Inclusion at Deloitte
At Deloitte, we want everyone to feel they can be themselves and to thrive at work—in every country, in everything we do, every day.
We are committed to supporting and empowering all of our people in achieving their full potential. At Deloitte, we know how important it is that all our people can be their true, authentic selves at work and we are united against any form of social injustice.
Stand up, speak up
If you hear someone being diminished, be an ally. If you see someone being excluded, be an ally. If someone’s voice needs amplifying, be an ally. If people need educating, be an ally.
We created a film, ‘Stand up, speak up’ to remind us that it’s up to all of us to be allies—even when it’s not easy. It challenges us all to use our voices and speak up. To be visible and vocal allies.
We created a series of films which tell individual stories from members of under-represented groups. While the characters are fictional and are played by actors with similar lived experiences, the films represent the authentic stories of many people and were created to help us all understand that we are all a sum of our parts and experiences—and that our words and actions have an impact on others. We want people to take a moment to walk in someone else’s shoes and to think.
Can you see me Teaser
At Deloitte, we want everyone to feel they can be themselves and to thrive at work – in every country, in everything we do, every day. This can only be achieved by providing a workplace culture characterized by inclusive everyday behaviors and built on a foundation of respect and appreciation for diversity in all its forms.
They like to fill out their quotas, you tick a lot of boxes.’ He tried to make it sound funny.” Listen to Katrina’s story and take a moment to walk in her shoes.
I get a lot of ‘I never would have guessed.’ I mean, is that supposed to be a compliment?” Listen to Alejandro’s story and take a moment to walk in his shoes.
…a lot of the time, I think I must be invisible. And when people do see me, all they see is the chair.” Take a moment to see Thiago.
If you’re uncomfortable accepting me as a woman, you can’t deny that I’m a person.” Listen to Jackie’s story and take a moment to walk in her shoes and think.
I feel the stares but they quickly look away. The woman on the bus who clasps her handbag a little bit tighter. The man who gets tense when I sit down beside him.” Listen to Peter’s story and take a moment to walk in his shoes.
Respect & Inclusion at Deloitte
We believe that an inclusive culture, underpinned at all times by respect, provides the foundation for a diverse and vibrant organization—we understand that providing this workplace environment for all our people is a long-term commitment. We also understand that diversity requires deliberate action when it comes to the way we work. Whether through embracing the power of allyship, or by making our processes more inclusive, we are taking clear and consistent action to achieve the aspirational diversity goals that we have set for ourselves.
Our Global Executive and Board have committed to a number of global diversity goals. Progress against these goals is measured through a formal assessment to hold leaders accountable for their focus and effort in delivering our global inclusion strategy. Using these measures, progress on diversity goals is discussed at Executive meetings on a regular basis.
Here's how we’re taking action:
1. Working toward gender balance
Deloitte leaders strive to achieve gender balance across the organization. We have set aspirational goals for all Deloitte firms and have developed consistent initiatives spanning the entire career lifecycle—from recruitment, promotion and succession processes to mentoring, sponsorship and agile working. Deloitte firm CEOs have committed to deliver on these initiatives and report progress to the Deloitte Global CEO, Deloitte Global Executive and Deloitte Global Board of Directors on a regular basis.
2. Fostering LGBT+ inclusion
At Deloitte, we want everyone to feel they can be themselves at work, without fear of discrimination or prejudice. We want our LGBT+ (lesbian, gay, bi, trans and more) people to feel confident in being who they are and empowered to thrive within Deloitte and within the societies Deloitte serves.
Deloitte is proud to be a signatory of the UN Standards of Conduct for Business in Tackling Discrimination against LGBTI people (the UN Standards) and is working hard to deliver on this commitment. In line with the UN standard to act in the public sphere, Deloitte is also proud to be a member of the Partnership for Global LGBTI Equality. Deloitte has also joined the Brunswick Group’s coalition Open for Business, which is a network of major businesses campaigning for LGBT+ inclusion globally.
We believe the power of ‘allyship’ is a critical element of LGBT+ diversity, whereby our people support the rights and wellbeing of their LGBT+ colleagues. Allyship isn’t just passive support, but part of our everyday actions – visibly and vocally supporting LGBT+ people inside and outside of Deloitte. Allyship was a key theme in our 2020 global Pride campaign.
3. Supporting mental health
Deloitte believes that supporting mental health is a critical aspect of inclusion and is working to address the stigma that still too often exists within society on this topic. The organization recognizes the importance of Deloitte people knowing where and how to seek support when they are experiencing mental health challenges and being comfortable they can do this without fear of stigma. To help deliver on its commitment to workplace mental health, Deloitte has introduced a Global Mental Health Baseline—comprising a number of actions that it expects to be taken in every country where it operates.
Deloitte is proud to be a founding partner of the Global Business Collaboration for Better Workplace Mental Health, a global business-led coalition whose mission is to both advocate for and accelerate positive change for mental health in the workplace on a global basis.
4. Fostering racial and ethnic inclusion
Deloitte stands against systemic bias, racism and unequal treatment. We take seriously our responsibility to listen, learn and lead the change we wish to see in the world. Within our organization, we continue to drive global and local initiatives to increase Black and Ethnic Minority representation, from recruitment to learning and development, career progression and mentoring. One of the ways we are taking action is by increasing our commitments to support the fostering of racial inclusion in the US and Canada, including over US$10 million dollars of contributions and pro bono commitments to a number of organizations that are fighting for social justice, tackling employment and wealth inequality, and creating educational opportunities for underserved communities. We are also a founding member of the Change the Race Ratio campaign in the UK, focused on increasing racial and ethnic participation in the UK’s business ecosystem.
5. Supporting people with disabilities
At Deloitte we are building an environment where people with both visible and invisible disabilities can actively and fully participate and demonstrate their abilities in the workplace and society. We have launched a number of awareness-building, coaching and education programs to enable professionals with disabilities to reach their full potential at Deloitte. We are cognizant of the benefits of neurodiversity and actively seek to harness the benefits of our people’s diversity of thought. We also take action to make sure our recruitment processes are inclusive of people with disabilities and that we are able to tap into this diverse talent pool.
6. Promoting allyship
Our shared values at Deloitte include, “Take care of each other” and “Foster inclusion.” One of the ways we bring those shared values to life is by promoting allyship, which means visibly and vocally standing up for the rights of others, addressing bias and unacceptable behavior—and encouraging people to use their voice to effect change. It goes far beyond expressing passive support—it is a long-term commitment to advocate for others.