Driving Change and Measuring Impact

Attracting and developing our people

We focus on enhancing our team’s skills to meet evolving market requirements, ensure their well-being and empower them to act sustainably. To meet the growing needs of our clients, we have recruited colleagues from an even broader spectrum of backgrounds than in previous years, including 19 new partners and a large number of graduates. Our people dedicated an average of 21 hours to training and development.

A diverse and inclusive culture

Deloitte brings together diverse individuals from various backgrounds, with an emphasis on fostering an inclusive environment. In FY23, we increased our female representation to 44 per cent of all employees, representing growth of 2 percentage points within one year. Our gender balance efforts begin already in the recruitment phase: In FY23, the share of female new hires increased to 48 per cent. The share of female leaders in the ranks of Partners, Directors and Senior Managers has grown by over 1 percentage point to 29 per cent.

We have implemented various initiatives to support and elevate our female talent and strengthen integration of our people with different backgrounds and needs. Our goal is to improve the gender balance and make everybody thrive within our organisation. Our senior leaders have been trained to advocate a culture of respect and inclusion. Our employee-led Resource Groups like the neurodiversity or the multicultural network foster understanding and an inclusive environment.

Furthermore, our Swiss Female Manager Programme empowers women to aspire for leadership roles. As members of Advance - Gender Equality in Business, our people benefit from various events and mentorship opportunities. Our internal Women’s Initiative Network promotes gender equality and connects women across the firm. The Working Parents Programme offers workshops, networking opportunities and coaching. Our dedication to pay equity is reflected in our annual internal assessment and our external validation of an insignificant gender pay gap.

Employees by office

Within Deloitte’s large global network and as an active member of the Swiss business community and relevant associations in all parts of the country, we are committed to responding to our client’s needs most efficiently.

Volunteering, pro bono work and donations

Our people regularly do volunteer work and we offer some services on a pro bono basis. In FY23, Deloitte Switzerland positively impacted the lives of 10,084 individuals through our WorldClass initiative for a total of 22,913, since 2017. Efforts were focussed on education, employment and skills-building, with over 500 of our people dedicating more than 7,000 hours to community volunteering. Our firm also provided humanitarian support for the education and employment of Ukrainian refugees and contributed to mental health and inclusivity initiatives within Switzerland. Deloitte Switzerland has set itself the ambitious goal of positively impacting 75,000 lives by 2030.

Direct and indirect CO₂ emissions

Our gross total emissions per full-time employee decreased by 23 per cent compared to a FY19 baseline. Nevertheless, our emissions have increased by 62 per cent per FTE in FY23 compared to FY22, predominantly due to the increase in business travel. We have managed to continue decreasing our emissions from owned sources and purchased energy (scope 1 and 2) by working with property management to implement positive and lasting change. Our Better Buildings programme enables us to improve the sustainability of all our offices.

• Scope 1 emissions are direct emissions from owned or controlled sources.
• Scope 2 emissions are indirect emissions from the generation of purchased energy.
  

Supply chain and procurement

Our largest source of emissions is our purchased goods and services. A key part of our WorldClimate transformation is to develop more sustainable supply chains. A first step in doing so is to have 67 per cent of our global suppliers (by emissions) adopt a science-based target by 2025. Currently, 20 per cent of our strategic suppliers have set those targets, which is a 6 percentage points increase since FY22.

Every new or renewed contract managed by our global procurement function now includes several sustainability-related clauses covering greenhouse gas emissions, science-based targets, renewable energy or labour and human rights.

Travel emissions

Our second largest source of emissions is business travel, as our business model often still requires international travel. Reflecting some pent-up demand after the pandemic, we have experienced a 160 per cent increase per FTE in FY23 compared to FY22. This figure, however, is still far below the pre-pandemic level.

Inspiring our people to be part of the change

During our Swiss Sustainability Week 2023, we promoted tools to enhance our people’s environmental awareness, organised events − from client panels to sustainability fairs − and launched Climate Fresk workshops, which teach the fundamental science behind climate change. These workshops are now a standard offering in our learning curriculum. Our growing network of Swiss Climate Champions consists of dedicated individuals who champion sustainability, disseminate updates and drive volunteer-led projects. By the end of FY23, we had over 100 climate champions registered.