Life at Deloitte
Respect and inclusion
At the heart of our talent strategy
At Deloitte we are working hard to ensure that our talent pool is diverse and reflects the make-up of today’s society. We want to show that everyone can thrive, develop and succeed in our firm based on their talent, regardless of ethnicity, gender, sexual orientation, or any other dimension that can be used to differentiate people from one another.
We have created a short film to help everyone at Deloitte think about their personal responsibility to treat people with respect and to judge others on the value they do, and can, bring.
Deloitte’s ten Diversity Networks connect people who share affinity indicators such as gender, race, religion, sexual orientation, disability and parenting / caring responsibilities. These networks engage more than 4,000 members from around the UK and provide support and a shared sense of belonging to our people, foster important links with clients and play an important role in connecting with the broader community. They come together regularly to share their plans and collaborate.
Women in Leadership
Advancing women at all levels is a business priority for Deloitte. We are taking a number of short and medium term positive actions to ensure that women are able to fulfil their potential and career goals. Our aims include: to increase the number of women at all levels, from students to partners, through recruitment; to increase the pipeline of women for leadership positions through development; to build an inclusive culture within which success is measured and lack of success is addressed.
Emma Codd, managing partner for Talent: “Gender diversity at leadership levels remains a challenge for many businesses but there is an ever-increasing understanding of the issues that hold women back in the workplace and the ways in which we can best tackle these. We have implemented a series of actions to increase the number of women we recruit, to ensure that development opportunities are clearly available and to provide a working environment that enables women to balance a successful career with family life.”
These actions include:
- Our industry-first, 20 week return-to-work programme for those who have been out of the professional services workforce for more than two years. This follows a successful pilot last year in which a cohort of senior female professionals participated in a paid programme – many of them went on to transition into permanent or contract roles at the firm;
- Coaching for mothers, fathers and line managers to help address the challenge of balancing demanding careers with new family responsibilities;
- A sponsorship programme, based on the principle of advocacy, tailored for each business area;
- An approach to supporting our people to work in agile ways, including the introduction of our award-winning Time Out programme.
Deloitte is committed to developing working practices through a combination of formal and informal arrangements, that support agility in terms of where, when and how we work.
With the right consideration given to individual needs, those of the team and the nature of the work, our WorkAgility framework provides a platform for our people to consider a blend of day to day actions and formal options, which help them to manage the balance between demanding personal and professional priorities.
Our approach is underpinned by three principles: trust and respect; focus on output (not presenteeism); and open two-way communication.
Deloitte won the Sunday Times Special Award for Innovation in Engagement Practice and the Best Innovation Award at the 2015 Working Families Special Awards– both of these for its Time Out programme which enables our people to request a four week block of unpaid leave each year.
We are committed to offering an environment which supports both the mental and physical wellbeing of our people.
We have access to state of the art on campus gym facilities in our London and Reading offices, as well as subsidised access to gyms across the country.
We host a programme of wellbeing events and activities, in addition to those which are captured as part of our core learning curriculum.
We have a small network of trained mental health champions at Partner level, who employees can approach confidentially, outside of line management structures, if they have a mental health problem or concern. All the champions have had professional training to give them a basic understanding of mental health, as well as knowledge of the support that is available through the firm. The champions are also available to give advice to managers about facilitating conversations with team members who they suspect are experiencing mental ill health.
- Sunday Times 25 Best Big Companies (ranked 20th) 2016
- Sunday Times Award for Innovation in Engagement Practice 2015 - for Time Out programme
- Race for Opportunity Employee Network of the Year 2015 – for Multicultural Network
- Top 10 Employers for Working Families 2015 – and each year since 2011
- Working Families Special Award 2016 – joint winner of Cityparents Best for All Stages of Motherhood Award / Working Families Special Award 2015 – for Time Out programme
- Power Part Time List – 2015: Cath Ingham, Tax Partner / 2014: Katie Jackson, Financial Advisory (Forensic) Director
- Business Disability Forum Best for Innovation Award 2015 – for Mental Health Champions
- Veterans’ Council Centre of Excellence Award 2015 – for the Deloitte Military Transition and Talent Programme
- Bloomberg Best Employers UK 2016 – ranked 30th overall and 1st in professional services sector
- CIPR #Insidestory awards – #AgileMe campaign named Best Example of Employee Engagement
- Business in the Community and Government Equalities Office Transparency Award 2016
- The Times Top 50 Employers for Women 2016