us-23-dei-tr-usi-diversity-equity-and-inclusion

2023 Deloitte US: India
Offices (USI) Diversity,

Equity, and Inclusion (DEI)
Transparency Report
January 2024
Introduction A refresh Deloitte USI Deloitte USI Recruitment The year
on our goal workforce workforce Advancement ahead
Table of contents
progress data representation
Retention
across Self-ID
dimensions Sentiment
Introduction 3
A refresh on our goal progress 4
Goal 1: Increase female representation 5
Goal 2: Increase integration efforts 6
Goal 3: Support data transparency efforts 6
Deloitte US: India Offices workforce data 7

Overall and by level 7
Intern representation 9
Representation by generation 10
Deloitte US: India Offices workforce representation

across Self-ID dimensions 11
Representation by gender identity 11
People with disabilities representation and distribution 12
LGBTQIA+ workforce representation and distribution 13
Representation by sexual orientation 14
Recruitment 15
Advancement 16
Retention 18
Sentiment 19
The year ahead 21
2023 Diversity, Equity, and Inclusion (DEI) Transparency Report 2

Introduction
Retention
across Self-ID
A message from Kwasi Mitchell, chief purpose and diversity, equity, and inclusion officer,
Deloitte US and Anupama G. Kothapalli, Deloitte US: India Offices DEI leader
At Deloitte, we believe that transparency and trust are foundational the workforce. Today, we are proud to share that we have expanded
to bringing meaningful change for our people and our broader our efforts to foster inclusion and allyship for people with disabilities
communities. We understand the unique role we play to be a force (PwD), LGBTQIA+, and Indian military veterans.2 In the spirit of sharing
for good in our society, and we are committed to creating a culture progress stemming from these efforts, this report summarizes some of
both inside and outside our organization that empowers our people the highlights from our past year.
to reach their full potential. The Diversity, Equity, and Inclusion (DEI)
Transparency Report1 is one tool we use to keep us accountable along As we reflect on our progress of the past year, we are optimistic about
our Deloitte US: India Offices (USI) journey. the path forward. Our 2023 DEI Transparency Report is just one part
of our commitment to building a culture of trust, transparency, and
The Deloitte USI DEI story started almost two decades ago with respect for our people.
ongoing efforts focused on increasing representation of females in
Yours in advocacy and allyship,
Kwasi Mitchell Anupama Ghanta Kothapalli

Chief Purpose & DEI Officer USI DEI Leader
Deloitte US Deloitte US: India Offices
This report is not meant to inculcate any view about gender, sexual orientation, or any other social identity. Instead, it offers an overview of Deloitte’s
1
approach to advancing diversity, equity, and inclusion based on these identities and an update on our progress from the publication of the 2022 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.
We began collecting data on military veterans in FY2023. Though this report does not include data on military veterans, we look forward to providing
2
this data in future reporting. Note: For more on Deloitte fiscal years and our broad data methodology, please visit our Data methodology page.

A refresh on our goal progress

Retention
across Self-ID
Our Deloitte US: India Offices (USI) DEI strategy has evolved to include building awareness and allyship, we had an increase in Deloitte USI
new opportunities for us to strengthen our systems, embed equity in professionals who identified as LGBTQIA+ through Self-ID in FY2023.5
our processes, and increase accountability. In the 2022 Deloitte USI DEI We recognize the importance of these professionals feeling empowered
Transparency Report, we shared our commitments to increasing female to share this critical part of their identity within the organization.
representation, improving integration efforts across the Deloitte US and Representation of people with disabilities remained steady in FY2023 as
USI workforces, and integrating data transparency into our DEI efforts. we continued to strengthen our approaches for hiring, retention, and
We have made strides across the board on these three goals.3 Last inclusion.
year, we exceeded our female representation goal, and we convened
leaders across geographies to identify new opportunities to support the We also launched a focus on veterans, with aims to increase veteran
advancement of our female professionals. We also expanded our efforts representation, seamlessly integrate them into our culture, and create
on gender 4 neutrality and inclusion, broadening the discussion on topics an ecosystem where veterans can thrive in their careers at Deloitte.
such as imposter phenomenon, career progression, and advancing to
leadership. This update is a snapshot of our DEI progress, and we are eager to
make further advancements in the coming year. For a full report on our
Since our last report, we also advanced initiatives across our other progress against our three Deloitte USI goals, we invite you to explore
strategic pillars: LGBTQIA+, veterans, and people with disabilities this year’s update on the following pages.
(PwD). Through a combination of efforts and initiatives aimed at
Goals are aspirations and not quotas. The policy of Deloitte US: India Offices is to recruit, employ, train, compensate, and promote without regard to race, color, religion,
3
creed, citizenship, national origin, age, sex, gender, pregnancy, gender identity or expression, sexual orientation, marital status, disability (including neurodivergence), genetic
information, veteran status, or any other legally protected basis, in accordance with applicable federal, state, or local law.
On the use of sex and gender: In this report, our goals and workforce data reflect sex given that gender self-identification was not available at the time we established the goals
4
in 2020. We recognize that not all people’s gender identities match their sex assigned at birth. In 2021, we launched new gender fields in addition to sex, with expanded self-
identification options to reflect a wider array of gender identities. Goals and associated workforce data will be revisited during the refresh process.
FY2023 spans from May 29, 2022, through June 3, 2023. Note: For more on Deloitte fiscal years and our broad data methodology, please visit our Data methodology page.
5

