Deloitte leaders strive to achieve gender balance across the organisation. We have set aspirational goals for all Deloitte firms and have developed consistent initiatives spanning the entire career lifecycle—from recruitment, promotion and succession processes to mentoring, sponsorship and agile working.
Recognising that Deloitte firms around the world face common challenges, we are also focused on designing and delivering global solutions that can be implemented locally – this enables consistency of approach to these common challenges, where possible. Such solutions include those built on leading practices established in parts of our organisation that have proven effective in promoting gender equality.
Deloitte’s focus on gender equality does not end with our own organisation. We believe that we have a responsibility to be a force for good and to lead the way on the complex challenges that stand in the way of gender balance in wider society. As part of our WorldClass societal impact agenda , we are empowering women and girls around the world, as brought to life in Deloitte’s first Global Gender Impact Report , launched on International Women’s Day in 2020. This included stories showing the power and impact of education, sponsorship and mentorship and the ‘butterfly effect’ that takes place as a result, a theme we continued to highlight for International Women’s Day in 2021.
Deloitte also conducts and publishes research into gender equality-related issues. In October 2020, Deloitte Global published Understanding the pandemic’s impact on working women. Based on a survey of 400 women across nine countries, the report explored the impact of the COVID-19 pandemic on working women and offered critical actions employers can take to help women progress and thrive in the workplace. In May 2021, Deloitte Global published Women @ Work: A global outlook, which surveyed 5,000 working women across 10 countries to hear directly from them about the state of gender equality in the workplace and the impact of the COVID-19 pandemic on their working lives. Respondents varied across age groups and the data from the survey has enabled analysis through the intersectional lenses of race and ethnicity, sexual orientation and gender identity. The report offers ways that employers can support women and create more high-trust, inclusive cultures as we emerge from the pandemic.