Inextricably linked

Talent Annuity Report

Did you know...?
80 55,000+

Here’s a look at Talent by the numbers. See if you can 2,000+ 89

match each with its corresponding description, and
then check out how you did on the back inside cover.
You might be surprised with what you know.

1) Number of women partners, principals, and

directors – a milestone in our history 35 315,000
2) Percentage of new hire offers accepted
3) Number of learning hours logged by our people
4) Number of acres in Deloitte University campus
5) Number of Deloitte alumni using AlumNet 32,000 1,000+
6) Percentage of our people who report flexibility
around where they work
7) Resumes received for positions at Deloitte
8) Average total days earned for holidays, vacation,
illness, etc.
88 10,000
9) Number of our people who hold nonprofit
board positions
10) Percentage of U.S. and India offices with
videoconferencing facilities 2.4 mil 107
11) Average number of monthly visitors to D Street
12) Number of our people who volunteered on
IMPACT Day

*Numbers are approximate and represent calendar year 2009.

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.
Introduction

High performance culture. Extraordinary growth and development opportunities. Sustainable career-life fit.

Our signature Deloitte Talent Experience lies at the intersection of these three distinct, yet inextricably linked and mutually
reinforcing attributes: High performance which speaks to consistently exceeding expectations for quality delivery and
to the outstanding suite of rewards and benefits we offer our people; Growth and development which represents our
commitment to a culture of learning; And career-life fit which is exemplified by varying options for career development,
by being cared for as an individual, and by collaborating on ways to fit life into work and work into life over time.

High Career-life
performance fit

Growth &
development

Together these attributes sharpen our focus and serve to inform our talent investments and activities, which we share in
the pages that follow.

The year in review

This past year has proven to be one of extremes. Navigating the economic down cycle has been challenging, yet strategic
investments in critical areas are positioning us well in both the client and talent marketplaces. Highlights included the
acquisition of BearingPoint’s North American Public Services business, which brought more than 4,200 highly skilled
professionals into our Deloitte family and has already greatly enhanced our federal capabilities. We warmly welcome
each of you.

Talent Annuity Report Introduction 1

 Other highlights included breaking ground on Deloitte University while transforming our curriculum to create world-class
development opportunities. In addition, we continued to foster rich career discussions and robust career-life fit options
by completing our rollout of Mass Career Customization™ across the U.S. Firms and further embedding the notion of the
Corporate Lattice™ into the fabric of our organization.

Yes, we have a lot to be proud of. In the past year, Deloitte was recognized by BusinessWeek as both the No. 1 place
to launch a career and the No. 1 to place to intern. FORTUNE magazine once again included us among the “100 Best
Companies to Work For.” A TIME magazine cover story showcased Deloitte as a leader in workplace innovation. And to
top it all off, Maria Shriver and the Center for American Progress dubbed Deloitte the model employer in conjunction with
the release of “The Shriver Report.”

We were also honored by organizations such as the American Heart Association, which recognized Deloitte’s leadership
in promoting health and wellness for all our professionals. And we received the nation’s highest award for corporate civic
engagement – the Points of Light Institute’s 2009 “Corporate Engagement Award of Excellence.”

And it was a historic year in strengthening Deloitte’s inclusive environment, including a milestone within our profession –
being the first to reach 1,000+ women partners, principals, and directors (P/P/Ds). And we continued to gain prestigious
external recognition for our efforts. DiversityInc once again named us as one of its “Top 50 Companies for Diversity” and
– most recently – Catalyst honored us with the 2010 Catalyst Award for innovative organizational approaches that address
the recruitment, development, and advancement of all women.

A time to be proud
We are now the largest professional services organization in the U.S. and our Deloitte Touche Tohmatsu network is the
largest across the globe. We trust you will take great pride as you read though this report and walk with a hint of swagger
for all we have accomplished.

But swagger doesn’t mean complacency. There is still much to do to further distinguish ourselves—to further bolster
Deloitte’s mission to be the standard of excellence—for our clients and our people.

Our greatest opportunity, and therefore our strongest focus within Talent, is to increase the level of consistency in how
our people experience Deloitte. Third party research concludes that we are in a truly elite class when it comes to our
programs, initiatives, benefits, and the like. But we also know that, while very good, we are not yet elite when it comes
to the level of consistency with which our people experience who we are and what we stand for.

2
A look back and a look forward
The following pages serve as a look back on the past year, as well as a reference source of our key activities, results, and
learnings. But more than just a record of what has occurred, this is a Talent Annuity Report because we regard our talent
as an investment that generates an annuity, rather than a cost to be controlled. The actions and achievements described
in these pages therefore serve to inform and provide a basis from which we will further enhance the Deloitte Talent
Experience now and into the future.

We look forward to our continued shared journey, to the difference each of you makes, and to the extraordinary results
our collective actions deliver as we work to stay “always one step ahead.”

Barry Salzberg Cathy Benko

Chief Executive Officer Chief Talent Officer
Deloitte LLP Deloitte LLP

Talent Annuity Report Introduction 3

 Talent Annuity Report

Talent Annuity Report

6 Talent Experience

9 Talent Agenda
10 Year in Review

68 Summary
58 In the Marketplace

4
 Contents

Talent Annuity Report

6 Talent Experience
9 Talent Agenda
10 Year in Review

12 Acquisition
16 Alumni
18 Community Involvement
22 Corporate Responsibility
24 Development
28 Ethics
30 Health & Fitness
34 Mass Career Customization
38 Our Inclusive Environment
40 Diversity & Inclusion
44 Women’s Initiative
48 Communities
50 Talent Specialties
52 Total Rewards
56 Workplace of Tomorrow
58 In the Marketplace
60 Rankings & Recognitions
62 Awards & Achievements
66 Media Mentions
68 Summary

“We have an opportunity and an obligation to continue

to develop ideas that help us attract, develop, and retain
talent. Being innovative within the framework of our
Talent Experience is a great way to bring the right
talent to Deloitte.”
Sharon Allen, Chairman of the Board, Deloitte LLP
Talent Experience

We compete in two inextricably linked markets: In order to attract great clients, we must continue to attract great talent.
And to provide a high performance culture with opportunities for this talent to grow and thrive, we must continue to
serve great clients

Our commitment to our clients is embodied in The Deloitte Client Experience. It’s about delivering the right team with the
right experience at the right time to provide innovative and effective solutions to crucial business issues. It’s a commitment
to excellence. And while the Deloitte Client Experience encompasses the ways we deliver excellence to our clients, the
Deloitte Talent Experience embodies how we fulfill the equally vital commitment of delivering excellence to our people. It’s
about increasing each individual’s market value while enriching our collective journey along the way. It’s an understanding
that our people are multi-dimensional. And it’s about providing a customizable experience that allows them to develop
along each of these dimensions.

