Starting the Conversation
Change isn’t just coming, it’s here.
A message from Joe Ucuzoglu, chief executive officer, Deloitte US,
and Janet Foutty, executive chair of the board, Deloitte US
Over our 175+ years serving clients, Deloitte’s purpose has been unwavering: to make an impact that matters. This purpose is deeply woven into the fabric of our organization. It guides our interactions with our people, our clients, and our communities—and it is integral to our diversity, equity, and inclusion (DEI) strategy.
We are proud of our long-standing commitment to fostering a workplace where our people can connect, belong, and grow. Over the past three decades, Deloitte has helped shape corporate America’s diversity and inclusion landscape, starting in the 1990s, when we became one of the first professional services organizations to establish women’s advancement and diversity initiatives.
Over the years, we deepened our understanding of the evolving societal issues and broadened our focus to further our commitment to our people and our communities. From our advocacy for LGBTQIA+ marriage equality to the launch of veteran employment initiatives to the expansion of our workforce well-being program, we have tried to anticipate, respond to, and nurture positive and necessary change. This past, unprecedented year—marked by heightened social injustice and a global health crisis—placed the deeply entrenched racial inequities in our society front and center. It became clear that we needed to significantly shift and accelerate our strategy to honor our commitment.
By exploring our data and having honest conversations with our people and our stakeholders, we’ve gained a better understanding of the work we need to do to further enhance the representation of our workforce and cultivate a more rewarding talent experience for all our professionals. We strive for an experience that is meaningful to people of all backgrounds—one that enables them to show up authentically, grow to their full potential, and live a purposeful life. The ongoing pandemic and fight for racial justice illuminate just how important this work is, not only within Deloitte, but across all of our communities.
As we explore opportunities to make a greater impact, we reinforce our commitment to being in this for the long term—well past fluctuations in the news cycle. We are focusing on root causes, embedding diversity, equity, and inclusion into every aspect of the way we operate and inspiring inclusive prosperity within communities by examining and taking action on societal systems that perpetuate inequities.
As we enter this new phase of our journey, it is our privilege to welcome our new Diversity, Equity, and Inclusion leader, Kavitha Prabhakar. She shares our perspective that, as professionals and humans, we are all inextricably linked. When we help remove obstacles in our communities that stand in the way of people achieving their very best, we strengthen society as a whole. We recognize there is critical work to do now and in the future. To do this work, our organization must acknowledge the reality of where we stand and the progress we need to make internally and in our communities. This inaugural Diversity, Equity, and Inclusion Transparency Report is an important step in this process.
Our greatest strength as an organization is and will always be our people. Thank you for making our legacy rich and our future bright. We look forward to continuing this journey together.
Chief Executive Officer
Executive Chair of the Board
Listening. Learning. Leading.
A message from Kavitha Prabhakar, chief diversity, equity, and inclusion officer, Deloitte US
I am humbled and honored to take on the role of Deloitte’s Chief Diversity, Equity, and Inclusion Officer. During my 22 years at Deloitte, I have watched the firm grow, and I am proud of how we’ve adapted to meet the needs of our people, our stakeholders, and our communities. It’s been an inspiring and hopeful evolution, and yet there is still more work to be done.
This report takes a critical look at our current state, both from a quantitative and qualitative perspective. We share representation data for our US workforce as well as additional data views including representation across leadership, job roles, generations, and components of the talent life cycle. We also set goals for what we want the future to be. When it comes to representation, for example, we are committing to the following goals for the Deloitte US workforce:
- Increase the number of Black and Hispanic/Latinx professionals in our US workforce by 50% by 2025; this is an input to our goal of increasing the overall racial and ethnic diversity* of our US workforce to 48% by 2025
- Increase US workforce female representation to 45% by 2025
- Increase the representation of racially and ethnically diverse US Partners, Principals, and Managing Directors (PPMDs) to 25% by 2025
- Increase the number of female US PPMDs by 25% by 2025
These are just some of our diversity, equity, and inclusion aspirations. Many others are shared throughout this report, where we explore the many dimensions of our DEI current state and forward-looking approach.
Both setting and pursuing these goals requires a comprehensive understanding of our current state. Having a clear sense of what we are doing well and where we need to improve will better equip us to identify and address the needs of our people and our communities. The insights and findings in this report help indicate where we must focus to drive meaningful progress. It is our call to action—to act on opportunities for growth, assess systemic challenges at hand, and create strategies and solutions to overcome them.
As a data-driven organization, we know how important metrics can be in charting a path forward, promoting transparency, and holding each other accountable. However, data cannot, and will not, be the only basis for determining our course of action. The experiences of our people are an equally important aspect of this report and the work that lies ahead. Many of our people have shared their stories with us—some of which are included in this report—and for that I thank them. Their journeys remind us that behind each data point, there’s a unique human experience. Their voices and sentiments, as well as the data and insights from this report, will guide us as we continue to grow together.
The conversations we are having about diversity, equity, and inclusion within and outside of Deloitte, between individuals and among groups, in the business community, and across society at large are incredibly complex. And we are having them with more courage and resolve than ever before. While we cannot be sure that all of these conversations and actions will have the intended impact, we will learn from them every step of the way. We are confident that this report and our continued engagement with a broad network of stakeholders, most importantly our own people, will help us change and thrive together.
Chief Diversity, Equity, and Inclusion Officer
* Diverse racial and ethnic groups include Asian, American Indian/Alaska Native, Black, Native Hawaiian/Pacific Islander, those who identify as multiracial, and professionals whose ethnicity is Hispanic/Latinx.
Reflecting on Our Progress
The evolution of our DEI journey
Deloitte has a long history of working to shape corporate America’s inclusion landscape. We are proud to have made early investments in our people and our culture. Much has changed over the years, and much work remains to be done, but our commitment to learning from and continuously evolving our diversity and inclusion approach has remained constant.
Behind our big “firsts” in the industry—naming the first woman chair in 2003, the first Hispanic CEO in 2011, and the first woman CEO in 2015 of any Big Four firm—are numerous Deloitte initiatives and community collaborations aimed at building a diverse and inclusive workforce. We expanded on the foundation of our initial diversity initiatives to address race, ethnicity, and inclusion with an intersectional* perspective. From connecting professionals across interests and identities to educating Deloitte professionals on inclusive leadership, we have aspired to build community, encourage authenticity, engender allyship, and broaden access to opportunity.
Underlying our DEI efforts is an intense focus on workforce well-being. Early on, we recognized the connection between these philosophies and have steadily enhanced our approach and resources for supporting the physical, mental, financial, and social health of our people. These efforts have proved invaluable in supporting our people through the continuing stress and uncertainty of the pandemic.
* Deloitte uses the term intersectionality, originally conceived by Kimberlé Crenshaw, and acknowledges that social identities, such as race, gender, sexuality, class, marital status, ability, and age, overlap and intersect in dynamic ways that shape each individual.1
1 W. Sean Kelly, PhD, and Christie Smith, PhD, “What if the road to inclusion were really an intersection?” Deloitte Insights, December 12, 2014.