The results from Deloitte’s Impact report revealed its mean total earning gap has reduced to 41.2% from 43.2%. These figures take into account earnings for the whole firm, including its equity partners.

The data published follows regulations introduced by the UK government last year. The legislation required companies employing more than 250 people to publish information about their gender pay and bonus pay gaps annually.

Deloitte UK’s managing partner for talent Emma Codd has said: “Comparing our results to last year gives us a mixed picture – with a slight decrease in the mean pay gap but an increase in the median pay gap.

“As with our last report, our gender pay gap and total earnings gaps are due to lack of women in senior positions. This requires us to continue to take action not only to attract more women, including at entry level, but to ensure that we retain them and enable them to progress to our most senior positions in the firm.”

In 2012 the firm stated that by 2020, 25% of its partners would be female, since then it has committed to 40% by 2030.

Over the past year, Deloitte set out to continue to deliver on its gender balance action plan, agreed by its Executive Committee in late 2014. The firm has since been focusing on culture, including agile/flexible working and inclusion.

The firm made changes to the recruitment process, development, mentoring and sponsorship programmes to achieve these goals.

Codd concluded: “We continue to focus on ensuring there are no potential barriers to female progression. The focus on culture and targeted actions is already having a positive impact.”


By Mishelle Thurai