Together, our client and talent experiences represent the best of Deloitte. They bring to life our shared values of integrity,
outstanding value, mutual commitment, and diversity — the values that distinguish Deloitte as a company of the greatest
talent serving the greatest clients.
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6
 “The Deloitte Talent Experience represents our commitment to delivering
a defining experience in the ways that matter most to our people – a
commitment which we similarly make to our clients as part of The
Deloitte Client Experience.”
Bill Freda, Managing Partner, Clients and Markets, Deloitte LLP

A Career Enhancer A Corporate Lattice Organization

Strengthened by Our
Collective Spirit

Talent An Inclusive Environment

Experience
Invested in Total Rewards

Ethical Leaders Impassioned Community Citizens

Talent Annuity Report Talent Experience 7

Talent Experience

The attributes of The Deloitte Talent Experience collectively represent our value proposition to our talent, and in many
ways, are the voice of our culture.

Our Talent Agenda is the way we bring the Talent Experience to life. It encompasses the strategic priorities we set, the
focused investments we make, and the extraordinary actions we take to deliver on our commitment to our people.

A Career Enhancer
Continually increasing the A Corporate Lattice Organization
value of our talent by providing Offering a customized model for how
compelling development and careers are built, how work gets done,
growth opportunities and how participation is fostered

Strengthened by Our
Collective Spirit
Thriving in the cumulative benefits
of a collaborative
and collegial environment

Talent An Inclusive Environment

Invested in Total Rewards Experience Celebrating and harnessing
Sharing in our collective strength from diversity of all kinds
success through recognition – backgrounds, experiences, and
of performance and potential perspectives -- to the benefit of
our clients and ourselves

Ethical Leaders Impassioned Community Citizens

Uncompromising in our values and insis- Continually making positive and meaningful
tence that we each exhibit the highest differences in the local and global communities
standard of integrity in which we live and serve

8
Talent Agenda

“Our commitment to The Deloitte Talent Experience is unwavering. And

while we still have much to accomplish, the focused priorities of our Talent
Agenda provide a clear strategic direction for moving forward - one that will
benefit our professionals by creating the Talent Experience each desires.”
James Jaeger, Managing Partner, Talent, Deloitte LLP

Talent Agenda

Create a Distinct Leadership & Development Experience

Continuously strengthen our people’s skills—from P/P/Ds to entry-level staff—through leading-edge learning and
challenging assignments, delivering on the unprecedented opportunity Deloitte University presents to enrich our culture
and create an enduring learning “sense of place.”

Double Down in Inclusion

Intensify our efforts through bold plays, broadening career opportunities and strengthening alignment with leadership.

Lead by Example in Career Customization

Reinforce our commitment to career-life fit by scaling a tailored model for how careers are built.

Strengthen Rewards & Recognition

Recognize and reward our talent in ways they value most.

Reinvent the Workplace

Create tomorrow’s workplace today, reinventing how we communicate, collaborate and connect with one another.

Strengthen Alumni Relationships & Connections

Enhance the alumni experience while strengthening relationships and creating business and placement opportunities.

Talent Annuity Report Talent Agenda 9

Year in Review

This past year was one of tough business decisions, but

it was also a year of great action and advancements in
delivering on our Talent Experience.

From the groundbreaking of Deloitte University to the

completion of our Mass Career CustomizationTM rollout,
we continued to push toward the convergence of high
performance, career-life fit, and world-class opportunities
for growth and development. It’s what sits at the heart of
the daily commitment we make to each other – to create
and sustain a workplace that brings out the best in each
of us.

But major initiatives are only one way we enhance our

collective journey. Our Talent Experience is also shaped by
a wide range of everyday activities – some big, some small.
So now let’s take a look back at the past year.

10 Year in Review

10
 Contents

Year in Review
12 Acquisition
16 Alumni
18 Community Involvement
22 Corporate Responsibility
24 Development
28 Ethics
30 Health & Fitness
34 Mass Career Customization
38 Our Inclusive Environment
40 Diversity & Inclusion
44 Women’s Initiative
48 Communities
50 Talent Specialties
52 Total Rewards
56 Workplace of Tomorrow

“The Talent Experience is our true north — guiding

the decisions we make around our people-focused
programs and initiatives. With each year, we create a
more consistent and meaningful experience for all our
professionals, at every level of the organization.”
Joe Echevarria, Managing Partner, Operations,
Deloitte LLP
Year in Review:
Acquisition
When it comes to recruiting new talent, every
organization talks about the great opportunities and
offerings it provides. But only one can put the proof
behind it by again being named as BusinessWeek’s #1
place to launch a career, and as an added recognition
this year, the #1 place to intern.
In 2009, more than 8,900 new full-time hires joined
Deloitte. While this number was lower than previous
years due to the challenging business climate, we
strategically chose to continue to invest in the acquisi-
tion of new talent. By maintaining a strong presence on
campus, continuing to sponsor and present at professional
conferences, and welcoming more than 1,800 summer
interns – in addition to the full-time hires mentioned above
– we not only gained through the acquisition of new
talent, but also uniquely positioned ourselves for
the upturn.
The number of individuals seeking positions at Deloitte last
year showed a steady increase. In total, we received more
than 315,000 resumes, invited nearly 18,000 of these
candidates to interview, and conducted nearly 22,000
interviews to identify and recruit the best of these candi-
dates. Nearly 30% of our professionals were directly and
personally involved in the search for talent, which trans-
lated to more than 12,500 Deloitte colleagues dedicating
nearly 650,000 hours.
“We continue to evolve our approach to Talent
Acquisition. Through new technologies and increased
levels of communication, candidates can experience
Deloitte long before they ever walk through our doors.”
Patty Pogemiller, National Director,
Talent Acquisition, Deloitte Services LP
January 2009 Honored by American
Heart Association - Start!
Fit-Friendly Gold level
12
While the overall availability of candidates went up, there
were a number of unique skill sets that we seek for which
supply remained constant and demand continued to be
high. We therefore spent additional time this year identi-
fying and proactively targeting talent with these particular
skills – in high-tech to high-touch ways.
An innovative approach to campus recruiting
The talent acquisition process starts well before a
candidate comes in for an interview or even decides to
submit a resume. We’ve therefore designed a customizable
approach for today’s students – highly-skilled consumers
of information – to not only connect with and learn about
Deloitte, but to experience what it would be like to join
our organization. The innovative ways we accomplished
this in 2009 included:
• Complementing traditional on-campus presentations
with business-case competitions, class lectures by
Deloitte experts, Deloitte-sponsored faculty symposia,
interview days at practice offices across the country, and
other high-touch elements
• Inviting students to participate in hands-on development
programs like the annual Deloitte National Leadership
Conference where 400 top college sophomores were
invited to a four-day event in Phoenix
• Reaching out to students in highly mobile ways
including:
- Campus recruiting interactive microsite that’s all about
our people telling our story, each in a unique and
authentic way. Using the dynamic visual navigation,
students can “connect” with individuals through stories
and videos about the interesting choices they’ve made
at work and in life. To personalize their experience,
students can select Deloitte professionals who

