Data methodology

Our methodology

In 2021, we embarked on another phase of the journey around self-identification (self-ID) for both our US and USI workforces. In response to feedback from professionals and leaders, and with the goal of creating more transparent and meaningful ways of identifying, we transformed the options and user experience. Changes to the US self-ID options included new race options, updated options associated with sex and gender, refined options for veteran status and sexual orientation, and new questions around caregiver status and military spouses. New this year was an option to select “Prefer not to say” in response to all individual self-ID questions except for sex. Self-ID data is not used for hiring, staffing, promotion, or other employment-related decisions but rather provides data used to better understand our workforce and inform our DEI strategy. Detailed descriptions of the changes and the resulting data can be found in the People-driven DEI section.

New or expanded data elements

Although the 2021 DEI Transparency Report was a necessary first step in the right direction, it signaled that we still have a long journey ahead on the path to achieving equitable outcomes in our workplace. This year we’ve made progress toward that goal by addressing the need for greater data transparency. Therefore, in the 2022 DEI Transparency Report, we’ve added new data elements such as intersectional workforce, recruitment, and promotion representation by race, sex, and ethnicity. We’ve also expanded existing elements such as gender representation and decomposition of racial categories to provide insights in a way that highlights the unique identities that contribute to the dynamic experiences of our workforce. Along with year-over-year data comparisons, the new or expanded data elements in the 2022 report allow us to transparently represent our progress against our goals so that we can be held accountable to our commitments as we continue to advance equity.

Key terms

  • Diversity: The characteristics with which we are born and gain through experience, both seen and unseen, that make us different and similar.
  • Equity: The outcome of diversity, inclusion, and anti-bias wherein all people have fair access, opportunity, resources, and power to thrive with consideration for, and/or elimination of, historical and systemic barriers that have existed in society.
  • Inclusion: The actions taken to understand, embrace, and leverage the unique strengths and facets of identity for all individuals so that all feel welcomed, valued, and supported.
  • Indigenous to the Americas: This racial category includes individuals who identify as Indigenous Mexican or Central American, Indigenous South American, and Native American Alaska Native or First Nations.
  • Intersectionality: 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.
  • Privilege: Access to material and immaterial benefits based on one’s membership in a dominant social group. There are many types of privilege, including privilege based on race, ethnicity, gender, age, sexuality, ability, religion, class, education, and many other social identities.
  • Race and ethnicity: In 2021 we disaggregated the visualization of race and ethnicity to better represent professionals’ identities and to acknowledge that race and ethnicity are not mutually exclusive. We continue to broaden our understanding of race and ethnicity and the gaps that the current reporting categories create. We have updated our racial identity categories to provide options that resonate with professionals who identify with nationalities or ethnic groups that originate in the Middle East, North Africa, and Near East, and we are actively looking for ways to build a more comprehensive picture of our professionals’ overlapping racial and ethnic identities.
  • Racially and ethnically diverse: Diverse racial and ethnic groups include Asian; American Indian or Alaska Native; Black; Middle Eastern, North African, Near Eastern; Native Hawaiian or Other Pacific Islander; multiracial; and professionals whose ethnicity is Hispanic/Latinx.
  • Sex and gender: In this report we have included male and female under the category of “sex,” one’s biological sex. We recognize that not all people’s gender identities match their sex assigned at birth. This year we launched new gender fields in addition to sex, with expanded self-identification options to reflect a wider array of gender identities.
  • Systemically disadvantaged: Groups who are disadvantaged by societal systems based on a social identity related to race, ethnicity, gender identity, sexual orientation, socioeconomic background, religion, disability, language, and more.
  • Two or more (2+): Professionals can select more than one racial option. These individuals are not represented in the singular racial categories, but rather two or more races or multiracial.

Leadership roles

  • US Board of Directors: The Board of Directors is responsible for oversight of executive leadership, as well as candidate development and succession planning for the offices of CEO and Chair.
  • US Executive Leadership Team: The Executive Leadership Team is a cross-functional group of PPMDs led by our CEO to drive our strategy and operations.
  • US Client Service Leadership: Client Service Leadership consists of Lead Client Service Partners and the Lead Business Partners for our client accounts. These leaders have the primary responsibility for managing critical relationships with our trusted clients and the important work we deliver to them.
  • US Local Managing Partners: Local Managing Partners have geographic marketplace roles, are champions of local office culture, drive local growth agendas, and support community and office leadership within their geographies.


  • Workforce representation and leadership representation data are from our current fiscal year (FY2022 Period 13) and are as of May 2022.
  • Talent Survey results, recruitment, advancement, and retention data are as of the end of FY2022 (June 2021- May 2022).
  • Year-over-year data compares FY2022 Period 13 data to the 2021 DEI Transparency Report (FY2021 Period 6).


Metrics are rounded to the nearest 10th decimal, therefore some totals may not total 100%.

Self-ID response rate

Seventy-seven percent of US and 80% of USI professionals engaged in the FY2022 self-identification campaign.

How we calculate representation for “additional identities”

Percentages of people with disabilities, veterans, and LGBTQIA+ professionals are based on total respondents who completed the applicable self-identification question.


Data represents promotion representation, which includes when a professional advances to a higher job level, and career progressions, when a professional gets promoted but stays within the same job level. (e.g., senior managers promoted in level and to managing director, or admission as a partner or principal).

Talent survey response rate

Fifty-eight percent of our professionals participated in the FY2022 Talent Survey (44% in the US and 73% in USI).

Differences from EEOC reporting

The EEO-1 Component 1 report is a mandatory annual data collection that requires all private-sector employers with 100 or more employees, and federal contractors with 50 or more employees meeting certain criteria, to submit demographic workforce data, including data by race/ethnicity, sex, and job categories. Deloitte’s DEI Transparency Report goes beyond this mandatory federal mandate to explore dynamics of inclusion, equity, and belonging in its workforce through more in-depth questions and comprehensive data collection.