June 2017
Connect, Belong and Grow Our vision is to foster an inclusive culture at Deloitte where all of our people can Foster sense of community Enable sense of purpose Instill a culture of courage Inclusive Culture Empower well-being Model authenticity Develop others, and play to strengths 02
Connect to Deloitte s values and impact and see themselves succeeding here; with meaningful relationships and a strong sense of connection. I am empowered to have a network of friends, advisors, mentors and sponsors whom I can depend on and who help me gain access to meaningful work. I share the firm s core values and am proud of the impact we make to our clients and our communities. have opportunities and support to develop strengths, grow with purpose, and own their careers. I can pursue my personal passions and interests, and build the career I want. I have the opportunity to play to my unique strengths every day. Someone is personally invested in my growth and development. feel like they belong at Deloitte in their practices, in their offices, on their engagement teams, and in leadership roles My leadership style is valued I don t have to fit into a mold I see that I belong here, I can thrive, I can succeed I am encouraged to be myself here and am celebrated here because of my unique talent, background, and perspectives 03
The tenets of our inclusive culture To enable this vision of an inclusive culture where all of our people can connect, belong and grow, we must all embrace and walk the talk with regards to the six tenets of an inclusive culture. This starts and stops with all of us - because at the heart of this is the understanding that Being a leader, by definition, means being an inclusive leader. Inclusive leaders demonstrate a number of inherent characteristics we call them tenets of an inclusive culture centered around: enabling a sense of purpose empowering well-being developing others and playing to strengths modeling authenticity instilling a culture of courage, and fostering a sense of community Each of these tenets enable us in very powerful ways to reinforce how we walk the talk in fostering an inclusive culture. 04
Inclusive leaders at all levels: Enable a sense of purpose Recognize the need to provide meaningful opportunities to our professionals that connect them with a sense of purpose. Empower well-being Provide our people the support to make choices that can enable them to be energized, confident, and aware, and the flexibility to personalize these experiences in ways that matter most to them. Develop others, play to strengths Invest in sponsoring and mentoring others, recognize the unique talents, experiences, passions and interests of each team member, and seek opportunities to enable each person to play to their unique strengths every day. Model authenticity Model authenticity and encourage team members to bring their authentic selves to work, recognizing the need to uncover our talent so we can bring out the best in all of us. Instill a culture of courage Feel comfortable speaking up and challenging the status quo, engaging in conversations mindful of personal and organizational blind spots and unconscious biases that can impede a sense of inclusion. Foster a sense of community Work hard to make our professionals feel like they belong and are successful, fostering a sense of community on our engagement teams and in local offices. 05
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