Our latest workforce data

The inaugural 2021 DEI Transparency Report provided baseline data and information by which we could gauge our current state and identify clear areas of opportunity to do better. As we move into the next phase of our work, we seek to offer the same level of transparency by providing updates and comparisons, where available, to data shared in the 2021 report. We recognize the complex lived experiences of our professionals go beyond data points on a page. We see this section as a starting point in understanding our workforce composition and how Deloitte professionals come in, move up, and transition out of our organization.

Workforce representation

We view representation as a key indicator of the effectiveness of our equity efforts. In the 2022 report, we’ve added new and expanded data elements to increase transparency from the 2021 report and share our progress toward our 2025 goals. We have seen increases in representation of Black, Hispanic/Latinx, and multiracial professionals, and professionals who are Indigenous to the Americas. However, there is more work to be done to increase racially and ethnically diverse and female representation, particularly among leadership.

In the past, we reported on overall representation as well as by job role, leadership team, and by level. In 2022 we have added intersectional data for a deeper understanding of the talent experience and where we have opportunities to advance equity.

Deloitte US workforce representation

Total FY2022 US Workforce: 80,146

FY2022
2021 Report

Deloitte US workforce headcount

RaceFY20222021 Report
2+ Races3,5922,326
Indigenous to the Americas839157
Asian21,72018,598
Black6,8694,296
Middle Eastern/North African/Near Eastern700NA
Native Hawaiian/Other Pacific Islander9880
White42,13138,296
Prefer not to say3,895NA
Unavailable3021,563
EthnicityFY20222021 Report
Hispanic/Latinx5,9314,239
SexFY20222021 Report
Female35,37228,691
Male44,77436,617

  • 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.

Deloitte US workforce representation by job role (%)

FY2022
2021 Report

Note: Job role representation does not include PPMD representation.

Every role at Deloitte is critical to our success with our clients and internal workforce. One way we look at our workforce data is by grouping roles by those that primarily serve external clients (Client Service) and those that lead and support Deloitte operations (Enabling Areas). Functions such as Accounting, Finance, Marketing, Office of General Counsel, Risk, and Talent fall within Enabling Areas. This year we’ve been able to provide a year-over-year comparison to measure changes in representation by job role.

  • In client service roles, Black representation increased by 33.3% from the last report to FY2022 (6.6% to 8.8%).
  • Multiracial representation (4.7%) and Hispanic/Latinx representation (7.4%) in client service roles increased from the last report.
  • Asian representation in client service roles decreased from the last report to 31.4% in FY2022.
  • There is lower Asian representation in Enabling Areas (10.9%) than in client service roles (31.4%).
  • In Enabling Areas roles, female representation (66.3%) is higher than male representation (33.7%).

Deloitte US workforce representation by level (%)

FY2022
2021 Report

  • There is a greater representation of Hispanic/Latinx, Black, and multiracial professionals at the senior/senior consultant, staff/consultant, and junior staff/analyst levels in comparison to overall representation. However, for this population, as level increases, representation decreases. Advancement of racially and ethnically diverse professionals continues to be a key priority area.
  • Black representation at the junior staff/analyst and staff/consultant level increased 38.0% from the last report to FY2022 (7.6% to 10.5% and 9.2% to 12.7%, respectively) above overall Black representation.
  • Asian representation is higher at the manager, senior/senior consultant, and staff/consultant level than overall Asian representation (27.1%); however, it is lower at the senior manager (24.5%) and the junior staff/analyst (22.9%) levels.

FY2022 Deloitte US workforce intern representation (%)

Note: Intern representation includes all interns in FY2022.

  • New intern representation shows that the diversity of the future entry-level candidate pipeline is strong with multiracial, Black, Native Hawaiian or Other Pacific Islander, and Hispanic/Latinx intern representation higher than overall workforce representation.

Deloitte US workforce leadership representation (%)

FY2022
2021 Report

Diverse leadership is essential to make progress toward our DEI commitments and 2025 DEI goals. It also allows us to provide our clients, talent markets, and communities with diverse perspectives and innovative solutions. We are encouraged by the increase in Black professionals and female professionals in the new class of PPMDs and remain committed to increasing overall diversity among leadership.

