Press releases

Deloitte publishes 2019 statutory gender pay gap data and its total earnings gap

26 September 2019

Deloitte UK has today published its 2019 gender pay gap data. Deloitte first published its gender pay gap data in 2015 on a voluntary basis.

Deloitte’s mean pay gap is 18.7% (18.1% in 2018) and the median pay gap is 16.1%, the same as last year. The firm’s median bonus gap is 35.1% (37.5% in 2018) and its mean bonus gap is 51.1% (52.3% in 2018).

Deloitte goes further than the government requirements and also publishes its equity partner earnings gap and total earnings gap, the latter taking into account earnings for the whole firm. The mean total earnings gap has reduced to 39.3% (from 41.1% in 2018) and the median total earnings gap is now 14.4% (from 14% in 2018).

Dimple Agarwal, managing partner for People & Purpose at Deloitte UK, commented: “We continue to work hard to increase the number of female partners in our firm, and were pleased to promote 32 in June, our highest number ever. However, we fully recognise there is no quick fix to reducing our pay gap until our gender balance action plan has been embedded across all parts of our business.”

In 2019 there was a three-fold increase in the number of women promoted to partner (41% of all partner promotions) and the highest ever proportion of women promoted to director (34%). Deloitte’s female representation at partner and director grade now stands at 21% and 30% respectively.

In 2012 Deloitte put in place an ambition that in 2020 25% of partners would be women, and Deloitte has since committed to a longer term aspiration of 40% by 2030.

“Our focus now is creating the building blocks for the future”, continued Agarwal. “We’ve reviewed all our recruitment and promotion processes to minimise bias and we are promoting more women to partner, director and senior manager. However, as new promotes start at the entry point of a salary range it will take a number of years to even out, which helps explain this year’s slight increase in our mean pay gap.

“We have also prioritised the recruitment, development and retention of senior women as part of our gender balance action plan. Removing barriers to employment and providing support to people who have had time away from work is critical and we have now opened up Return to Work opportunities throughout the year. We will continue to work hard to support all of our people, such as our recent doubling of paid leave from two to four weeks for all the firm’s non-birthing parents and a greater focus this year on recruiting and retaining neurodiverse talent.”

Deloitte is making strides that not only creates meaningful change for its people, but has been recognised externally. This year Deloitte was awarded the BITC’s Gender Equality Award and six people were included in the HERoes Women Role Model Lists this month.

Agarwal concluded: “Whilst we recognise that substantial change takes time, we are proud of the progress that we have made and will continue towards greater gender balance and our wider inclusion efforts.”

End

Note to editors

Publication of gender pay gap data is required under regulations introduced by the Government in 2017. The legislation requires companies employing more than 250 people to publish information about their gender pay and bonus gaps annually.

Over the past year Deloitte has continued to deliver on its gender balance action plan, agreed by its Executive Committee in late 2014. In 2019, Deloitte announced changes to its award-winning Return to Work programme, which helps people find their way back into professional services after a career break. Instead of accepting returners every six months, Deloitte is rolling the programme into its year-round recruitment process, meaning those looking to return to work can apply for a job as soon as they are ready to re-start their careers.

Neurodiversity
Neurodiverse conditions include: Autism Spectrum Condition, dyslexia, dyscalculia, dysgraphia, dyspraxia, and ADHD.

What is a ‘median’ calculation?
The median is the figure that falls in the middle of a range when the wages of all relevant employees are lined up from smallest to largest. The median gap is calculated based on the difference between the employee in the middle of the range of male wages and the middle employee in the range of female wages.

What is a ‘mean’ calculation?
The mean is calculated by adding up the wages of all relevant employees and dividing the figure by the number of employees. The mean gender pay gap is calculated based on the difference between mean male pay and mean female pay.

Equal Pay
It is important to note that ‘pay gap’ is different to ‘equal pay’ – namely the legal requirement to pay men and women the same for equal work – which is governed by the Equality Act.

About Deloitte
In this press release references to “Deloitte” are references to one or more of Deloitte Touche Tohmatsu Limited (“DTTL”) a UK private company limited by guarantee, and its network of member firms, each of which is a legally separate and independent entity.

Please see deloitte.com/about for a detailed description of the legal structure of DTTL and its member firms.

Deloitte LLP is a subsidiary of Deloitte NSE LLP, which is a member firm of DTTL, and is among the UK's leading professional services firms.

The information contained in this press release is correct at the time of going to press.

For more information, please visit www.deloitte.co.uk

Member of Deloitte Touche Tohmatsu Limited

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