Diversity, Inclusion & Wellbeing

At Deloitte, we believe that an inclusive workplace helps everyone to achieve their full potential and creates sustainable growth. That’s why we’re committed to building a diverse, equitable, and supportive culture where every individual feels empowered to contribute their unique perspectives and talents.

Inclusion at Deloitte

We believe in transparency and accountability when it comes to diversity and inclusion. To help achieve this, we make sure we listen to our people and understand how they feel about their experience at our firm. Through engagement surveys we regularly ask our people what’s working well and what isn’t, meaning we can prioritise our efforts where it matters most.

We also assess our progress and share our findings to ensure we're continuously improving. Want to learn more about our approach to pay equity and inclusion? Check out our latest Pay & Inclusion Report 2025.

Building an inclusive culture in our UK firm remains an unwavering business priority for me and our UK Executive. It enables us to create a workplace that is reflective of society and helps all our people reach their full potential through brilliant career opportunities, flexible ways of working, and progressive policies.

Jackie Henry
UK Managing Partner for People and Purpose

Disability & neurodiversity

We want to ensure our culture, environment and working practices are as supportive and inclusive as possible for people with a disability, long-term health condition or neurodivergent condition. We are a Disability Confident Employer (Level 2) and have pledged our commitment to the Valuable 500 movement.

Key areas of focus for us include:

Ensuring our firm is as accessible as possible by building accessibility into the fabric of our operations, processes, and policies.
Ensuring our people have the support and adjustments they need to be at their best. This includes the recent launch of our ‘Workplace Adjustments – How to Guide,’ which provides a wealth of information and signposting to help our people and their People Leader better understand what workplace adjustments and support are available and how to access them.

You can read more about some of the actions we are taking to support disability and neurodiversity in our Pay & Inclusion Report 2025.

Social mobility

We’re actively working to create a more inclusive and accessible workplace for individuals from low socio-economic backgrounds. To do this we’ve been developing partnerships with community and charitable organisations, supporting people to build meaningful careers through targeted and inclusive recruitment.

We also have an active volunteering programme, where our people support school children across the UK, helping them to develop employability and life skills. You can learn more about impact and initiatives on our Social impact page.

Gender balance

Gender balance has been a priority since 2014, when we developed our first gender balance action plan. Whilst we’ve come a long way, we know the journey to true gender equality still needs focus. We’re committed to our target of 37% female partners by 2030. Currently 31% of our partners are female, up from 13% in 2013. We’ve also been named a Times Top 50 Employer for Gender Equality for the tenth consecutive year.

Some of the steps we’ve taken to achieve gender balance include:

Better support for our people who are raising families. This includes offering a new Family Leave policy that equalises maternity and paternity leave for all new parents (26 weeks fully paid leave), as well as up to a week of paid leave per year for those with long-term caregiving responsibilities.
Our Future Leaders Programme, which provides tailored support to our women and colleagues from an ethnic minority background, supporting their progression and development journey so they can move into senior roles.

You can read more about the actions we are taking to support gender balance in our Pay & Inclusion Report 2025.

Ethnicity action plan

Since 2017, we’ve implemented specific targets and actions to support colleagues from ethnic minority backgrounds, with a significant focus on colleagues of Black heritage. . We’re proud of the progress we’ve made, but we recognise there is still more work to be done. In June 2025, 15% of our newly promoted partners were from ethnic minority backgrounds, increasing our overall partner representation to 12%.

To further these ambitions, we’ve introduced several dedicated initiatives:

The Deloitte Black Experience offers workshops, mentoring, and career development support to foster positive outcomes for Black colleagues.
The Future Leaders Programme (introduced in 2022) provides tailored support to women and colleagues from ethnic minority backgrounds, to help with their career progression and development into leadership roles. Inclusive Leadership Training which equips all partners and directors to foster inclusive behaviours and champion diversity.
The Ethnicity Council which provides leadership, accountability, and guidance on representation, progression, and inclusion for colleagues from ethnic minority backgrounds.

We collaborate closely with Deloitte's Black Network and colleagues across the business at all levels to ensure that feedback and insights are gathered, and that our people's voices are heard and integrated into our plans and initiatives.