graduated from their same school, studied their same
major, or even share similar musical or TV tastes.
- “@lifeatdeloitte” on Twitter features a different
Deloitte partner or principal each week tweeting
about life on and off the job to give prospective
talent a number of different takes on who we are
and what life here is really like.
- “Your Future at Deloitte” group on LinkedIn® offers
prospective talent the opportunity to connect with
Deloitte professionals who share their diverse personal
interests. Whether the recruit is interested in greening
or Olympic gold, they’re bound to find someone at
Deloitte who shares the passion.
- “Your Future at Deloitte” fan page on Facebook
offers its more than 5,000 fans (and growing) thought-
provoking videos, extraordinary stories and photos of
our people, and the option to sign up for customized
text alerts such as when the next Deloitte event will
take place on their campus.
- “Your Future at Deloitte” on YouTube features our
people in a variety of videos sharing what it’s like to
launch a career, work, develop, advance, and make an
impact at Deloitte.
• Inviting recruits to experience Deloitte by providing
opportunities to work side-by-side with our profes-
sionals, servicing a constituent that both parties care
about a great deal – our communities.
- Deloitte’s Alternative Spring Break (ASB) – held in
conjunction with the United Way – allows students to
act on their passion for community involvement while
experiencing the culture of Deloitte. In 2009, 79
students from top universities joined 35 Deloitte
Alternative Spring Break
professionals for a 7-day ASB community service project
working to rebuild the Houston, Texas communities
impacted by Hurricane Ike. And we’re pleased to report
that more than 95% of participants gave the program a
highly favorable rating.
In addition to our varied approaches to connecting with
potential recruits, we’ve also identified some innovative
sources of potential talent to help us attract the broadest
range of backgrounds, experiences, and perspectives. In
2009, we began partnering with historically Black universi-
ties (HBUs) to offer events such as the Deloitte-sponsored
“Southeast Case Study.” This competition offers HBU
students a unique opportunity to vie for placement in
Deloitte’s National Student Case Study Seminar. And to
reach top minority talent even earlier in the process, we
began working with a select group of community colleges,
which many minority students attend before transferring to
four-year institutions.
# of Resumes Received: 315,000
# of Candidates Interviewed: 18,000
# of Offers Extended: 12,000
% Offers Accepted: 88%
# of Campus Hires: 3,000
# of Experienced Hires: 5,900
# of Interns: 1,800
# of Deloitte Professionals Involved: 12,500
# of Hours Dedicated: 650,000
By the
Numbers
Recognized on FORTUNE’s MCC a ‘buzz’ at World
100 Best Companies to Economic Forum in Davos
Work For
Talent Annuity Report Acquisition 13
 Bringing experience to the table
Campus recruiting is essential to fueling our talent pipeline,
but it’s only part of our talent acquisition equation. We’re
also engaged in a continual search for the most qualified
experienced candidates with specific skills to round out
our workforce. While our needs for experienced hires were
lower than in previous years, we nonetheless hired more
than 5,900 experienced professionals in 2009, including
more than 4,200 former BearingPoint professionals in a
single day.
Acquisition of BearingPoint’s North American Public
Services business allowed us to significantly expand our
reach in the growing market of federal services. But
more importantly, it added a significant number of new
members to our Deloitte family with unique skills and
competencies from which we can all learn. And as a
further bonus, the external M&A Advisor Network recog-
nized Deloitte for both the “Professional Services Deal of
the Year” and the “Middle Market Deal of the Year.”
Chairman Sharon Allen addresses potential talent at Out & Equal Workplace Summit
February 2009 Celebrated Black History
Month Parental Leave Authors@Google series
14
In addition to this group of high-performing colleagues,
we brought in talent with specific skills in the fields of
technology, healthcare, financial services, and other
segments. And we’re proud to say that nearly 8% of those
were boomerang professionals who had previously worked
at Deloitte and 44% were referred by our existing talent,
proving once again that the Deloitte experience is one not
easily duplicated.
While our experienced hire efforts focused on a more
specific set of skills this year, we remained committed to
drawing this talent from the broadest range of candidates.
We therefore continued to invest in six national diversity
conferences: ALPFA, NABA, Ascend, NBMBAA, NSHMBA,
and Out & Equal. Through lead sponsorship of events and
engagement of our leaders in key speaking opportunities,
we steadily enhanced our ability to identify and connect
with high-performing, diverse talent. Aided by these and
other targeted efforts, minorities comprised more than
34% of our 2009 experienced hires.
“[The move from BearingPoint to Deloitte]
has been a very graceful transition, a very
welcoming approach. Deloitte has done
everything possible with the least amount of
anxiety for us. There was a lot of effort to ensure
a smooth transition. Every person from Deloitte
that we’ve met has been extremely responsive
and gracious. The effort that went into
welcoming the BearingPoint individuals
showed.”
Aditya Padha, Principal,
Deloitte Consulting LLP;
Former Managing Director at BearingPoint
Announced Extended Presented MCC at coveted

