Talented. Empowered. Leaders.

We are the women of Deloitte

The Initiative for the Retention and Advancement of Women

 Women comprise nearly half of the
50% U.S. labor pool.

60% of accounting bachelor’s

60% degrees are awarded to women.

50% of undergraduate business degrees are

50% awarded to women.

Women now hold more than half of all

50% managerial and professional positions in
U.S. businesses.

Source: Catalyst

As used in this document, “Deloitte” means Deloitte LLP and its subsidiaries. Please see www.deloitte.com/us/about for
a detailed description of the legal structure of Deloitte LLP and its subsidiaries.
Getting to the point
Mission: To drive marketplace growth and create a culture where the best
choose to be.

Why?
It’s simple. We see attracting, retaining, and developing women as a
business imperative. It fuels our growth, creates the most effective teams,
and distinguishes us in the marketplace by allowing us to deliver more
value and innovative business solutions to our clients. Women represent a
growing proportion of the shrinking talent pool, and a growing number of
decision-makers in our client organizations are women. We have found that
creating a culture that attracts the best women helps us attract the best
people. And attracting the best people helps us attract the best clients. In
other words, we raise the bar and become the standard of excellence —
the first choice of the most coveted talent and the first choice of the most
sought-after clients.

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 Taking the ball and
running with it
In 1993, we were the first professional services organization to launch an initiative aimed
at retaining and advancing women—and we haven’t slowed down. Our Women’s
Initiative (WIN) is woven tightly into the fabric of our culture. The National Managing
Principal of WIN, Barbara Adachi, Deloitte LLP, reports directly to Barry Salzberg,
Deloitte LLP’s CEO. This sets the tone at the top that retaining and advancing women is
an important priority for everyone at Deloitte. In fact, each year an increasing number of
men act as champions of WIN programs, become regional and functional WIN leaders,
take part in WIN events, or simply champion the women of Deloitte.

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Today:
• We enjoy the greatest number of women partners, principals, and directors
amongst the Big Four professional services organizations.
• Twenty-nine percent of the members on the Deloitte LLP Board of Directors
are women.
• We have the most visible senior leaders in the profession including, Deloitte
LLP’s Chairman of the Board Sharon Allen.

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 Reaching the next level
We attract a diverse group of talented, motivated, and innovative women. Then,
we provide them with a variety of learning and networking opportunities —
including exposure to leaders — to help accelerate their careers along the way.
Here are some examples:

Partners,
Entry Level/ Senior
Managers Principals, and
Seniors Managers Directors
Leading Edge
Leading to WIN
Local WIN Activities
Developing Extraordinary Leaders
IMAGINE Mentoring
Breakthrough Leadership Program
Ellen Gabriel Fellows
Local WIN Activities
Think Tank
WINning New Business
Women’s Initiative Senior Manager Advisory
Council (WISMAC)
Developing Extraordinary Leaders
Management Development Program
Breakthrough Leadership Program
Local WIN Activities
Think Tank
WINning Career Strategies
Women’s Initiative Manager Action Committee (WIMAC)
Developing Extraordinary Leaders

Leadership Development Program

Local Networking, Professional Development, and
Mentoring Programs

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 “The learning opportunities provided as part of the Ellen Gabriel
Fellowship are very valuable, not only to my Fellowship project,
but to everything I do at Deloitte. I find myself much more aware
of future trends, actively questioning what I could be doing
differently today to make sure we’re prepared for tomorrow.”
Julie Ehrens, Ellen Gabriel Fellow Alum, Deloitte Services LP

Leading Edge
Developed in collaboration with the Simmons School of Management, Leading Edge
is tailored to a select group of women partners, principals, and directors. In this five-
day program, participants gain invaluable insight into their leadership capabilities,
strengthen their negotiation and relationship-building skills, and broaden their
professional networks.

Leading to WIN
The goal of Leading to WIN, an 18-month program, is to prepare experienced women
partners, principals, and directors for leadership positions. Participants receive one-
on-one coaching and have the opportunity to attend and get involved in leadership
meetings, giving them direct exposure to senior leaders.

