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Deloitte is proud to support International Women's Day
2008 We have made significant progress with our talent agenda over the last 12 months. Our dedicated talent partner reports to the Executive on a range of people-related measures as we strive to ensure that everyone enjoys the best possible career opportunities, reward and recognition.
Engaging our people is vital to us and we communicate through a number of mechanisms that include our annual People Survey, roadshows and formal feedback processes. Our well-established 'Connections' programme brings together over 200 partners in structured conversations about the firm's strategy with managers and senior managers from outside of their own area of business.
What our people think of us
Each year we conduct a survey of commitment levels and seek feedback from our people about what is important to them. For the second year running commitment levels have increased across all parts of the business and at all grades of staff:
- 91% of our people strongly believe Deloitte is a client-focused firm (89% 2006)
- 94% our people would recommend Deloitte to clients (93% 2006)
- 84% of our people are proud to tell others they are part of Deloitte, up from 82% in 2006 |
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Meet some of our Deloitte Women Deloitte recognises the vital importance of role models who serve to inspire and influence our women. Many of our women achieve success at the highest levels within the firm. We have just elected our first female managing partner to the UK Executive, the highest position occupied by a woman in the firm. We also have two female board members, and women partners can be found leading individual business units and occupying senior roles across our organisation. Women account for 13% of the partner group, and make up 42% of our employees. All these women play an integral role in the success of our business, and they are living proof that, at Deloitte, career progression is based on performance instead of gender. Want to find out more about what life is like for women at Deloitte? We introduce five great women:
- Belinda Abbott
- Sharnelle McCloed
- Maya Nehme
- Cara Mitchell
- Noura Matin
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Does your net, work?
Research from Cranfield's Centre for Developing Women Leaders and Opportunity Now highlights the business benefits of women's networks. Over the last decade there has been a distinct commercialisation of women's networks - they have evolved into more than just a source of support for women, to become mechanisms for helping to achieve business success.
Deloitte is a proud supporter of a number of women's networks, including 'Women in Banking and Finance', 'The City Women's Group', and the ‘European Professional Women’s Network’. Our female senior managers are often invited to be key speakers in order to emphasize the importance of women’s networks. Within our own organisation we value these networks as important for personal development, as well as gaining information and insight about industry sectors.
Supporting women’s career and professional development is key to Deloitte. We want our female employees to succeed in their careers and business relationships. In today's world, business is driven by relationships and networking requires individuals to build strong and meaningful relationships - many that will be long term. Strengthening the position of female talent in and outside the firm will definitely contribute to our success in the marketplace and help us to attract the best.
On 8th March 2006 we launched the UK Deloitte Women's Network and we are very proud to now have over 900 members across the firm. This is an internal network that is open to all women (and men) across the firm. It is one of a series of networks, including the Deloitte Working Parent and Carer network, aimed at addressing issues around gender diversity in the work place.
The Women's network was set up for two reasons:
- to provide our members with a forum to develop existing new relationships with existing and potential key clients
- to provide an internal network for women across our firm, providing them with access to role models and a forum through which they can raise issues relevant to women in the workplace
But our networks don’t just focus on people who are already at Deloitte. Since 2004, we’ve had an active recruitment programme in place that targets women and ethnic minorities. This includes Deloitte supporting regular events which encourage individuals from these groups to consider a career in business. The impact of this ongoing programme has been to encourage people from more diverse backgrounds to join Deloitte, and we can see this in the number of applications we receive from female candidates, which have increased from 35% in 2004 to 39% in 2007. Female graduates account for 40% of accepted offers for 2007 and ethnic minority applications have remained above the industry average, accounting for 3% of applications in 2007.
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