As a human-centered, data-driven organization, we recognize that we all have multiple identities that influence the way we think about ourselves and the way we are viewed by the world. At Deloitte, we are committed to recognizing—and celebrating—all types of personal identities. In the fall of 2020, we added new self-identification (self-ID) options to our internal Talent portal beyond those necessary for federal reporting purposes, as a way to encourage authenticity, strengthen sense of belonging, and provide deeper insight into our people.

Self-ID continues to evolve through a comprehensive process, including researching identity categories used worldwide and connecting with academics who study identity. We also rely heavily on Deloitte professionals, engaging them in dialogue around what their identities mean to them, how they see themselves, and how to define or restructure new or current categories. The evolution of self-ID allows our professionals to identify in the ways they see themselves.

Building on our mission to foster a culture in which people feel valued, included, and heard, we evolved our approach to connection and community building by launching eight DEI Communities in 2021. These communities evolved from the business resource groups that we had for decades and better reflect the primary aspirations: drive connection on shared identity, strengthen support networks, and engage allies. Our DEI Communities offer professionals more options to connect in ways most meaningful to them:

• Asian & Allies
• Black & Allies
• Hispanic/Latinx & Allies
• LGBTQIA+ & Allies
• Middle Eastern/North African & Allies
• People with Disabilities & Allies
• Veterans and Military & Allies
• Women & Allies

Although the primary objective is to provide opportunities to connect and build support networks, our DEI communities also provide a cohort-specific lens to our DEI strategy through continuous feedback. Deloitte professionals can see their identities reflected in these communities and have their voices heard in actionable and meaningful ways. These communities are uncovering trends, exploring insights, and discovering areas of opportunity to develop data-driven community priorities.

We also have 70 local Inclusion Councils that collaborate with our DEI Communities to engage our people and foster connection based on shared identity and allyship. For example, many Inclusion Councils host watch parties in local offices to view our History and Heritage Month events that celebrate identity, engage allies, and strengthen sense of community. These celebrations include Black History Month, International Women’s Day, Middle Eastern/North African Heritage Month, Asian & Pacific Islander Heritage Month, Pride Month, Veterans and Military Families Month, Disability Awareness Month, and Hispanic/Latinx Heritage Month.

We support our professionals to engage in immersive learning and networking experiences through various internal DEI summits and external professional association conventions.

After hosting our first-ever Black Leadership Summit and Hispanic/Latinx Leadership Summit in FY2022, with overwhelmingly positive feedback, we held our first-ever Asian and Pacific Islander Leadership Summit in FY2023. Combined, these summits convened more than 1,800 Deloitte professionals and leaders who had the opportunity to connect in meaningful ways and prepare for the next phase of their careers. Participants heard from Deloitte leaders, including the Deloitte US Chair and Deloitte US CEO, and external speakers, and took part in breakout sessions covering resiliency, personal purpose, networking, and career advancement. Cultural events at the summits celebrated identity by bringing people together with experiences unique to each audience.

We also enabled more than 2,100 professionals in 2023 to attend external DEI conventions hosted by organizations such as the Association of Latino Professionals For America (ALPFA), Ascend, Disability:IN, National Association of Black Accountants (NABA), and Out & Equal. Through these conventions, our professionals had the opportunity to expand their network, engage in dedicated conversations around workplace equity, and celebrate their identities with others in their community.

Deloitte’s inclusive culture, agile workforce, and demonstrated support for the veteran community served as a platform for the launch of the Military Spouse Initiative (MSI). Approximately 400 active-duty military spouses and more than 1,100 spouses of veterans work at Deloitte. MSI offers a space where the spouses and significant others of active-duty military personnel and veterans can lean on and learn from each other while building their careers.

Deloitte and MSI provide a workplace that supports military spouse ambitions while honoring military commitments. For example, the programs within MSI help support military spouses’ internal transfers within Deloitte due to Permanent Change of Station orders. Since its inception, MSI has supported more than 155 successful organization transfers.

MSI hosts community calls and an annual leadership meeting to offer professional development programs and facilitate community connection. MSI also offers professional development and mentoring to external active and former military spouses to help support their careers.

Learn more about MSI ->

Deloitte’s participation in the Management Leadership for Tomorrow (MLT) Black Equity at Work Certification Program reflects our commitment to addressing the inequities facing Black Americans in society. Deloitte was among 15 of the 50 inaugural employers to have a Black Equity at Work plan approved by MLT, and one of nine to achieve the Black Equity at Work Certification in 2022. Developed to help organizations address societal racial inequities by driving systems-level change, the certification employs standardized criteria, robust planning, and measurable benchmarks to strengthen and transform organizations and communities.

