Society

Our people

Nurturing and empowering our people is a big driver in who we are and what we do. From forging a supportive and encouraging environment, to offering rewarding experiences and opportunities, to building upon our strong DEIA commitments, Deloitte is dedicated to fostering and maintaining a workplace where everyone feels they belong and can thrive.

Leading in Purpose means embedding it in everything we do. We believe we can achieve our Purpose by living our Shared Values—which are at the core of all of our decisions and actions, and which help us deliver impact—to lead the way, serve with integrity, take care of each other, foster inclusion, and collaborate for measurable impact.

Lead the way

We not only embody the spirit of professional leadership, we are also reinventing it for the future. We are committed to creating opportunity and leading the way to a more sustainable world.

Serve with integrity

By acting ethically and with integrity, we have earned the trust of clients, regulators, and the public. Upholding that trust is our single most important responsibility.

Take care of each other

We look out for one another and prioritize respect, fairness, development, and well-being.

Foster inclusion

We are at our best when we foster an inclusive culture and embrace diversity in all forms. We know this attracts top talent, enables innovation, and helps us deliver well-rounded client solutions.

Collaborate for measurable impact

We approach our work with a collaborative mindset, teaming across businesses, geographies, and skills to deliver an impact that is tangible, measurable, and attributable.

We are a firm of talented people who want to learn, gain experience, and develop skills. Truly, Deloitte is where potential comes to life. This Talent Value Proposition (TVP) is what we stand for, what we strive for, and what our people can expect in return for all that they put into the firm.

Our TVP promise is underpinned by four pillars:

Purposeful work
Flexibility
Development as inspiring leaders
Career growth

Wherever people are in their careers, whoever they are, and wherever they’re from, we want them to feel they belong here—and we want them to advance here. We also believe diverse perspectives and life experiences make us better. Our flexible working options aim to support these principles—and to support our people in how they can contribute.

Working in new ways

Our approach of attracting, growing, and retaining high-quality talent—candidates with unique experiences and skills—is our firm’s key source of competitive advantage. Our people are the driving force behind our ability to make an impact with our clients and, more broadly, in society.

This year, we continued our move toward an integrated talent ecosystem in how we plan, deploy, and develop talent. This included the design of an early talent pilot to intelligently manage early talent resources using skills-based processes, thus driving an elevated experience for our people and clients.

We also evaluated how embracing exponential technology like GenAI for use alongside uniquely human capabilities could help our talent models and practices evolve to yield new ways of working.

Unlocking human potential

Some people guide teams, some change culture, some build essential expertise. We offer opportunities and experiences that support continuing growth as a leader through new challenges and roles.

Our People calendar outlines 10 Deloitte Days—firm-wide paid days off—to support our people’s personal and professional development, well-being, and social impact. Of these days, four are designated for development and innovation—learning and expanding skills—to propel personal and professional growth.

This year, we also launched a firm-wide recognition program, GreenStars. The initiative celebrates the effort, dedication, and contributions we make in service to each other, our clients, and our communities—all of which help connect us, make us feel valued, and help nurture a culture of gratitude.

The employee experience at Deloitte is recognized externally, as well. We were ranked No. 3 on the 2024 Best Workplaces in Canada list by Great Place to Work^®. It is an honour to be consistently recognized as one of the top workplaces in the country, to know our leaders are trusted and that we inspire and empower our people to succeed.

Every one of our programs, frameworks, and investments is designed to help our people continue to be the best in the world. Our aspiration is that every individual at the firm will be able to say of their achievements: “I could have done it only at Deloitte.”

Our people shape how we make an impact. That’s why we offer them an array of benefits and programs that can foster a culture of well-being—and thus drive the best outcomes for them, and for our clients.

Benefits

Creating a thriving organization that prioritizes personal well-being is a top priority and offering comprehensive and flexible benefits is critical to achieving this goal. Our benefits plans empower our people to choose the coverage that best suits their own unique situations. We appreciate that life and priorities constantly change, so our programs accommodate many unique situations—whether someone is fresh out of school, starting a family, caring for an elderly parent, or planning for retirement. With robust health benefits, flexible work arrangements, life insurance, and retirement savings plans, we can each build the benefits package that works best for us and our loved ones.

We recognize that our people value choice and inclusivity when it comes to their benefits. So, in FY2024, we worked with our providers to enhance the following two key areas of our supplemental health plan, which were instituted in June 2024: family planning, increasing the lifetime maximum benefit from $1,000 to $15,000; and paramedical coverage, expanding benefits from $300 per specialty area to a combined annual maximum of $1,500. Together, these enhancements offer our people the freedom to focus on the services that matter most to them.