Taking us out for a test drive
While we aim to provide campus and experienced
candidates with a clear and realistic view of the Deloitte
experience, there’s still no replacement for the real thing
– actually working at Deloitte. In 2009, our hands-on
summer internship program introduced more than 1,800
potential future hires (both undergraduate and graduate)
to working at Deloitte. Participants had the chance to
experience our businesses and culture firsthand – along
with opportunities to learn and lead with direct support
from our professionals. Of those who participated in the
intern program, more than 65% accepted offers to join
Deloitte full time.
Charting a course for the future
Internships, campus hiring, and experienced recruiting are
all essential to fill our talent pipeline, but our efforts don’t
end, or more appropriately don’t begin, there. Through
pre-college outreach programs, we educate younger
students and enable them to “try on” careers in profes-
sional services.
For example, building on a program initiated in 2007 –
the Virtual Team Challenge for High Schools – we teamed
with the United Way to offer a unique experience for
more than 6,000 high school students from nearly 250
schools across the country. Through a series of online
business simulations – for which Deloitte was recently
recognized as a best practice by the Society for Human
Resource Management (SHRM) – participants used games,
music, and the Internet to solve real business issues. And
while only a small subset of these students may choose to
pursue a career with Deloitte, our pre-college efforts serve
to widen the talent pool overall – and help open the eyes
of potential top-performers who might not otherwise have
a lens into a field of opportunities available to them.
Achieved another record-
breaking year for United
Way giving Grants
Campus Recruiting Microsite
“[My intern experience] exceeded my
expectations. I did not expect to learn as
much as I did. It taught me more than
just audit procedures. It taught me how to
interact with clients, research accounting
standards and work as a team.”
Jeff, Intern, Deloitte & Touche LLP
“This year, our focus for campus recruiting was
simple – bring the passion for what we do into
how we brand and market ourselves on-campus
to ensure we bring in the best talent. It was
not just about marketing brochures and
presentations, it was about leveraging our
brand in every single interaction we had with
candidates, from the information session to the
interview and everywhere in-between.
The result of this approach? Higher quality
talent excited about joining Deloitte; a campus
recruiting team remembering with pride why
they joined and stay with this organization;
and proof that Deloitte is truly where the best
want to be. All in all, a very successful campus
recruiting season.”
Erica Volini, Principal,
Deloitte Consulting LLP
Announced Deloitte
Foundation Fellowship
Talent Annuity Report Acquisition 15
Year in Review:
Alumni
From the moment a new hire walks through our doors,
they become part of a dynamic network of professionals.
And even if they choose to pursue opportunities beyond
Deloitte, they remain a part of our community – what
we refer to as “colleagues for life.” As with any collegial
relationship, our connection with our alumni is a two-way
street – we strive to deliver value to them just as they
provide ongoing value to Deloitte.
It’s all about connecting
We take continually delivering value to our alumni very
seriously. We invest in their ongoing growth by providing
educational webinars and seminars, help cultivate their
networks, and seek out new ways to enhance their
careers.
One of the primary ways we keep in touch is through our
online alumni community, AlumNet. More than 55,000
of our alumni use AlumNet to locate former colleagues,
access job listings, and learn about upcoming alumni
events taking place in their area – and there are many
events to choose from. In 2009, we hosted 45 live events
across the U.S., which were attended by more than 4,000
alumni.
“A strong Deloitte network has always been a part of
our culture. And it’s growing stronger every day as we
embrace new ways to connect with ‘colleagues for life’
from across the country and around the world.”
Lucy Attner, National Director, Alumni Relations,
Deloitte Services LP
March 2009
16
“We aspire to create a culture of ‘colleagues
for life,’ one where principals and directors
mentor and apprentice each other and all our
professionals – our most important asset. This
distinction helps define us and helps solidify
our identity.”
Punit Renjen, Chairman & CEO,
Deloitte Consulting LLP
And as an added way to stay connected, we launched
The Network. In addition to publicizing opportunities
to connect with fellow alumni, this national newsletter
provides access to thought leadership, news headlines,
and stories of former colleagues – from innovative career
moves to climbing the highest peak in South America.
We also provide alumni with the opportunity to stay
up-to-date with technical training and receive credit
toward meeting Continuing Professional Education (CPE)
requirements. Among the sessions we offered this year
were Carl Steidtmann, director and chief economist,
Deloitte Services LP, providing a robust perspective on the
future of our economy; Bill Ezzel, partner and leader of
our legislative and regulatory relations practice, Deloitte
Consulting LLP, presenting a Washington update; and
senior leaders of our Retail practice sharing the results of
Deloitte’s Annual Holiday Mood survey. Approximately
1,200 alumni/retired partners/principals participated in our
technical webcasts and feedback has been excellent. As
one alum commented: “It is great to remain connected to
the outstanding professionals at Deloitte, and continue to
be trained by them. Thank you so much for arranging
this training.”
Celebrated Women’s
History Month
In 2009, we extended our portfolio of online learning
opportunities to include webinars that explore the latest in
Deloitte research as well as function- and industry-specific
events. Feedback from participants has been consistently
very positive.
The Deloitte Transition Assistance (DTA) program is another
way we show our commitment to our alumni colleagues.
DTA functions as a robust outplacement service, combining
individual, customized transition and career coaching
with online job resources and a variety of webinars on
job search strategies, resume development, effective
networking, and other offerings. An additional enhance-
ment made this year was our Job Development Taskforce.
Leveraging the capabilities of our recruiting profes-
sionals and transition assistance coaches, we aggressively
searched for job opportunities to highlight on our alumni
board – more than doubling the number of postings
available for access by our alumni.
We also stayed in touch with retired partners, principals,
and directors in a variety of impactful ways, including
– quite fittingly – an annual invitation to participate in
IMPACT Day.
“Deloitte helped me to learn both the art and
science of problem solving. Always begin with
the ‘end in mind’ by asking ‘What problem
are we trying to solve?’”
David Denton, CFO, CVS Caremark and
Deloitte Consulting LLP alumnus
Mutually reinforcing relationships
Just as we aim to further the success of our alumni, so
too do our alumni play an important role in the success
of our organization. Not only do they further expand the
Deloitte network by connecting us to fellow alumni, but
they facilitate strong connections to more great talent.
Sometimes this means referring new people to Deloitte,
while other times it’s alumni themselves who decide to
return as “boomerangs.”
Alumni also make great clients and ardent ambassadors in
the marketplace because they have first-hand experience
with the quality of our work and the commitment of our
project teams. They are familiar with our capabilities and
culture, and often play a key role in passing this message
on to others.
55,000+
(and growing)
Number of Alumni
on AlumNet
Launched “How green is Ranked #1 on Accounting
your other footprint?TM” Today’s Top 100 Firms
Talent Annuity Report Alumni 17
Year in Review:
Community
Involvement
The people of Deloitte have a long history as impassioned
community citizens, committed to making positive and
meaningful differences in our communities. And, thanks
to the support of our leadership, we were able to continue
this commitment over the past year despite the challenges
facing our nation and our businesses. It was in recognition
of this continuing commitment and our collective efforts
that we were honored this year with the nation’s highest
award for corporate civic engagement – the Points of
Light Institute’s 2009 “Corporate Engagement Award of
Excellence.”
Deloitte’s approach to community involvement puts the
talent of our people at the heart of our commitment to
driving social change. By leveraging our best thinking
to help nonprofits address their strategic, financial, and
operational challenges, we empower the social sector to
help more people and communities, faster and better. But
we don’t stop there. We complement our best thinking
with strategic investments through substantial grants and
regional donations, and offer new research, content, and
insights to advance the field of corporate community
involvement.
Sharing what we’re all about
March 2009 Hosted International
Women’s Day webcast
honoring our global
women
18
It’s a unique, blended approach that serves as the foun-
dation for all of our community involvement programs,
from year-round skills-based volunteerism to cutting-edge
research initiatives to one of the first formal pro bono
programs in the marketplace. And this strategic approach
is delivering real value for our businesses, while setting
a new standard for corporate philanthropy that enables
the business community to play a more significant role in
driving social progress.
A focus on skills-based volunteerism
On June 5, 2009, we celebrated our 10th annual
IMPACT Day – Deloitte’s national day of service. Having
grown significantly from the small group of Atlanta-based
consultants who launched this event a decade back,
IMPACT Day 2009 saw more than 32,000 professionals
volunteering on 800 projects (nearly 40 percent of
which were skills-based) in 252 communities. From
the rain-soaked U.S. East Coast to the crowded streets
of Mumbai and Hyderabad, India, Deloitte volunteers
engaged in projects from HR consulting and strategic
planning to school painting and park clean-up.
To celebrate this milestone, we launched Deloitte to the
10th – ten weeks to reflect on how we come together
to make a difference for each other and our communi-
ties. Delivered via the online Deloitte News Network
(DNN), Deloitte to the 10th offered tips, animations, and
a multi-way dialogue on topics from finance and fitness to
career development and charitable giving.
Inducted into Training
magazine’s Hall of Fame
In addition to IMPACT Day, our people volunteered their
skills by serving on more than 2000 nonprofit boards.
Among those involved was U.S. CEO Barry Salzberg who,
“When it comes to community involvement, we can’t
in 2009, was named College Summit National Board Chair. be satisfied with good intentions. We must be focused
This nomination was a fitting culmination to a great year on results. The key is not just getting people to care
of College Summit achievements that included securing
Deloitte’s representation on 60 percent of College
but also helping them figure out how they can make
Summit’s local boards and providing the highest number the greatest difference given their time and their skills.”
of corporate volunteers at College Summit workshops for
the third consecutive year. We also contributed pro bono
Evan Hochberg, National Director,
support to help College Summit develop and implement Community Involvement, Deloitte Services LP
a new college enrollment data reporting system, which
increased productivity by 87 percent and enabled 300
percent more schools to receive the data they need to
track their students’ progress toward college.