Retention
across Self-ID
Goal 1: Increase female representation in the Deloitte US: India Offices

(USI) workforce to 41%.
42.6%
female representation
in the Deloitte USI workforce.
Goal 1 insights
Female representation in the Deloitte USI
workforce reached 42.6%, exceeding our
FY2025 goal of 41.0% by 1.6 percentage
points. Increasing overall retention of female
professionals is a key driver for this increase. In
the future, we will seek to continue this growth
by broadening our hiring sources and practices
and focusing on career growth for female
professionals, especially advancement into
leadership roles.
on track in progress

Retention
across Self-ID
Goal 2: Increase integration efforts across the US and USI workforces Goal 2 insights
to create a culture in which our people across geographies can connect, In FY2023, our Deloitte US and USI teams
collaborated on promoting new programming
belong, and grow together. and tools to elevate allyship and equity within
our culture. The development of a Say This
Not That offering that explores words and
Together, the Deloitte US and USI DEI teams

phrases potentially offensive to the LGBTQIA+
community was a collaboration between the
Deloitte US and USI teams. We are looking to
launched a collection of resources expand the Say This Not That series for USI for
additional identities.
to empower professionals on their journey We also successfully launched a series of allyship

resources across the US and USI, developed by
to be more effective allies. a team spanning both geographies. Programs

like Art of Allyship and Conscious Inclusion saw
more than 1,000 USI participants and are being
incorporated in Deloitte USI leadership and
talent meetings. Our people play an important
role in advancing our DEI mission through small
Goal 3: Support data transparency efforts within USI. acts of inclusion every day. We will continue to
look for opportunities to create the culture and
environments where all our professionals feel
89%
welcome, celebrated, and valued.
Goal 3 insights
Self-Identification (Self-ID) remains a key
of the Deloitte USI workforce participated in the element of how we track our transparency data,
presenting our people several different options
latest self-identification campaign, which will of identification around sex, gender, LGBTQIA+,
and disability status. This year, we had strong
inform a new internal dashboard of aggregated

participation in our annual Self-ID campaign
that helped paint a more robust picture of
how our people identify. We also expanded
DEI data for business and talent leaders. self-identification options to include Indian
military veterans 6 and legal gender identity to
further support our professionals in sharing and
celebrating their identities.
on track in progress
To increase data transparency and real-
time tracking of our progress, we made
improvements to dashboards available to our
We began collecting data on military veterans in FY2023. Though this report does not include data on military veterans, we look forward to providing this data
6
leadership teams to promote simplified and
in future reporting. accessible availability of aggregated data.
Deloitte US: India Offices

Retention
across Self-ID
workforce data 7
Our workforce composition is a key component of how we evaluate our current state and identify
opportunity areas. Our Deloitte USI offices remain pivotal to the services we deliver to clients and
the positive change we drive in our communities.
Key observations:
FY2023 Deloitte USI Workforce representation overall and by level (%) 8
• Overall female representation
of Deloitte USI professionals
increased 1.6 percentage
points from FY2022 (41.0% to
42.6%).
• Female representation
increased at all levels,
with representation at
the director/leader level
increasing the most
significantly (13.2% to 17.2%).
Totals may not add up to 100% due to small populations of professionals that are less than 0.1% or where data is unknown.
7
Intersex was added to the sex options as part of FY2023 self-identification enhancements and is now reflected in this report for FY2023.
8

FY2023 Deloitte USI workforce representation overall and by level (%) across Self-ID
Retention
Key observations:
• Junior staff/analysts have the

highest representation of
female professionals (47.3%)
followed by staff/consultant
representation (45.4%).
Female representation
decreases as level increases.

