Deloitte

We believe that an inclusive culture, underpinned at all times by respect, provides the foundation for a diverse and vibrant organization—we understand that providing this workplace environment for all our people is a long-term commitment. We also understand that diversity requires deliberate action when it comes to the way we work.

Whether through embracing the power of allyship, or by making our processes more inclusive, we are taking clear and consistent action to achieve the aspirational diversity goals that we have set for ourselves. Progress against these goals is measured through a formal assessment to hold leaders accountable for their focus and effort in delivering our global inclusion strategy. Using these measures, progress on diversity goals is discussed at Executive meetings on a regular basis.

We believe diversity will enhance group performance. In a group, diversity matters as much as ability and brainpower.

It will also improve decision making, help attract top talent, increase employee satisfaction and make the firm more customer oriented.

Here's how we’re taking action:

1. Working toward gender balance across the organization

Aspirational goals have been set for all Deloitte firms (in Belgium, female partner representation increased by 20% by 2023 and 30% by 2030). We have developed consistent initiatives spanning the entire career lifecycle—from recruitment, promotion and succession processes to mentoring, sponsorship and agile working.

2. Fostering LGBT+ inclusion

We are a proud signatory of the UN Standards of Conduct for Business in Tackling Discrimination against LGBTI people, a proud member of the Partnership for Global LGBTI Equality. We also joined the Brunswick Group’s coalition Open for Business, which is a network of major businesses campaigning for LGBT+ inclusion globally. We believe the power of ‘allyship’ is a critical element of LGBT+ diversity, whereby our people support the rights and wellbeing of their LGBT+ colleagues.

3. Supporting mental health

Supporting mental health is a critical aspect of inclusion. We want our people to know where and how to seek support when needed and feel comfortable they can do this without fear of stigma.

4. Fostering racial and ethnic inclusion

Deloitte stands against systemic bias, racism and unequal treatment. We take our responsibility seriously to listen, learn and lead the change we wish to see in the world. Within our organization, we continue to drive global and local initiatives to increase racial and ethnic diversity, from recruitment to learning and development, career progression and mentoring.

5. Supporting people with disabilities

We are building an environment where people with both visible and invisible disabilities can actively and fully participate and demonstrate their abilities in the workplace and society. We have launched a number of awareness-building, coaching and education programs to enable professionals with disabilities to reach their full potential at Deloitte.

6. Promoting allyship

Our shared values at Deloitte include: “Take care of each other” and “Foster inclusion.” One of the ways we bring those shared values to life is by promoting allyship, which means visibly and vocally standing up for the rights of others, addressing bias and unacceptable behaviour—and encouraging people to use their voice to effect change. It goes far beyond expressing passive support—it is a long-term commitment to advocate for others.