Diversity & Inclusion

At Deloitte, we continue to focus on making leadership a space where women can grow and thrive. The gender pay gap in our organisation stands at 5%. Our gender bonus pay gap has shown continued improvement this year, it is 2.6% and has dropped by 4.6% compared to last year and 10.2% compared to 2022.

Given that our graduate intake is approximately 50:50 male:female, we are are focused on driving this balance across our business as our people progress through their careers. We have made significant progress in working towards this ambition over the past decade, with our proportion of female partners rising to 33% as of June 2024.

You can read more about our gender balance strategy and the corresponding priorities in our latest Gender Pay Gap 2025 report

We proudly embrace diversity with a vibrant team in Ireland comprising of 72 different nationalities, fostering a rich tapestry of perspectives and experiences. Our Multicultural Network’s objective is to celebrate the diverse cultures within Deloitte Ireland, provide support to those moving to a new country/culture, and to build awareness around issues of importance for ethnic minorities.

The network was officially launched in 2020 and has been a great enabler of cross-business connectivity within the firm, with a healthy membership of over 400+ people on our MS Teams channel. Events so far have included language exchange programmes, Black History Month, World Refugee Day, Diwali, Africa Day, Heritage Day – Food Around the World as well as monthly connectivity coffee morning.

Deloitte also has multi-faith rooms available at our Dublin, Limerick and Belfast offices.

The Pride network at Deloitte aims to ensure that the focus of LGBT+ inclusion goes beyond Pride celebrations once a year - continuously informing and educating our people, supporting those who need it, and making a positive impact on LGBT+ causes in our community.

The committee has also formally set out the supports available to transgender employees at Deloitte, resulting in the formation of our Transgender Employment Policy, developed in collaboration with our People and Purpose team and Inclusion Council.

The network runs informative and fun events and campaigns throughout the year to mark Pride, International Day Against Homophobia, Biphobia, Transphobia and Interphobia, National Coming Out Day, World Aids Day and Transgender Awareness Week.

At Deloitte, we want everyone to feel they belong and experience a positive, supportive and inclusive place to work during every stage of their life. We know that family is extremely important for many colleagues at Deloitte, and in order to support more of the life events we face, we have a number of policies to support our people including maternity and paternity policies, IVF & fertility treatment policy, pregnancy loss & miscarriage policy, adoptive leave & surrogacy policy and menopause policy.

The Parents and Caregivers network which is part our Inclusion Networks aims to provide support and a peer network on an ongoing basis.

Our Deloitte Works policy offers flexible & hybrid working to support key stages of family life. 

To publicly demonstrate our commitment to supporting and including people with disabilities, Deloitte (in Ireland & globally) signed up to the Valuable 500 pledge to take real action to include people with disabilities.

A recent project we’re very proud of is our Inclusion Passport - a place where people can document what supports or reasonable accommodations would make a difference to their ability to thrive both personally and professionally at work. This provides a framework to work through the variety of supports that people may benefit from and an opportunity to negotiate and agree these once, rather than for each assignment and manager someone is working with.  

There are mental health supports for our people whether they are experiencing a short-term mental health challenge or are managing a longer-term mental health condition – including our Employee Assistance Programme, dedicated Mental Health Champions and drop-in clinics.May is dedicated to mental health at Deloitte.

During May we arrange several presentations and activities to promote the importance of mental health and to remind people of the support available.

In Ireland, we aim to lead the way on Inclusion by ensuring all of our people processes are inclusive, from hiring to promotions. To achieve this, we have regular reviews to identify any potential barriers to inclusion that need to be addressed, as well as continuing to foster inclusion internally.

Our current initiatives include:

• We’ve included an optional pre-application diversity questionnaire in our application process. This survey has allowed us to flag whether our application-to-offer ratio is lower than average among certain cohorts and tweak our hiring process or add additional supports as needed.
• Our Development Internship Programme, piloted in 2020, supports those in the international protection process or in direct provision in Ireland. 
• We continue to partner with DCU Access to support students across socioeconomic backgrounds to gain an insight into the career paths available to them at Deloitte.
• We partner with the FIT tech apprenticeship programme as an alternative and inclusive source of talent for our software development roles. Students participate in part-time work and study, and take on software developer roles aimed at developing technical skills, ultimately completing the ICT associate professional apprentice course.
• We’re active members of INvolve, participating in their cross-company mentoring programme for minorities.