Ellen Gabriel Fellows Program

Named in honor of our first WIN leader, the Ellen Gabriel Fellows program is offered
to highly talented senior managers. While working on strategic projects, participants
increase their understanding of our businesses, strengthen their client service and
leadership skills, and build relationships with Deloitte leaders. The fellows also
participate in a series of professional development workshops taught in conjunction
with Columbia University and the Institute for the Future. They conclude the program
by meeting with Deloitte LLP CEO, Barry Salzberg, and presenting their findings on
specific challenges related to the strategy or vision of our organization.

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 Leadership Development Program: Building Your Career
Leadership Development Program consists of workshops that are intended for minority
and lesbian, gay, bisexual, and transgender (LGBT) professionals in their first year and
a half with Deloitte. The workshops give participants the opportunity to enhance
professional development, identify and address factors that can be hindrances to peak
performance, network with other Deloitte professionals, and explore strategies for more
individualized and effective career management.

Breakthrough Leadership Program

Breakthrough Leadership is an eight-month program designed to prepare high-
performing minority managers and senior managers for the next stage in their
careers. During three in-person sessions, participants explore such topics as effective
development strategies, risk-taking to build career skills, and effective professional
networks. Working individually with an external career coach, participants define their
goals, create career plans, and develop strategies to execute those plans.

Think Tank
Think Tank is a group of peer-nominated Breakthrough Leadership Program alumni who
meet two to four times a year with our Deloitte LLP CEO, Barry Salzberg, and Chief
Diversity Officer, Allen Thomas. The Think Tank members identify and address key cultural
issues of inclusion impacting Deloitte, identify potential causes, and provide innovative,
proactive recommendations and solutions. At the end of each meeting, the members
present their findings and recommendations to Barry Salzberg and Allen Thomas.

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WISMAC and WIMAC
Each year, 50 of our best and brightest senior managers and managers are selected to serve on the
Women’s Initiative Senior Manager Advisory Council (WISMAC) and Manager Action Committee (WIMAC)
to provide strategic input and direction for WIN programs and activities. Working as a part of a cross-
functional team allows the members to hone their teaming abilities, foster new relationships across the
organization, and sharpen their leadership skills.

WINning New Business

Approximately 50 high-potential women senior managers are chosen to participate in WINning New
Business each year. The participants receive coaching in the areas of leadership, business development,
executive presence and image, professional networking, negotiating, conflict management, and personal
brand development.

WINning Career Strategies

After much success with WINning New Business, the program WINning Career Strategies was created for
our women managers. This program focuses on increasing the awareness of individual strengths, building
skills for career management, strengthening the sense of community between women in the practice, and
taking ownership of one’s career.

Local professional development, mentoring, and networking activities

Not only do we have national professional development programs, each of our regions develops a host
of programs for women at all levels. These programs give participants the opportunity to strengthen their
leadership, negotiation, and technical skills; connect with leaders and colleagues; and build long-lasting
relationships with role models and mentors. Examples of past programs include The Secret to a Successful
Career — You!, the External Role Model Series, and Building Blocks for Success.

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 Putting our best foot forward
WIN delivers a breadth of compelling benefits throughout our organization. From
workshops and development programs, social and networking events, and
major sponsorships, we are helping not only our own people but also our local
communities by extending their networks and driving marketplace growth.

Major sponsorships
Each year we sponsor a number of organizations that share our interest and
commitment in advancing women in the workplace. These conferences give many
of our women opportunities to network with clients and colleagues and provide
us the chance to attract new talent. The research we help fund enables us to be
on the forefront of trends concerning issues that women face during their careers.
Our major sponsorships have included:

