Deloitte

Deloitte & Touche Case Study

How did the problems at Deloitte & Touche occur in the first place?

About fifty percent of employees were women so management was expecting an increase in the number of women applying for partnership, but instead Deloitte & Touche saw a decline. In a male-dominated business, men talented women were leaving the firm. Because the work environment limited opportunity for advancement, also they were excluded from mentoring and networking. The company gave no place for their women employees to progress. The company was losing very capable people.

Did their changes fix the underlying problems? Explain.

Yes, their changes made a difference because their statistics show that the changes they made fixed their problems. Deloitte not only had one of the highest proportions of women employees among those surveyed—more than 75 percent—but received especially high marks for its leadership in work/life quality and effectiveness. Their turn-over rates for senior managers became lower for women and the company was named as one of the top places for women to work in New York City by McKinsey & Company.

What other advice would you give their managers?

The role of the human resource manager is to work with the line managers in placing the changes into action. The line managers are those responsible for ensuring the employees are following policies and procedures. I would advise the managers to become aware of their employee’s needs; which would avoid future problems. In addition listen to employees suggestions to improve the company.