Deloitte is focused on increasing representation of women across all levels of our business and in all parts of our organisation and is delivering on a global strategy to enable this. We have set goals through 2025 against which our global Leadership monitors progress and are currently establishing future goals. We have developed consistent global standards spanning the entire career life cycle—from recruitment, promotion and succession processes to development, mentoring, sponsorship and agile/flexible working.

We want everyone at Deloitte to feel they can be themselves at work and we want to enable our LGBT+ (lesbian, gay, bisexual, transgender and more) colleagues to feel confident in being who they are and empowered to thrive within Deloitte and within the societies Deloitte serves. 

Deloitte is a proud signatory to the UN Standards of Conduct for Business in Tackling Discrimination against LGBTI people (the UN Standards) and LGBT+ inclusion is a Global Diversity, Equity & Inclusion priority. Our commitment to the UN Standards is reflected in our Global LGBT+ inclusion strategy and in our Global Code, Global Anti-discrimination and Anti-harassment Policy, Supplier Code and Commitment to Responsible business Practices.

We believe that supporting mental health is a critical element for attracting and retaining the best people and are committed to supporting and enabling good mental health for all. We recognise the importance of mental wellbeing in the workplace and the need for our people to know where and how to seek support when they are facing challenges. We also know how important it is for Deloitte leaders to be vocal on mental health when it comes to providing a work environment that is free of stigma.

Deloitte stands against racism and racial and ethnic inequality and we believe that clear and tangible action is critical both within the walls of Deloitte and in the communities we serve. 

This includes Deloitte US establishing the Deloitte Health Equity institute focused on challenging barriers to equal access to healthcare and the Making Accounting Diverse and Equitable (MADE) initiative, which committed US$75 million to fuel greater racial and ethnic diversity in accounting and tax. Deloitte UK is a founding member of the  Change the Race Ratio campaign that focuses on increasing racial and ethnic participation in businesses and has voluntarily published ethnicity pay gaps since 2017.  The Deloitte Black Experience is an evolution of Deloitte UK’s Black Action Plan which was launched in 2020 and is centred around four key pillars; people experience, promotion, sponsorship and partner experience.

Deloitte’s global approach to disability inclusion is built upon the ‘social model’ in that people are disabled by the social and physical environment around them. We are thus focused on providing a workplace environment in which our people can thrive—this includes providing tools and resources to help enable our people to reach their full career potential. It also means educating colleagues on disability inclusion and providing resources for matters such as returning to work.

In 2023, Deloitte proudly signed the International Labour Organisation (ILO)’s Global Business and Disability Network Charter which provides a comprehensive framework to help organisations achieve business success while simultaneously creating equal opportunities for people with disabilities. Deloitte Global is focused on actions across the career life cycle—from hiring, workplace culture and environment and to career development—that are aligned to the 10 principles within this charter.

At Deloitte, we recognise that everyone has personal strengths and things they struggle with, but for some people the variation between those strengths and challenges is more pronounced. Neurodiversity—also referred to as neurodivergence—is about the diversity of human minds; the range of differences in the ways people’s brains function and process information. Neurodiversity embraces and welcomes these differences and recognises that people who think in different ways bring strengths and advantages.

Deloitte’s global neurodiversity strategy focuses on enablers of neurodivergent professionals’ success in the workplace across their entire career life cycle and has created global guidance on topics such as accessibility, workplace accommodations, critical factors to enable career success and employee resource groups as well as educational resources such as conversation guides and e-learnings on neurodiversity.

Our shared values at Deloitte include, “Take care of each other” and “Foster inclusion.” One of the ways we bring those shared values to life is by promoting allyship, which means visibly and vocally standing up for the rights of others, addressing bias and unacceptable behaviour—and encouraging people to use their voice to effect change. It goes far beyond expressing passive support—it is a long-term commitment to advocate for others.