In the fall of 2022, we also became one of 15 launch partners participating in MLT’s newly created Hispanic Equity at Work Certification Program, which shares the common goal of delivering systems-level change to strengthen and transform organizations and communities. MLT’s clear and comprehensive equity standard and framework provide employers with a road map addressing topics such as representation, compensation, workplace, business practices, and investment inequities. We are proud of our MLT Certification, as it reflects our commitment to meaningful, measurable actions that make Deloitte a more equitable organization.

Learn more about the MLT Certification

Deloitte provides pro bono services and donations to nonprofits and community organizations. We prioritize equity in our approach, selecting organizations led by diverse leaders and highly proximate to the communities we seek to support. This focus was fueled by the understanding that by supporting strategic initiatives and working alongside organizations in the broader ecosystem that are proximate to these issues, we can most effectively contribute to long-term and systemic change for those facing the greatest barriers to prosperity.

For instance, we are committed to responding to humanitarian crises with swift and meaningful support for our people and the impacted communities. Deloitte provided pro bono consulting services to HealthRight International, an organization that expands equitable access to quality health systems for marginalized communities. HealthRight has been working to build accessible, equitable systems of care in Ukraine since 2005, providing housing, health care and social support to more than 1.2 million people affected by violence throughout the country. Since the start of the Russia-Ukraine conflict, the organization shifted to provide critically needed humanitarian support services to Ukrainians across the country. Deloitte’s pro bono work focused on enhancing essential operational and risk management activities surrounding HealthRight’s Ukraine programs.

To learn about other ways that we are bringing our investments to life, visit the DEI Institute™ and Deloitte Health Equity Institute sections.

UpLink is an open innovation platform by the World Economic Forum that sources high-quality, high potential, and scalable innovations through a competition framework. Each challenge is a global call for innovative solutions to pressing issues as outlined by the United Nation’s Sustainable Development Goals. UpLink has executed more than 50 challenges and identified nearly 400 entrepreneurs with innovative solutions that address health, food, freshwater, ocean, plastics, education, climate, and more.

Launched in 2023 in collaboration with the World Economic Forum, Salesforce, Citi, the San Francisco Chamber of Commerce, and more than 20 organizations, Yes SF is the first location-based UpLink Challenge created in direct response to the United Nations’ Sustainable Development Goal 11 of making cities more inclusive, safe, resilient, and sustainable.

The Challenge is a unique call to action for entrepreneurs to submit sustainable solutions that contribute to the city’s needs and have the opportunity to receive funding and support. The nearly 150 submissions received aligned to nine criteria including the viability of the business model and timeline, strength of the local presence, anticipated impact to San Francisco, and alignment with the city’s Roadmap to Downtown San Francisco’s Future and Climate Action Plan.

Fourteen solutions were selected for their potential to bring new life and increased value to buildings, infrastructure, and outdoor areas by means of sustainable construction, green energy, water conservation, waste management, vertical farming, urban forest management, and more. Each submission was evaluated by a committee of expert reviewers from the San Francisco community who were nominated by Challenge collaborators for their understanding of the city and the challenges it faces, as well as their technical expertise in sustainability.

Learn more about the UpLink Sustainability Challenge

The Posse Foundation identifies and trains young people with extraordinary leadership potential. Selected from cities across the country, Posse Scholars receive full-tuition merit scholarships from partner colleges and universities. The model is rooted in the belief that a small, diverse group of talented students—a “posse”—can serve as a catalyst for individual and community development. Deloitte provides holistic support including robust volunteerism efforts, financial contributions, various pro bono engagements, and board representation.

Using pro bono services, Deloitte helped The Posse Foundation stand up its consulting program. Posse Consulting works with professionals across industries and sectors to successfully promote integrated diversity, foster cross-cultural communication, create inclusive spaces, and develop leaders. In FY2023, Posse’s Allyship Lab was embedded into Deloitte Consulting’s training curriculum. Managers now can experience Posse’s Allyship Lab as part of their training and development. In the first year of this effort, there were five sessions that reached more than 1,500 managers.

City Year is an education nonprofit organization with a powerful double bottom line: improved outcomes for students in systemically under-resourced schools and the cultivation of AmeriCorps members to be the next generation of leaders in their communities and careers. Deloitte collaborates with City Year to support their efforts in a multitude of ways.