  • Since the 2021 report, Black representation in the new class of PPMDs increased by 200% (from 1.9% to 5.7%) and the total Black PPMD representation increased 14.3% (2.1% to 2.4%). While this is below overall representation, it shows significant progress toward the goal of a more diverse PPMD population.
  • Representation of multiracial and Hispanic/Latinx new PPMDs increased by 0.8 percentage points to 4.8% and 0.4 percentage points to 4.4%, respectively.
  • Female representation in the FY2022 class of PPMDs was 23.4% higher than the FY2021 class, contributing to an increase in overall female PPMD representation (+1.2 percentage points).
  • The US Board had the biggest increase (40.0% to 52.6%) in female representation among leadership1 groups and now has over 50% female representation.
  • Female representation in US Local Managing Partners, US Client Service Leadership,2 and US Executive Leadership is 24.1%, 24.2%, and 38.7% respectively, indicating that efforts to increase female representation can be improved and targeted across leadership groups.
  • Black representation on the US Board decreased 9.7 percentage points from the last report while Hispanic/Latinx representation remains 0%.3 Although we expect ebbs and flows in representation as individual leadership roles are filled, we will continue to develop and monitor a robust group of high potential talent for leadership roles to confirm we make progress in this area.
  • Female, Hispanic/Latinx, Asian, and Black representation on the US Executive Leadership Team remained the same from FY2021 to FY2022.
  • Hispanic/Latinx representation among US Managing Partners increased by 19.1% from the last report to FY2022. However, female representation among US Managing Partners decreased by 9.4% in the same period.
  • US Client Service Leadership saw increases in multiracial, Asian, and Hispanic/Latinx representation with Hispanic/Latinx representation increasing by 22.2%. Female representation also increased among this group by 5.7%.
  1. For descriptions of the leadership roles represented here, see the data methodology section.
  2. Client service leadership: Lead Client Service Partners (LCSPs) and Lead Business Partners (LBPs).
  3. The Deloitte US Board of Directors has 19 members. Any change can have a significant impact on representation.

FY2022 Deloitte US workforce race decomposition (%)

n=3,592

Note: Breakout percentages add up to more than 100% because professionals can select more than one race option.

  • Since 2020, multiracial professionals have been able to select multiple races to reflect the intersection of their identities.
    • Since the last report, there has been a 25% increase in multiracial representation (3.6% to 4.5%).
    • Additional self-ID options added for FY2022 likely contributed to the increase as they provided a greater variety of options for professionals to share their racial identity.
  • Sixty percent of Asian professionals (13,041) provided additional information about their racial identities. Of those who provided additional information, 24.0% identify as East Asian, 63.1% identify as South Asian, and 14.2% identify as Southeast Asian.
  • Sixty-three Native Hawaiian or Other Pacific Islander professionals provided additional information about their racial identities. Of those who provided additional information, 9.5% identify as Native Hawaiian and 92.1% identify as Other Pacific Islander.

FY2022 Deloitte US workforce representation by generation (%)

  • The current Deloitte US workforce spans four generations4 with millennials representing over half of our workforce (58.8%).
  • Millennials and Generation X together represent 82.0% of the Deloitte US workforce.
  • 74.0% of the PPMD population identifies as Generation X.
  • Generation Z representation is greatest at the junior staff/analyst level.
  • Millennials, Generation X, and baby boomers are represented at all levels of the organization.
  1. Baby boomer: 1946 – 1964; Generation X: 1965 – 1980; Millennial: 1981 – 1996; Generation Z: 1997+

Deloitte US workforce representation across self-ID dimensions

The data shows a common trend for professionals who identify as a person with a disability, veteran, or LGBTQIA+. Representation at each level increases steadily from the most junior levels and peaks at senior consultant, before falling steadily down to the most senior level. Across all three self-ID categories, representation is lowest at the PPMD level.

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

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

n=3,033

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

n=3,033

  • Representation of those who identify as LGBTQIA+ decreased from 5.6% in our last report to 4.6%.

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

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

n=3,128

FY2022 Deloitte US veteran workforce distribution by level (%)

n=3,128

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

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

n=3,3205

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

n=3,320

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

Deloitte US workforce representation FY2022 additional self-ID opportunities

FY2022 Deloitte US workforce representation by gender identity (%)

n=64,123
  1. This includes those who responded they do not have a disability or a history of having a disability and those who selected “Prefer not to say”; representation reflects the number of professionals that responded to the self-identification question.

Recruitment

Deloitte recruiting efforts are focused on two pipelines: entry-level candidates, including undergraduate and graduate students joining Deloitte as campus hires (referenced as “campus hires” in accompanying charts) or interns, and experienced hires. Both pipelines play an important role in advancing representation goals at all levels and providing a strong pool of future leaders. Deloitte’s recruiting philosophy and associated activities are already focused on identifying diverse talent and future leaders, and we continue to invest heavily in innovative ways to connect with talented people from a variety of backgrounds and experiences.

Deloitte US recruitment representation (%)

2+ Races

Fiscal year

FY2022 Campus: 6.6
FY2022 Experienced: 5.2
Asian

Fiscal year

FY2022 Campus: 21.4
FY2022 Experienced: 32.1
Recruitment
Workforce representation
Black

Fiscal year

FY2022 Campus: 9.1
FY2022 Experienced: 13.5
Indigenous to the Americas

Fiscal year

FY2022 Campus: 1.4
FY2022 Experienced: 1.3
Recruitment
Workforce representation
Middle Eastern/North African/Near Eastern

Fiscal year

FY2022 Campus: 1.0
FY2022 Experienced: 0.8
Native Hawaiian/Other Pacific Islander

Fiscal year

FY2022 Campus: 0.2
FY2022 Experienced: 0.1
Recruitment
Workforce representation
White

Fiscal year

FY2022 Campus: 57.6
FY2022 Experienced: 44.5
Recruitment
Workforce representation

  • Recruitment of Black professionals increased 3.6 percentage points from 8.8% in FY2020 to 12.4% in FY2022.
  • 9.1% of new hires in FY2022 were Hispanic/Latinx professionals, contributing to the 0.9-percentage-point increase in the overall Hispanic/Latinx representation from the last report to FY2022.
  • Recruitment representation in FY2022 of Asian, Black, Hispanic/Latinx, Native Hawaiian or Other Pacific Islander, and multiracial professionals and professionals Indigenous to the Americas is above overall representation.
  • Although female representation has increased overall, the percentage of female hires slightly decreased from FY2020 to FY2022 and has been below overall female representation throughout FY2021 and FY2022.

Advancement

Development and advancement are important aspects of the talent life cycle. Advancement6 is a key driver of representation at senior levels and development is how we prepare our professionals to advance and perform successfully at each career milestone. Advancement data reflects the representation of a particular identity in the cohort of professionals promoted during the fiscal year, including career progressions, when a professional gets promoted within the same job level. Given that most Deloitte promotions take effect at the beginning of the new fiscal year, we provide the data reported in the prior DEI Transparency Report for comparison. FY2021 workforce report representation is presented alongside FY2022 promotion representation in order to provide a helpful comparison between the overall percentage of employees of a certain identity at a level and the percentage of employees of a certain identity that were promoted from that level.

Deloitte US workforce promotions and admissions

FY2022 Promotion and Admission Representation
2021 Report Workforce Representation

  • Of the professionals promoted in FY2022, the percentage of Indigenous to the Americas professionals (0.8%), multiracial professionals (4.4%), and Asian professionals (28.6%) was above their FY2021 report workforce representation.
  • Of the professionals promoted in FY2022, the percentage of Black (5.5%) and White (54.5%) professionals promoted was below FY2021 report workforce representation.
  • At four levels (junior staff/analyst, staff/consultant, senior/senior consultant, and manager), the percentage of professionals promoted who identify as Black and those who identify as Hispanic/Latinx was below the FY2021 report workforce representation.
  • In FY2022, the percentage of professionals promoted who identify as female was 48.7%, which is above overall female representation in FY2021 (43.9%).
  1. Promotion and admission data includes admission to PPMD level.

Retention

Our people are our greatest strength, which is why we monitor retention closely and from a variety of perspectives. Retention is a complex issue. People choose to stay or leave for a variety of reasons, including professionals leaving to pursue higher education, taking roles in industry, and finding opportunities that better align with their personal needs and professional goals. While people moving on is a natural part of workforce management and is expected in the professional services industry, disproportionate attrition can also be a key indicator of where we need to focus.

