PROFESSIONAL services firm Deloitte has become only the third company in Northern Ireland awarded a silver mark by awarding body Diversity Mark NI.
It is currently the highest level available, and to date only Allstate NI and Danske Bank have received the accolade.
Assessors commended the firm’s efforts to create a more diverse and inclusive workplace, with Deloitte’s Belfast Balance team recognised for its hard work and commitment to driving the respect and inclusion and wellbeing agendas.
Jackie Henry, office senior partner at Deloitte in Belfast said: “This validates the effort so many people in the team have put in to ensure we are an employer that walks the walk on diversity and inclusion and doesn’t just talk about it to tick a box.
“We will work hard to make sure we keep evolving as an employer and remain committed to improving our workplace and culture even further so that every colleague continues to feel valued, respected and able to be themselves at Deloitte.”
Christine White, head of business from Diversity Mark NI added: “Our independent assessment panel commended Deloitte on a comprehensive submission and recognised that they are delivering on a wide-ranging inclusion agenda which is both meaningful and responsive to the need of their employees.
“We congratulate everyone at Deloitte on this achievement and look forward to working with them on their Diversity journey over the next number of years striving towards the Gold Diversity Mark.”
Diversity Mark applications are assessed by an independent panel of experts, who looked at a number of Deloitte’s diversity initiatives.
Among these were Deloitte’s ambitious UK wide targets for gender balance over the next three to 10 years, with an ultimate goal of 50-50 gender balance across all grades by 2030.
Deloitte’s gender balance network in Belfast holds regular events to promote female role models locally and to help develop women in the firm.
The application also highlighted a commitment to meaningful interventions on ethnic diversity across the firm, including voluntarily reporting on the firm’s ethnicity pay gap, and renewing its employee life-cycle processes to remove any bias.