Wellness

Personal well-being is a cornerstone of our talent experience—and as such, we are dedicated to providing impactful programs that help our people manage and balance all areas of their lives. We continue to offer an array of in-person and virtual programming through our Vancouver, Toronto, and Montreal Recharge wellness centres, including fitness classes, guided meditation, stretch breaks, and nutritional consultations. Over the past year, we saw a remarkable increase of 36% in the use of these programs, as more of our people invest in revitalizing their bodies and minds.

We also focused on reinforcing the importance of holistic well-being across our four key wellness pillars: mental health, physical health, life, and work. To encourage healthy habits and engagement with our support resources, we invited our people to participate in our inaugural “Passport2Wellbeing” challenge. In addition, we established a formal mental health crisis-response plan and protocols, which have already proven effective. Further, we strengthened our women’s health resources, acknowledging that women have unique life phases that come with distinct health symptoms and potential challenges. This included launching a dedicated intranet page focused on health topics specific to women (e.g., breast health, heart health, menopause), delivering robust programming to celebrate Women’s Health Week, and joining the Menopause Works Here^TM campaign through the Menopause Foundation of Canada.

Total rewards

Our comprehensive total rewards package goes far beyond base salary and variable compensation, with 13.5% of the program dedicated to additional investments in our people over and above those sources. We recognize the importance of regular time away from work and appreciate that disconnecting with confidence is essential for physical and emotional well-being, as is recharging when one needs it most. That’s why we provide 15–20 vacation days, 10 Deloitte Days-to support personal and professional development and innovation, learning, well-being, 10 bereavement days, three wellness days, and paid sick time off.

Further, our new recognition program, GreenStars, provides an online platform our people can use to recognize the impact and contributions made by their colleagues. The name was inspired by the notion that green stars do not exist in nature, therefore their uniqueness stands as a symbol of our own uniqueness at the firm. That is, Deloitte green stars—or exceptional individuals—are unique, shining brightly to help our clients, communities, and country thrive. Since the launch of the initiative, we have celebrated the formal recognition of more than 44,300 of our people, helping us continue to build a culture of gratitude, and creating an environment where our people can thrive and contribute to our success.

We believe potential is limitless, and that learning and development (L&D) can and do occur every day, everywhere—including in the flow of work, in client meetings, over lattes with mentors, during online technical training, and while making and attending presentations.

We help bring this potential to life by investing in our people—equipping them with opportunities and tools to build skills and capabilities, and offering them the education, experience, environment, and exposure they need to advance, transition, or reimagine their careers.

The firm’s L&D priority skill-building initiatives for FY2024 focused on:

Deloitte University (DU) North: A development experience to help spark lasting connections, drive our differentiated leadership reputation, and make our people the best candidates in the marketplace, DU North saw approximately 8,000 faculty and learners' access more than 150 program deliveries in FY2024.

GenAI fluency: More than 3,000 of our people attended workshops or completed courses at DU North; upward of 200 leaders attended a program on GenAI and the future of work.
Onboarding: This involved more than 2,000 new hires in their first 90 days at the firm, including more than 600 who joined Deloitte from Innovapost.
Milestones: In excess of 740 newly promoted leaders, from managers to partners, attended career milestone programs.

One Young World

Our alliance with One Young World (OYW) helps support young professionals as our new generation of leaders who are primed to solve the world’s pressing challenges.

We empower our young talent to lead the way on addressing the short- and long-term challenges facing society, helping them focus their drive, desire, knowledge, and passion on Purpose-led work. To that end, we have continued to expand our collaboration with OYW, a not-for-profit that annually convenes their OYW Summit—described as the Davos World Economic Forum for millennials—empowering a congregation of more than 2,000 of the brightest young leaders from around the world to lead the change.

Each year, we send approximately 70 young delegates—including Deloitte people and social innovators—to the summit, where they gain exposure to prominent world leaders and learn how to make a difference, challenge ideas, develop leadership skills, and build their networks globally. For the 2023 summit, hosted in Belfast, Northern Ireland, our delegation included Sarah Fulton and Ritika Saraswat. We were also proud to sponsor two OYW Lead2030 challenges, impactful youth-led initiatives that focused on two of the UN’s Sustainable Development Goals (SDGs): quality education (SDG4) and climate action (SDG13). For these, we provided US$50,000 grants, pro bono support, and mentorship for social innovators developing bold, meaningful solutions.

Employee resource groups (ERGs) play an important role in fostering inclusion, providing networking opportunities, and supporting business imperatives through education and awareness.