FY2023 Deloitte USI workforce intern representation (%) across Self-ID
Retention
Key observations:
•F
emale intern representation
increased by 16.3 percentage
points in FY2023 (38.5% to
54.8%).
• Female intern representation

was higher than that of
junior staff/analysts,
creating a hiring pipeline
to encourage future female
representation growth.

FY2023 Deloitte USI workforce representation by generation (%)9 across Self-ID
Retention
Key observations:
•T
he current Deloitte
USI workforce spans
four generations with
Generation Z and millennials
representing 97.4% of the
workforce.
• Generation X and baby

boomers, who represent
2.6% of the workforce, are
predominantly managers
and above, with a small
percentage at the staff/
consultant level.
Baby boomer: 1946–1964; Generation X: 1965–1980; Millennial: 1981–1996; Generation Z: 1997–2012

9

Deloitte US: India Offices workforce

Retention
across Self-ID
representation across Self-ID dimensions 10
In the 2022 Deloitte USI DEI Transparency Report, we included additional questions and options for
gender and sexual orientation to allow professionals to provide a more accurate reflection of how
professionals view themselves. We also included additional intersectional views of LGBTQIA+ and
people with disabilities with gender and sex to provide additional insight into the composition of these Key observations:
identities. Workforce data reflects more than 85% of USI professionals; gender, LGBTQIA+, sexual
orientation, and disability representation is based on the population who responded to each question. •R
epresentation of women
increased from 40.6% in
FY2022 to 42.0% in FY2023,
FY2023 Deloitte USI workforce representation by gender identity (%) while representation of men
decreased from 57.5% to
56.8%.
• Representation of all other

gender identities remained
consistent from last year.
• Of professionals who opted to

share additional information
about their gender identity,
less than 0.1% identify as
transgender and 74.7%
identify as cisgender. 25.3%
preferred not to share more
about their gender identity.
Representation reflects the number of professionals who responded to the self-identification question.
10

FY2023 Deloitte USI people with disabilities workforce representation: across Self-ID
Retention
Sentiment
Overall and by sex (%) dimensions
0.3% of professionals identify as a person with a disability
Key observations:
•D
isability representation
remained consistent at 0.3%
in FY2023.
• 73.6% of people with

disabilities are male, which
is higher than overall male
FY2023 Deloitte USI people with disabilities workforce distribution by level (%) representation.

FY2023 Deloitte USI LGBTQIA+ workforce representation: across Self-ID
Retention
Sentiment
Overall and by gender (%) dimensions
1.3% of professionals identify as LGBTQIA+
Key observations:
•D
eloitte USI LGBTQIA+
representation is 1.3% and
consistent with FY2022.
• More than 90% of LGBTQIA+

professionals are at the
senior/senior consultant,
staff/consultant, and junior
FY2023 Deloitte USI LGBTQIA+ workforce distribution by level (%) staff/analyst levels, which
mirrors overall workforce
representation by level.

FY2023 Deloitte USI workforce representation by sexual orientation (%) across Self-ID
Retention
Key observations:
•D
eloitte USI professionals
identify across genders and
sexual orientations, with 5.8%
of Deloitte USI professionals
identifing as asexual,
bisexual, demisexual, gay,
lesbian, pansexual, or queer.

Recruitment
Retention
across Self-ID
We have two main streams for recruiting new professionals: we hire on campus and through our
internship programs (referred to as “campus hires”), and we hire from the marketplace (referred
to as “experienced hires,” which includes entry-level positions). We closely monitor both pipelines
to help us improve our representation and build the future talent pool for leadership.
Deloitte USI recruitment by sex (%) Key observations:
•F
emale recruitment
representation increased
5.7 percentage points
from 40.6% in FY2022
to 46.3% in FY2023. This
was above overall female
workforce representation,
contributing to this year’s
growth in female workforce
representation.
• Female experienced hire

recruitment increased 5.4
percentage points from
FY2022 (from 39.3% to 44.7%).

