Our Culture We might be about professional services, but it’s our down-to-earth, Kiwi culture that makes us stand out

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Our values are our culture

Diversity of thought

At Deloitte, we view diversity and inclusion as central to our ability to execute on strategy. Through our extensive research conducted by our Human Capital Consulting business, we know that at the intersection of diversity and inclusion lies an area rich with fresh, innovative ideas and creativity – which drives a better employee experience and ultimately – better outcomes.

We believe that creating and maintaining a culture of inclusion is the responsibility of all of us – “inclusion with us at the centre” – each of us brings something to diversity and equally, we all have a role to play in inclusion.

Respect and inclusion are core values at Deloitte and these are the responsibility of all our people from our CEO to our graduates.

Deloitte’s LGBTI Rainbow Community

This is our Gay, lesbian, bisexual, transgender, intersex (LGBTI) leadership forum and member community. Our Rainbow Community activities support our overall goal of building an environment in which all our people feel valued and accepted.  This includes:

  • A Sexual Diversity policy including gender transitioning
  • Dedicated intranet site for support and information
  • Pro-bono work for rainbow support groups; We had a team facilitate the first of a series of hui on behalf of Rainbow Youth, bringing together several organisations who work with LGTBI+ youth around New Zealand to share learnings and explore areas for future collaboration
  • We are a UN signatory for standards of Business supporting LGBTI

Women in Leadership

Advancing women at all levels is a firmwide priority for Deloitte. We are taking a number of short and medium term positive actions to ensure that women are able to fulfill their potential and career goals. Our aims include: to increase the number of women at all levels through purposeful recruitment (from students to partners); to increase the pipeline of women for leadership positions through targeted development; to build an inclusive culture within which success is measured and lack of success is addressed.

  • To help support all our staff we are actively addressing the gender paygap.
  • Review performance every 6 months, as well as when on parental leave
  • Provide flexible working arrangements for our staff

Diversity of thought

Your perspective is valuable. In fact, every member of the Deloitte family has interesting and worthwhile view points to bring to the table. That’s why we’re passionate about diversity of thought, and encouraging work-life fit. Our teams work on projects they’re personally passionate about, creating the highest possible levels of creativity, collaboration, and engagement – a great way to harness all your unique strengths.

The emphasis on diversity. Our team is incredibly diverse in background, education and life skills – this brings new and different thinking to every problem. The clients we work with also span many industries across the public and private sector. No day is ever the same!

Millie Turner, Consulting Strategy and Operations, University of Otago.

A place for wellbeing

The right culture

You could be part of a culture that promotes collaboration, leadership, and great results, made by awesome, smart people who don’t just come to work to earn a paycheck – they come to make an impact.

At Deloitte I feel excited to be part of a team of similar minded professionals where everyone is working to a larger common purpose. Deloitte invests in your professional development. You have the opportunity to do work in several industries with Partners on proposals, ideas, client presentations, and final report deliverables which makes the work very interesting and fulfilling.

Liza Van Der Merwe, Corporate Finance Manager.

Flexible working at Deloitte

When our people told us that they value the ability to balance the demands of work and home, we listened.  We created a flexible working culture to help our people build the career and life they want. We know that finding balance in your personal and professional life is what helps you to be at your best, and stay at your best.

Jane Fitzgerald, Associate Director, Consulting

I’ve been with Deloitte for five years now, with three of these in a flexible working arrangement as I had my two children. This has meant two maternity breaks, and variations to my flexible working contract as I changed from two, to three, then to four days per week. During this time I was promoted. My flexible working has definitely not impacted my career trajectory.

My Coach and Service Area Lead were fantastic, they gave me the flexibility to choose how much I did and when. Resulting in what I have now, which is working four days and leaving the office in the afternoon to have quality time at home with my kids.

My top tips

  • Ask – your career coach will be able to help guide you.
  • Communicate with your team’s and clients early.
  • Discuss how you like to work with your colleagues.
  • Remind people, they will forget you are not always available.

Ollie Newton, Manager, Tax & Private

I am a cricket player for the Wellington Firebirds. As this is a professional sporting environment, the training and playing commitments are significant.

I decreased my work to part-time, with the hours worked flexibly around my cricket schedule. I had the flexibility to work from the office, home (or on the road) in order to complete my work commitments.

I have been fortunate enough that Deloitte has been so accommodating with my Flexible Working Arrangement.

The benefits of this arrangement have meant that I have been able to pursue my bid to play professional sport, but at the same time continue to develop and progress my career at Deloitte.

 

Top tips

  • Be upfront about your interests. It is amazing how flexible Deloitte can be in terms of your working arrangements.
  • Time management is crucial. Cricket takes 25-30 hours a week so it’s vital to plan my work commitments.
  • Communication. I can’t stress this point enough! Open and honest communication means my Flexible Working Arrangement works well.

Anne Molineux, Manager, Consulting.

In early 2016 I suffered concussion while cross-country skiing in Alaska. I was off work for 3 months, and have had a graduated return to work since May 2016. I currently work around 30 hours a week, being mornings until 2pm, and again in the early evening.

I try to keep regular hours, which means people know when they can expect to get hold of me, and we can plan in advance how many hours of my time can be sold to clients. I’ve found the flexibility works best when it goes both ways – the firm is flexible to meet my needs, but I’m also flexible to meet theirs.

It helps that my Partner, team and main client all know the reason why I don’t work full time. My Partner and I have a shared expectation of what the firm can expect from me and what I can expect from the firm. She is the first one to tell me to go home if I’m still at work after 2pm!

My top tips

  • Be clear about what people can expect from you and when you will be available.
  • Be prepared to flex your arrangement when required (but no more than 10% of the time!).
  • Don’t belittle the importance of your flexible work arrangement – if you don’t value it and stand up for it, others won’t either.
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