In FY2024, we once again played a crucial role in promoting a strong sense of belonging through events and collaborative activities, which were led by Deloitte ERGs including:

Indigenous and Allies Community. This group hosted both in-person and virtual events, including webinars with Indigenous guest speakers, virtual tours of the former Mohawk Institute Residential School, virtual blanket exercises, and various workshops.
AccessAbility Network. As part of Neurodiversity Awareness Month, the group organized events to highlight the often-unseen challenges faced by neurodivergent workers—including a webinar series available to all at the firm to empower them to identify factors within their control to independently improve accessibility and help build agency. The webinars further aimed to help everyone identify and communicate their own strengths, thus fostering an environment of peer-to-peer support and capacity building.

Canadian Asian Network. This ERG hosted Chai Chats, group mentoring sessions to foster professional development via large-scale networking events and panel discussions—notably the Lunar New Year event, which attracted 500 participants.
Canadian Black Professionals Network. In collaboration with several community non-profits, the group conducted a virtual career mentoring workshop as part of its Black History Month programming to support Black newcomers to Canada, with more than 100 in attendance.
Deloitte Jewish Network (JNet). This ERG mobilized a drive to assemble and deliver hygiene packages to the elderly and meals to the sick in Montreal and Toronto, with 70 Deloitte people participating. Additionally, JNet hosted a Hanukkah celebration, with more than 150 attendees across Canada.
Deloitte Latin American Community. A delegation from this group attended the Ten Most Influential Hispanic Canadians awards gala in Toronto, in celebration of Latin American Heritage Month.
Deloitte Parents. This network established a Teams-hosted platform for more than 500 colleagues to engage in meaningful discussions, seek guidance, and foster connections.
Deloitte Pride Community. With the vision of “Pride is eternal,” this group empowers the 2SLGBTQIA+ community, clients, and work allies to foster connectedness and promote a more inclusive organization. This year, in a panel orchestrated by CEO Anthony Viel, they welcomed Deloitte parents who shared their inspiring journeys with their transgender children.
Green Dot Salam. During the month of Ramadan, this group hosted colleagues for their fasting challenge—Fast and Curious—to share the Muslim community experience, followed by the group’s first in-person breaking-of-the-fast meal (Iftar).
Women’s Impact Network. Regional chapters of this group hosted a series of discussions spurred by questions our people raised—with a focus on fertility, egg freezing, and assisted reproduction—all leading into Women’s Health Week, in May.

Diversity, Equity, Inclusion, and Accessibility

In FY2024, we remained committed to integrating DEIA into everything we do through our strategic and transformational efforts.

To create an inclusive workplace where our people feel free to be their authentic selves and make a meaningful impact every day, we recognize we must continue to work to create a safe and respectful environment where everyone truly feels included.

This year, we made significant progress in our ongoing effort to align our policies and frameworks with our goal of creating a space where everyone has an equal opportunity to succeed—and to thrive—regardless of background or identity.

These aims can be achieved by fostering a workplace culture that:

Builds on a foundation of respect and appreciation for diversity in all its forms
Challenges the status quo and decolonizes practices
Creates equitable processes
Embeds inclusive behaviour in day-to-day activities

We continue to advance our reconciliation and DEIA aspirations, reinforcing our public commitment to ensuring our workforce reflects contemporary society.

Other highlights from FY2024 include:

In its third year, the program awarded

$140,000

to 20 Black students,
three Indigenous students,
and five students with disabilities.

Along with their scholarships,
recipients had the opportunity to complete
a work term at one of our Canadian offices—
and thus advance their learning further.

To better support the needs of our people and
prioritize their reproductive health, we increased the
maximum benefits for family planning expenses
(e.g., fertility services) to

$15,000

per family.

Additionally, we made enhancements
to our maternity-leave payment process,
based on feedback from our people.

Our Comité de francisation adopted initiatives that reflect our Shared Values, and that also value the French language, in order to:

Illustrate our corporate responsibility
Support our aspirations to be a role model
Consolidate our commitment to DEIA, of which language is intrinsic
Define our corporate culture, where language is used to express identity

These initiatives were recognized at the annual Mérites du français gala—held by Quebec’s French-language agency, Office québécois de la langue française (OQLF), in recognition of the influence of the French language in business. There, we won the Milieu de travail en français award in the category entreprise de 500 employés et plus (organizations with 500 or more employees).

Julie Turcot and Sylvie Flanagan, of Deloitte, and Mr. Jean-François Roberge, Minister of the French Language.

Progress in dismantling Anti-Black Racism

Black Action Council

To continue amplifying the council’s efforts to build an inclusive environment for Black professionals, we supported the following initiatives:

A sponsorship program to help provide opportunities for Black managers and Black senior managers at Deloitte to be sponsored by senior leaders, and to address aspects of career development and acceleration; launched in February, the program was developed based on findings from our equitable and inclusive survey of Black professionals and their experiences at the firm
A learning course with the aim of providing a practical set of tools to help identify, combat, and dismantle anti-Black racism while fostering understanding and allyship
Donations to organizations across Canada that support Black communities; this fiscal year, we supported institutions including Success Beyond Limits, Nobellum, West Island Black Community Association, and Toronto Community Benefits Network, to a total of $165,000

AccessAbility Action Plan

Launched in 2021, the Deloitte AccessAbility Action Plan (AAP) is our framework and commitment to achieving an accessibility vision that is transformative for our people, clients, and communities, as well as for Canada’s future.

