1. Colloquium on Global Diversity
Towards a Multi-Generational Workforce: Taking Gender Out of Leave Policies
Deb DeHaas, Vice Chair, Chief Inclusion Officer, Deloitte

2. Distinctively Deloitte: Our Talent Strategy Approach
Our Talent strategy and reflects our vision to create a leadership culture focused on the development and well-being of our people
BUSINESS AGILITY
Creating the flexibility to proactively adapt to diversified business and talent models; continuously driving operational improvements
DISTINCTIVELY DELOITTE
DISTINCTIVELY
DELOITTE
Creating an organization that attracts, develops and retains top talent, fosters an inclusive culture, and is focused on the development and well-being of all of our people
ENGAGEMENT
THE POWER OF PEOPLE ANALYTICS
THE POWER OF PEOPLE ANALYTICS
Using analytics (and over time, machine learning) to proactively drive change
Four themes that matter most to our people
Making an impact that matters
Focusing on our well-being
Advancing our inclusive culture
Strengthening our development culture

3. Deloitte focuses on setting the standard for family leave
Attracting and retaining the best talent and making an impact that matters
Why now?
To be at the forefront of national public policy and marketplace change in the US. To recognize the unique needs of our people throughout their life, and reinforce our commitment to their Empowered Well-being
What’s our
strategy?
Develop Agile Talent and a Culture of Courage by focusing on the development and well-being of all of our people
Who are we
talking about?
17,000+ new hires and 50,000 people who fuel our continued growth

4. Implementation of 16 weeks paid family leave
Policy to combine parental and caregiving leave
WEEKS 16
Paid
parental leave¹
For professionals giving birth
Deloitte professionals giving birth are eligible for up to 16 weeks (in addition to short term disability – see below)
Professionals giving birth are also eligible for short term disability which is generally 6 to 8 weeks depending on type of birth. Professionals are required to use PTO during the 5 day waiting period before STD benefits are payable
For spouse/significant other giving birth or adopting
Deloitte professionals whose spouse/significant other gave birth or adopted a child are eligible for 16 weeks.
Paid
caregiver leave2
For professionals who need to care for a family member
Deloitte professionals in need of time off to care for a family member with a serious health condition are eligible for 16 weeks to be used in total or in increments how/when the professional needs it
Paid
family leave
A new standard:
Open to all eligible professionals to handle their distinct family needs
Our 16 week paid family leave sets an unmatched standard that strengthens our commitment to well-being, supports our “culture of courage” strategy, reinforces public policy by being on the forefront of change, supports inclusion, and fosters attraction and retention 
1 In addition to paid disability (for birth mothers) and paid parental leave, our professionals have the ability to leverage accrued PTO or take an unpaid parental leave enabling them to stay out for up to 24 weeks total.
2 In addition to paid caregiver leave, our professionals have the ability to leverage accrued PTO and to take an unpaid caregiver leave enabling them to stay out for up to 24 weeks total.

5. Seeing the impact on our people and the marketplace
Highlights from the media and feedback from our people
“Two simple words – thank you. It is wonderful to see Deloitte leading the way and do what is right for its people.”
“Deloitte has been outstanding in creating an environment that we can take care of our families (our first priority) and come back to the work we love.”
Deloitte was trending on Facebook with 23,000 people talking about the announcement.
“I actually cried when I read this. Thank you so very much for this new benefit.”
“This is not only wonderful but very courageous and bold.”

6. An update on the policy six months after implementation

7. Approximately 1,400 of our surveyed professionals provided a pulse of new program awareness and usage through both quantitative and qualitative feedback
“This is a great program that will relieve a lot of stress should an emergency occur and I needed time off for my family.”
“This is without a doubt one of the best benefits/program that Deloitte can offer.”
“Provides enormous flexibility for parents. It is especially comforting for my wife who now worries less about ‘doing it alone’”
“I don't have to worry about my job if I need to take care of my parents or if I want to have children in the future.”
“I was able to completely shut down…to focus on my sister while she had brain surgery.”
“When I was pregnant, I considered leaving the company…. Ultimately, the parental leave extension changed my mind about leaving.”
A randomized survey launched at the 6 month milestone of the program. Over 3,400 surveys were sent out, with a 40% response rate. The survey remained open for two weeks.

8. Feedback on the Family Leave Policy
Pulse survey details from ~1,400 respondents
Growing their family through birth or adoption
2/3 took more time off due to increase in paid leave
~85% said the program increased the reasons the would recommend Deloitte to a friend as a great place to work
>80% felt supported by their immediate supervisor/manager respecting their time away and the amount of time they took
Caring for your family with a serious medical condition
2/3 said they used the program to care for a parent
>90% said the program increased the reasons the would recommend Deloitte to a friend as a great place to work
~90% felt supported by their immediate supervisor/manager respecting their time away and the amount of time they took
Survey Respondents
38% WOMEN
62% MEN
69% WOMEN
30% MEN

9. Our family leave policy fits into our broader inclusion strategy and our focus on Empowered Well-being
Elements
Meaningful Behavior
Outcome
A sense of purpose
Value based reflection, appreciation, decision making and giving back
To achieve what’s important for you, and your social network of colleagues, friends, family, and community
An engaging mind
Emotional resiliency cognitive strength, clarity, creativity and curiosity
To learn, grow, respond to challenges, and to be at your best
An energized body
Movement, exercise, rest and proper nutrition
To strengthen and enjoy a thriving and energized lifestyle
US India 10K run
Work Well Hub at DU
Working Parents Coaching Pilot
Well-being Dashboard Development
Annual Grateful Campaign
My ask of you as we start the new year: focus on your well-being, too.
- Cathy Engelbert

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