Colloquium on Global Diversity Towards a Multi-Generational Workforce: Taking Gender Out of Leave Policies Deb DeHaas, Vice Chair, Chief Inclusion Officer, Deloitte

Distinctively Deloitte: Our Talent Strategy Approach Our Talent strategy and reflects our vision to create a leadership culture focused on the development and well-being of our people BUSINESS AGILITY Creating the flexibility to proactively adapt to diversified business and talent models; continuously driving operational improvements DISTINCTIVELY DELOITTE DISTINCTIVELY DELOITTE Creating an organization that attracts, develops and retains top talent, fosters an inclusive culture, and is focused on the development and well-being of all of our people ENGAGEMENT THE POWER OF PEOPLE ANALYTICS THE POWER OF PEOPLE ANALYTICS Using analytics (and over time, machine learning) to proactively drive change Four themes that matter most to our people Making an impact that matters Focusing on our well-being Advancing our inclusive culture Strengthening our development culture

Deloitte focuses on setting the standard for family leave Attracting and retaining the best talent and making an impact that matters Why now? To be at the forefront of national public policy and marketplace change in the US. To recognize the unique needs of our people throughout their life, and reinforce our commitment to their Empowered Well-being What’s our strategy? Develop Agile Talent and a Culture of Courage by focusing on the development and well-being of all of our people Who are we talking about? 17,000+ new hires and 50,000 people who fuel our continued growth

Implementation of 16 weeks paid family leave Policy to combine parental and caregiving leave WEEKS 16 Paid parental leave¹ For professionals giving birth Deloitte professionals giving birth are eligible for up to 16 weeks (in addition to short term disability – see below) Professionals giving birth are also eligible for short term disability which is generally 6 to 8 weeks depending on type of birth. Professionals are required to use PTO during the 5 day waiting period before STD benefits are payable For spouse/significant other giving birth or adopting Deloitte professionals whose spouse/significant other gave birth or adopted a child are eligible for 16 weeks. Paid caregiver leave2 For professionals who need to care for a family member Deloitte professionals in need of time off to care for a family member with a serious health condition are eligible for 16 weeks to be used in total or in increments how/when the professional needs it Paid family leave A new standard: Open to all eligible professionals to handle their distinct family needs Our 16 week paid family leave sets an unmatched standard that strengthens our commitment to well-being, supports our “culture of courage” strategy, reinforces public policy by being on the forefront of change, supports inclusion, and fosters attraction and retention  1 In addition to paid disability (for birth mothers) and paid parental leave, our professionals have the ability to leverage accrued PTO or take an unpaid parental leave enabling them to stay out for up to 24 weeks total. 2 In addition to paid caregiver leave, our professionals have the ability to leverage accrued PTO and to take an unpaid caregiver leave enabling them to stay out for up to 24 weeks total.

Seeing the impact on our people and the marketplace Highlights from the media and feedback from our people “Two simple words – thank you. It is wonderful to see Deloitte leading the way and do what is right for its people.” “Deloitte has been outstanding in creating an environment that we can take care of our families (our first priority) and come back to the work we love.” Deloitte was trending on Facebook with 23,000 people talking about the announcement. “I actually cried when I read this. Thank you so very much for this new benefit.” “This is not only wonderful but very courageous and bold.”

An update on the policy six months after implementation

Approximately 1,400 of our surveyed professionals provided a pulse of new program awareness and usage through both quantitative and qualitative feedback “This is a great program that will relieve a lot of stress should an emergency occur and I needed time off for my family.” “This is without a doubt one of the best benefits/program that Deloitte can offer.” “Provides enormous flexibility for parents. It is especially comforting for my wife who now worries less about ‘doing it alone’” “I don't have to worry about my job if I need to take care of my parents or if I want to have children in the future.” “I was able to completely shut down…to focus on my sister while she had brain surgery.” “When I was pregnant, I considered leaving the company…. Ultimately, the parental leave extension changed my mind about leaving.” A randomized survey launched at the 6 month milestone of the program. Over 3,400 surveys were sent out, with a 40% response rate. The survey remained open for two weeks.

Feedback on the Family Leave Policy Pulse survey details from ~1,400 respondents Growing their family through birth or adoption 2/3 took more time off due to increase in paid leave ~85% said the program increased the reasons the would recommend Deloitte to a friend as a great place to work >80% felt supported by their immediate supervisor/manager respecting their time away and the amount of time they took Caring for your family with a serious medical condition 2/3 said they used the program to care for a parent >90% said the program increased the reasons the would recommend Deloitte to a friend as a great place to work ~90% felt supported by their immediate supervisor/manager respecting their time away and the amount of time they took Survey Respondents 38% WOMEN 62% MEN 69% WOMEN 30% MEN

Our family leave policy fits into our broader inclusion strategy and our focus on Empowered Well-being Elements Meaningful Behavior Outcome A sense of purpose Value based reflection, appreciation, decision making and giving back To achieve what’s important for you, and your social network of colleagues, friends, family, and community An engaging mind Emotional resiliency cognitive strength, clarity, creativity and curiosity To learn, grow, respond to challenges, and to be at your best An energized body Movement, exercise, rest and proper nutrition To strengthen and enjoy a thriving and energized lifestyle US India 10K run Work Well Hub at DU Working Parents Coaching Pilot Well-being Dashboard Development Annual Grateful Campaign My ask of you as we start the new year: focus on your well-being, too. - Cathy Engelbert

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