Continuing on our mission, the second instalment of our AAP is planned for launch. It outlines our significant strides to creating a brighter future for all by 2030, working to ensure we’re an accessible, inclusive, and welcoming environment for neurodivergent people and people with disabilities—that is, that “Deloitte is for everyone.”

Our AccessAbility pillars

We recognize there is more work to be done as we strive to continue along the path toward realizing our pillars. We’re proud of our notable achievements for FY2024, including:

Deloitte seeks to create a safe and welcoming workplace for neurodivergent people and people with disabilities. We are committed to building an inclusive culture in everything we do.

We continued to maintain a global technology accessibility community of practice in which colleagues from around the world discuss accessible technology solutions, innovation, and inclusive design. We once again donated more than 300 smartphones to the Phone It Forward initiative of the CNIB Foundation (formerly, Canadian National Institute for the Blind), which provides those with sight loss access to smart devices.
Having achieved the Rick Hansen Foundation Accessibility Certification (RHFAC) Gold distinction for our Vancouver office (among the latest of our workplaces to be opened)—in recognition of the building and site’s exceptional accessibility—we’re working to bring RHFAC standards to all our new offices, as well as via renovation to our existing spaces.

Deloitte understands the importance of educational awareness regarding neurodivergent people and people with disabilities. We will continue to provide learning opportunities to educate our employees at all levels.

Deloitte continues to provide learning opportunities for our people regarding accessibility, neurodiversity, and disability inclusion. We hosted the CNIB's annual Connecting the Dots Conference in our Toronto office. This all-day event attracted a lineup of panellists, educators, and vendors who imparted their knowledge, ideas, and products to ignite conversations and provide valuable insights on education, technology, and employment.
To foster conversation, celebration, and professional community for our neurodivergent workforce and for those with disabilities, we marked Neurodiversity Awareness Month, in April, with guest speaker programming, and National Accessibility Week, in May, with a presentation from the CNIB.

Deloitte will continue to hire, engage, and empower neurodivergent employees and employees with disabilities to help them achieve their full potential.

We continued our Bloom Scholarship Program, which supports and empowers students from equity-seeking groups while providing them opportunities for professional growth. This year, we awarded scholarships to five neurodivergent students and individuals with disabilities, helping them explore their potential through meaningful employment experiences.
We engaged with Lime Connect, a global organization that provides us with the support needed to recruit, onboard, develop, promote, and retain candidates with disabilities.

Deloitte will work to create a positive impact, both in the marketplace—by helping and inspiring our clients—and in businesses owned by neurodivergent people and people with disabilities.

We led meaningful discussions and engagements with our clients focused on disability inclusion, accessibility, and neurodiversity.
We continued to build relationships with disability-owned businesses—an ongoing commitment—to diversify our procurement options and create meaningful collaborations with the community. Under this commitment, we team with the Inclusive Workplace and Supply Council of Canada to provide access to businesses owned by people with disabilities and by veterans.
We represented the firm at the global Disability:IN conference, which brings together global leaders, organizations, and accessibility professionals from the community to drive disability inclusion and equality in business.

Reconciliation Action Plan

In November 2024, we released Expanding Horizons: Deloitte's Renewed Reconciliation Action Plan.

Our first RAP—Shaping a shared path for reconciliation, released in 2020—was the first formal plan of its kind in corporate Canada, demonstrating the firm’s ongoing commitment to reconciliation. While we met and even exceeded many of our initial goals across the plan’s four pillars—inclusion, education, employment, and economic empowerment—we learned many lessons, and recognize we’re still in the early stages of our reconciliation journey. In this renewed report, we reflect on the journey thus far and highlight the results of months of research and consultation that spurred 15 refreshed commitments to foster impactful change for Indigenous Peoples.

We made progress across all four pillars, including:

Expanding upon Deloitte Indigenous and the Future of Canada Centre’s 2022 collaboration with Indigenous Youth Roots (IYR), we signed a three-year commitment to support IYR’s programming, helping to ensure Indigenous youth can continue to lead conversations that directly affect their communities.

We also introduced Indigenous Cultural Days (two paid, three unpaid) to allow First Nations, Inuit, and Métis employees time off to celebrate their heritage and unique traditional practices.

