Deloitte in Yorkshire makes six senior promotions
23 June 2016
- One partner and five directors in Yorkshire
- 80 partner promotions nationally
- 30% of newly promoted partners nationally are women;
- Five new partners work part-time.
Deloitte has promoted one new partner and five directors in the Leeds office with effect from 1st June, 2016.
Chris Wildsmith has been promoted to partner in Transaction Services. Chris has been with the firm for 16 years, 12 of those in Transaction Services working on over 80 transactions. Chris specialises in working with clients in the financial services sector.
The promoted directors include, Charlotte Desourdy, Audit & Risk Advisory; Matthew Nicholson, Financial Advisory; Elizabeth Simpson, Tax; Andrew Watford, Tax; and Louise Hunter, Audit & Risk Advisory.
Nationally the firm has promoted 80 new partners – 24 in the consulting service line, 20 in Financial Advisory, 18 in audit & risk advisory, 17 in tax and one partner promotion in Internal Client Services.
Martin Jenkins, practice senior partner at Deloitte in Yorkshire, said: “The Yorkshire practice continues to grow and these senior promotions reflect this and our continued confidence and investment in the region. I’d like to congratulate all newly promoted staff.
“I am extremely pleased to welcome Chris Wildsmith into the partner group. Our Transaction Services has grown strongly in recent years and Chris’ promotion strengthens this team as we invest in supporting financial services clients in the region and beyond.”
Nationally 30% of the promotions to partner are women (24 new partners), demonstrating Deloitte’s continued focus nationally on gender diversity as a business priority. In the past two years, Deloitte has established a series of programmes to identify and retain high performing female leaders including a commitment to gender pay gap transparency, a Return to Work programme and a sponsorship initiative for senior women within our firm.
David Sproul, senior partner and chief executive of Deloitte UK, said: “The Return to Work programme, which we announced last year, is helping us to attract more senior female leaders back to the workforce and will further boost our pipeline of future partner candidates. More than half of participants on last year’s scheme accepted a role with the firm and this year it will be extended with 20 women taking part in a 20-week programme.”
This year’s promotions also demonstrate the success of Deloitte’s WorkAgility framework with five new partners working part-time. The framework sets out to ensure that our people are able to work in a way that suits them, their team and the overall business. Deloitte recently backed the Timewise initiative, ‘Hire Me My Way’, which aims to make it easier for people to find flexible roles.
Helen Kaye, partner and talent lead at Deloitte in Yorkshire, said: “Today’s partner promotions demonstrate that working in an agile way is no barrier to success. Deloitte is committed to ensuring that it has a culture and environment in which our people are able to balance a successful career with commitments outside work - whether that is family, other caring commitments or other interests. We know that our people expect to work for an employer that can offer a balance between career and life and we have worked hard to provide this to all our people including our senior leaders.”
Notes to editors
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 those returning to work after an extended period out of work, the programme is aimed at helping senior business women return to work. The first cohort completed the 12-week pilot programme in December 2015, with over half going on to take a permanent or contract role with the firm. Following the success of the pilot programme, we will be extending the scheme (both in duration and number of participants) in 2016.
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. As part of this we introduced Time Out, which enables our people to take a month’s unpaid leave at a time that suits both them and the business – no reason is required, and our people are encouraged to share the benefits of the experience when they return. At Deloitte, we know that our people expect to work for an employer that can truly enable them to balance their career and life outside work and we have worked hard to provide this.
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