Our people also helped to improve the effectiveness of the

nonprofit sector by running business-focused workshops
for more than 700 nonprofit executives across the country # of IMPACT Three-year Pro
through The Deloitte Center for Leadership & Community, Day Participants: Bono Commitment:
an intensive nonprofit executive training program.
32,000 $50 M
Walking the talk with pro bono commitments
Over the last year, we’ve delivered ground-breaking
outcomes in our communities through our national pro Nonprofit
bono program – a three-year $50 million commitment Boards with Nonprofit Executives
Deloitte members: at Deloitte Center for
that enables our practices to build pro bono into their
annual planning and budgeting processes and credit their
people as they would for client work. Projects have ranged
2,000 Leadership & Community:

700+
from our work with College Summit as described above
to developing a framework for integrating volunteers
into California’s emergency management system. Since
Annual Donation Annual Matching
launching the program in 2008, our people have engaged to United Way: Gift Contributions:

$20 M $5 M
in more than 100 pro bono projects.

Recognized again on Sponsored Houston

DiversityInc’s Top 50 recovery project as
Companies for Diversity Alternative Spring Break

Talent Annuity Report Community Involvement 19


Putting our skills to good use on IMPACT Day
“On behalf of Special Olympics Southern
California, I am writing to thank you and
your staff for providing an innovative and
challenging inaugural class for the
Deloitte Center for Leadership and
Community. Four of our executives were
among your class of approximately 50
not-for-profit leaders from the Los Angeles
area, and our team came away impressed
and energized from what we learned. The
Deloitte teaching team provided us with
a very practical “how-to” in the areas of
executive coaching and feedback. The
information was concise and logical, and
provided in a manner that was easily
absorbed. I cannot thank you enough for
Deloitte’s commitment to the not-for-
profit community. We are very excited
about the future of our relationship.”
Bill Shumard, President/CEO,
Special Olympics Southern California
April 2009
20
In 2009, we also launched a new pro bono fellowship
program to enable some of our top performers to lend
their skills to a local nonprofit on a full-time basis for up to
six months. Among our Fellows are:
• A Deloitte Tax LLP senior and disabled veteran working
with U.S. Paralympics, a division of the U.S. Olympic
Committee, to build out the presence of Paralympic
Sports Clubs
• A Deloitte Consulting LLP manager working with
Chicago Scholars to analyze the organization’s strategic
plan and develop a framework for identifying,
establishing, and sustaining strategic relationships
• A Deloitte & Touche LLP senior working with the CFO of
College Summit to conduct the analysis needed to
measure the efficiency and effectiveness of the
organization
• A Deloitte Financial Advisory Services LLP manager
working with the Robin Hood Foundation to help its
priority grantees identify and assess the impact of
funding cuts on their effectiveness and identify options
for cost-reduction planning
A new record for philanthropy
As well as volunteering their professional skills, our
people also supported communities in 2009 through
financial contributions. During the 2008/2009 United Way
campaign, Deloitte professionals nationwide contributed
more than $20 million — a new record. In addition, we
had the highest number of Tocqueville givers ($10,000+) of
any U.S. corporation for the 7th year in a row.
And as an organization, we continued to finance a number
of local community initiatives where our people are deeply
engaged in nonprofit capacity-building through the
Deloitte Problem Solvers Fund.
Hosted Health & Fitness
Stress Management
Seminars across U.S. offices
Their future is our future
Deloitte is stepping up its involvement in an issue that
has long been a priority – education. While we currently
support several education-focused programs, we took
our commitment to education a step further this year.
In keeping with the country’s goal of having the highest
percentage of college graduates in the world by 2020,
we deepened our alliances with City Year, College Summit,
and United Way. Working with these organizations, we
aim to build a college-going culture in America. We are
also leveraging our resources to support education in India,
so that students in both countries are prepared to become
tomorrow’s leaders.
Additionally, we support future talent and our
profession through programs and funding provided
by the Deloitte Foundation, a nonprofit organization
funded by Deloitte LLP and the retired partners/principals
of Deloitte. The Foundation, which has been a strong
supporter of education for more than 80 years, fosters
excellence in teaching, research, and curriculum innovation
in accounting, business, and related fields within the U.S.
Total giving over the past decade has amounted to more
than $50 million with more than $5 million in matching
gifts awarded to colleges and universities in 2009 alone.
Deloitte Foundation’s 2009 programs focused on
addressing faculty and talent shortages, including funding
new accounting doctoral candidates through the Doctoral
Fellows Program and the Accounting Doctoral Scholars
Program; creating opportunities for accounting faculty to
gain practical knowledge through the Trueblood Seminars
and Deloitte IFRS University Consortium; and providing
career exploration and awareness resources for middle and
high school students through the LIFE, Inc. program, which
have reached more than 500,000 students across the U.S.
Launched Deloitte10 to
reflect on ways we support
each other funds for cancer research
Advancing the Field
Our leaders are frequently sought out to share
Deloitte’s perspective and research on community
involvement across sectors, at leading industry
conferences, through bylined articles, and with
citations in national publications. 2009 highlights
included:
• Thought Leadership
Deloitte co-chaired the Reimagining Service
Task Force, the Points of Light Institute’s Skills-
Based Volunteerism Committee, and the
Taproot Foundation’s Pro Bono Action Tank
leadership group.
• Media Recognition
Deloitte’s unique approach to community
involvement was profiled in the Wall Street Journal
and 14 bylined articles appeared in major dailies
and business journals.
• Prestigious Speaking Opportunities
Deloitte spoke at a number of major events this
year including ServiceNation Summit, National
Conference on Volunteerism & Service, Committee
Encouraging Corporate Philanthropy’s Corporate
Philanthropy Summit, and the White House Office
of Faith-Based and Community Initiatives
Roundtable on Corporate Citizenship.
Two principals complete
ultra marathon to raise
Talent Annuity Report Community Involvement 21
Year in Review:
Corporate
Responsibility

We are committed to making a positive impact on the

world around us. From the community involvement of
our 32,000 professionals during IMPACT Day, to our
role as founding sponsor of the Center for Professional
Responsibility in Business and Society, to the outpouring
of volunteers serving as Green Champions and on green
teams in our practice offices, we take corporate responsi-
bility (CR) seriously.