In September 2023, to acknowledge National Day for Truth and Reconciliation, our Indigenous and Allies Community ERG welcomed inspiring and influential guest speaker Cadmus Delorme—a Cree and Saulteaux, former chief of the Cowessess First Nation in Saskatchewan, and chair of the Residential School Documents Advisory Committee, established last year—who shared his story and teachings.

We have been a proud supporter of Chapter One (Canada), a charity working to close the literacy gap for children in underserved communities, for the past five years. We’re currently investing in the development of early literacy e-books created by local Indigenous writers and illustrators for the charity’s Indigenous book collection of their Global Free Library. Deloitte-sponsored titles include Ruby Rules the Rink, Autumn Peltier: Water Protector, and My Birthday Moon.

Our Indigenous Talent Strategy now serves as our north star for managing the Indigenous talent life cycle in the firm.

We launched an internal Indigenous recruitment resource guide to provide insight into our shared history, cultural competency, and inclusive practices for recruiting and engaging Indigenous candidates.

We also collaborated with Indigenous Corporate Training Inc. to implement mandatory Indigenous recruitment and retention certification for all talent-team members.

We continue to work with and onboard Indigenous-owned businesses, and to date have relationships with over 80 suppliers for both firm projects and client engagements.

In March 2024, we teamed with the Canadian Council for Indigenous Business (CCIB) in offering a two-part workshop series on digital branding and strategy—as part of the Tools for Indigenous Business (TIB) program—to help small Indigenous businesses build a strong presence in the market.

Story of impact

We were honoured to be the lead corporate sponsor this past April at Indspire’s yearly event Soaring: Indigenous Youth Empowerment Gathering. Held this year in Ottawa, Soaring brought together more than 1,000 Indigenous high school students from across the country—with an additional 500 virtual attendees—to connect with peers, share hopes and goals and discover career resources.

Additionally, we were proud to offer on-site support, including hosting a career panel and leading workshops on unveiling diverse career journeys through life experiences, finding a dream job, and approaching one’s future with self-love. And we were excited to share our tradeshow booth with TakingITGlobal—one of our allies in helping the next generation of Indigenous youth succeed—in connecting with students, learning about their plans for the future, and sharing the Create to Learn app, which Deloitte Digital helped bring to life last year as part of a Purpose-led pro bono project.

Human rights

Our commitment to human rights is inherent in everything we are and all that we do.

We commit to advancing the following human rights at Deloitte: employment and workers’ rights, equality and non-discriminatory treatment, environmental sustainability, education and skills development, anti-corruption, privacy, and trustworthy technology.

We also expect organizations with which we have business relationships to uphold our commitment to human rights. Deloitte’s Supplier Code of Conduct defines our expectations of suppliers—including treating workers with dignity and respect, and not subjecting them to demeaning conditions. Deloitte’s Commitment to responsible business practices outlines our approach to our business relationships—including those with whom we work, and the work we do.

Additionally, we are committed to regularly adapting and improving our processes and procedures, as well as further evolving our human rights statement and our commitments.

Our commitment is based on the International Bill of Human Rights and is further informed by the United Nations Guiding Principles on Business and Human Rights (UNGPs) and the Organization for Economic Co-operation and Development (OECD) Guidelines for multinational enterprises on responsible business conduct.

Our communities

Our work with communities throughout Canada is defined by our mission to expand access to education, increase economic empowerment, and facilitate the conditions communities through this shared land need to thrive.

WorldClass

Deloitte's WorldClass initiative is a testament to our commitment to delivering impact through education and skills development.

This Deloitte global program aligns with our Purpose to make an impact that matters, focusing on empowering our people to share their knowledge and skills in underserved communities to succeed in the modern economy. By supporting the UN’s Sustainable Development Goals (SDGs)—specifically, quality education (SDG4), decent work and economic growth (SDG8), and reduced inequalities (SDG10)—WorldClass aims to transform the lives of 100 million people by 2030.

In FY2024 alone, our WorldClass impact reached 754,384 people, for a total of 2,403,282 lives in Canada and Chile who have benefited from this program since its inception in 2017—and marking the fulfillment of our goal to support two million lives in these regions.

This commitment not only drives our global aspirations, but also solidifies Deloitte’s role as a catalyst for meaningful change in the communities we serve.

2.4 million

Number of lives
in Canada and Chile
impacted

Pro Bono: Offering our services to our communities

Each year, our people use their professional skills and knowledge to serve charities and non-profits through firm-funded and volunteer pro bono programs. Our social impact strategy focuses on helping non-profits address their most critical issues and help drive transformational outcomes.

Through our Society Partnerships, we provide multi-year pro bono support to deliver national, large-scale WorldClass impact. And our Social Innovation Fund supports pro bono initiatives to help enhance education, skills development, and employment in Canada.