These actions reflect our commitment to building an inclusive culture where colleagues from all backgrounds have the support and opportunities they need to thrive and succeed at Deloitte.

You can read more about the actions we are taking to support colleagues from ethnic minority backgrounds in our Pay & Inclusion Report 2025.

LGBTQ+ inclusion

Creating an inclusive environment for LGBTQ+ colleagues across the firm is a priority.

We have an active and growing Proud at Deloitte Network with over 1,600 members. Every year, we celebrate Pride across the UK with hundreds of our network members, allies, and leaders through a series of nationwide events. Working in partnership with our Proud at Deloitte Network, we continue to strengthen the resources and structures that enable inclusion every day. In 2025, we introduced new wellbeing tools that bring together practical guidance, access to internal and external support, and curated resources designed to empower LGBTQ+ colleagues as well as their leaders and allies.

Our aim is to create a workplace where everyone can thrive without fear of discrimination or harassment. We also recognise that the experiences of LGBTQ+ communities differ globally, so we’ve developed dedicated resources on safety and cultural awareness to help colleagues navigate different legal and social environments. Together, these efforts reflect our ongoing ambition to foster a truly inclusive and supportive environment for all.

You can read more about the actions we are taking to support our LGBTQ+ talent in our Pay & Inclusion Report 2025.

Religious inclusion

We support our people to practise their religion and welcome colleagues from all backgrounds and faiths. We have five faith-based networks – Christian, Hindu, Jewish, Muslim and Sikh – which raise awareness about different faiths, organise events throughout the year, and provide opportunities for people to connect with like-minded colleagues. These networks also collaborate with other firms across the market to share experiences and promote inclusion more widely. Allies are always welcome, and many join to learn more, show support, and share in the message of love and kindness that underpins our approach. To further support our people, we offer multi-faith rooms and ablution facilities in many of our UK offices, which can be used for both prayer and quiet reflection.

Deloitte’s diversity networks

At Deloitte, we create a culture where everyone belongs. We empower our people to feel valued, respected, and supported to thrive. This is brought to life through our 12 vibrant diversity networks with more than 13,000 colleagues across the UK.

Our networks connect colleagues who share common experiences, and identities, and welcome everyone who champions inclusion. The networks play a vital role in celebrating diversity, building understanding, overcoming barriers, and driving positive change at Deloitte. They're places to connect, learn, build meaningful relationships, support one another, advocate for equality, and celebrate diversity together.

Our networks:

Five faith-based networks—Christian Fellowship, Hindu Network, Jewish Network, Muslim Network, and Sikh Network—provide a safe space for colleagues to share experiences, celebrate traditions, and build understanding.
Deloitte’s Black Network celebrates Black heritage, empowers colleagues, and promotes racial equity across Deloitte.
Multicultural Network brings together colleagues from diverse cultural backgrounds to share experience, raise awareness, and celebrate diversity.
Workability & Neurodiversity Networks create a supportive community for colleagues with visible or invisible disabilities and long-term health conditions, championing inclusion and celebrating neurodiversity.
Gender Balance Network promotes gender equality by challenging stereotypes, and actively supporting development opportunities to enable everyone to thrive and progress in their careers.
Working Families Network supports colleagues with parenting and caring responsibilities, providing a space to share experiences and resources to help balance work and personal life.
Proud at Deloitte celebrates diversity in sexual orientation and gender identity, fostering allyship, and creating an inclusive environment where everyone can be their authentic selves.

Meet our people

We’re committed to building a culture of inclusion, that empowers our people to thrive and fosters a sense of belonging.

Hear from our people as they share their stories.

Discover more

Wellbeing at Deloitte

We believe that inclusion and wellbeing are intrinsically linked. As a truly inclusive workplace, we recognise the importance of supporting the physical, mental, and emotional health of all our people. Our commitment to wellbeing is not just a benefit, it's a fundamental part of our inclusion strategy, helping to create a healthy work environment that supports everyone to reach their full potential.