Advancement
Retention
across Self-ID
Advancement11 remains a key driver of representation at senior levels, and development is how
we prepare our professionals to advance and perform successfully at each career milestone.
Advancement data reflects the representation of a particular identity in the cohort of professionals
promoted during the fiscal year, including career progressions, when a professional gets promoted
within the same job level.
Key observations:
Please note that, if comparing to workforce representation, that does not necessarily reflect the
population that is eligible for advancement due to additional business factors, such as job role • Females made up 43.3% of
and experience, that inform advancement decisions. all professionals promoted
in FY2023, which is higher
FY2023 Deloitte USI workforce promotions (%) than FY2022 promotion
representation.
• Female representation of
promoted senior managers
decreased from 30.0% in
FY2022 to 21.5% in FY2023,
reinforcing the need for
increased focus on advancing
females in senior levels.
Promotion data includes advancement to director/leader level.

11

FY2023 Deloitte USI workforce promotions (%) across Self-ID
Retention
Key observations:
• Female promotion
representation by level
is consistent with female
workforce representation
and is the highest at the
junior staff/analyst level.

Retention
Retention
across Self-ID
We recognize that attrition is a natural part of the talent life cycle with people choosing to exit for
various personal and professional reasons. To understand how attrition varies by identity, we look
at proportional attrition. Disproportionate attrition or large increases in attrition for a certain identity
could indicate differences in the talent experience that require additional review and attention. We
closely monitor attrition to identify trends, collaborate with our communities and network leaders
to support professionals’ sense of belonging and overall talent experience, and develop appropriate Key observations:
retention interventions for all professionals.
•F
emale proportional attrition
is above the Deloitte USI
FY2023 Deloitte USI workforce proportional attrition
workforce overall with 101
female professionals leaving
for every 100 professionals
who leave.
• The attrition of Deloitte

USI male professionals is
consistent with the overall
USI attrition.
• Female proportional attrition

increased from FY2022 where
91 professionals were leaving
for every 100 professionals
who leave.

Sentiment
Retention
across Self-ID
Our annual talent survey is a tool used to gather direct feedback on the Deloitte talent experience.
We consider any question where responses were favorable 80% or above to be positive, and
differences of five percentage points or more to be considered a material difference.
Deloitte USI workforce talent survey results (% favorable)

Key observations:
•O
verall and across gender
identities, favorability has
increased from FY2022.
• Men and women responded

favorably, and there are
no meaningful differences
between survey outcomes
for these genders.

Deloitte USI workforce talent survey results (% favorable) across Self-ID
Retention
Key observations:
• Nonbinary professionals
responded less favorably
and are less likely to feel
like they can bring their
authentic selves to work,
feel the people they work
with are there for them,
and feel treated with
respect at work. However,
favorable responses in
these categories have
increased year over year.
Data Disclaimer: To maintain the confidentiality of talent survey results, responses are not associated with an individual or their talent information. Demographic data is
collected during the survey process and is used to produce these insights. We consider any question rated 80% or above to be positive. The number of respondents who
identify with some identity dimensions (e.g., nonbinary) is small; therefore, one person’s experience, positive or negative, will have a greater impact on overall results. Five-
percentage-point difference or greater is considered a material difference. Results do not account for other factors that could be influencing scores beyond identity such as
tenure, business, level, etc.
Additionally, beginning in FY2022, we transitioned to asking our workforce to share their identity based on “sex” to “gender” to better reflect and respect individual identities
beyond just biological determinants. This change promotes inclusivity and accuracy in representation, although it may impact year-over-year data comparisons.
To maintain the relevancy and accuracy of our current datasets, and ensure our insights are based on the most recent and pertinent information, we have not incorporated
data from 2021 (or earlier) into our analyses.

Retention
across Self-ID
The year ahead

Our DEI data reflects the growth we have made as an
organization, and we are proud that the gender diversity
focus we set two decades ago has evolved into a more
expansive set of inclusion opportunities. As we look to the
next year, our four pillars (women, LGBTQIA+, veterans, and
PwD) will continue to be the cornerstone of the Deloitte USI
strategy.
New efforts to strengthen our female advancement pipeline
and establish a business and supplier diversity infrastructure
in our Deloitte USI offices will also be critical to advancing our
goals. We will work across the US and USI teams to expand
and scale new initiatives that encourage authenticity within
each of our teams. Together, we can continue to create a
culture where everyone feels they belong, can grow, and are
celebrated.