• Aspen Institute — Where Will They Lead?: MBA Student Attitudes about
Business & Society
• Catalina magazine’s Catalina Tour
• Catalyst — Unwritten Rules: ”What You Don’t Know Can Hurt Your Career,”
“Women of Color in Public Accounting Report”
• Center for Work Life Policy – Hidden Brain Drain Task Force
• Fortune magazine’s Most Powerful Women’s Summit
• Forté Foundation
• Human Rights Campaign
• Management Leadership for Tomorrow
• National Council of Women in Research — The Satisfaction Factor
• Simmons School of Management Women’s Leadership Conference
• Working Mother magazine’s 100 Best Work Life Congress
• Working Mother magazine’s Multicultural Conference and Leadership Town Halls
• Women of ALPFA and Women of ALPFA Summit
• Women of NABA
• Women of Ascend
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“At Deloitte, we recognize the value of providing a variety of
growth opportunities and creating an environment where all of our
talent can thrive. It’s important for our women to know we are
invested in their careers and will provide them with the tools they
need to succeed.”
Barbara Adachi, National Managing Principal,
Initiative for the Retention and Advancement of Women, Deloitte LLP

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 A perfect fit
Because many women have non-linear careers, WIN has played a prominent role
in inspiring Deloitte’s efforts to replace the linear, one-size-fits-all approach to
careers exemplified by the traditional corporate ladder. Our unique approach is
called the corporate lattice™.

The corporate lattice allows for multiple, varied career paths upward that reflect
individuals’ evolving needs. Giving our professionals options to build careers that
suit them best at various life stages is helping us all focus on what’s best for our
clients and the work at hand.

To enable the transition from ladder to lattice, Deloitte has

developed mass career customization (MCC™), a new model
for how careers are built and talent developed that allows
all our people to customize their careers. MCC provides a
structured approach for each person to identify options,
make choices, and understand trade-offs so that value is
created for both our employees and the business.

MCC enhances conversations from goal setting to

performance evaluation — and everything in between.
Similar to the way sliders are moved up and down on
a stereo equalizer to adjust the sound, MCC helps our
professionals either dial up or dial down to optimize aspects
of their career at different life stages.

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The result? Enriching conversations, greater transparency, and increased
collaboration. A perfect fit.

Mass Career Customization profile sample

“Options mean choices. As we progress in our careers

and our lives, we make choices about many things that
affect our career-life fit. MCC creates option value by
providing a structured approach to customizing careers
as priorities evolve over time.”
Cathy Benko, Chief Talent Officer, Deloitte LLP,
Coauthor, Mass Career Customization: Aligning the Workplace with Today’s
Nontraditional Workforce

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 MCC in action
Natasha is a senior manager who oversees a team of 17 people. She is also a mother
of three young children. While she currently has a common MCC profile, she has dialed
down in the past and likes the comfort of knowing that if she wants to dial down or up
in the future, MCC provides a means to explore those options. “MCC is a huge benefit
and a comfort for me as things evolve in my life. It’s a challenge to think about ‘Oh
gosh! Maybe I can’t work full time right now and what does that mean?’ The answer is
right here through the MCC framework.”

Natasha sees MCC as a way to help her continually fit her life into her career, and her
career into her life—and she uses MCC to help others do the same. As she explains,
MCC enables “common dialogue. I know we are going to discuss [the MCC options],
they know it as well, they come to the table thinking through, understanding the
trade-offs because it’s kind of already laid out in a way that everybody understands the
dynamics.”

Learn more about MCC at www.masscareercustomization.com.

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More women are moving into the executive ranks and are
increasingly the buyers of our services.

86% of Fortune 500 Companies had

86% women on their board of directors
in 2008.*

91% of our partners, principals, directors,

91% and senior managers have pitched to
women clients in recent years.

41% of privately held American companies

41% are owned by women.*

*Source: Catalyst

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 Breaking new ground
“When you learn about men and women as buyers,
you really learn about men and women as people.”
Paul Silverglate, Partner, Deloitte & Touche LLP

WIN serves as an engine for innovation — a proving ground where new ideas can be
tested and the best ones are improved and adopted on a broader scale. Here are a
few examples:

Women as Buyers
The Women as Buyers program was designed to help men in the organization sell more
effectively to an increasingly important segment of the buying population: women. The
content was initially developed with the intent to deepen the understanding of, and
relationships with, women executives through learning about their decision making
style. However, the workshops delivered other benefits that we didn’t expect: a greater
appreciation for women colleagues; an understanding of the inherent differences in
selling behaviors; and the ability for our male colleagues to identify with WIN and to
more deeply appreciate its contributions to Deloitte and our clients.

