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Our people

While much has changed over the past year, Deloitte has not wavered from our commitment to providing opportunities, resources and an inclusive culture to help our people thrive.

The Great Resignation made it clear that it is critical to focus on talent. Retaining talent and creating a positive experience can be a challenge for businesses, but it’s our biggest opportunity. At Deloitte New Zealand, we’ve embarked on a journey to rethink our end-to-end talent experience, based on our experience over the past few years. Witnessing our peoples' ability to rise to the challenge over the past year has been inspirational. We’ve had to problem-solve, adapt, and change how we do business.

Supporting our peoples' wellbeing throughout these turbulent times has been our central focus. We’ve launched a firm-wide programme called Inclusive Talent Experience (ITE) to support our peoples' health and wellbeing and to improve our people’s experience at Deloitte.

We want to ensure everyone feels enabled to grow and develop, in line with our ALL IN diversity and inclusion strategy. We’re embedding a culture across all levels of the firm to empower people to be themselves and thrive at work. ITE is about creating the right environment so our people can progress and grow in our organisation and beyond. It’s creating a pathway for the future that enables new flexible and inclusive ways of working.

Flexing time with DXFlex

DXFlex is a framework that enables our people to create a better balance between work and life. It helps our teams think flexibly about the hours they work, beyond the traditional 9-to-5. It’s about everyone being able to reframe the different ways we flex our Deloitte experience, redesign work, and enhance performance and wellbeing simultaneously.​

DXFlex has five guiding features:

  •  A new mindset
  •  Empower and trust
  • Wellbeing at work wherever the work is
  • Stay connected
  • Challenge bias

We have several types of ‘flex’ that relate to when, where and how our people work. These types of flex help us to navigate our time at Deloitte and outside of work. They enable us to have rich conversations about how we need to shift our ways of working at different moments in our lives. Whether it’s rearranging hours to fit in study time or planning to have an extended break from work, DXFlex is a collation of policies and guidance on how our people can make work work for them.​


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  • The Impact Accelerator
  • Corporate Responsiblity


Puāwai time

We’re pushing the reset button on the perceptions and pressures of ‘value-add’ time. Puāwai means to grow or bloom. The hours spent learning, coaching, building culture and developing others are highly valued. We see this as an important part of how people spend their time at Deloitte, alongside the time spent delivering to clients, shaping up new projects and client work through business development activities.

Puāwai time recognises the many ways in which our people add value in their roles – whether that's for Deloitte, our clients, or personally. It enables us to plan and track the time we spend growing our team and welcoming new starters as well as developing ourselves and building a positive culture and community within Deloitte.

BNZ financial wellness series

We often think of our physical, mental, and spiritual health as part of our wellbeing, but what part do our finances play? Our relationship with money and the control (or lack thereof) we feel we have over our financial future can impact our overall health.

To help our people take action when it comes to personal financial wellbeing, BNZ has put together educational sessions. These virtual sessions are available to anyone at Deloitte who wants to learn more about financial wellbeing. There’s no requirement to be a BNZ customer and the sessions are purely educational – there are no strings attached. There are seven sessions in total, covering topics including budgeting and saving, managing debt, and protecting our people and their whānau.

Josh Chamberlain, a manager from the firm's Enabling Areas says, “these sessions have given me the insight and confidence into how my partner and I approach the next stages of our life, as we look to build a family and home together”.

Our people, our communities

Our people and communities play a vital role in supporting the firm to foster a welcoming and inclusive environment for all. We want everyone to feel they can be themselves and thrive at work – it’s why we developed our ALL IN strategy.

We have Hourua Pae Rau, our Māori peoples’ community; our Pacific peoples’ community, Pås Peau; and NZ StandOUT, our rainbow community.

We also regularly come together to celebrate cultural events, raise awareness and learn about the diversity within our communities. This year, we’ve celebrated and connected over Matariki, Te Wiki o Te Reo Māori, Eid, Wear it Purple Day and Pacific Language Weeks – to name just a few.

Mental health and wellbeing

At Deloitte, we recognise that supporting the mental health and wellbeing of our people is critical. We strive to create a culture that enabling our people to be their authentic and productive selves today and into the future.

Our leaders understand this and their roles in creating a supportive, stigma-free workplace. We’ve implemented a range of initiatives to help our people maintain good mental health and wellbeing and to get professional support (through EAP Services) when they need it. The COVID pandemic brought fresh challenges, which as an organisation, we tackled with a variety of initiatives. For example, we shared mental health tips on combating winter blues and how to stay physically healthy during lockdowns. One of our clients, Hummingly, provided a free downloadable Pandemic Pack with 30 ‘all-star’ cards that help support personal mental and emotional resilience.

We stayed connected through virtual quizzes, regular Bravos and team check-ins. Leaders rang individuals to check in on how they were feeling, and we talked about the trials and tribulations of working from home with children. The pandemic presented a challenge, but through a mix of connection and practical initiatives, the Deloitte New Zealand team supported each other.

Narrowing the gender pay gap

A new playbook published by Chartered Accountants ANZ (CA ANZ) shows how inventive ways of working can create a more inclusive and fair workplace. Narrowing your Gender Pay Gap shows how new ways of working can narrow the gender pay gap, attract talented professionals and stimulate growth. The playbook is the result of months of research, fact-checking and collaborative work with accounting firms, chartered accountants and experts in inclusion and diversity.

It also shares some uncomfortable numbers; CA ANZ’s 2021 Member Remuneration Survey found that on average, female accountants in New Zealand earn 34 per cent less than men (in Australia, the gap is 27 per cent). The playbook aims to provide the tools needed to address gender pay gaps in any industry or profession, not just accounting. The information is wide-ranging, defining what the gender pay gap means and the business case for closing it. It also shows how to calculate pay gaps, addresses misconceptions and includes real-life stories from individuals on gender pay challenges and how they’re addressing them.

Here at Deloitte, we’re taking action to address the gender pay gap, and support greater diversity and inclusion. Initiatives like DXFlex are helping us to future-proof our organisation and create a culture that’s more fair, diverse and inclusive. We’re also tracking our progress in terms of the percentage of women at each level of the firm and within each business unit. But we understand that this only tells a small part of the story. Gender mix, occupational segregation and recruitment practices all impact the gender pay gap. To change, business leaders can take inspiration from how others have begun to close the gender pay gap in their organisations. We must look at concrete measures that evolve our culture and practices, making them more inclusive and suited to the modern age.

Click here to find out more about our approach to our Gender Pay Gap.