A message from Joe Ucuzoglu, chief executive officer, Deloitte US, and Janet Foutty, executive chair of the board, Deloitte US
Over the past year and a half, we have been privileged to talk with many of our professionals and clients about their experiences and expectations as it relates to diversity, equity, and inclusion. If we have learned anything from our time together, it’s the power of these stories and what we can achieve together.
Our second Diversity, Equity, and Inclusion (DEI) Transparency Report1 reinforces our commitment to diversify our workforce, advance equity, and strengthen our inclusive culture where professionals can be their authentic selves. More than a tool to showcase our progress, this report helps hold us accountable for where we have work to do. Beginning with an update on our DEI commitments, you’ll see our progress against many of the goals we set in our last report related to representation, culture of allyship, and systemic change. With the leadership of the US Executive Leadership Team and the US Board,2 we have made significant headway since FY2021, including a 2.4 percentage point increase in the overall racial and ethnic diversity of our workforce, as well as growth in Black, Hispanic/Latinx,3 and female representation at the partner, principal, and managing director (PPMD) level. In fact, the group of professionals who advanced to PPMD in FY2022 was the most diverse in our organization’s history.
Building upon our commitment to accountability through transparency, we are providing more data in this year’s report, including new information on workforce representation for additional identities, pay, and intersectional views. We want our people to be able to see themselves in the steps we are taking and the investments we are making—informed by quantitative and qualitative data—on the issues most important to them.
While the past year and a half has been a period of collective action, we know this is a continuous journey that takes ongoing advocacy and effort. We are fully committed to advancing equity in our systems and fostering a culture where merit can shine through and all our people feel celebrated, heard, and valued.
Woven together, we are a powerful force for progress.
Chief Executive Officer
Executive Chair of the Board
- This report is not meant to inculcate any view about race, ethnicity, gender, sexual orientation, or any other social identity. Instead, it offers an overview of Deloitte’s approach to advancing diversity, equity, and inclusion based on these identities and an update on our progress from the publication of the 2021 DEI Transparency Report. Although diversity in this report focuses on these identities, Deloitte recognizes that diversity also goes beyond these identities and includes the characteristics with which we are born and gain through experience, both seen and unseen, that make us different and similar. ↵
- For a description of the US Board of Directors, US Executive Leadership Team, and other leadership positions, please see the methodology section. ↵
- In this report, we are using the gender-inclusive term Latinx, an alternative to Latino or Latina, referring to anyone born in or with ancestors from Latin America, regardless of whether that person speaks Spanish. We recognize this isn’t a term everyone favors for themselves. The way each person describes their identities is personal, and we encourage everyone to use the terms that most effectively capture their own identities, experiences, and cultures. ↵