An update on our US workforce data

• Since our previous 2022 DEI Transparency Report, we’ve seen the following changes in overall representation:
  • 0.6 percentage point growth in multiracial representation (4.5% to 5.1%).
  • 0.2 percentage point decline in Asian representation (27.1% to 26.9%).
  • 0.4 percentage point decline in Black representation (8.6% to 8.2%).
  • 0.1 percentage point decline in Middle Eastern/North African/Near Eastern representation (0.9% to 0.8%).
  • No change in White representation (52.6%), Native Hawaiian/Other Pacific Islander (0.1%), or prefer not to say (4.9%).
  • 0.4 percentage point growth in Hispanic/Latinx representation (7.4% to 7.8%).
  • 1.2 percentage point growth in female representation (44.1% to 45.3%).
• Since the 2021 DEI Transparency Report, we’ve seen the following changes in overall representation:
  • 1.5 percentage point growth in multiracial representation (3.6% to 5.1%).
  • 1.6 percentage point growth in Black representation (6.6% to 8.2%).
  • 1.3 percentage point growth in Hispanic/Latinx representation (6.5% to 7.8%).
  • 1.4 percentage point growth in female representation (43.9% to 45.3%).

We divide our workforce into two main categories: roles focused on client engagement (Client Service) and those that support Deloitte’s internal operations (Enabling Areas). Enabling Areas include critical departments such as Accounting, Finance, Marketing, the Office of General Counsel, Risk, and Talent. Since FY2022, we’ve seen the following changes in overall Client Service representation:

• Multiracial representation increased 0.5 percentage points in Client Service roles (4.7% to 5.2%) and 1.2 percentage points in Enabling Areas (4.3% to 5.5%).
• Black representation in Client Service roles decreased 0.5 percentage points (8.8% to 8.3%); however, representation increased in Enabling Areas 0.3 percentage points (10.5% to 10.8%).
• Hispanic/Latinx representation increased 0.5 percentage points in Client Service roles (7.4% to 7.9%) and Enabling Areas 0.2 percentage points (9.1% to 9.3%).

• There is a greater representation of multiracial, Black, and Hispanic/Latinx professionals at the senior/senior consultant, staff/consultant, and junior staff/analyst levels in comparison to overall representation, with lower representation in comparison to overall representation at higher levels. Support for the advancement of racially and/or ethnically diverse professionals — such as increased visibility and mentorship to support the advancement of junior professionals and the introduction and enhancement of inclusive leadership expectations at all levels of leadership — continues to be a key priority area.
• Since FY2022, we have seen the following movement in representation:
  • Multiracial representation at staff/consultant level increased 0.9 percentage points (5.1% to 6.0%).
  • Asian representation at senior manager level increased 1.5 percentage points (24.5% to 26.0%).
  • Black representation at PPMD level increased 0.2 percentage points (2.4% to 2.6%).
  • Hispanic/Latinx representation at staff/analyst level increased 0.8 percentage points (9.5% to 10.3%).
  • Female representation increased 0.9 percentage points (29.4% to 30.3%) at PPMD level and increased 1.7 percentage points at manager level (41.7% to 43.4%).

• Multiracial, Asian, Black, and Indigenous to the Americas intern representation increased since FY2022.
• Female intern representation declined 3.4 percentage points since FY2022 (52.1% to 48.7%).
• Representation of Black, Hispanic/Latinx, and female FY2023 interns is above FY2023 representation of junior staff/analysts, showing that the pipeline has the potential to increase representation for these identities.

While we continue to make progress on increasing PPMD diversity, we acknowledge that are opportunities to increase the diversity of our US Board, Executive Leadership Team, client service leaders, and local managing partners. For our US Board and Executive Leadership Team, representation of some identities remains higher than overall US PPMD representation. We strive to achieve increased female and racial and ethnic diversity of our leadership and will continue to invest in developing a leadership pipeline and PPMD advancement programs to build leadership teams that better reflect the diversity of the greater Deloitte workforce.

• Asian, Black, Middle Eastern/North African/Near Eastern, and Hispanic/Latinx representation in our Executive Leadership Team increased in FY2023.
• US Client Service Leadership³ saw increased Asian, Black, Indigenous to the Americas, multiracial, and Hispanic/Latinx representation. Female representation also increased among this group 1.2 percentage points (24.2% to 25.4%).
• Female representation in local managing partner leadership increased 4.5 percentage points (24.1% to 28.6%) while Asian representation increased 1.6 percentage points (1.9% to 3.5%).
• The racial and/or ethnic diversity of the new class of PPMDs increased since FY2022 and was driven by increases in representation of new PPMDs who identify as Indigenous to the Americas (0.4% to 0.6%) and Middle Eastern/North African/Near Eastern (0.4% to 1.5%), and Hispanic/Latinx (4.4% to 4.5%).
• With no Hispanic/Latinx representation on the US Board and limited representation on the Executive Leadership Team, increasing Hispanic/Latinx representation remains a priority.