In 2009, we continued to serve as a recognized leader
in all key areas of corporate citizenship – giving back
to our communities, developing the standard of ethical
leadership, supporting excellence in education – which
you’ll learn about in other sections of this report. One
of our greatest strides this year came from our focus on
“Greening the dot” as we continue to further embed
sustainability with our people, our clients, and our fellow
Deloitte Touche Tohmatsu member firms around the world.
Driving the message home
We understand that greening is most impactful at the
local level where the efforts of each individual and office
combine to create tangible results. To better connect with
the grassroots in shaping national programs, we formed
the Green Leadership Council with senior representatives
from each of the eight regions in the U.S. and India as well
as representatives from from across our businesses and
enabling areas. Working with green team members
“Corporate responsibility aligns directly with our
collaborative culture. As highlighted by the theme of
this year’s CR Report, our success has been accomplished
‘through the actions of many.’”
Tom Dekar, Corporate Responsibility Officer,
Deloitte LLP
in each region, council members solicit feedback, identify
issues, and address them.
We also understand that the green journey is largely
personal, which is why we introduced the “How green is
your other footprint?™” self-measurement survey. Building
on the successful office “greening” assessment tool, the
home footprint version offers a way to measure and take
actionable steps to change the behaviors of our 45,000
individuals outside of the office. To date, more than
10,000 professionals have completed the self-test. And to
further promote greening beyond the walls of Deloitte, we
provided our people with a toolkit of additional actions
and projects they may choose to undertake within the
community.
Additionally, we made significant progress this year in
determining our collective carbon footprint. Baseline and
performance metrics have been calculated, and we are
now in the process of confirming these results. This data
helps clarify the relative impact of our carbon emissions
sources and will be used to create future emissions
reduction targets.

