The 2022 Deloitte Diversity, Equity, and Inclusion (DEI) Transparency Report somehow flew under our radar when it came out in August, probably because Deloitte puts out approximately 263 reports a week and it would be impossible for your average person to read and understand each and every one of them.
As the name implies, the report is pretty transparent. For example, it tells us exactly how many of Deloitte US’s 80,146 are male and how many are female and how this compares to the year before:
It also offers us more detailed data on the Deloitte US workforce, handily accessed via dropdown. Like, say you really want to know what percent of Deloitte senior managers are Native Hawaiian/Other Pacific Islander. No problem!
OK, what about the FY22 new class of PPMDs?
There’s a breakdown by generation, too. This gives us approximately 10,579 Gen Z, 47,126 millennials, 18,584 Gen X, and 3,847 boomers (very, very approximately):
Props to the 561 boomers at this level:
Anyway, of the pages and pages of Deloitte US workforce data which you are welcome to scroll through yourself, there is a small section on retention.
Says the report:
Our people are our greatest strength, which is why we monitor retention closely and from a variety of perspectives. Retention is a complex issue. People choose to stay or leave for a variety of reasons, including professionals leaving to pursue higher education, taking roles in industry, and finding opportunities that better align with their personal needs and professional goals. While people moving on is a natural part of workforce management and is expected in the professional services industry, disproportionate attrition can also be a key indicator of where we need to focus.
These are the key observations Deloitte has gleaned from this data:
- The attrition of Asian professionals is the highest among all racial categories with 117 professionals who identify as Asian leaving Deloitte for every 100 US professionals who leave.
- The attrition of Black professionals is below the US workforce overall, with 92 professionals who identify as Black leaving for every 100 US professionals who leave.
- The attrition of White professionals is just below the US workforce overall, with 96 professionals who identify as White leaving for every 100 US professionals who leave.
- The attrition of Hispanic/Latinx professionals is above the US workforce overall with 105 professionals who identify as Hispanic/Latinx leaving for every 100 US professionals who leave.
- The attrition of male professionals is above the US workforce overall with 108 male professionals leaving for every 100 US professionals who leave.
- The attrition of female professionals is below the US workforce overall with 90 female professionals leaving for every 100 US professionals who leave. This has contributed to an increase in female representation.
Deloitte doesn’t offer any theories on why certain groups are leaving Deloitte at a higher rate than their peers so feel free to throw your own theories out there.