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Good practice Imported

D&I: female talent pipeline

Belgium · National · National · See the Belgium profile

At Deloitte Belgium, fostering a diverse and inclusive environment is central to their purpose of making an impact that matters. They recognize that diversity within a group is as crucial as ability and brainpower. Specifically, gender diversity holds a significant place in their

threefold increase (target)
Target increase in female partners (by 2030)
30 % (target)
Target female partner representation (by 2030)

Details

Maturity
Established
Promoter
Deloitte — website
Power domain
Economic Power
Methods / tools
Gender Training, Competence development, Awareness-raising
Keywords
Career perspectives, Top Management, Training, Mentoring/Coaching, networking

Context

Deloitte Belgium positions diversity and inclusion as central to its purpose of 'making an impact that matters', treating gender diversity as a significant organisational priority alongside other dimensions of diversity.

Objectives

The firm's strategic priority is 'building our next generation of talent' by growing more women into the partnership and strengthening the retention of women in leadership roles generally. Deloitte Belgium has set a target of a threefold increase in female partners and 30% female partner representation by 2030.

Activities

To meet these goals, Deloitte has built an action plan spanning recruitment through evaluation procedures, with greater attention paid to differences between men and women at each stage. Concrete activities include Learning & Development programmes ('Balanced & Effective Leadership' and 'Inclusive Leadership'), a mentoring programme for senior profiles, and network events that bring men and women together across levels and put female role models in the spotlight.

Conclusions

This is a self-reported corporate strategic priority with quantified 2030 targets; the source material does not include independent measurement of progress against those targets.

Implementation
Indicative cost
Medium (€50k–€500k) — No budget figures are given in the source; conservatively estimated as medium given the scope of firm-wide Learning & Development programmes, a mentoring programme and recurring network events across a national partnership.
Time to results
Long (> 3 years) — Targets are set for 2030, a multi-year horizon from the programme's current, established state, consistent with a long timeline band for observing partner-representation change.
Staffing & skills
Deloitte Belgium leadership driving the action plan across recruitment and evaluation processes, Senior partners/profiles serving as mentors in the Mentor programme, Facilitators running the Learning & Development modules (Balanced & Effective Leadership, Inclusive Leadership)

Conditions for success

  • Executive commitment to explicit, quantified partner-representation targets (30% by 2030)
  • Gender considerations built into the full talent pipeline, from recruitment through evaluation
  • Network events that keep senior female role models visible across levels of the firm

Where it fits

Governance type
private professional-services firm
Scale
national (Belgium)
Income level
high-income

Commonly funded by

Own resources / municipal budget

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Data sources

Where this practice's information was retrieved from, and when.

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