People-driven DEI

Reflecting our people in our data

As a human-centered, data-driven organization, we leverage metrics to help understand those we are serving and the work we need to do. Data alone does not dictate our path forward; equally important are the perspectives and experiences of individuals directly affected by our work. We look to both quantitative and qualitative data to inform our strategy, as reflected in this report. It’s critical that all our people see themselves in our DEI strategy and have a role in advancing it forward.

We all have multiple identities that influence the way we think about ourselves and the way we are viewed by the world. At Deloitte, we are committed to recognizing—and celebrating—all types of personal identity. In the fall of 2020, we added new self-identification (self-ID) options to our internal Talent portal beyond those necessary for federal reporting purposes, as a way to encourage authenticity, to strengthen sense of belonging, and to provide deeper insight into our people.

What’s in a name?

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Mia Pareek
Senior Manager, Deloitte Consulting LLP
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Self-ID data is not used for hiring, staffing, promotion, or other employment-related decisions, but rather provides observations and insights to better understand and engage our workforce and inform our Talent and DEI strategy. With these enhanced self-ID options, Deloitte professionals can see a more meaningful reflection of themselves in our data and systems. We gain valuable insights that can inform DEI goals and program decisions and help drive equitable outcomes across the talent lifecycle. Self-ID data also allows us to tailor communications (when consent for communication is given) and provide more custom programming.

Since the last report, self-ID continued to evolve through a comprehensive process, including researching identity categories used worldwide and connecting with academics who study identity. We also relied heavily on Deloitte professionals, engaging them in dialogue around what their identities mean to them, how they see themselves, and how to define or restructure new or current categories. Changes to the self-ID selections included expanded race options, updated options associated with sex and gender, refined options for sexual orientation and veteran status, and a new option to identify military spouse status.

Introducing Middle Eastern, North African, Near Eastern

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Mike Daher
Principal, Deloitte LLP
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As we continue to evolve self-ID, we are also hearing from our people that they wanted to see a more detailed view of the intersectional identities within their communities. Based on this feedback, we are sharing aggregated views of race, ethnicity, and sex, as well as distribution by career level for LGBTQIA+, veterans, and people with disabilities in this report.

The evolution of self-ID allows our professionals to identify in ways they see themselves. In fact, 7.6% of our Deloitte US workforce changed how they identify their race in self-ID as new options were introduced. These expanded options also provide a more accurate view of our workforce representation. For example, we introduced Middle Eastern, North African, Near Eastern as a new option for race. Individuals in this cohort, many of whom may have selected White previously, represent 0.9% of our US workforce.

Deloitte US workforce representation (%)

Total FY2022 US Workforce: 80,146

2021 Report

Deloitte US workforce headcount

RaceFY20222021 Report
2+ Races3,5922,326
Indigenous to the Americas839157
Middle Eastern/North African/Near Eastern700NA
Native Hawaiian/Other Pacific Islander9880
Prefer not to say3,895NA
EthnicityFY20222021 Report
SexFY20222021 Report

  • Since our previous report (FY2021 P6), we’ve seen the following changes in overall representation:
    • 30.3% growth in Black representation (6.6% to 8.6%).
    • 25.0% growth in multiracial representation (3.6% to 4.5%).
    • 13.8% growth in Hispanic/Latinx representation (6.5% to 7.4%).
    • 0.5% growth in female representation (43.9% to 44.1%).
    • 4.9% decline in representation of Asian professionals (28.5% to 27.1%).
  • For race, 4.9% of professionals chose "Prefer not to say," a new option available in 2021.
  • Middle Eastern, North African, Near Eastern, a new option available in 2021, represents 0.9% of the US workforce.

For representation by level, role, and leadership team, see the our latest workforce data section.

