New York-based Deloitte (FY16 net revenue of $17.5 billion) published its equity partner gender earnings gap. The mean equity partner gender pay gap is 13.8% which arises because there are fewer women in senior equity partner positions.
“Deloitte has been at the forefront of gender pay reporting and a vocal advocate of the government’s equalities office campaign. We are firmly committed to transparency and achieving consistency in gender pay reporting standards. This is why we have listened to the calls for firms such as ours to do more in how we report gender pay data. Our role in society means we have a responsibility to lead on critical issues such as inclusion and diversity. Going forward, we commit not only to publishing the data required by the gender pay legislation, but also to publishing our gender earnings gap on an annual basis,” says David Sproul, senior partner and chief executive of Deloitte U.K.
“As with our formal gender pay and bonus gap reports, these calculations again serve as a stark reminder that we don’t have enough women in senior roles – this is not about unequal pay but the shape of our firm. We’ve worked hard in recent years to address this imbalance: we believe that culture has a clear role to play in correcting gender imbalance and over the past four years have placed additional focus on ensuring that we always provide an inclusive culture underpinned by respect that enables women to progress alongside commitments outside the workplace,” says Emma Codd, MP for talent at Deloitte U.K.
“We have focused on actions relating to ‘pain points’ in our career lifecycle – from how we recruit to the way in which we identify and develop women for our most senior roles. Amongst other things, we have adapted our recruitments processes; established an industry-first ‘Return to Work’ internship program that to-date has enabled 37 women to re-enter the workplace; introduced transition coaching for primary careers returning from parental and maternity leave; created sponsorship programs for female senior managers and directors, and ensured that we are focusing hard on female talent pipelines for our director and partner roles. We’re now recruiting more women at both student and experienced hire level, and are seeing a significant increase in the number of women choosing to stay with us at the points when we previously saw increased attrition for them. And the proportion of our partners who are female has increased from 12% in 2012 to 19% in 2017 against a published target of 25% by 2020 which we remain committed to meeting,” says Codd.