April 2009 Published results of Opened doors for Take

Volunteer IMPACT Survey Our Daughters and Sons
to Work Day

22
Walking the talk
We also made great strides this year to model “green”
behaviors for our people and our clients to follow.
Reducing travel through virtual meetings, increasing
our energy efficiency by consolidating IT data servers,
and incorporating LEED design requirements into our
“Workplace of the Future” offices have all led to a signifi-
cant reduction in our environmental impact.
A Policy of Commitment
As a leading professional services organization,
Deloitte has much to contribute to the political,
economic, and social structures in our communi-
ties and throughout the world. As such, we will
promote human dignity and ethical behavior,
advance learning and culture, and advocate the
sustainable use of natural resources and the
environment. We demonstrate this through:
• Investments in our people
• Advice and services we provide to our clients
• The way we run our internal operations
• Commitment to our communities
Launched external
Enterprise “Greening” blog National Student Case
Leading the way
We are proud to report that U.S. leadership on the Deloitte
Touche Tohmatsu Corporate Responsibility Council resulted
in the adoption of a global CR policy based on the U.S.
model. And we got the message out this year via The
Greenway – our quarterly client newsletter – through
presentations at nearly 40 enterprise sustainability and
corporate responsibility external events, and in the creation
of close to 50 pieces of sustainability thoughtware.
Findings from our study, “The Dollars and Sense of Green
Retrofits,” were even quoted in testimony before Congress.
Our model is also helping our clients achieve similar results
through our Enterprise Sustainability group. By the end of
2009, this group benefited from the contribution of more
than 500 practitioners delivering services in the areas of CR
and sustainability strategy and reporting, energy invest-
ment, climate change and sustainability risk management,
health and safety, CR organization and development, green
IT, green supply chain, and other related services.
10,000+
Deloitte professionals
have asked themselves
“How green is your
other footprint?”™
Hosted 14th annual
Study Seminar
Talent Annuity Report Corporate Responsibility 23
Year in Review:
Development
“Our commitment to talent development is
non-negotiable.”
Barry Salzberg, CEO, Deloitte LLP
As demonstrated by the 2.4 million learning hours logged
in 2009, our dedication to the continued growth and
development of our people is strong. And it’s getting
stronger. This past year marked the groundbreaking
of Deloitte University, our single largest investment to
date in talent development. A state-of-the-art facility,
Deloitte University will enable us to create a learning-
centered community; strengthen our culture; and enhance
our brand with our clients, our people, the academic
community, and potential recruits.
While the doors of Deloitte University are not expected to
open until 2011, we are well along in transforming our
approach to development; in effect, building the Deloitte
Learning Experience today. It’s an experience that
redefines the Deloitte learning environment to be wherever
our people learn – at the Deloitte University campus, in live
local classrooms, during virtual and online sessions, and
through their daily on-the-job experiences.
“I can think of no more important step Deloitte can
take than to continue to raise the bar on our people’s
development. It’s an investment not only in their
individual careers, but in the reputation, strength,
and long-term stability of our entire organization.”
Bill Pelster, Chief Learning Officer, Deloitte LLP
May 2009 Celebrated Asian/Pacific
American Heritage Month
24
From static to interactive
The new direction represents a next-generation shift in the
way we grow our people and enhance their careers. In
2009, our businesses began the process of transforming
their curricula, replacing static lectures with interactive and
dynamic learning sessions that reflect our guiding talent
development principles:
• Employ an outside-in perspective, making sure we look
to the external world of clients, regulators, and others
to identify the capabilities our professionals need to
be successful.
• Provide customized opportunities that can be tailored
to our people’s individual needs.
• Employ leading-edge techniques – experiential
learning, simulations, and other innovative tools –
to maximize learning effectiveness.
• Make sure learning is integrated into professionals’
daily experiences on the job.
• Offer development that is synchronized into a cohesive
whole where all the parts in the organization work
together seamlessly.
• Gauge our effectiveness by measuring the outcomes
for our people and our clients.
One example of the new strategy in action is the complete
redesign of our milestone schools. These transition
acceleration programs for new managers and senior
managers have been recrafted to better develop not only
technical and industry skills, but professional and lead-
ership capabilities as well. Through use of simulations
that mimic the contexts of our professionals’ daily lives,
these programs aim for greater knowledge transfer from
classroom learning to on-the-job application. Simulation-
based schools were introduced this year in each of our
client service businesses and will soon be expanded to our
enabling areas.
Welcomed more than
4,200 new colleagues
from BearingPoint
Expanding our reach
As part of our investment, we continue to evaluate new
delivery methods and technologies that will allow us to
expand our reach beyond the physical campus and offer a
greater level of flexibility for our people to customize their
individual development.
For example, a virtual classroom and e-learning catalog
of more than 12,000 learning hours allows our people to
learn at their own speed and at their own pace. Among
the additions in 2009 were our new Industry Briefing
Rooms, unique online environments that leverage photo-
realistic illustrations and interactive simulations to build
knowledge of a particular industry sector. Briefing rooms
are up and running for both the Chemicals and Gaming
industries, with an array of additional industries and
sectors on the way.
And while our primary use of new technology is to
enhance what we’re doing online, it also provides a
catalyst to revolutionize the way we conduct learning “in
person.” Supporting our goal of moving from a roughly
75% live/25% virtual learning mix in FY09 to a 60%/40%
split over the next two years, we are investing in building
a number of dedicated TeleClassrooms in locations across
the U.S. and India. Similar to our existing TeleSuites in their
ability to connect offices across Deloitte, TeleClassrooms
will have a unique physical configuration designed to best
support collaborative learning. By providing a synchronized
virtual learning experience, we will bring together learners
in separate locations for “live” classroom experiences,
thereby strengthening our learning-centered community
while reducing the overall cost of our development efforts.
Conducted Ethics &
Workplace survey on social
networking implications
Situated on 107 acres in Westlake, Texas, Deloitte University will feature leading-edge
technology and classrooms where our people will gain the capabilities they need to
succeed, along with space for leadership forums, industry conferences, and
networking events.
To deliver quality, achieve our strategy, and
reach our growth goals, each of us needs to
be active participants in our developmental
culture through continuous improvement of
ourselves and others.
Nick Tommasino, CEO,
Deloitte & Touche LLP
It may seem counterintuitive to invest in a physical
university facility while also moving to greater reliance on
virtualearning. Why would these things happen in tandem?
The answer lies in creating the greatest number of learning
opportunities possible and matching capabilities to the
most appropriate learning method. Some skills are best
suited to live learning situations, and some are not. For
instance, virtual learning is ideal for increasing knowledge
and building foundational skills; a great deal of the
technical knowledge our people need can be delivered
quickly and effectively using virtual tools. At Deloitte
University and in other live sessions, advanced social
learning methods can help strengthen the Deloitte culture
and build more complex and sophisticated capabilities—
like accelerating productivity in new roles when people are
promoted to manager or senior manager.
Featured in TIME cover Kicked off “I Am Fit”
story as leader in challenge
workplace innovation
Talent Annuity Report Development 25
 Leading the Charge
We take pride that Training magazine
acknowledged our ongoing commitment to talent
development earlier this year by inducting Deloitte
into its Hall of Fame.
We’re also proud to have been recognized by
the American Society for Training & Development
(ASTD) with their prestigious BEST Award for 2009.
Creating moments that matter
Development requires two conditions – the appropriate
moments and the moves to turn them into Moments that
Matter for our people. The Deloitte Client Experience Labs
are a great example of putting this into action. These
physical spaces, piloted in several offices in 2009, provide
an immersive, interactive one-day experience where Lead
Client Service Partners and client teams can address chal-
lenges, seize new opportunities and develop stronger,
more sustainable client relationships.
But to truly create Moments that Matter, it takes more
than just dynamic physical spaces or even world-class
curriculum. It requires instructors of the same caliber. It’s
why we introduced the new cross-functional Deloitte
Faculty Excellence (DFX) program in 2009, creating
rigorous standards for the selection and preparation
of Deloitte’s deans and facilitators. Sessions have been
delivered in each of the three DFX delivery methods –
Classroom Facilitation, Coaching Simulations, and Virtual
Classroom – and certified participants are beginning to
apply what they’ve learned in programs across Deloitte.
“I’ve been at Deloitte for ten years and still
believe it’s the best place to work because, for
me, as my life and career needs and aspirations
changed I’ve been able to move into new roles
that served me, my clients, and Deloitte
even better.”
Cynde Jackson Clarke, Senior Consultant,
Deloitte Consulting LLP
June 2009 Celebrated Gay and
Lesbian Pride Month
26
Another learning initiative piloted this year focused on an
attribute that many partners, principals, and directors felt
pivotal for long-term career success – “upstream” business
development skills (i.e., building client relationships and
generating opportunities). During an intensive, hands-on
Upstream Boot Camp, partner/principal/director partici-
pants work individually and in cross-functional “platoons”
with highly experienced “5 Star General” senior partners/
principals. Surveys indicated an increase in key marketplace
and teaming activities and an increased level of confidence
in developing new business, with a direct positive impact
on revenue results. In 2009, the Boot Camp program was
launched in both the Northeast and Southeast regions,
with further regional rollouts planned for this year.
Growth and development on the job
We recognize that there are multiple ways to develop
our people and that each individual reacts to a different
blend of opportunities. That’s why we are taking a
comprehensive approach to our talent’s development that
goes far beyond formal classroom learning. The Talent
Development strategy encompasses effective performance
management processes, robust succession planning
models, and stretch assignments. In fact, while classroom
and other types of curriculum-based learning are important
parts of our approach, we are also cognizant that signifi-
cant development occurs “on the job.”
We are therefore especially careful in the projects we
assign and the challenges we offer each individual to
fulfill or stretch beyond his or her particular goals. To best
support this “on the job” development, we moved to a
new model of deployment/scheduling in 2009. Under
the new model, each professional is aligned with a single
Talent representative who is responsible for both talent
delivery (HR) and resource management needs.
To enable our people to easily assess their progress, we
implemented an organization-wide performance manage-
ment platform, Deloitte Performance Management
for Employees (DPME). The new platform is a first step
toward enhancing the overall performance management
experience and process for all our people. In addition to
providing year-round access to goals and key metrics,
DPME clearly identifies leadership and professional
competencies based on each individual’s role –
competencies that are consistent across our organization.
Far beyond the classroom
To further extend development outside the classroom,
we offer a wide variety of opportunities for our people
to grow and excel. For example, our Ellen Gabriel Fellows
program and CEO Think Tank connect top performers with
senior leadership and allow them to play a part in shaping
our collective future.
• DTT Select Deployment Programs provide top
professionals with the opportunity to spend up to three
years on international assignments to enhance client
service skills, provide experiential learning, and develop
global capability. In 2009, nearly 250 U.S.-based
professionals participated in global assignments and
more than 300 Deloitte Touche Tohmatsu member firm
professionals came to the U.S.
Our offices in India also create rich cross-cultural
opportunities for colleagues in both locations. In 2009,
nearly 1,700 professionals broadened their experiences
through rotational programs, client assignments, and
other developmental opportunities in the U.S. and India.

