Deloitte Norway:
Inclusion and gender diversity strategy
We want to create a diversity in the organization through different and varied expertise, experience, age, gender, orientation and cultural background. Diversity contributes to innovation, greater insight and a strengthened culture, and is crucial for Deloitte to succeed as a business. Currently, we are focusing on three main areas within inclusion and diversity:
- Gender balance
- Culture-diverse workforce
- LGBT+
Common for all activities aimed at increasing diversity is that Deloitte can offer an inclusive culture in the workplace.
We work to ensure diversity and an inclusive culture. As a responsible employer, we want to reflect on the society we are part of. At Deloitte, one must succeed based on one’s talent, regardless of ethnicity, religion, gender, age or sexual orientation.
We have included inclusion and diversity as an important strategy in areas such as recruitment, career development, promotion, management selection and participation in projects. To ensure diversity in recruitment, Deloitte has evaluation methods that contribute to an objective and fair recruitment. When using ability and skill tests, we allow a larger part of the evaluation to be based on comparable and concrete information, more than personal perceptions and assumptions. Furthermore, compulsory training for everyone involved in recruitment contributes to diversity and objectivity in recruitment.
Gender balance
Our goal is to create an inclusive culture that recognizes, respects and enables women in the workplace. Actively focus on increasing women representation in the partner group. Continue to keep focus on the broader diversity and inclusion dimension.We work purposefully to create greater diversity and have paid special attention to increasing the proportion of female partners. Women accounted for 18 percent of the Norwegian partnership as of June 1, 2018. We have a goal of 20 percent female partners in 2020 and 30 percent in 2030 in line with the goals set by NWE. The proportion of women in the company is 49 percent, the same as the year before. The proportion of new female employees was at 41 percent. In the management group, three out of twelve were women, and two out of six were members of the board.
In order to improve the gender balance at all levels of the business, we have set the following goals in Deloitte Norway:
1. 20% female partners by 2020
2. 30% female partners by 2030
3. 40% Women in management positions by 2020
4. 40% – 60% normality on other levels *
* Normality in this context is considered as gender distribution in the range of 40% to 60%.
«Unconscious bias»
We challenge all our employees to be aware of unconscious prejudices and unconscious bias. Everyone at Deloitte have been invited either through leadership training or in other fora to take an Implicit Association Test (IAT). This test reveals unconscious prejudices that we do not know we have. We are particularly aware of this in relation to promotions and wage determinations.