Inclusion has been saved
Life at Deloitte
At the heart of our talent strategy
Bringing different people, with different ways of thinking, together in collaboration is how positive change happens; it’s essential to our success. We’re determined to create a truly inclusive firm that fully reflects the make-up of our society. A place where every individual feels they can be their real selves, be heard, and respected. Where all can thrive, develop and succeed based on talent, regardless of ethnicity, gender, sexual orientation, or any other dimension that can be used to differentiate people from one another.
We are all responsible for creating the culture we want at Deloitte. To help our people think about their own personal duty to respect others, we created this short film:
Deloitte’s twelve Diversity Networks connect people who share affinity indicators such as gender, race, religion, sexual orientation, disability and parenting / caring responsibilities. These networks play a vital role in fostering a culture of inclusion, and an environment where we all feel safe and look out for one another. They engage more than 7,000 members from around the UK and provide support and a shared sense of belonging to our people, develop 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.
Deloitte has been a signatory of the HM Treasury Women in Finance Charter since 2017. We are committed to an ambition of 40% female partners by 2030 and, while we have work to do, are clearly focussed on meeting our targets. Female representation at partner level has increased from 13% in 2013 to 25% as of 1 September 2021. Of the 79 partners promoted in the UK on 1 June 2021, 30% were women. We have prioritised the recruitment, development and retention of senior women as part of our Diversity & Inclusion strategy. Read more in the Deloitte Pay Report 2021.
In 2017, we agreed our Ethnicity action plan and in July 2020 we published our Black Action Plan, including committing to 12% of Ethnic Minority and 3% of Black partners by 2025. We are proud to be a signatory of BITC’s Race at Work Charter
We are increasing our focus on disability inclusion and have pledged our support to The Valuable 500 campaign. In particular, we are reviewing and improving our approach to recruiting and retaining neurodiverse talent, working with our charity and social enterprise partners.
We are focused on ensuring that we have an inclusive culture, underpinned at all times by respect - we firmly believe that diversity is simply not possible without this foundation.
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.
Our award-winning Time Out scheme enables employees to take a four-week block of unpaid leave once a year, for any reason, at a time that suits them and the business.
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 an employee network, Thrive @ Deloitte, who are dedicated to supporting each individual and their wellbeing within the workplace, and beyond. We also have a 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.
- Winner - AAT: Top Accounting Firm to Work for 2019
- Silver status for MIND, Wellbeing Workplace Index 2019
- Top Employers for Great Place to Work
- Social Mobility Employer Index 2019 (ranked 6th)
- 2018 Top Companies (ranked 15th)
- Business in the Community Best Employers for Race 2018
- Winner - Employee Benefits Awards, Best Benefits to Support Diversity & Inclusion (2018)
- The Times Top 50 Employers for Women 2020
Memberships and Partnerships
- Business in the Community – Gender and Race campaigns
- Business Disability Forum
- City Mental Health Alliance
- My Family Care
- Stephen Lawrence Charitable Trust
- Working Families
Supporting your recruitment experience
We are committed to having a more diverse workforce through representation of society in our own workplace. If you have a disability, health condition and/or are neurodiverse and may benefit from some adjustments and support then just ask; we don’t want our hiring process to be a barrier for you. Our recruiters will work with you to learn more about your support needs and identify reasonable adjustments that will help you to be at your best and have a more personalised experience. So you know, we won’t require you to provide proof to support your request; we trust you. Just look out for the support need question as part of the application process.