DELOITTE
From programs to practice: Reframing Inclusion
Facing a disconnect between legacy DEI programs and how a new generation experienced identity, Deloitte redefined its approach by expanding the conversation from diversity to inclusion and embedding inclusive behaviors into everyday practices across the firm.
FORTUNE 100
Best Company
to Work For
Best Place to Work for Disability Inclusion
National Association of Female Executives Top Companies for Executive Women
THE OPPORTUNITY
Evolving the past to bridge the future
Deloitte’s leaders found themselves at an inflection point. They had helped Deloitte – the world’s largest professional services firm, providing audit, consulting, tax, and advisory services globally – become recognized as a leader in workplace diversity. But as its workforce evolved, leaders saw the need to evolve their approach: Younger generations did not identify with the traditional demographic categories shaping earlier diversity programs. While once groundbreaking, some initiatives now felt disconnected from how younger professionals experienced identity, inclusion, and belonging in their daily work.
The firm faced a critical question: How could Deloitte build on its legacy while making diversity programs meaningful for a new generation?
Deloitte engaged Strategy Muse (as a subcontractor through another firm) to help reframe inclusion—expanding the conversation, bridging generational divides, and inspiring inclusive behaviors across the firm.
KEY SERVICES
THE APPROACH
Expanding the definition of Inclusion
Strategy Muse began by listening – conducting extensive stakeholder interviews and analyzing more than 4,000 pages of materials to understand how inclusion was being discussed.
What emerged was a familiar pattern. Deloitte had built an impressive portfolio of initiatives, but the message had become complex and fragmented. Different groups used different language, and many professionals struggled to see how DEI connected to their everyday work. To move forward, the firm needed a clearer, more inclusive story.
Working with diversity leaders, regional teams, and Employee Resource Groups (ERGs), we helped redefine inclusion to reflect a broader workforce. Rather than focusing on demographics, the firm emphasized inclusion as a shared responsibility expressed through everyday behaviors, team dynamics, and leadership decisions.
THE ACTIVATION
Turning strategy into action
With a new narrative in place, the focus shifted to embedding inclusion into how the firm worked.
We simplified Deloitte’s messaging into a clear platform and launched a visual storytelling campaign to bring inclusion to life across the firm. But the most important work happened with leaders and teams.
Strategy Muse created interactive “team catalysts” to help leaders facilitate discussions about inclusion and practice new behaviors in real team settings.
Deloitte also aligned internal engagement with external thought leadership, creating a unified editorial strategy. ERGs were repositioned as Inclusion Councils, broadening participation and engaging professionals who had not previously seen themselves in diversity efforts.
THE RESULTS
Shifting how Inclusion was understood and practiced
Employee surveys showed stronger engagement and improved perceptions of leadership effectiveness. Inclusion Councils attracted greater participation from younger professionals. The work also led to new practices to reduce bias in client staffing decisions ensuring inclusion was part of the conversation in day-to-day operational decisions. Externally, Deloitte continued to be recognized as a leader in diversity and inclusion with significant honors.
FORTUNE 100 Best Companies to Work For
Best Place to Work for Disability Inclusion
Seramount Top Companies for Executive Women
FORTUNE Best Workplaces for Parents
Universum Global Diversity & Inclusion Index
Human Rights Campaign Equality 100
THE TAKEAWAY
Culture is defined by how people work together every day
By reframing inclusion to reflect the experiences of a changing workforce and embedding it into leadership conversations, team practices, and staffing decisions, Deloitte turned inclusion from a set of initiatives into a cultural norm.
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