At a recent forum organised by the New Zealand Association of Graduate Employers (NZAGE), the spotlight was on Deloitte, the winners of the 2023 Best Diversity and Inclusion award. With 60 NZAGE members tuning in, the session provided a comprehensive overview of how Deloitte embedded diversity and inclusion into their graduate recruitment strategy. Madi Barnett from Deloitte shared the detailed strategies that led to their success, emphasising their commitment to making diversity and inclusion a core part of their graduate lifecycle.

Comprehensive Approach to Diversity and Inclusion

Deloitte’s 2023 diversity and inclusion strategy was crafted with the goal of integrating these principles throughout the entire graduate lifecycle. From the initial attraction of candidates to ongoing support and the recruitment process, Deloitte aimed to ensure that every graduate entering the firm would experience an environment that truly reflected their commitment to diversity and inclusion. This was not just a campaign but a fundamental approach to how Deloitte operates.

Key Focus Areas

1. Attraction: Building a Diverse Talent Pipeline 
   • Long-Term Talent Pipeline: Deloitte recognised that creating a truly diverse workforce would require a sustained effort. They focused on building a strong talent pipeline by participating in various high school events throughout 2023. These events were critical for reaching potential candidates early, particularly from communities that are underrepresented in the professional services sector. 
   • Visibility of Diverse Communities: A key strategy was ensuring that members of Deloitte’s internal communities, such as the Hourua Pae Rau (Maori Services Group), Pås Peau (Pacific Peoples Group), and Standout (Rainbow Community group) were prominently featured in their advertising campaigns. This visibility was essential for attracting candidates who might not traditionally see themselves represented in the professional services industry. The mentality of “If you can’t see something, it’s hard to be it,” drove this initiative. 
   • Targeted Events: Deloitte also prioritised attending events where potential candidates might not be fully aware of the opportunities available in professional services. By making sure their diverse communities were represented at these events, Deloitte aimed to create an inclusive talent pipeline right from the start. 
   • Podcast Series: To reach individuals who might not be able to attend in-person
     events, Deloitte launched a podcast series in 2023. Several episodes were dedicated specifically to their Maori Services and Pacific Peoples Group. This initiative acknowledged the reality that not everyone can attend events due to family or work obligations, and it provided an alternative way to engage with these communities. 
   • Multilingual Campaigns: Deloitte also made sure that their advertising campaigns were inclusive of different languages. In addition to Te Reo Maori and English, they included other Pacific languages such as Samoan, Fijian, and Tongan. This approach was based on data gathered within the firm about the languages most represented among their employees, and it played a significant role in attracting a broader range of candidates. 
2. Support: Sustaining Engagement and Development 
   • Ongoing Community Involvement: Deloitte worked closely with their internal communities such as the Pas Peau (Pacific Peoples Group), Standout (Rainbow Community group) and the Hourua Pae Rau (Maori Services Group), to ensure that their diversity and inclusion efforts were sustained throughout the graduate lifecycle. These communities were integral in shaping Deloitte’s diversity and inclusion strategies and ensuring that the support provided was continuous and effective. 
   • Targeted Recruitment Events: In 2023, Deloitte organised a targeted recruitment event in their Auckland office specifically for Maori and Pasifika students. This event allowed students to connect directly with members of Deloitte’s Maori and Pasifika communities, offering a unique opportunity to engage in a setting tailored to their needs. The success of this event was evident in the significant increase in applications that followed, demonstrating the effectiveness of targeted engagement. 
   • Addressing Barriers in Recruitment: Deloitte identified the video screening process as a significant barrier, particularly for Maori and Pasifika candidates. Many candidates dropped out at this stage, so Deloitte responded by creating a preparatory video to help candidates feel more comfortable and prepared. This video provided guidance on how to succeed in the video interview, addressing common issues such as poor lighting or inadequate preparation. The feedback from candidates was overwhelmingly positive, with many noting that the video made them feel more supported and better equipped to succeed. 
3. Inclusive Recruitment: Ensuring Equity and Accessibility 
   • Personalised Outreach and Mentoring: Deloitte enhanced their recruitment process by providing personalised outreach to candidates, particularly those from diverse backgrounds. This included support for rainbow community members, such as hosting a drag queen night with the Rainbow Business Students Associations at University of Auckland. Additionally, Deloitte ensured that community members were actively involved in mentoring programs, helping to build connections and support throughout the recruitment process. 
   • Nationwide Accessibility: While the targeted Maori and Pasifika recruitment event was held in Auckland, Deloitte was mindful of the need to reach candidates across the country. The podcast series and other digital resources played a crucial role in ensuring that key information was accessible to those who could not attend in-person events. By repeating important information across multiple platforms, Deloitte aimed to ensure that all candidates had equal access to the opportunities and support provided. 
   • Feedback Loop for Continuous Improvement: Deloitte placed a strong emphasis on gathering and implementing feedback from candidates who went through the recruitment process. This feedback loop was essential for refining their approach and ensuring that their recruitment process was as inclusive and equitable as possible.

Expanding Initiatives and Looking Forward

Deloitte’s diversity and inclusion strategy in 2023 was just the beginning. They have plans to expand these initiatives, building on the success of the targeted events in Auckland and exploring opportunities to bring similar events to other regions. The ongoing refinement of their recruitment process, informed by candidate feedback, will continue to play a critical role in their efforts to attract, support, and retain a diverse workforce.

Congratulations Deloitte on winning the NZAGE 2023 Best Diversity and Inclusion award!

By embedding diversity and inclusion into every aspect of their graduate lifecycle, Deloitte not only sets a high standard within the professional services industry but also offers valuable insights for other organisations aiming to enhance their own diversity and inclusion efforts.

Tune in on September 18th at 12pm for the next NZAGE Forum Event with Kiwirail – winners of the 2023 Best Graduate Development Programme award.