• As reflected in the 2022 DEI Transparency Report, Asian professionals were previously able to select multiple Asian origins. As part of the FY2023 changes to Self-ID, professionals are now asked to select a single Asian origin under the Asian race. They can also indicate if they identify with multiple origins and can write in those origins in an open text field.
• Since FY2022, we have seen increases in multiracial representation, with the highest being those who identify as White and another race.
• 83.0% of Asian professionals (19,204) provided additional information about their racial identities. Of those who provided additional information, 25.5% identify as East Asian, 60.4% identify as South Asian, 12.5% identify as Southeast Asian, and 1.6% identify as multiple or other origins. Using this disaggregated data, we continue to refine our National Communities strategy and to better understand the nuanced experiences of our professionals.
• Of the professionals who identified with indigenous categories, 61.6% identify as Indigenous Mexican or Central American (613), 16.0% identify as Indigenous South American (159), and 22.4% identify as Native American, Alaska Native or First Nations (223). In total, 995 professionals provided data within these three Indigenous subcategories.

• The current Deloitte US workforce spans four generations with millennials representing more than half of our workforce (55.8%).
• Millennials and Generation Z together represent 74.2% of the Deloitte US workforce.
• Millennials represent 53.5% at senior manager level, an increase of 5.6 percentage points since our FY2022 report (47.9% to 53.5%).
• 72.4% 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.

• Representation of women increased from 44.6% in FY2022 to 45.0% in FY2023 while representation of men decreased from 52.7% to 52.3%. Representation of all other gender identities remained consistent from last year.
• Of professionals who opted to share their gender identity, 0.6% identify as transgender and 99.4% identify as cisgender.

• Total LGBTQIA+ representation increased from 4.6% in FY2022 to 4.8% in FY2023.
• The percentage of the Deloitte LGBTQIA+ workforce who are PPMDs remained consistent in FY2023 at 3.8%.
• The percentage of LGBTQIA+ professionals who are at the senior manager level decreased 0.1 percentage points in FY2023 (9.0% to 8.9%).
• The percentage of LGBTQIA+ professionals who are at the manager level increased 0.2 percentage points in FY2023 (17.0% to 17.2%).
• The percentage of LGBTQIA+ professionals who are at the senior/senior consultant level increased 0.9 percentage points in FY2023 (28.9% to 29.8%).
• The percentage of LGBTQIA+ professionals who are at the staff/consultant level decreased 1.9 percentage points in FY2023 (24.2% to 22.3%).
• The percentage of LGBTQIA+ professionals who are at the junior staff/analyst level increased 0.9 percentage points in FY2023 (17.1% to 18.0%).

• The overall representation of people with disabilities has increased from 5.7% in FY2022 to 6.8% in FY2023, which translates to an increase of 832 professionals and PPMDs.
• Representation of females with disabilities had the largest increase across all identities (46.8% of professionals who identified as a person with a disability were female in FY2022, which has grown to 49.7% in FY2023).
• The distribution of people with disabilities by level generally mirrors headcount representation by level with higher distribution of people with disabilities at the staff, senior, and manager levels as compared to other levels.
• The percentage of people with disabilities who are at the PPMD level decreased 0.1 percentage points in FY2023 (5.0% to 4.9%).
• The percentage of people with disabilities who are at the senior manager level decreased 0.3 percentage points in FY2023 (12.1% to 11.8%).
• The percentage of people with disabilities who are at the manager level increased 0.6 percentage points in FY2023 (22.8% to 23.4%).
• The percentage of people with disabilities who are at the senior/senior consultant level decreased 0.3 percentage points in FY2023 (28.5% to 28.2%).
• The percentage of people with disabilities who are at the staff/consultant (19.4%) and junior staff (12.3%) levels remained consistent in FY2023.

• Veteran representation decreased from 4.9% in FY2022 to 3.8% in FY2023; however, the number of veterans increased by 106 professionals.
• The drop in veteran representation can be largely attributed to an overall increase in the number of professionals who self-identified this year, most of whom do not identify as a veteran.
• The percentage of veterans who are at the PPMD level decreased 0.2 percentage points in FY2023 (5.7% to 5.5%).
• The percentage of veterans who are at the senior manager level increased 0.9 percentage points in FY2023 (13.4% to 14.3%).
• The percentage of veterans who are at the manager level increased 1.7 percentage points in FY2023 (24.0% to 25.7%).
• The percentage of veterans who are at the senior/senior consultant level decreased 0.7 percentage points (30.2% to 29.5%).
• The percentage of veterans who are at the staff/consultant level decreased 0.8 percentage points in FY2023 (18.6% to 17.8%).
• The percentage of veterans who are at the junior staff/analyst level decreased 1.0 percentage point in FY2023 (8.1% to 7.1%).

• Queer and bisexual representation increased since last year (0.5% to 0.7% and 1.6% to 1.7%, respectively). There was also a 0.9 percentage point increase in professionals who prefer not to share their sexual orientation.
• The representation of each veteran identity decreased from FY2023, mostly driven by the increase in the baseline population used to define representation.
• Consistent with FY2022, the largest representation of veterans are armed forces veterans (greater than 3 years from separation), who represent 2.2% of our workforce.

• Consistent with overall female representation growth in FY2023, female representation within many race identities increased while male representation decreased:
  • Black female representation increased from 4.2% to 4.3%, while male representation decreased from 4.2% to 3.8%.
  • Asian female representation increased from 10.9% to 11.4%, while Asian male representation decreased from 16.2% to 15.5%.
  • White female representation increased from 24.0% to 24.4%, while White male representation decreased from 28.6% to 28.2%.
• As we saw in FY2022, the largest difference between female and male representation was for Asian professionals, followed closely by White professionals. The differences have decreased in FY2023 because of the increase in overall female headcount.