Big FourPeople Moves

Deloitte promotes 124 new partners in the UK

35% of the new partners are female, up from 30% in 2021, and women now make up 26% of Deloitte’s total UK partners

Deloitte has promoted 124 people to partnership in the UK, marking a 57% increase from 2021.

The firm’s audit and assurance business has promoted 27 new partners, alongside 10 in risk advisory, 32 in consulting, 32 in tax and legal, 21 in financial advisory, and two in central management.

Of the new promotions, 44 (35%) are women, increasing the total number of Deloitte’s female partners to 323 (26%). Additionally, 22 new partners are from ethnic minority backgrounds, equating to 18% of the promotions.

All in all, this year’s promotions include three new black partners, totalling 11 black partners in the UK. Overall, partners identifying as ethnic minorities now total 104 and represent 9% of Deloitte’s total partners.

Deloitte said it is committed to achieving 12% ethnic minority and 3% black partners by 2025, plus targets across other grades.

The number of UK partners overall now stands at 1218. Deloitte also recruited an additional 30 new external hires at partner level in the UK during the financial year from June 2021 to the end of May 2022.

Of the 30, 11 are women and two identify from an ethnic minority background.

Jackie Henry, managing partner of people and purpose, said: “I am pleased to see progress in the representation of women and people from ethnic minority backgrounds at partner level. We are continuing to prioritise creating an inclusive and diverse workplace where there is equity of opportunity for everyone.

“To ensure we continue to build on this progress, we have introduced a new Future Leaders programme to support our efforts to improve the representation of women and underrepresented ethnic groups in our leadership team.”

Richard Houston, senior partner and chief executive, added: “I’d like to congratulate all of our new partners. This is a milestone event and reflects the success of the firm and the confidence we have in our next generation of leaders.

“We’ve achieved a lot in this past year in terms of our talent priorities. In addition to increasing the diversity of our senior leaders, we’ve accelerated the promotion and reward processes across all grades, and introduced overseas working.”

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