At Deloitte, we aspire to be an outstanding workplace for families, where our policies, culture and experience not only allow but actively promote the integration of work and life!
We recognise that families come in all shapes and sizes and that we each define our family differently – whether it be a partner (including same sex and defacto), a parent, child, sibling, friend or pet, our policies are inclusive and we aim to support you across your different life stages.
Progressive Parental Leave Policy
At Deloitte we aim to provide flexibility and choice in how our people care for their children. Our market leading policy provides 18 weeks of paid leave inclusive of all types of families including birth, adoptive, surrogate, foster and same-sex parents. This can be taken over the first 36 months after the arrival of a child in three flexible ways, including on a part-time weekly basis. We continue to pay superannuation contributions while taking unpaid parental leave and provide our people the option to take leave at the same time as their partner.
Parents at work
We partner with Parents at work, a membership-based organisation providing work and family education and policy advisory services to workplaces and their people.
Through Parents at Work, our people have access to a suite of tools and resources and we provide all our parents with access to three external one-on-one coaching sessions to be used at a time that suits them before, during or after their return from parental leave.
Driving a culture of flexible working that enables our people to manage their whole life is a priority at Deloitte. We believe that flexible working is critical to increasing productivity, engagement, optimising resources, supporting work-life balance, employee well-being and recruiting top talent.
Our Deloitte Flex framework provides all our people access to nine different types of flex to be used in combination, so our people are empowered to live and work in a way that works best for them.
Taking a balanced approach to gender equity has led to a focus on removing barriers for men in participating in parental leave and flexible working, which is an important part of the solution to achieving overall gender equity.
Our Deloitte Dads initiative aims to actively and consistently encourage more men to share caring responsibilities within their families, by taking extended parental leave and working flexibly.