With our Community Advisory Projects (CAP), a volunteer initiative, we connect the skills, passions, and experience of our people with the needs of local non-profits, helping in areas including accessibility, poverty reduction, health care, and support for refugees and new immigrants.

In FY2024, Deloitte contributed:

12,814 hours

Time dedicated to pro bono services—including initiatives across our Society Partnerships, Social Innovation Fund, and CAP programs

22,562 hours

Total time volunteered—including both traditional and skills-based projects

$5.6 million

Total value of community impact of pro bono and volunteering efforts

Supporting newcomers to Canada with LIFT Impact Partners

Since FY2023, Deloitte and LIFT Impact Partners have been on a shared three-year journey to support LIFT’s Strategic Reinvention Initiative, a plan to integrate newcomers into the Canadian workforce. Deloitte’s pro bono support of this plan helps elevate service provider organizations (SPOs) focused on dismantling barriers to meaningful employment. In FY2024, we explored how AI can be used by SPOs to improve operations while revolutionizing the way they can use data to support newcomers to Canada in finding meaningful employment.

Empowering the next generation of climate action with Learning for a Sustainable Future

Through our Social Innovation Fund, we provided pro bono support to help the Canadian charity Learning for a Sustainable Future (LSF)—which has been working for more than 30 years to integrate sustainability education into the country’s school systems—develop an ethical funding framework to ensure its funding sources are in line with its values. Our support helped to build a foundation for LSF to expand its funding and educate more youth on topics of climate and sustainability.

Supporting the deaf-blind community with the Canadian Helen Keller Centre

Our volunteer CAP team developed a fundraising strategy for the Canadian Helen Keller Centre (CHKC)—which provides affordable housing, training, and intervenor services to the deaf-blind community across the GTA—to help it broaden its spectrum of potential donors and thus continue supporting and raising public awareness of the needs of the deaf-blind community.

“This was a tremendous opportunity for CHKC; I thank everyone involved for their time, expertise, and advice. I also appreciate the momentum and support from the Deloitte team and their excitement to see CHKC succeed. I look forward to using what we have learned and the assets created throughout this process.”

Jennifer Robbins, Executive Director, Canadian Helen Keller Centre

Expanding youth mental-health support with Wood’s Homes

Our volunteer CAP team helped Wood’s Homes—a Calgary-based mental-health centre that provides treatment and support for young people, adults, and families with mental-health challenges—define and articulate a strategic, multi-pronged path to optimize an underperforming conference space (Inglewood Event Centre), thus enabling the organization to develop new sustainable sources of funding while continuing to serve the needs of clients. Our team also advised on matters of customer experience and innovation.

“Deloitte's Community Advisory Projects group was essential to clarify the next social enterprise project at Wood's Homes–Inglewood Event Centre. The group supported the development of a clear direction for the project, a clear value proposition, the marketing plan, and a three-year plan for development of the phases of the project, as well as some key components of our customer experience and ideas for approaches to innovation. It was the complete package that we needed.”

Janet Stewart, Associate Director, Wood’s Homes

Strengthening community support with Matthew House Toronto

We collaborated with Matthew House Toronto—a charity supporting refugees—to improve its ReCourse program, which prepares refugee claimants for their hearings with the Immigration and Refugee Board of Canada. This work included creating an impact-measurement framework to help increase funding and double the program’s reach, conducting workshops with Matthew House leaders and stakeholders to assess key program activities and desired outcomes, and creating informational materials and training for the organization’s staff to enable the continuous use and refinement of these newly implemented impact-measurement practices—all to help ensure the ReCourse program reflects the true impact and vision Matthew House aims to deliver.

“The Deloitte team listened to our team and took the time to truly understand the challenge we were facing in the terms of our organizational capacity to implement their findings. We were thrilled with the outputs of the activity, and we have already implemented their recommendations.”

Jacky Tuinstra, Executive Director, Matthew House Toronto

Impact Every Day and Impact Day

Impact Every Day

As part of our corporate responsibility strategy, our Impact Every Day initiative supports our people in making an impact that matters year-round by addressing the issues that are most important to our local communities and larger society.

Through volunteering and workplace giving, our people invest their time, skills, and knowledge to make a positive impact where it is needed—helping communities address their specific challenges, strengthen collaborations, and implement meaningful initiatives. Moreover, these efforts help our people build stronger connections with their colleagues and communities, develop leadership skills, and feel a sense of shared Purpose.

Impact Day

A proud, long-standing tradition at Deloitte, Impact Day is a dedicated day of volunteering and putting our communities first.