More than 500 Deloitte volunteers developed their own skills through engagements such as AI hackathons, Impact Day events, pro bono consulting projects, professional development, and in-person service opportunities. Additionally, Deloitte has created an annual dedicated pipeline for the recruitment of City Year AmeriCorps members, annual funding, and service on 20 local boards of directors.

In FY2023, we launched the first formalized recruiting efforts targeting City Year AmeriCorps members. This integrated recruiting pipeline provides purpose-driven young people with an opportunity to build their professional careers through applying to three Deloitte pathways. We also offered City Year AmeriCorps members a fourth pathway called “hire-to-train,” featuring eight weeks of focused pre-start training. More than 2,000 City Year AmeriCorps members engaged with Deloitte recruiting materials such as case prep packets, 230 AmeriCorps members participated in information sessions, and 120 resumes were submitted. From this group, we offered 60 interviews and hired 24 new Deloitte professionals.

"Our relationship with Deloitte has been instrumental in our ability to begin to operationalize the next phase of City Year’s evolution: advancing educational equity for those students furthest from opportunity and developing diverse leaders who can work across lines of difference. Thanks to Deloitte for your incredible belief in City Year, strategic support to advance our mission, and most of all the dedication of your people, time, and talents to ensure more young people reach their full potential!"

— Jim Balfanz, City Year CEO

To help expand pathways to corporate board service, the Equitable Board Network (EBN) was launched, which is a vital part of our Social Impact Investment. EBN is a network of board-readiness programs that initially focused on supporting executives from historically marginalized racial and ethnic groups, which currently includes two programs: Board-Ready for Make Accounting Diverse and Equitable and the Black Boardroom Initiative.

Additionally, we help equip boards and advance inclusion through Deloitte’s Center for Board Effectiveness, which provides education resources for corporate boards, their committees, and individual directors. We also sponsor the National Association of Corporate Directors and its efforts to advance sustainability and inclusion through its Advisory Council on Climate and Center for Inclusive Governance.

Deloitte’s DEI Institute™ drives ground-breaking research on emerging DEI trends and issues. In the past year, the Institute:

• Published Committing to DEI goals, a look at how leaders can commit to DEI goals and reimagine equity as a business imperative in the face of economic uncertainties.
• Collaborated with the Meltzer Center for Diversity, Inclusion, and Belonging at NYU School of Law. Ten years after publishing the first study, Uncovering talent, we explored the nuances of covering—including diving deeper into more identities, investigating the impacts of intersectionality, and understanding how covering affects our organizations and people. We published the final report, Uncovering culture, in fall 2023.
• Created a framework for The power of “I” in equity study, which aims to advance the thinking on how individuals can play a role in helping to alleviate inequities by owning their roles and responsibilities to advance equity for all.

Building on the success of the inaugural CDEIO Forum in 2022, the DEI Institute™ hosted the second CDEIO Forum in June 2023 at Deloitte University. Approximately 130 participants actively engaged in thought-provoking discussions, solution-oriented sessions, and impactful networking opportunities throughout the event.

Three prominent themes emerged from the group’s time together: the resounding and continued need for community, using the core values we have in common to propel DEI objectives, and the importance of reinforcing DEI as a business imperative.

Learn more about the 2023 CDEIO Forum

Deloitte’s DEI Institute™ aims to help transform the beliefs and behaviors that create barriers to equitable outcomes. In the series, Bold Actions, leaders share their perspectives and discuss how they’re helping to shift the momentum toward equity.

Bold Actions highlights the power of our collective impact through insights, learnings, and stories across sectors, backgrounds, and industries.

Deloitte is a founding donor of the Smithsonian American Women’s History Museum, which will recognize American women’s accomplishments, the history they have made, and the communities they represent.

Deloitte’s $1 million contribution will support the initial planning of the museum’s building and help facilitate program development and digital content for the museum. It will also help to elevate American women’s stories as a part of the Smithsonian—the world’s largest museum, education, and research complex.

Deloitte’s gift builds on the organization’s nearly 40-year history of supporting the Smithsonian, including the National Museum of African American History and Culture, National Air and Space Museum, National Zoo, and Smithsonian Libraries and Archives.

"As an organization deeply committed to advancing DEI, this contribution reflects Deloitte’s unwavering dedication to empowering women and recognizing their profound impact on shaping American history", said Heather McBride Leef, Deloitte’s DEI Institute™ managing director. "We are honored to continue to support the Smithsonian with amplifying the role of women in American history and providing a platform to elevate the voices of women."

DHEI’s Theory of Change strategy guides the integrated approach we take with collaborators to scale evidence-based programs and deploy innovations to further evaluate and address the root causes of health inequity. DHEI employs three primary levers—advancing place-based change, supporting innovation, and equipping key decision-makers—to help remove barriers and advance health equity. Together, these levers support an integrated approach that allows collaborations to scale impact, catalyze additional investment, and advance health equity for more people and communities.

When our work is tied to a health equity issue, we focus on working with collaborators to impact areas with the largest disparities across demographic factors. Two areas where we have concentrated efforts are COVID-19 and emerging crises, and maternal and children’s health. In FY2023, we invested approximately $10 million into community collaborations and expanded our focus areas to address chronic disease and mental health. Our collaborations span more than 20 geographic regions, promote cross-sector innovation, and catalyze leading organizations to engage in the health equity ecosystem.

We have also invested in knowledge development and data analytics to provide the health equity ecosystem with accessible, relevant, actionable evidence such as our Health Equity through Analytics (HExA) series.

Since May 2021, DHEI has invested approximately $25 million into more than 50 organizations (direct grantees and subgrantees) that advance our Theory of Change. Across our three primary levers, we have helped remove barriers and advance health equity by:

• Advancing place-based change: Since launching in May 2021, we have supported direct grantee and subgrantee organizations in delivering care and services to more than 80,000 individuals.*
• Supporting innovation: We funded nearly 30 social entrepreneurs since May 2021 and engaged more than 300,000 individuals* in health equity learning opportunities.
• Equipping key decision-makers: DHEI has helped empower public, private, and social sector leaders, enact cross-sector change, and ultimately secure more than $15 million in additional investment into the health equity ecosystem.

*Figures are rounded and presume interactions documented in Collaborator Impact Reports refer to non-overlapping lives impacted.

By equipping key decision-makers, DHEI wants to empower leaders to make exponential impact, enact cross-sector change, and increase investments into the health equity ecosystem. Below are just a few examples of our collaborations:

• Black Directors Health Equity Association: Since 2021, DHEI has collaborated closely with Black Directors Health Equity Agenda (BDHEA), a nonprofit comprising of board directors and senior leaders focused on eliminating health disparities that disproportionately impact Black communities and advancing health equity for all. For example, together we developed the 2021 Health Equity Playbook for public use, and in 2022, a complementary ESG guide was launched to help BDHEA leaders activate health equity and utilize ESG pillars in their organizations and beyond. To date, these resources have collectively been downloaded more than 1,100 times, and more than 500 leaders have been engaged through convenings and learning communities to share learnings and tools to activate health equity.
• American Heart Association: The American Heart Association (AHA), DHEI, and the Society for Human Resource Management (SHRM) Foundation are collaborating on a multiyear Health Equity in the Workforce initiative to help enable positive health outcomes for 10 million US workers. This initiative is intended to develop guidance and tools, support employers and organizations to drive action, measure the impact of health equity strategies, and recognize organizational achievements to incentivize change. As part of the collaboration, Deloitte worked with AHA and the SHRM Foundation to define the vision, investment strategy, and decision-making guidance to allocate $7.5 million over the next three years.

DHEI promotes health equity innovation through social entrepreneurship, knowledge sharing, and health equity learning opportunities. Below are two examples of our approach:

• Health Equity through Analytics: DHEI launched an analytics series called Health Equity through Analytics (HExA), which looks for actionable trends through a quantitative lens by examining relationships between the drivers of health and health outcomes. This analytics series aims to deepen our knowledge on drivers of health, detangle and segment analyses, and share knowledge broadly to inspire conversation and catalyze collaborations that ultimately address root causes. With the launch of HExA, we invite stakeholders across sectors and industries to develop and act on solutions together.
  • In FY2023, we released the first volume of the series, focusing on education as a driver of health. 
    Learn more about the report and methodology
  • Our Deloitte Health Equity Dashboard and March of Dimes Maternity Care Desert Dashboard are also publicly available and illuminate the state of health equity across areas. 
    Explore additional dashboards

• Expanding impact with New Profit: DHEI and New Profit are collaborating to expand the impact of innovative social entrepreneurs and drive toward more equitable health outcomes at scale. As a part of our collaboration, DHEI funded 26 social entrepreneurs proximate to populations served as part of the Health Equity Catalyze Cohort and Mental Health Equity Catalyze Cohort focused on mental and behavioral health innovation.

