Diversity at Deloitte - Plans and Policies
Gender & Diversity Plan and Policies
When talking about equality opportunities implemented by companies, we can make a differentiation between two different models, the liberal and the radical one.
The liberal model, described by Jewson and Mason, is emphasized on a philosophy of "sameness", where people should have access to and be assessed within the workplace as individuals, regardless of social category.
In the other hand, the radical approach is focused on a "positive discrimination" where employment practices are deliberately manipulated in order to obtain a fair distribution of those disadvantaged groups in the workplace, and it is also focused in achieving not only equality of opportunity but also equality of outcome.
Considering this differentiation referring to the equalities of opportunities implemented by companies, we can see that Deloitte have a liberal approach in their policies, as they have created different programmes to make possible a equal treatment within the company instead of creating discriminatory policies, and, as for the outcome aspect, we haven 't been able to find information about what is Deloitte 's policy in that matter.
Gender and Diversity management at Deloitte addresses the needs of a diverse workforce in regards to gender, sexual orientation, physical ability, ethnicity and national origin by offering programs to that specifically support these groups both internally and externally. The importance of diversity management at the firm is seen through the commitment placed on creating organizational structure, practices, policies, management and financial investment or partnerships that supports diversity. Deloitte’s annual diversity plan and the commitment to place diversity as the top priority on board meeting agenda’s is allowing the company to live and breathe its vision statement, which is:
“ to be recognized internally and externally as a diversity leader, to have leadership that represents the overall labour
When talking about equality opportunities implemented by companies, we can make a differentiation between two different models, the liberal and the radical one.
The liberal model, described by Jewson and Mason, is emphasized on a philosophy of "sameness", where people should have access to and be assessed within the workplace as individuals, regardless of social category.
In the other hand, the radical approach is focused on a "positive discrimination" where employment practices are deliberately manipulated in order to obtain a fair distribution of those disadvantaged groups in the workplace, and it is also focused in achieving not only equality of opportunity but also equality of outcome.
Considering this differentiation referring to the equalities of opportunities implemented by companies, we can see that Deloitte have a liberal approach in their policies, as they have created different programmes to make possible a equal treatment within the company instead of creating discriminatory policies, and, as for the outcome aspect, we haven 't been able to find information about what is Deloitte 's policy in that matter.
Gender and Diversity management at Deloitte addresses the needs of a diverse workforce in regards to gender, sexual orientation, physical ability, ethnicity and national origin by offering programs to that specifically support these groups both internally and externally. The importance of diversity management at the firm is seen through the commitment placed on creating organizational structure, practices, policies, management and financial investment or partnerships that supports diversity. Deloitte’s annual diversity plan and the commitment to place diversity as the top priority on board meeting agenda’s is allowing the company to live and breathe its vision statement, which is:
“ to be recognized internally and externally as a diversity leader, to have leadership that represents the overall labour