More than 2,700 of our people came together in October 2023, in-person and virtually, to connect with our communities and each other. They participated in mentoring sessions, hosted employment workshops—including the Deloitte-facilitated Business Chemistry, which offers a simple yet powerful way to identify meaningful differences in people’s working styles—organized beach cleanups, helped prepare meals for underserved communities, and facilitated financial literacy workshops in high schools across Canada. These were just some of the many Impact projects that demonstrate how our people take care of each other and work together for measurable effect.

Grace Steedman, Senior Consultant in Workforce Transformation, and Regional Impact Lead in the Prairies, emphasizes the importance of community engagement:

“To me, it is incredibly important to take time out of our days to connect and give back to our communities. At Deloitte, we are fortunate enough to have the opportunity to do so through Impact Day and year-round volunteering opportunities. We all have a role to play in making our communities a better place—and the world more equitable, connected, and sustainable.”

22,562
hours

Total volunteering hours (not including pro bono)

Stories of impact

On Impact Day, Deloitte professionals came together to help equip immigrants and refugees with the skills and knowledge needed to succeed in their job search and integration processes. Our volunteers used their expertise to coach job seekers, specifically those navigating the Quebec job market, assisting with resumé reviews, interview simulations, social media workshops, and guidance on next career steps, among other things. Our efforts had a positive and tangible impact on the 70 immigrants and residents we helped, allowing them to move closer to their goals of cultural, social, and professional integration.

Over a span of two months, Deloitte supported the Vancouver Chinatown Foundation (VCF)—an organization that uses the tools of entrepreneurship, innovation, and passion to honour a culture and community established in Vancouver more than 100 years ago. Our efforts were focused across three strategic areas:

Website optimization: Our web assessment and redesign project team facilitated a workshop that led to the development of a content management strategy for the organization.

Improvement of online presence for Chinatown businesses: We delivered on VCF’s revitalization strategy by adding the names and details of historical businesses in Chinatown to Google Maps, thus allowing the public to find them more easily, as well as simplifying the update process for these organizations in the future.

Recommendations for funding business and outreach strategies: We created templates and delivered reports to help ensure the success of their merchant support program. Reports were then used to help secure federal and provincial grants.

In May 2024, Deloitte teamed with Dress for Success Canada Foundation (DFSCF)—a charity that supports gender equity, fosters economic independence and empowerment, and promotes workforce development for women and non-binary people—to host the Professional Services Pathways and Insights workshop. Our 14 volunteer mentors and three panellists engaged with 75 participants from across Canada throughout this transformative virtual event.

One highlight was the series of discussions led by our panellists—diverse female Deloitte leaders—with participants praising them for their passion and transparency about their professional journeys. In one such moment, during a discussion on imposter syndrome, Monique Rudder, a Deloitte Partner involved with the firm’s National Relationships Office, advised, “Trust in the belief of leaders who are giving you the opportunity to deliver impactful outcomes. Acknowledge your feelings and thank your inner critic for wanting to protect you. Then, continue to put one foot in front of the other as you move forward.”

The event also featured breakout sessions in which the Deloitte mentors offered personalized career guidance on entering the professional services sector.

Workplace giving

Deloitte has a long tradition of giving back to the communities in which we work and live, through our annual workplace giving campaign and year-round fundraisers. In FY2024, this amounted to:

$3.4 million

Total donated by Deloitte people and retired partners through workplace giving

$8.1 million

Total donated by the firm (including in-kind donations)

Community Changemaker Awards

Recognizing exemplary community service

This year’s Community Changemaker Awards recipients are inspiring leaders, innovators, and volunteers who are effecting meaningful change in our communities through Deloitte initiatives. Applying their unique skills, passions, and perspectives, they’re living our Purpose, as well as our Shared Value to “take care of each other.”

Their initiatives supported marginalized groups, connected our people to volunteer opportunities in sustainability initiatives such as Earth Month and the firm’s vegan challenges, and helped increase access to education and skills development.

Through the transformative power of volunteering, our Community Changemakers serve as reminders of the meaningful effects of contributing to building a future in which everyone can thrive.

Meet them and read more about their impact

National Community Changemakers

Roberta Nouari

Outstanding
Community Leader

Jacqueline Hunter

Social Innovator

Carlee Olsen

Emerging
Community Leader

Regional Community Changemakers

Maati Lahroussi

Ontario

Abigail Rae

Atlantic

Anjali Mishra

Quebec-NCR

Ebony Clark

British Columbia

Julie Otieno

Prairies

Our country

If you call this land home, we want to help create the conditions you need to succeed. That’s why our work with national reach seeks to create a land where all walks of life can prosper.

Future of Canada Centre

The Future of Canada Centre animates our Purpose by developing novel insights that position the firm as a leading voice on issues that matter to the future of our clients and country. Equally, it seeks to enable conversations between members of Deloitte’s client community and with key policymakers to advance thinking on fundamental issues of shared interest.