Professionals Indigenous to the Americas and South Pacific

Language is important, especially given the complexity of identity and lived experience. When using terms that impact professionals who are Indigenous to the Americas and South Pacific, we reference the guidance provided by the Smithsonian and National Museum of the American Indian:

“American Indian, Indian, Native American, or Native are acceptable and often used interchangeably in the United States; however, Native Peoples often have individual preferences on how they would like to be addressed. To find out which term is best, ask the person or group which term they prefer. When talking about Native groups or people, use the terminology the members of the community use to describe themselves collectively. There are also several terms used to refer to Native Peoples in other regions of the Western Hemisphere. The Inuit, Yup'ik, and Aleut Peoples in the Arctic see themselves as culturally separate from Indians. In Canada, people refer to themselves as First Nations, First Peoples, or Aboriginal. In Mexico, Central America, and South America, the direct translation for Indian can have negative connotations. As a result, they prefer the Spanish word indígena (Indigenous), comunidad (community), and pueblo (people).” 1

After our initial self-ID campaign, we learned some professionals did not necessarily identify with the options available and were apprehensive about selecting American Indian or Alaskan Native. There was a perception that the existing option included only those whose origins were from the original peoples of North America, but not including those from Canada, Mexico, Central America, and South America. Others believed they were not eligible to select this if they did not know their tribal affiliation or were not recognized by the Bureau of Indian Affairs. Members of the community also shared that the language Indigenous peoples identify with is a dynamic conversation; terms, names, and styles continue to evolve.

Working closely with those who identify as Indigenous, we expanded the identity options and created a way for people to share their tribal affiliation or community attachments. The new, more inclusive approach presents choices that support multiple identities of professionals Indigenous to the Americas: 1) Native American, Alaska Native, or First Nations, 2) Indigenous Mexican or Central American, and 3) Indigenous South American. Throughout this report, these options are grouped and reported as Indigenous to the Americas.

Professionals also expressed that a single option for “Native Hawaiian or Other Pacific Islander” assumes a singular lived experience across many different individual identities. Members of the community asked for options that empower individuals to identify in a more specific way as either Native Hawaiian or Other Pacific Islander, or both. In this report, we share the detailed breakdown of representation of Native Hawaiians and Other Pacific Islanders.

Honoring the ancestors

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Tania Mahealani duPont
Analyst, Deloitte Consulting LLP
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Expanding recruiting efforts

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Jenna Knueppel
Analyst, Deloitte Consulting LLP
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FY2022 decomposition of professionals who identify as Indigenous to the Americas (%)


FY2022 decomposition of professionals who identify as Native Hawaiian or Other Pacific Islander (%)3


  • 1% of our US workforce now identifies as one or more of the three new Indigenous to the Americas options, up from 0.2% in our previous report. This increase is primarily driven by clarity of definition.
  • In alignment with our previous report, 0.1% of our US workforce identifies as Native Hawaiian or Other Pacific Islander.
  • 8.3% of Deloitte professionals who are Indigenous to the Americas shared a tribal affiliation in 2022. Deloitte professionals represent many of the original peoples from lands across the United States, Central America, and South America.
  1. Native Knowledge 360°, “The impact of words and tips for using appropriate terminology: Am I using the right word?,” accessed June 2022.
  2. “n” represents the denominator in the calculation for representation. Learn more about how we calculate representation in the data methodology section.
  3. Percentages can add up to more than 100% because professionals can select more than one identity.

Gender identity

New gender options and self-ID

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Harrison Agnor
Analyst, Deloitte Consulting LLP
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Recognizing that not everyone’s gender identity matches their sex assigned at birth, we continued to expand self-ID options, actively looking for ways to capture gender as a spectrum and honor all gender identities. Since the last report, we added seven options for gender as well as an additional question to identify as cisgender4 and transgender.5 Of the 11,321 professionals who responded to the additional question, 0.5% identified as transgender.

FY2022 Deloitte US workforce representation by gender identity (%)

n= 64,1236

  • 64,123 (80%) professionals shared their gender identity or chose “Prefer not to say” in response to the new self-ID question this year.
  • Responses indicate that Deloitte professionals identify across the gender spectrum.
  1. Cisgender refers to a person whose internal sense of gender identity matches their sex assigned at birth.
  2. Transgender refers to a person whose gender identity is different from the sex that was assigned at birth.
  3. Representation reflects the number of professionals that responded to the self-identification question.