DHEI strives to advance place-based change through collaboration with local organizations to strengthen equity infrastructure and activate coalitions. Below are a few examples of how we bring this to life:

• Addressing health inequities with United Way Worldwide: DHEI and United Way (UW) Worldwide are collaborating to support the “Doorways to Health for Mothers of Color” program.* As part of this collaboration, we are building innovative models to advance health equity for ethnically diverse birthing persons by identifying strategies, services, and trainings that can foster change and deliver safer, improved, and equitable outcomes for Black mothers and their babies.
  • Interventions aim to reduce maternal mortality by 10% to 20% for the population served by this programming. So far, the collaboration has focused on a set of initial anchor sites, enabling depression screening and prenatal care within Atlanta and Dallas, with potential to scale across the national UW network.
    Learn more about our collaboration with UW Worldwide
• Transforming health care with UnidosUS: DHEI collaborated with UnidosUS, the nation’s largest Latino civil rights and advocacy organization, to help transform the physical, emotional, and mental health of low-income Latino children while simultaneously educating their families to help them thrive and develop their full potential. Our collaboration supports the “Healthy and Ready for the Future” program, through which UnidosUS provided more than 500 children with oral health care and more than 500 children with mental health care in FY2023 through affiliates.

*Please note that the Doorways to Health for Mothers of Color program serves all Black birthing people—identifying within any gender identity.

Deloitte’s vision is to create an organization-wide skills strategy for talent to enable skills utility across the talent life cycle and marketplace and empower leaders to fuel the growth of our businesses and professionals. This strategy aligns with our broader commitment to increasing internal diversity and activating equity in society. Non-degreed hiring can substantially increase opportunities for individuals who do not have access to attend higher education programs.

As part of our comprehensive skills strategy, Deloitte has launched a series of pilots to establish processes for attracting, selecting, developing, and progressing professionals without four-year degrees. In 2023, we launched four apprenticeship programs, designed to provide participants with in-depth training, coaching, and real-world experiences that can help prepare them for entry-level roles in their chosen field. These programs and other opportunities are featured on our new careers site, which lists Deloitte roles that do not require a four-year college degree.

Building upon a legacy of championing the veteran community in both career transition and veteran workforce development, Deloitte has continued to grow our Veteran, Military, and Allies community of more than 3,000 strong. Here are a few ways in which we accomplish this:

• A decade ago, Deloitte decided to tackle the broader national employment and retention challenges veterans face by creating the Career Opportunity Redefinition Exploration (CORE) Programs. CORE’s purpose is to help transitioning service members and veterans gain a better understanding of themselves and their career goals while building the skills needed for a successful transition to the civilian workforce. Our flagship two-and-a-half-day veteran and service member transition program, CORE Leadership, has affected the lives of more than 1,500 participants since the program’s inception in 2013. Additionally, we have had more than 700 transitioning service members become alumni of our one-day CORE Fundamentals Program and more than 1,000 Deloitte veteran new hires have participated in our CORE Success Program. All of this is made possible with the help of more than 500 Deloitte volunteers who have dedicated more than 28,000 hours to provide support. After the program, 98% of CORE Leadership Program alumni agreed they can more effectively articulate their skills, experience, and interest to employers, and 100% of CORE Leadership Program alumni agreed the program was a valuable investment of their time.

            Learn more about our CORE programs

• Additionally, Deloitte is proud to have welcomed more than 200 veteran hires through the Hiring Our Heroes (HOH) Corporate Fellowship Program since 2016. HOH is a nonprofit organization within the US Chamber of Commerce that leverages a community network of more than 450 companies supporting candidates within the Department of Defense’s SkillBridge fellowship program. In conjunction with SkillBridge, HOH has created a 12-week fellowship for transitioning service members who are currently on active duty and within 180 days of separation or retirement. This fellowship program provides a breadth of experience and knowledge that includes a syllabus of project shadowing and simulations, all while bridging the civilian-military divide within the business community. Since 2016, Deloitte has hosted more than 200 HOH fellows across the many facets of our organization and has a 95% conversion rate of fellows to full-time employees.

            Learn more about our initiatives to support veterans

In FY2023, 120 in-person and virtual CORE programs were delivered, with 75% specifically delivered as part of our Hiring Our Heroes Corporate Fellowship Program.

"In the military, you are often told to not show your weaknesses or vulnerabilities, and I knew that would be an obstacle I would need to overcome. Going to CORE provided a safe space to explore those vulnerabilities and to identify my strengths and stories that came along with those vulnerabilities."

— CORE Program Participant

Courageous Principals is Deloitte’s award-winning school leadership development program that aims to create exceptional leaders in education to help their students reach their full potential. Courageous Principals offers K–12 school leaders an immersive, dynamic, multiday business and leadership learning experience.