This publication contains general information only and Deloitte is not, by means of this
publication, rendering accounting, business, financial, investment, legal, tax, or other
professional advice or services. This publication is not a substitute for such professional
advice or services, nor should it be used as a basis for any decision or action that may
affect your business. Before making any decision or taking any action that may affect
your business, you should consult a qualified professional adviser. Deloitte shall not be
responsible for any loss sustained by any person who relies on this publication.
About Deloitte
Deloitte refers to one or more of Deloitte Touche Tohmatsu Limited, a UK private

company limited by guarantee (“DTTL”), its network of member firms, and their related
entities. DTTL and each of its member firms are legally separate and independent
entities. DTTL (also referred to as “Deloitte Global”) does not provide services to clients.
In the United States, Deloitte refers to one or more of the US member firms of DTTL,
their related entities that operate using the “Deloitte” name in the United States, and
their respective affiliates. Certain services may not be available to attest clients under
the rules and regulations of public accounting. Please see www.deloitte.com/about to
learn more about our global network of member firms.
© 2024 Deloitte LLP

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2023 Deloitte US: India

Offices (USI) Diversity,

Deloitte US: India Offices workforce data 7

Deloitte US: India Offices workforce representation

2023 Diversity, Equity, and Inclusion (DEI) Transparency Report 2

Yours in advocacy and allyship,

Kwasi Mitchell Anupama Ghanta Kothapalli

2023 Diversity, Equity, and Inclusion (DEI) Transparency Report 3

A refresh on our goal progress

2023 Diversity, Equity, and Inclusion (DEI) Transparency Report 4

Goal 1: Increase female representation in the Deloitte US: India Offices

2023 Diversity, Equity, and Inclusion (DEI) Transparency Report 5

Together, the Deloitte US and USI DEI teams

to empower professionals on their journey We also successfully launched a series of allyship

to be more effective allies. a team spanning both geographies. Programs

inform a new internal dashboard of aggregated

Deloitte US: India Offices

2023 Diversity, Equity, and Inclusion (DEI) Transparency Report 7

• Junior staff/analysts have the

2023 Diversity, Equity, and Inclusion (DEI) Transparency Report 8

• Female intern representation

2023 Diversity, Equity, and Inclusion (DEI) Transparency Report 9

• Generation X and baby

Baby boomer: 1946–1964; Generation X: 1965–1980; Millennial: 1981–1996; Generation Z: 1997–2012

2023 Diversity, Equity, and Inclusion (DEI) Transparency Report 10

Deloitte US: India Offices workforce

representation across Self-ID dimensions 10

• Representation of all other

• Of professionals who opted to

2023 Diversity, Equity, and Inclusion (DEI) Transparency Report 11

0.3% of professionals identify as a person with a disability

• 73.6% of people with

2023 Diversity, Equity, and Inclusion (DEI) Transparency Report 12

1.3% of professionals identify as LGBTQIA+

• More than 90% of LGBTQIA+

2023 Diversity, Equity, and Inclusion (DEI) Transparency Report 13

2023 Diversity, Equity, and Inclusion (DEI) Transparency Report 14

Deloitte USI recruitment by sex (%) Key observations:

• Female experienced hire

2023 Diversity, Equity, and Inclusion (DEI) Transparency Report 15

Promotion data includes advancement to director/leader level.

2023 Diversity, Equity, and Inclusion (DEI) Transparency Report 16

2023 Diversity, Equity, and Inclusion (DEI) Transparency Report 17

• The attrition of Deloitte

• Female proportional attrition

2023 Diversity, Equity, and Inclusion (DEI) Transparency Report 18

Deloitte USI workforce talent survey results (% favorable)

• Men and women responded

2023 Diversity, Equity, and Inclusion (DEI) Transparency Report 19

2023 Diversity, Equity, and Inclusion (DEI) Transparency Report 20

The year ahead

2023 Diversity, Equity, and Inclusion (DEI) Transparency Report 21

Deloitte refers to one or more of Deloitte Touche Tohmatsu Limited, a UK private

© 2024 Deloitte LLP

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