Gender Equality at Deloitte New Zealand
Deloitte have almost doubled their female partners in the last 5 years from 14 to 32 and their Board representation has increased from 14% to 36% in the same time. Deloitte have co-designed a Woman in Leadership programme and focussed their recruitment on ensuring they present a balanced gender scorecard at each stage of the recruitment process. As a result their hiring of senior women increased from 36% to 54% in the last financial year.
Flexibility
Deloitte offer flexible working arrangements for all people and provide options in terms of how people balance the demands of life and work through our lifestyle leave and flexible working policies.
Gender pay gap
Addressing the gender pay gap is an important action Deloitte is taking to support greater diversity and inclusion. The gender pay gap is a reflection of factors like gender mix (more men in more senior roles) and occupations segregation (i.e more men in high paying technology roles and more women in support roles). As a result they are actively committed to addressing their gender pay gap through the recruitment, retention a promotion of top female talent.
Some of Deloitte’s commitment to this strategy include:
- They analyse their gender pay gap quarterly and share their progress internally.
- They review performance every 6 months, even if you are on parental leave
- They pay the full annual leave value after you return from parental leave
- They pay 20 weeks paid parental leave / 12 weeks lifestyle leave eligibility rules apply / Parental leave for secondary care giver 8 weeks full paid leave across 2 years
- Work with incredible influencers such as Chair of NZTech & Tech Women Eva Sherwood, Impact Practice Lead, Adithi Pandit.
- They are Silver Sponsors of ShadowTech & Tech Women
- Members of Global Women, providing mentors and mentoring
- They are part of the Champions for Change and report on their Diversity
Why Deloitte?
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