Gender balance

Deloitte strives to make gender balance the norm across our organization. We have set aspirational goals across Deloitte against which Deloitte Global leadership monitors progress and have developed consistent global standards spanning the entire career lifecycle—from recruitment, promotion and succession processes to development, mentoring, sponsorship and flexible working.

The Deloitte Global Executive is composed of 23% women and the Deloitte Global Board of Directors is made up of 29% women. Deloitte Global is progressing toward our aspirational goal of 30% female representation in both groups by 2023 and 40% by 2025. Since 2019, Deloitte firms increased female representation in both member firm partnership and other leadership roles. Twenty-five percent of member firm partners, principals and directors are female, with the goal of reaching 30% by 2025. Inclusive leadership training is a requirement of all partners, principals and managing directors (PPMDs) at Deloitte and, to date, more than 90% have completed this learning.

Deloitte has a long-standing commitment to fair and equitable pay. Deloitte UK has voluntarily reported on its gender pay gap (the total average difference between earnings for men and women) since 2015, two years before it became required by legislation. And the firm has reported its ethnicity pay gap (the total average difference between earnings for ethnic minority and nonethnic minority employees) since 2017. In the US, where neither public nor private reporting is required, Deloitte LLP made a public commitment to pay equity in its inaugural Diversity, Equity and Inclusion (DEI) Transparency report, which contains a wealth of detail on that firm’s DEI goals and progress to date.

Deloitte’s commitment to fairness and equity goes beyond what is typically required by local legislation. The Deloitte Global Executive adopted a zero-tolerance approach to gender pay inequity across Deloitte. To that end, Deloitte Global Talent developed a methodology that provides the Deloitte Global Executive with visibility and assurance on gender pay equity on a like-for-like basis, and highlights underlying factors that contribute to differences so action can be targeted across the talent lifecycle. Going forward, Deloitte is keen to extend this work to include other historically underrepresented groups, data quality and population size permitting.

We believe Deloitte should be a force for good and to lead the way on the complex challenges facing women and girls in wider society. Some of the ways we are impacting lives outside our organization were explored in Deloitte Global’s first Global Gender Impact Report. Launched on International Women’s Day in 2020, the report likened the findings to the “butterfly effect”—the concept of seemingly small acts having a big impact—to illustrate the power and impact of education, sponsorship and mentorship. We evolved that theme for International Women’s Day 2021 by highlighting the positive change six pioneering Deloitte women are creating through their acts of allyship and empowerment.

Deloitte also conducts research into critical gender equality-related issues. In October 2020, Deloitte Global published Understanding the pandemic’s impact on working women. Based on a survey of nearly 400 women across nine countries, the report explored the impact of the 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 the Women @ Work: A global outlook report, 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 also enabled analysis through the intersectional lenses of race, 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.


Emma Codd
Deloitte Global Inclusion Leader

Nhu Fabros
Managing Director, Deloitte Global Talent

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