Participants in Courageous Principals 1 are immersed in a series of leadership development activities focused on building strong relationships, communicating courageously, and enabling successful change for K–12 school leaders. Courageous Principals 2 offers alumni the opportunity to continue building on their learnings from the foundational program by diving deep into inspiring followership, shaping culture, enabling change, and building resilience.

Since 2013, Courageous Principals have directly influenced more than 5,500 school leaders, indirectly influenced more than 159,000 teachers, and impacted more than 3 million students in the US. The program continues to leverage a roster of more than 130 active Deloitte volunteer facilitators who help deliver the program four times each year at Deloitte University in Westlake, Texas.

Learn more about Courageous Principals

"The skills and information I learned at Courageous Principals have enhanced my perspective, patience, understanding, and ultimately, my approach to leadership."

— Courageous Principals Participant

We are hiring and upskilling candidates through our hire-to-train and train-to-hire programs that advance our commitment to creating equitable paths toward becoming a Deloitte professional. Here are a few ways in which we accomplish this:

• Neurodivergent job seekers possess a wide range of unique skills, yet they often have difficulty accessing and securing meaningful employment. Our Neurodiversity@Deloitte program is geared toward identifying, hiring, and supporting this underutilized talent pool. Individuals participate in a three‐month apprenticeship with hands-on experience, project work, and a multitude of networking opportunities, all to enhance their professional growth. After successful completion of the program, there is an opportunity for full-time employment and pathways for career development and advancement.

            Learn more about Neurodiversity@Deloitte

• Our Encore program supports experienced professionals who have been out of the workforce for more than six months to confidently return to work in a full-time capacity. This initiative offers an opportunity to enhance participants’ skills in a client service environment, providing tailored learning road maps, dedicated talent support, and mentorship in a cohort model.

            Learn more about our Encore program

• Train-to-hire programs develop technical and business skills to prepare individuals for careers in some of the fastest growing roles in our economy. For example, Google’s Google Career Certificate program helps create pathways to high-quality jobs. These certificates do not require a college-degree or prior experience, and provide jobseekers with skills that can help them land in-demand jobs in the fields of cybersecurity, data analytics, digital marketing and e-commerce, IT support, project management, and UX design. These hands-on certificate programs are taught and developed by Google employees—with input from top employer and industry partners—and can be completed within three to six months of part-time study. Deloitte subject-matter specialists have provided input for several of the certificate programs, helping to shape courses that are, in turn, shaping candidates with the skill sets that are in demand for professional careers. After completing the program, Google Career Certificate graduates gain access to career resources and are able to connect with over 150 employers, including Deloitte, to be considered for open roles for which they are qualified. Deloitte is finding ways to embed programs such as this as a sustainable hiring channel throughout our entire organization.

            Learn more about the Google Career Certificate program

We are collaborating with business leaders via coalitions to activate our commitment to skills-first hiring and cultivating opportunities for professionals without a four-year degree. Our commitments help bring professionals with experiential and educational diversity into our organization:

• Deloitte is a founding member of OneTen, a coalition of more than 60 employers along with talent developers and community organizations committed to help hire, promote, and advance one million Black individuals without a four-year college degree into family-sustaining careers by 2030. We are launching pilots to implement apprenticeships and skills-first hiring to increase access and opportunity for individuals without four-year college degrees. We also collaborated with OneTen and Salesforce to provide a free training program that supported participants to develop foundational Salesforce skills. In addition, Deloitte serves as the employer co-lead for the OneTen Dallas market alongside AT&T, spearheading employer and community organization engagement to help drive employment of OneTen talent in the Dallas-Fort Worth region.
• As a member of the New York Jobs CEO Council (Jobs Council), Deloitte is working to develop long-term, sustainable career pathways for low-income New Yorkers from communities of color. As part of this commitment, we participate in the Jobs Council's college apprenticeship initaitive and host apprentices from the City University of New York system for paid, in-depth programs that allow them to gain real-world professional experiences while earning credits toward their applied associate’s degree. Our New Business Innovation group hosted the inaugural Jobs Council college apprentices—a cohort of Software Engineer interns—and provided them with a 12-week rotational program through key engineering disciplines. All members of the cohort successfully completed the apprenticeship and received and accepted offers to join Deloitte full time upon the completion of their degree.
• Deloitte is also a member of the Business Roundtable (BRT), joining CEOs from other major corporations across industries to expand economic opportunity. As one part of our broader engagement with BRT, we participate in key initiatives related to education and workforce development, including Multiple Pathways. This initiative aims to increase access to employment for individuals without a four-year college degree via supporting the transition to skills-based hiring practices.

The Global Business Coalition for Education (GBC-Education) brings together the business community to share leading practices and help accelerate investment in education around the world in order to end the global education crisis and unleash the potential of the next generation. We have collaborated with this organization since 2018. Our support has included strategic advising, joint communications, eminence, and pro bono services to help GBC-Education continue and expand its work in the sector.

Since 2022, we have supported the Big Ideas Bright Cities Challenge, a program run by GBC-Education that provides grants and capacity building. It creates a community of practice for cross-sector partnerships of nonprofits, cities, businesses, educators, and their proximate social innovators to equip young people with the skills to participate in the workforce. In addition to monetary support, we connect the challenge winners with local Deloitte leaders to encourage alignment with concurrent place-based strategies.

Year Up seeks to close the opportunity divide by ensuring that young adults gain the skills, experiences, and support that will empower them to reach their potential through careers and higher education. Deloitte has a long-standing, multifaceted relationship with Year Up, including multiyear financial support and internship hosting for program participants.

Since 2015, we have hosted 18 interns in our Information Technology Services (ITS) division, 70% of whom joined Deloitte in full-time roles. Retention of these professionals is strong: to date, 70% of those hired are still with ITS after three years. More recently, another cohort of 21 interns joined the organization in July 2023. We also collaborated with Year Up to develop an alumni spotlight of Year Up alum, Joel Beckford, who has excelled in his career within ITS.

We also collaborate with Grads of Life, an initiative of Year Up that works with leading employers to create skills-first talent strategies that deliver both business benefits and social impact. In 2023, we published an article on demonstrating the power of mentorship and sponsorship at Deloitte, and how those professional development efforts will cultivate the next generation of leaders.

Deloitte’s long-standing alliance with Salesforce enables us to bring innovative, integrated solutions to our clients. We are also collaborating to diversify the educational profile of our workforce and provide equitable opportunities for individuals to gain sought-after Salesforce skills and career opportunities. In FY2023, Deloitte and OneTen teamed with Salesforce through the Wave program to provide free Salesforce foundational training and individualized coaching in a 12-week course.

In conjunction with the Salesforce Talent Alliance, the Wave program also offered a Salesforce Fundamentals and Trailhead Virtual Bootcamp for members of the Cherokee Nation.

In the summer of 2023, we launched our inaugural Salesforce apprenticeship, a six-month paid program featuring self-paced training, on-the-job learning, intensive coaching, and client-shadowing experiences that will help prepare participants for full-time employment opportunities in Salesforce roles.

The Deloitte Foundation supports undergraduate and graduate students pursuing business, accounting, and STEM careers.

The Deloitte Foundation provided grants totaling nearly $2 million to fund college scholarships for graduating high school seniors at 35 select high schools. These scholarships help students from economically disadvantaged communities stay on their educational pathways in business, accounting, and STEM.

To support college students, the Deloitte Foundation awarded a $750,000 grant to the Association of Latino Professionals for America (ALPFA) to fund scholarships for ALPFA student members from Hispanic-Serving Institutions (HSIs) in 2023 and 2024.

Through the Deloitte Foundation Accounting Scholars Program, a program parallel to Deloitte’s Making Accounting Diverse and Equitable (MADE) commitment, the Deloitte Foundation expects to fund $25 million in scholarships for students over the next several years, including students interested in pursuing a fifth-year master’s degree in accounting or tax. In FY2023, nearly 160 Master of Accounting Scholarships were awarded through collaborations with 19 different colleges and universities.

Learn more about the Deloitte Foundation’s support of student success

The Deloitte Foundation offers educational resources and curriculum for the classroom, and more than 89,000 resources have been downloaded in the last five years.

The University of Illinois–Deloitte Foundation Center for Business Analytics was launched through a grant from the Deloitte Foundation to advance business analytics education, and it provides free courses and case study instructional materials to anyone who wants to leverage them for an educational mission. More than 6,000 classroom resources have been downloaded since inception.

Learn more about the Deloitte Foundation’s support of educator success

The Deloitte Foundation supports school success by making strategic grants to academic institutions and nonprofit organizations as well as by matching US Deloitte professionals’ gifts to US colleges and universities.

The Deloitte Foundation provides grants to Historically Black Colleges and Universities (HBCUs) and Hispanic-Serving Institutions (HSIs). This funding helps support curriculum and faculty development, high school summer programming, community college, and two-year bridge programs to help transferring students navigate the transition into a four-year degree program.

For instance, Deloitte Foundation grants are funding the development of a small classroom experience for first-generation students majoring in accounting and an expansion of a pre-college enrichment program for high school students considering a business major.

Learn more about the Deloitte Foundation’s support of school success

We are committed to inspiring and preparing youth for long-term success by collaborating with high schools, colleges, state certified public accountant (CPA) societies, and various nonprofits to bring accounting to life for thousands of racially and/or ethnically diverse youth across the country.

As an example, Deloitte Academy (DA): Accounting Edition was launched in Spring 2021 to introduce and inspire racially and/or ethnically diverse students to explore a future in business through the prism and possibilities of accounting. To date, through DA: Accounting Edition, our professionals have shared the possibilities of a career in accounting by going into high schools, colleges, and community colleges across the country to reach more than 21,000 students.

Listen to our professionals share their experiences and encourage students to explore accounting as a career path: 

Watch the 'Choose Accounting' video

Deloitte collaborated with Carnegie Mellon University’s Tepper School of Business to develop and deliver education content for the Climb Fellowship Program*, an important component of Deloitte’s MADE commitment. This program has a focus on bringing Black and Hispanic/Latinx midcareer accounting professionals together to create a community while providing resources to help position them for senior roles within their organizations.

The program’s academic curriculum combines management-building essentials with content that directly addresses social systems that can impact the workplace and may be felt most by rising racially and/or ethnically diverse leaders. To date, four cohorts of Climb Fellows with a total of more than 140 participants and mentors have completed the three-month program.

*The Climb Fellowship Program is primarily intended to benefit eligible Black and Hispanic/Latinx professionals, but all eligible professionals will be considered.

Board-Ready for MADE serves to address a critical equity and corporate governance challenge by supporting racially and/or ethnically diverse senior finance and accounting professionals seeking to serve on corporate boards. Through this initiative, high-performing senior executives can connect with the education, networks, and resources they need to support their aspirations for corporate board service.

Twenty-seven individuals participated in the inaugural Board-Ready for MADE program that ran from February to June 2023. Throughout the program, participants engaged in plenary sessions, small-group discussion sessions, and tailored mentorship pairings that offered individualized guidance.

Driven by our mission to create greater racial and ethnic diversity and accessibility in accounting and tax, we help students see and realize their future in business through the prism and possibilities of accounting. Below are a few examples of how we accomplish this through MADE:

• MADE Leadership Summit: We launched the first MADE Leadership Summit in October 2022. Eight universities across the country and six Dallas-based high schools were invited. The summit brings accounting to life for participants through simulations, Deloitte Academy content, panels, and networking. The second annual Summit occurred in October of 2023 and doubled the attendance from year one.
• MADE for You at NABA/ALPFA: Over the past two years, MADE has had a large presence at the NABA, Inc. and ALPFA (Association of Latino Professionals For America) conventions. During these annual events, “MADE for You” sessions are offered to college and university students interested in pursuing accounting as a major and potential career.
• NABA ACAP and ASDP sponsorship: Through our engagement with NABA, Inc., Deloitte served as the lead sponsor for ASDP (Accounting Scholars Development Program, for community college students) and ACAP (Accounting Career Awareness Program, for high school students) hosted by Howard University. During the week-long residential programs, students learn accounting and business concepts through interactive classroom exercises, Deloitte office visits, and an intensive group project.
• HBCU Accounting Faculty Symposium: This MADE event offers accounting and tax faculty the opportunity to connect with Deloitte leaders. During this event, faculty participate in discussions, learn about the latest trends in the profession, the evolving business landscape, share pertinent research, leading practices, and interact with other HBCU faculty.
• Wake Forest University collaborations: Since 2022, Deloitte has collaborated with Wake Forest University (WFU) to create and host an in-person program for approximately 10 weeks with real-time access to and instruction from experienced accounting faculty. This readiness program seeks to help address the barriers faced by recruited professionals taking the CPA exam by supporting their preparation and providing financial support. Additionally, we sponsor WFU’s Accounting for the Future (AFTF) program, developed to recruit and provide support to a diverse group of students interested in the accounting profession. The student participants are invited to learn more about accounting careers, WFU’s Master of Science in Accountancy program, and internship opportunities at Deloitte. Through three cohorts of the program, more than 150 students have expanded their knowledge on the accounting profession and engaged with Deloitte professionals through classroom activities, panels, an ideation session, and networking.