Indigenous youth are the fastest-growing sector of the population in Canada. Accordingly, we are dedicated to fostering a productive dialogue that centres Indigenous knowledge and amplifies Indigenous voices in key policy areas.

We’re proud of our work in supporting Indigenous Youth Advocacy Week in collaboration with Indigenous Youth Roots (IYR), and our Voices of Indigenous youth leaders on reconciliation report series. We added two significant reports to the series this year: Breaking colonial legacies and mapping new pathways to mental wellness and Reconciling our relationships to preserve Mother Earth for future generations. Informed by Indigenous youth leaders’ insights, these reports have facilitated meaningful dialogue at federal, provincial, and municipal levels of government through policymaker activation. The report series has also sparked national news coverage, establishing Deloitte as a leader in advancing important discussions on reconciliation.

We have been working with IYR since 2022 to invest in the development of future Indigenous leaders, and we recently announced an expanded multi-year collaboration with the organization.

By leveraging our collaborative working relationships with practice areas across the firm, we continue to offer opportunities to advance inclusion in areas where Indigenous voices are under-represented.

In our ongoing focus on equitable digital transformation, we published the report Digital equity: empowering all organizations to succeed in the digital era, which we introduced into productive conversations at numerous assemblies and events—including 360 by Deloitte, which had more than 800 participants. Together we explored how themes of access, participation, and a well-functioning ecosystem can serve as levers to put our clients and the communities we serve on the path to a digitally equitable future, and help them unlock increased productivity, improved organizational resilience, and sustainable growth.

We also released Government data: A key to Canada’s prosperous future, a report to help public sector organizations in the country optimize how they manage and use data to thrive in the coming decade. As a firm, we’re uniquely positioned to enable Canada to become a world leader in digital equity by helping those we serve accelerate their digital adoption and transformation journeys, and by promoting collaboration between public and private organizations.

Uncertainty about the world’s future has deepened in recent years. In the face of this environment of volatility, our work on the report Global disruption in 4D: Exploring intersecting forces impacting Canada's future, sought to inspire Canada’s business and government leaders to be bold, collaborative, and innovative in navigating the most challenging questions that affect our country’s prosperous future.

The findings in our report are based on a survey of more than 800 managers and executives across Canada, representing a variety of organizations, economic sectors, governments, and public sector entities. We also convened discussions on these pressing issues via round tables and a flagship symposium with CEOs and directors from cities across Canada.

To enhance our clients’ understanding of the federal budget, we also released the report 2024 federal budget analysis: Navigating Canada’s productivity and housing challenges. In addition, we organized a panel discussion with more than 500 clients and featuring Deloitte leaders, who shared valuable insights about the Government of Canada’s priorities and explored the budget’s significant impacts on the economy, taxes, and policy.

Nation Building

Since initiating our Reconciliation Action Plan (RAP), we have engaged with hundreds of Indigenous Peoples, communities, businesses, and organizations across Canada.

We sought their guidance to develop a deep understanding of the social, political, and technical frameworks required to help deliver holistic solutions to what emerged as signature issues: jurisdiction, economic empowerment, and community infrastructure.

From these insights and relationships, we created our Indigenous-led Nation Building practice, which serves Indigenous Peoples in advancing their journeys to sovereignty and providing pathways to further economic empowerment. We also act as integrators, facilitators, and advisors to non-Indigenous governments and corporations, who also prioritize Indigenous inclusion and advancement.

Working together, we can transform our country for the better, today and for future generations.

A First Nation community recently engaged Deloitte’s Nation Building advisory practice to assess the current state of the community’s administration, and then to develop a high-level strategy and accompanying road map of priorities. Our assessment focused on capital allocation and governance, and identified areas where the administration could increase efficiency and effectiveness.

This work used a Green Dot approach—embodying unity and a shared Purpose—and included our Nation Building advisory, Monitor Deloitte, Audit & Assurance, and Risk Advisory. A first step in a longer-term collaboration, the First Nation community emphasized that it was our existing relationship, our commitment to building trust, and the importance of in-person meetings in the community that were the key reasons why we were selected for this project.

Overall, in FY2024, we worked with many Indigenous communities—gaining trust and identifying long-term support opportunities. We also piloted our Nation Building approach, which we’ll continue to co-develop and refine with our Indigenous clients.

Commitment to the UN’s Sustainable Development Goals

For its 2030 Agenda for Sustainable Development, adopted by all its member states in 2015, the United Nations identified 17 call-to-action objectives for governments, societies, and businesses to address by 2030. Embedded in Deloitte’s commitments to society and the work we do for our communities, we are focused on investing and advancing the following five Sustainable Development Goals (SDGs) to help create a better Canada: