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We’ve always believed that achieving gender equity requires a combination of deliberate and measurable actions, embedded in a safe, respectful and inclusive culture and a flexible working environment for all our people.


Created in 2000, our gender equity strategy is a sustained and strategic approach to advancing women’s careers. This strategy supports our Firm’s aspiration to be the undisputed leader in professional services and an Employer of Choice for talented women. It sets out to achieve equal representation of women and men at all levels across the firm.


We're doing this by identifying and removing barriers to equality within our employee experience. We want to create a level playing field and an inclusive culture for everyone, in line with our shared values of ‘fostering inclusion’ and ‘taking care of each other’.


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How we'll support you

Learn more about our programs and initiatives.

Stepping into the future


Stepping into the Future is a new learning initiative designed to help our people prepare for and succeed in the future of work.


This means investing in ourselves through continuous learning, ensuring our existing and future skills and knowledge remain relevant and agile.


Offered through our Digital Campus, this learning pathway covers key topic areas around digital fluency, adaptability, leadership and creative problem solving.



Inspiring Women


Now in its 19th year, and recent winner of a 2020 Catalyst award, Inspiring Women is a unique development program that equips 120 high potential women from Graduates through to Directors, across all our offices, with the skills, support and opportunities they need to accelerate their career growth.


As part of this program, participants are empowered to:


  • Navigate a successful career path that is meaningful for them
  • Address individual barriers to career success
  • Raise confidence and build their professional profile
  • Build future leadership capabilities; and
  • Make a positive difference for women within and outside of Deloitte.


You can learn more about our Inspiring Women here.



Lean In Circles


Launched, in 2020, Lean In Circles provide a forum to bring together small groups of female Directors with a dedicated Group Coach for a six-month program.


Connecting on a regular basis, the purpose of the sessions is to help our talented women:


  • Gain clarity about career goals and how to achieve them
  • Build confidence and courage
  • Identify and overcome personal barriers; and
  • Build their network.

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.



Deloitte Flex


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.



Deloitte Dads


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.

Deloitte Flex

 

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.


Introduced in 2019, our refreshed Deloitte Flex framework provides all of 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



Gender Pay


A key element of our strategy is focused on gender pay equity. By continuing to undertake regular and robust reviews of our pay data, we continue to execute on our goals to ensure gender pay equity at Deloitte.


To further close the gap for women, in 2019 we introduced superannuation for up to 34 weeks unpaid parental leave, acknowledging that women typically take more career breaks for family and caring responsibilities which impacts their retirement savings.



Gender Affirmation support


Deloitte provides a comprehensive support package for any individual affirming their gender. This includes paid leave, a wardrobe allowance and a plan to support the individual.



Supporting those affected by Domestic and Family Violence

 

Deloitte continues to focus on those affected by domestic and family violence and provide comprehensive support, including a network of trained first responders, paid leave, access to financial assistance and unlimited counselling services to individuals and their families.

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