Deloitte publishes gender pay gap data has been added to Bookmarks.
Deloitte publishes gender pay gap data
26 July 2017
Deloitte has published its gender pay gap data under new regulations introduced by the government this year. The legislation requires companies employing more than 250 people to publish information about their gender pay and bonus gaps. Deloitte first published its gender pay gap in 2015 and reports each year through its Impact Report.
Deloitte’s median pay gap is 15.3% and its mean pay gap is 18.2%. The firm’s median bonus gap is 39.1% and its mean bonus gap is 50.9%*. Deloitte’s pay and bonus gaps are due to the lower proportion of women holding the firm’s most senior roles, an issue that it is working hard to address. Once this structural issue is removed, the Deloitte
“As with many organisations, Deloitte’s gender pay and bonus gaps arise because of the disproportionate number of men in senior positions. As of 1 June, 19% of our partners were women. This is our most senior – and therefore highest-paid – grade. 29% of our directors – our second most senior grade – are female. We have put in place a number of actions and initiatives to tackle this disparity, and also maintain our relentless focus on ensuring that we have the appropriate culture and working environment. We believe that the latter is critical to our success in truly addressing gender equality.”
This emphasis on culture has seen the firm focus on agile working and on providing a working environment that is inclusive and respectful. Deloitte has also introduced targeted initiatives such as a programme designed to develop and retain high potential female managers, a review of its recruitment processes, an industry-first Return to Work programme (open to all but with the aim of helping senior women return to work after a career break of two years or more) and a Working Parents Transitions Programme (designed to ensure a smooth transition to and from parental and adoption leave).
Codd added: “We know that meaningful and sustained change will take time and hard work. The focus on culture and environment is already having a positive impact – our people tell us that they feel trusted in terms of where, when and how they work. We are recruiting more women at both student entry and experienced
Anne Milton MP, Minister of State for Apprenticeships and Skills and Minister for Women, said: “It is fantastic to see employers like Deloitte taking this important step in tackling the gender pay gap. They are setting an excellent example for other employers as we build a stronger, fairer country where success is defined by work and talent, not gender or circumstance.
“We have more women in work than ever before and the gender pay gap is at a record low, but there is more to do. Closing the gender pay gap isn’t just the right thing to do, it also makes good business sense, so that employers can take action to make sure every employee reaches their full potential.”
Notes to editors
*The regulations require companies to make six calculations such as the average gender pay gap as a mean and median average, the mean and median bonus gap, and the proportion of males and females divided into four groups from lowest to highest pay. Under the regulations, we are required to report our gender pay gap data for each separate legal entity that has at least 250 employees and therefore we have reported data for Deloitte LLP and Deloitte MCS Ltd. Because we consider it important to consider the picture for all employees, we have also looked at the information required by the regulations for the Deloitte UK firm which combines those two entities together with other employees (e.g. those in the Channel Islands), who are managed by Deloitte UK but are not within the scope of the mandated disclosure.
Return to Work internship programme
Deloitte’s ‘Return-To-Work’ programme launched as a pilot in September 2015. The firm was the first professional services firm in the UK to launch this type of programme. While open to all it is primarily aimed at helping senior women return to work after a career break of more than two years. The first cohort of eight women completed the
We have worked hard to ensure that we provide a working environment where our people can balance a successful career with their daily lives, whether that be for family commitments or other outside interests. While we had previously offered agile (flexible) working options to our people, we realised that they frequently were not taking advantage of them. We thus worked hard to not only design agile working options that would work for both our people and our firm but also to ensure that any cultural barriers were removed. From a programmatic
Working Parents Transitions Programme
On notifying the firm of pregnancy or adoption, all parents, and line managers of primary care givers, are invited to join our Working Parents Transitions Programme (WPTP) with the aim of ensuring a smooth transition to and from parental and adoption leave. Delivered by external coaches, sessions conducted pre, during and post leave help build peer support networks, share experiences and explain the wider support the firm offers. Line managers of primary care givers attend separate mandatory sessions to understand challenges that can be encountered by those returning from longer forms of parental leave and best practice support that can be provided throughout the transition.
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 NWE LLP, which is a member firm of
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. For more information, please visit www.deloitte.co.uk.
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