FY2022 Deloitte US workforce proportional attrition

  • The attrition of Asian professionals is the highest among all racial categories with 117 professionals who identify as Asian leaving Deloitte for every 100 US professionals who leave.
  • The attrition of Black professionals is below the US workforce overall, with 92 professionals who identify as Black leaving for every 100 US professionals who leave.
  • The attrition of White professionals is just below the US workforce overall, with 96 professionals who identify as White leaving for every 100 US professionals who leave.
  • The attrition of Hispanic/Latinx professionals is above the US workforce overall with 105 professionals who identify as Hispanic/Latinx leaving for every 100 US professionals who leave.
  • The attrition of male professionals is above the US workforce overall with 108 male professionals leaving for every 100 US professionals who leave.
  • The attrition of female professionals is below the US workforce overall with 90 female professionals leaving for every 100 US professionals who leave. This has contributed to an increase in female representation.

Intersectionality

Our professionals’ lived experiences are uniquely shaped by their distinct identities and how those identities intersect. This data provides deeper insights into how the intersection of race and sex impact representation.

FY2022 Deloitte US workforce intersectional data (%)

  • Asian female representation (10.9%) is less than Asian male representation (16.2%). The difference between male and female representation is greatest for Asian professionals, followed closely by White professionals.
  • Black female representation (4.3%) is slightly higher than Black male representation (4.2%).
  • There is no difference in female and male representation of professionals Indigenous to the Americas (0.5%).
  • Recruitment of female professionals is at or exceeds female representation for every racial and ethnic identity except for White professionals.
  • In FY2022, the percentage of professionals promoted who identify as Black and female (3.0%) was higher than the percentage of professionals promoted who identify as Black and male (2.4%).
  • The attrition of Asian female professionals is above the US workforce overall and above Asian male attrition with 118 Asian female professionals leaving for every 100 US professionals who leave. While overall female attrition is lower than male attrition, female Asian professionals have the second highest attrition among intersectional cohorts, next to male Hispanic/Latinx professionals.
  • In the Native Hawaiian or Other Pacific Islander, multiracial, and White professional segments, total attrition is below the Deloitte US workforce overall. In each case, male professional attrition exceeded the US workforce overall.
  • The attrition of Hispanic/Latinx male professionals is above the US workforce overall and the highest among intersectional cohorts with 121 Hispanic/Latinx male professionals leaving for every 100 US professionals who leave.

Sentiment

Each year, we conduct a talent survey to gather direct feedback on the Deloitte talent experience. We ask professionals to what degree they agree with several statements related to our inclusive culture. We consider any question rated 80% or above to be positive, and differences of five percentage points or more to be considered a material difference. We are encouraged to see that responses to many inclusion-related questions continue to exceed that benchmark, there are few meaningful differences, and that we have made progress toward closing gaps related to authenticity.

Deloitte US workforce talent survey results

  • Our data indicates that across race, ethnicity, and sex, our professionals felt proud to be employees of Deloitte. Although responses were favorable overall, a decline in positive responses among Asian, multiracial, and White professionals drove an overall decrease in this sentiment from 90% in FY2020 to 88% in FY2022.
  • LGBTQIA+ professionals continue to rate the statement “I am able to bring my authentic self to work” lower than the Deloitte US workforce overall. However, the percentage of positive responses from LGBTQIA+ professionals increased from 77% in FY2020 to 81% in FY2022).
  • In comparison to the Deloitte US workforce overall, Black professionals report that they are less likely to feel like they can bring their authentic selves to work in FY2022.
  • When the data is analyzed by sex and gender, disparities exist for nonbinary respondents with the lowest favorable response rates to the statements “I am proud to be an employee of Deloitte,” “I am able to bring my authentic self to work,” and “The people I work with are there for me.” However, the percentage of positive responses increased from FY2021 to FY2022.

Data Disclaimer: To maintain the confidentiality of talent survey results, responses are not associated with an individual or their talent information. Demographic data is collected during the survey process and is used to produce these insights. In FY2020, Hispanic/Latinx was included as a race option, so comparative data is not available against the disaggregated race and ethnicity we began collecting in FY2021. Middle Eastern, North African, Near Eastern is a new race category for FY2021.

The number of respondents who identify with some identity dimensions (e.g., nonbinary, Native Hawaiian or Other Pacific Islander) is small; therefore, one person’s experience, positive or negative, will have a greater impact on overall results. Results do not account for other factors that could be influencing scores beyond identity such as tenure, business, level, etc.