Sexual orientation

We want LGBTQIA+ (lesbian, gay, bisexual, transgender, queer or questioning, intersex, or asexual and more) professionals to feel confident being themselves within Deloitte and the communities we serve, and part of that is acknowledging the various identities within the community. In addition to providing an option to identify as LGBTQIA+, in 2020, we added multiple sexual orientation categories to reflect more accurately how individuals see themselves: asexual, bisexual, gay, lesbian, queer, pansexual, and heterosexual or straight. In 2021, we further expanded those options to include demisexual.

Representation of those who identify as LGBTQIA+ decreased from 5.6% in our last report to 4.6%. We are working with the National LGBTQIA+ & Allies team to evaluate quantitative and qualitative data to inform a strategy focused on recruitment and retention.

FY2022 Deloitte US LGBTQIA+ workforce representation: Overall and by race, ethnicity, sex, and gender (%)

4.6% (3,033) of professionals identify as LGBTQIA+


FY2022 Deloitte US LGBTQIA+ workforce distribution by level (%)


FY2022 US workforce representation by sexual orientation (%)


  • 4.6% of Deloitte US professionals identify as LGBTQIA+.
  1. Representation reflects the number of professionals that responded to the self-identification question.
  2. Percentages can add up to more than 100% because professionals can select more than one identity.


Through a yearlong process of gathering input and socializing categories with the Deloitte uniformed services community, we broadened options beyond veteran to fully capture the identities of current and former service members. Having a deeper understanding of the uniformed services community allows us to provide better support, such as helping prepare Reservists and Guard members for transition to active duty. Recognizing that military service can impact and be a source of pride for the entire family, we also now provide a self-ID option for military spouse.

FY2022 Deloitte US veteran workforce representation: Overall and by race, ethnicity, and sex (%)

4.9% (3,128) of professionals identify as a veteran


FY2022 Deloitte US veteran workforce distribution by level (%)


FY2022 Deloitte US workforce by veteran status (%)


  • Representation of those who identify as a veteran increased from 2.7% in our last report to 4.9%.

Explore the Veteran Impact Report to learn more about our efforts to positively impact the veteran and military-affiliated community.

  1. Representation reflects the number of professionals that responded to the self-identification question.

People with disabilities

We continue to provide an option for people to identify as a person with a disability or someone who has a history of a disability and encourage such individuals to do so. Because disability status can change over time, we ask Deloitte professionals to update this category regularly. Compared to our last report, representation of people with disabilities increased 3.9 percentage points to 5.7%.

FY2022 Deloitte US people with disabilities workforce representation: Overall and by race, ethnicity, and sex (%)

5.7% (3,320) of professionals identify as a person with a disability


FY2022 Deloitte US people with disabilities workforce distribution by level (%)


  • Representation of those who identify as a person with a disability increased from 1.8% in our last report to 5.7% in FY2022.

How we think about identity and the process for gathering information from professionals through self-ID is foundational to our DEI transparency efforts and is a key enabler to the Deloitte DEI strategy. We continually challenge ourselves to refine the self-ID process and options, so people feel seen, valued, and their identities honored.

  1. This excludes those who responded they do not have a disability or a history of having a disability and those who selected “I Don’t Wish to Answer.”
  2. Representation reflects the number of professionals that responded to the self-identification question.

National communities

Each of us has multiple, intersecting identities that inform our unique lived experiences and how we show up in the world. This is at the heart of the human experience: The beauty—and strength—of individuality. These identities, which bring purpose to our lives and perspective to each other, should be honored and reflected in how we operate.

To continue fostering a culture in which people feel valued and heard, and identities are celebrated, we launched eight national communities in 2021. These communities offer Deloitte professionals more options to connect in ways most meaningful to them:

  • Asian & Allies
  • Black & Allies
  • Hispanic/Latinx & Allies
  • LGBTQIA+ & Allies
  • Middle Eastern/North African & Allies
  • People with Disabilities & Allies
  • Veterans and Military & Allies
  • Women & Allies

Creating belonging in local offices

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Donté Apperwhite
Senior, Deloitte Services LP
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Finding connection and affirmation in Deloitte’s communities

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Cristel Gomez
Manager, Deloitte Consulting LLP
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Although the primary purpose is to provide opportunities to connect and build support networks, our national communities also provide a cohort-specific lens to our DEI strategy through continuous feedback. They serve as a mechanism for people-driven DEI efforts. Deloitte professionals can see their identities reflected in the national communities and have their voices heard in actionable and meaningful ways. These communities are uncovering trends, exploring insights, and discovering areas of opportunity to develop a data-driven community strategy.