Key highlights:

Comprehensive benefits including Private Medical Insurance, Back-Up-Care for those with caring responsibilities, Bike4Work scheme and discounted gym memberships.
An independent and confidential Advice Line (Employee Assistance Programme) available 24/7, access to in-person or virtual counselling for you and immediate family, where clinically appropriate.
An extensive internal Wellbeing Hub offering resources, tools and events to support wellbeing and dedicated tailored wellbeing pages on a variety of topics including the menopause, domestic abuse and Black heritage.
A dedicated network of Mental Health Champions, trained to listen, support and signpost.
An internal Wellness Advisory team supporting occupational health needs, sickness absence and reasonable adjustments.
Industry leading family-friendly policies including equal paid parental leave.
Our Ways of Working framework to support open and honest conversations about ways of working preferences. It's a way for our teams to discuss hybrid ways of working and to collectively agree on an approach that works for everyone.

We’re proud of our commitment to supporting wellbeing, but we recognise this is an ever-evolving area which requires continual input. We’re an active and founding member of the Mind Forward Alliance, and we participate in their Thriving at Work Assessment bi-annually, designed to help organisations measure their progress in building a mentally healthy work environment. The assessment evaluates our progress and performance against evidence-based standards, benchmarking our performance against industry peers. We’re proud to currently hold Level 4, the ‘Excelling’ award, and are committed to working towards the final tier, Level 5, ‘Health Creating’.

Our partnerships

Our commitment to diversity and inclusion extends beyond our workplace. We actively partner with a variety of professional organisations and charities to create positive change in our communities. This collaborative approach is further enhanced by our colleague-led diversity networks, each of which has chosen a charity to support, reflecting our shared values and commitment to social responsibility.

See our partners below:

Blueprint For All
Business Disability Forum
Business in the Community – Gender and Race campaigns
Just Like Us
MindForward Alliance UK (formerly City Mental Health Alliance)
My Family Care
Scope
Young Women's Trust

Supporting your recruitment experience

At Deloitte we want everyone to have the chance to succeed. We recognise that some people might need additional support during the recruitment process and we work hard to ensure everyone’s individual needs are accommodated.

That’s why we want to remove any possible barriers for people applying to join us and offer a wide range of reasonable adjustments, to help people realise their potential. As well as support during the recruitment processes- such as extra time and alternative interview formats- we have fully accessible offices, software to support people with neurodiversity or physical disabilities, and flexible, hybrid working arrangements, to ensure everyone can work in a way that suits them.

Our recruiters will work with you to learn more about your support needs and identify reasonable adjustments that will help you to be at your best and have a more personalised experience. We won’t require you to provide proof to support your request; we trust you. If you require support or adjustments during the application or assessment process, please reach out to our team to help you.

Working well: the future of hybrid life

Listen to our Green Room Podcast episode focused on “How do we create work that’s good for our wellbeing?” Experts from Deloitte and Headspace, the meditation and mindfulness app, discuss the challenges and opportunities of hybrid working and the importance of placing wellbeing at the heart of working life.

Hosts George and Ethan are joined in The Green Room by Jackie Henry, UK Managing Partner for People and Purpose at Deloitte and Jolawn Victor, Chief International Officer at Headspace. During the episode they discuss:

What’s working life like right now for people? What’s working well, and what are others struggling with?
The impact of the pandemic on mental health and work?
Can we create work that’s actually good for our wellbeing?
What are the big things employers need to think about?
Could we really have the best of both worlds?

Our values and purpose

Look ahead

Sustained and meaningful change takes time. We are proud of our progress this year, but we also remain committed to striving for – and achieving – more.

Our diversity targets are ambitious, and we are confident that our plans for working towards these are comprehensive.

Our Executive is fully committed to sustaining the focus we have had to date to make sure we maintain momentum, and we will remain transparent on the progress we are making.

Everyone across our firm contributes to meaningful change through their ongoing dedication and commitment, as underpinned by our Shared Values.

We will continue to work closely with our diversity networks, Inclusion Council, Black Advisory Group and Ethnicity Council to ensure our actions respond to our people’s feedback and are supported by data.

Together, we look forward to making even more progress towards a diverse, equitable and inclusive workplace for everyone.