Personal Pursuits
Personal Pursuits is an award-winning program that gives high-performing talent the
opportunity to leave the workforce for up to five years, while staying connected to the
organization until they return to Deloitte.

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We recognize that some people are compelled to opt out of the workforce, no matter
how much flexibility we provide. And reentering the workforce after a year or more
away can be very difficult. Personal Pursuits allows our talent to take the time off they
need without cutting their ties to us or losing the skills and networks they’ll need when
they are ready to resume their careers.

The program provides participants with a variety of resources to keep them current and
marketable, including mentoring, networking events, subsidized training, and assistance
in professional licensing compliance.

WIN Blog
A vibrant virtual conversation about life, work, and everything in between, the WIN
Blog is a cultural mainstay of the Women’s Initiative. It has become a regular topic
of conversation around the water cooler. The WIN Blog, which is moderated by WIN
National Managing Principal, Barbara Adachi, is open to all of Deloitte as well as the
general public.

Visit the WIN Blog at www.deloitte.com/us/winblog.

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 When it rains, it pours
In recognition of our commitment to the advancement of women and our
Our women professionals
attention to talent and career/life fit issues, Deloitte has been honored with an
are recognized with more
abundance of awards over the years. Here are a few of the accolades we have
than 100 awards for
received:
excellence in their fields
and communities each
• Fortune’s “100 Best Companies to Work For”
year.
• Working Mother magazine’s 100 Best Companies for Working Mothers Hall of
Fame (listed for 15 consecutive years)
• Working Mother magazine’s “Top Companies for Multicultural Women”
• Catalyst Award for Advancing Women in Business
• Diversity Inc’s “Top 50 Companies for Diversity,” “Top 10 Companies for
Executive Women,” “Top 10 Companies for LGBT Employees,” “Top 10
Companies for People with Disabilities,” “Top 10 Companies for Global
Diversity,” and “Top 10 Companies for Asian Americans”
• Conference Board’s Moving into the Future Award for Mass Career
Customization
• Work Life Legacy Corporate Partnership Award from the Families and Work
Institute
• BusinessWeek’s “Best Place to Launch a Career”
• Berger Institute for Work, Family, and Children inaugural Athena Award in
recognition of Deloitte’s commitment to advance women
• Human Rights Campaign’s Corporate Equality Index: 100% for three consecutive
years
• Latina Style magazine’s list of “Top 50 Companies for Latinas”
• Association of Women Public Accountants Balance Award for Personal Pursuits

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“WIN continues to be the standard of
excellence. Through innovative programs
and commitment from the highest levels of
the organization, WIN makes progress year
after year, raising the bar for the industry
and the marketplace.”
Dr. Sally Ride, Chair, WIN External Advisory Council

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 The road ahead
WIN has truly changed the fabric of our organization. Today, Deloitte is well-
known as a place where women can advance, succeed, and successfully integrate
their personal and professional commitments.

WIN has made great strides since its inception in 1993. We are proud of these
achievements but there is still much to be done. To continue to fuel our growth
and attract top talent, we must remain focused on exploring breakthrough
strategies around the advancement and retention of our women at all levels of the
organization.

A step in that direction is our All Inclusive approach developed to keep driving
us toward a more inclusive environment. WIN is one of the three interconnected
areas of our All Inclusive organization. WIN focuses on gender, Diversity focuses
primarily on race and ethnicity, and Inclusion focuses on respect for individual
differences and contributions. Together these groups are working toward four
goals:

1. Increase the advancement of women and minorities into leadership positions

2. Attract the talent we need
3. Strengthen our inclusive environment
4. Raise the eminence of our talent in the marketplace and within Deloitte

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“We are committed to Deloitte being a diverse
and inclusive workplace, to value our people for
who they are as much as what they contribute.
We strive to promote an environment where all
our talent can have rich and rewarding careers
and where our clients can expect stronger teams
and more innovative services.”
Barry Salzberg, Chief Executive Officer, Deloitte LLP

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…creating an
environment where
all of our talent can
thrive…
Copyright © 2009 Deloitte Development LLC. All rights reserved.
Member of Deloitte Touche Tohmatsu