However, data is not the only basis for charting their path forward: It is through one-on-one conversations, listening sessions, and by leveraging virtual crowdsourcing platforms that the communities are gaining a better understanding of the human experience and sentiment behind the data. Based on the qualitative and quantitative analysis, we architect short-term actions and longer-term interventions to advance equity.

Communities enrich the Deloitte experience with programming and events that foster a sense of belonging and facilitate allyship through awareness and education. For example, the national communities make an impact by hosting organizationwide events to celebrate culture, honor community, and explore the lived experiences and unique challenges that people may be facing. These events feature Deloitte professionals and external speakers including authors, academics, activists, and household names such as José Andrés, Laverne Cox, Dr. Eddie Glaude Jr., Dr. Erika Lee, Marlee Matlin, and many others.

The national communities help identify the DEI-related organizations with whom we collaborate and how to make the biggest impact outside of Deloitte through those external relationships. For example, the People with Disabilities & Allies community is the driving force behind our enhanced collaboration with Disability:IN, a leading nonprofit resource for business disability inclusion worldwide. As part of this expanded relationship, Deloitte US CEO Joe Ucuzoglu signed the Disability:IN CEO letter, a collective commitment to disability inclusion from the business community. In addition, Deloitte leaders participate on Disability:IN committees—cross-business roundtables that share and drive leading practices on various disability-related topics including accessibility, mental health, and recruitment.

Building belonging through Disability Awareness Month

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Christophe Quancard
Manager, Deloitte Tax LLP
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Normalizing disability and making accessibility mainstream

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Emily Yee
Senior Manager, Deloitte Consulting LLP
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Our collaboration has extended to local markets as well. Deloitte cohosted two events with the Disability:IN Washington, D.C. affiliate, which focused on the veteran community and included panelists from the Wounded Warrior Project. These events reached more than 1,000 attendees from Deloitte and the Disability:IN community.

We recognize our power and believe we have a moral responsibility to affect meaningful change. As we witness social injustice and inequities, we challenge our people and activate our resources and networks to make a difference. We also recognize that we can most effectively deliver on our commitment to advancing equity by collaborating with and supporting community-led organizations already on the ground doing the work. In FY2022, Deloitte gave $57M in charitable donations, our people collectively donated approximately $18M to thousands of nonprofits and charitable organizations, and we provided 87,000 hours in pro bono services to nonprofits reaching a variety of communities. In addition, we have worked with our national communities to identify more than 100 organizations led by, and supporting, the Black, Asian American and Pacific Islander, and Transgender communities, donating $18M to help them achieve their missions since our last report.

The Black & Allies Community and Hispanic/Latinx & Allies Community both hosted inaugural organizationwide leadership summits this spring. Each of these two-day events brought together approximately 500 managers and senior managers to hear directly from Deloitte US CEO Joe Ucuzoglu, Deloitte US Board Chair Janet Foutty, and CEOs from our businesses. The events, which provide opportunities for attendees to connect across businesses and prepare for the next phase of their careers, are designed to foster a sense of belonging and empower authenticity.

Celebrating diversity at the Hispanic/Latinx Leadership Summit

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Alejandra Adarve
Manager, Deloitte & Touche LLP 
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Building connection at the Black Leadership Summit

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Shauna-Gae Davis
Managing Director, Deloitte Services LP
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Acknowledging the Asian American experience

While the term “Asian” is intended to cover a vast group of people representing nearly 30 countries and encompassing many unique cultures and experiences, this single category does not accurately reflect the diversity of the people it is intended to represent. To help address this, we provided expanded options in 2020 so that professionals can now identify with any of three geographies: East Asian, Southeast Asian, and South Asian.

