Global Outlook report. Now in its fourth year, the report is built on a survey of approximately 5,000 working women (outside Deloitte) across 10 countries that asks about their experiences in the workplace and factors that can impact them. According to the findings of the 2024 report, rising stress levels and poor mental health persist, and fewer women report feeling supported by their employers to balance work responsibilities with their commitments outside of work—a trend that is leading some women to switch employers. At Deloitte, we also study the results of this and our other thought leadership reports to incorporate leading practices in our organization. For example, we continue to offer flexible work arrangements that benefit all genders, alongside taking action on critical elements such as women’s health and mental health.
Additionally, aligned with our global focus on women’s equity and our commitment to the UN Women’s Empowerment Principles, we were proud to support the UN-sponsored campaign, 16 Days of Activism Against Gender-Based Violence, a global call for action for the prevention and elimination of violence against women and girls.
The Deloitte Global Executive Committee comprises 20 members, 35% of whom are women (down from 38% in FY2023), and the Deloitte Global Board has 17 members, with women making up 41% of the Board (up from 35% in FY2023). Since 2019, Deloitte firms have increased women’s representation in both member firm partnership and other leadership roles. We continue to make progress toward the 2025 goal of 30%; in FY2024, 27% of member firm partners, principals, and managing directors (PPMDs) are women. As leaders, we know it is important to set bold goals as a galvanizing force to help motivate change across Deloitte. As such, while this is not the 30% goal we were aiming for, we are confident we will reach this soon. Progress against this aspirational goal and other measurements is monitored and reported to the Deloitte Global Executive Committee and Deloitte Global Board of Directors twice per year.
In 2018, Deloitte Global proudly signed up to the UN Standards of Conduct for Business in Tackling Discrimination against LGBTI people (the UN Standards). In line with the UN standard to act in the public sphere, we launched the Deloitte Global 2023 LGBT+ Inclusion @ Work report based on a survey of approximately 5,500 (non-Deloitte) LGBT+ respondents from 13 countries, further exploring the experiences of the LGBT+ community in the workplace. In addition, in support of International Transgender Day of Visibility (TDoV) 2024, we produced a short film featuring transgender Deloitte colleagues highlighting what TDoV—and visibility and allyship—means to them. Where permitted under local data privacy and employment laws, we enable Deloitte people to voluntarily and anonymously disclose whether they identify as LGBT+ through Deloitte’s annual Global Talent Experience survey. This data is just one of the ways that we seek to understand the views of our LGBT+ people on their talent experience at Deloitte and it plays a key role in helping to identify both the impact of Deloitte’s global LGBT+ inclusion strategy and future areas of focus.
We are also focused on conducting research and publishing thought leadership on the importance of mental health in the workplace and have published a deep dive based on the mental health findings of our annual Gen Z and Millennial Survey each year since 2020.
Demonstrating our commitment to supporting people with disabilities and those who are neurodivergent, Deloitte Global is a proud signatory of the International Labour Organization’s Global Business and Disability Network Charter. Given that a significant focus of the charter is to raise awareness around disability inclusion and neurodiversity, Deloitte has developed videos in the “Can you see me, do you hear me?” series featuring two of our Deloitte people, Matt and Rebecca, sharing their experiences with disability and neurodiversity, respectively.
Developing and supporting lifelong learners
With market realities and client needs evolving rapidly, it’s important for Deloitte people to be lifelong learners. We develop our people throughout their careers, with a focus on accelerating agility and leadership skills and strengthening capabilities around critical challenges facing Deloitte clients and our global society. We also deliver tech-focused reskilling in response to the rapid pace of innovation. This includes hot skills training around AI, cloud, and cyber, as well as “hire to train” programs, which help enable Deloitte to diversify our recruiting pipeline and where future Deloitte people have the opportunity to gain the credentials and on-the-job experience they need to help them succeed in future roles. Our deep learning and development offerings include programs at Deloitte University (DU), as well as virtual and on-demand, always-on learning.
As we consider the continued rise of technology and the profound changes it brings, Deloitte is reaffirming our network’s focus on our greatest asset—our people. Through our Enduring Human Capabilities programming, we seek to encourage and strengthen the core capabilities—from curiosity to resilience to divergent thinking—that underpin our ability to evolve and transform both ourselves and our business.
In 2024, we also held Deloitte’s first global AI and GenAI Fluency Month devoted to business-, industry-, and geography-specific impacts of AI, along with hands-on training offered in collaboration with our Ecosystems & Alliances relationships. During our Sustainability & Climate (S&C) Learning Week and Earth Month, we also continued our efforts to upskill our people around S&C, from delving into the impacts of the climate crisis to understanding how Deloitte is supporting clients’ sustainability journeys as well as advancing our own.
In addition, we launched Deloitte’s Reach Higher: Paris 2024 Leadership Development program as part of our partnership with purpose with the International Olympic Committee (IOC) and International Paralympic Committee. More than 500 Deloitte people participated in a bespoke leadership development program hosted at DU EMEA and the Deloitte France office in Paris. They also experienced the Olympic and Paralympic Games Paris 2024 and gained an appreciation of how Deloitte works with the IOC to support their mission of bringing together the world through sports.
Deeper look: Bringing Deloitte people together for moments that matter
Our people are our most valuable asset—and investing in and developing them is our top priority. Deloitte’s focus on continuous and inclusive learning spans each individual’s career journey, and Deloitte University (DU) is the cornerstone of our commitment to leadership development. Participating in an immersive learning program at DU is an exceptional and memorable development experience, helping our people reach their full potential and offering them the opportunity to create—and strengthen—the connections that are so important to making an impact in a global network serving multinational clients.