Although we recognize each geographic option represents a diverse group of people and cultures, they do provide a better understanding of the lived experience people within each group may share or how societal events may impact them. For example, East Asian professionals were predominantly affected by the rise in anti-Asian sentiment and violence during the pandemic as many feared for their own safety and the safety of their loved ones.

Celebrating the Asian American and Pacific Islander community

Supporting the AAPI community

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Chris Chen
Senior, Deloitte & Touche LLP
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Deloitte provided a space to help these individuals process emotions and provide mutual support, hosting more than 50 Brave Space for Dialogue sessions. These small group forums provided an opportunity for participants to share experiences and feelings, hear each other’s stories, and listen and learn. Engaging the Asian & Allies community, we hosted discussions with advocates such as author and activist Helen Zia and actor, author, and activist George Takei to build awareness of the history of anti-Asian racism in the United States, discuss how that history continues to inform experiences today, and honor the contributions and key roles Asian Americans have played in US growth and prosperity.

FY2022 Deloitte US workforce decomposition of Asian professional representation (%)


  • Overall Asian representation is 27.1%.
  • Of those professionals who identify as two or more races, 29.8% selected Asian as a racial identity.
  • Sixty percent of Asian professionals (13,041) provided additional information about their racial identities. Of those who provided additional information:
    • 24% identify as East Asian (a person having origins in, for example, China, Hong Kong, Japan, Macau, Mongolia, North Korea, South Korea, or Taiwan).
    • 63.1% identify as South Asian (a person having origins in, for example, India, Pakistan, Sri Lanka, Bangladesh, Bhutan, Nepal, or the Maldives).
    • 14.2% identify as Southeast Asian (a person having origins in, for example, Brunei, Cambodia, Indonesia, Laos, Malaysia, Myanmar, Philippines, Singapore, Thailand, Timor-Leste, or Vietnam).

The national Asian & Allies Community has developed a comprehensive strategy that takes into consideration the diversity within the Asian population and varied lived experiences by geographical identity. Through short-term actions related to education and awareness, sense of community, and development, as well as long-term transformational efforts related to sponsorship, mentorship, coaching, recruitment, and deployment, they are enhancing the talent experience of Asian professionals at Deloitte.

Making an impact for Black professionals and communities

In 2020, the Black Action Council was launched with a mission to architect and execute Deloitte’s long-term strategy to support the advancement of Black professionals and communities by developing and sustaining a culture of anti-racism for our people, our organization, and communities. By challenging orthodoxies, opening the dialogue around racism and inequity, representing the interests of Black professionals, and driving data transparency, the council has been a critical accelerator of Deloitte’s collective efforts to further our DEI strategy, leading to positive outcomes for all professionals of all identities.

With an intentional focus on improving equitable outcomes to support the advancement of Black professionals and the Black community, we’ve made meaningful progress, including:

  • Increased Black representation from 6.6% to 8.6% through a combination of increased recruitment, hiring (12.4% of FY2022 new hires were Black professionals), and retention since the publication of our last transparency report.
  • Developed and rolled out mandatory anti-racism training for all Deloitte US professionals and leaders.
  • Elevated and centralized supplier diversity efforts through the creation of the Office of Business Diversity resulting in increased spend with Black-owned/Black-led businesses by nearly 60%.
  • Contributed $16.1M in donations and pro bono in FY2022, including $1M in Deloitte professional contributions during the Black Action Council matching campaign, to organizations advancing Black equity.

Deloitte remains committed to embedding anti-racism into the fabric of our culture and advancing racial equity within our systems, policies, and processes. We will continue to build on the strong foundation laid by the Black Action Council, through the Black & Allies community, which will work to connect, inform, and empower Black leaders, Black professionals, and allies in our organization.

The Black Action Council’s legacy extends beyond its initial objective and has left a lasting impact on Deloitte’s people, processes, and culture, including serving as a national community model for other cohorts. Groups like the Black Action Council and our national communities are the drivers and models for how we will achieve a more equitable organization for the people of Deloitte and the communities we serve.