We also continue to offer opportunities for growth outside

one’s immediate specialization or location through our
Management Development and DTT Select Deployment
Programs:

2.4 mil
• The Management Development Program (MDP)
allows high-performing senior consultants through senior
managers to enrich their leadership skills through chal-
lenging two-year assignments in U.S. locations outside
their home office or practice. By engaging in technical or # of Learning
operational roles, participants develop a more complete
Hours Logged
understanding of our organization’s mission, strategies,
and resources, thereby benefiting our clients, practice in 2009
offices, and the organization. In 2009, more than 200
professionals from across our businesses participated in
the MDP.

Launched Voluntary Upgraded Learning Center

Sabbatical Program to significantly enhance
learning experience

Talent Annuity Report Development 27

Year in Review:
Ethics
On the surface, ethics may seem straightforward enough,
but in today’s world a reputation can be damaged with
something as simple as an offhand sound bite or a single
mouse click. While a simple litmus test may be to just
“do the right thing,” there are many shades of grey. The
integrity of Deloitte – the very bedrock from which we
serve our clients – hangs in the balance, which is why we
continue to place heavy emphasis on educating our talent
and providing resources to assist our colleagues in making
sound ethical decisions.
The power of one
To highlight the responsibility each of us has in maintaining
our collective reputation, we kicked off “The Power of
One” campaign in 2009. A video from our CEO, messaging
from leaders throughout the organization, and new
mandatory training served to underscore each individual’s
professional responsibility to act ethically and meet inde-
pendence and other compliance requirements.
“The danger in any professional services firm
is that the organization may not practice what
it preaches, hence the old saying about the
shoemaker’s children having the worst shoes.
But in our case, I am proud to say that,
regarding our own Ethics & Compliance
program at Deloitte, the shoemaker’s children
really have good shoes.”
Tim Lupfer, Director,
Deloitte Consulting LLP
June 2009 Announced new Pro Bono Celebrated 10th annual
Fellowship Program IMPACT Day with 32,000
strong
28
“It makes me feel really good to know that
if I have any concerns, I have a network of
resources available to me, including my own
HR manager, partners, informal mentors,
the Integrity Helpline, and more.”
Tracy Mitchell, Manager,
Deloitte Services LP
Supporting the campaign is our 24/7 Integrity Helpline,
which provides continuous availability for questions
on our Code of Ethics and Professional Conduct or
inquiries about how to handle daily interactions, as well
as reporting potential violations of our Code. For new
members of Deloitte, the focus on integrity starts in their
first two months with an interactive training on our Code
of Ethics and Professional Conduct – an integral part
of the onboarding experience. And, in a popular ethics
column available to all professionals, our trusted advisor,
Dr. Dilemma, continues to probe grey areas such as office
romance, use of external blogs and social networking sites,
and many others.
Just as important as providing resources at the national
level, we continue to encourage our people to speak with
their local supervisors and colleagues about whatever’s
on their mind. And we reinforced this over the past year
through regular emails and other communications. In
our latest internal ethics survey, 88% of respondents said
they are most likely to contact their direct supervisor with
an ethical dilemma, and 92% indicated that their direct
supervisor leads by example with respect to integrity and
ethical behavior.
 Setting the standard
Given the nature of our profession, we have a responsi-
Dear Dr. Dilemma…
bility not only to model integrity, but to promote ethical
decision making well beyond the walls of Deloitte. In
2009, our leaders presented regularly on ethical issues
at universities across the U.S., including the University
of Illinois’ College of Business where we’re proud to
be the founding sponsor of the Center for Professional
Responsibility in Business and Society.

We also have a responsibility to set the standard for the

workforce of tomorrow by actively supporting the
integration of ethics into high school curricula. For
example, in support of this goal, our partners/principals
again served as judges in the annual Junior Achievement
In 2009, Dr. Dilemma continued to respond to
essay contest. And we continued to participate in the
grey area questions on a wide variety of topics:
development and analysis of the annual Deloitte and Junior
Achievement teen ethics survey.
• “I’m working 60 hours on my project and being
told to charge only 45. What’s wrong with
this picture?”
“We’re an organization of nearly 45,000 individuals,
• “What do I do if the partner on my engagement but our reputation as a whole is a responsibility that
team starts to cross the line after a few drinks?”
each of us must strive to uphold. Our unwavering
• “Is it ok for me to consolidate minimal travel commitment to demonstrating professionalism and
expenses and include them, with say, the cost trustworthiness is vital.”
of a taxi ride?”
Mike Zychinski, Chief Ethics & Compliance Officer,
Deloitte LLP

Formed Deloitte Team in Celebrated 1,000+ women

Training with The Leukemia partners, principals, and
& Lymphoma Society directors milestone

Talent Annuity Report Ethics 29

Year in Review:
Health & Fitness
A 500-mile bike race in South Africa. Four solid years of
everyday workouts. A life-changing transformation from
monitoring high blood pressure to training for triathlons.
These are just a few of the accomplishments our people
have achieved this past year.
We are committed to supporting their continued success
– and those outside Deloitte are taking notice. For the
third year in a row, Deloitte has been named a Gold Level
recipient of the American Heart Association’s Start!
Fit-Friendly Companies recognition program. The award
celebrates Deloitte’s leadership in promoting health and
wellness for all our professionals.
“Deloitte’s Health & Fitness program provides
opportunities for all of our professionals, regardless of
their starting fitness level, to implement healthy lifestyle
changes. With unique opportunities to participate in
leagues, complete endurance events, attend health fairs
or by simply checking out some of our online exercises –
our people are incorporating healthful activity into even
the busiest of lives.”
Jed Dow, National Health & Fitness Leader,
Deloitte Services LP
July 2009 Expanded MCC rollouts to
cover 80% of U.S. Firms
30
A good investment in being well
One of the most popular features we provide to keep
our people physically fit and motivated to lead a healthy
lifestyle is our Health & Fitness Subsidy Program. Through
this offering, our people are eligible for 50% coverage
of fitness/wellness memberships (e.g., gyms), participa-
tion fees, and fitness-related purchases up to $500 per
individual each year. We’ll even subsidize purchases of
the Wii Fit. In 2009, more than 16,000 professionals took
advantage of the program.
Each of our professionals chooses to approach health and
fitness in different ways, so we offer a variety of customiz-
able options that allow our people to “find their fit.” For
example, through our National Sports and Recreation
Program, we promote activity, encourage teamwork, and
foster networking among Deloitte personnel. For example,
we offer sponsorship of Deloitte teams interested in joining
local sports leagues. All U.S. professionals are eligible to
apply and alumni and significant others are welcome to
join in as well.
Additionally, Deloitte’s commitment to supporting the
health of our professionals aligns well with our commit-
ment to supporting important and life-saving organiza-
tions. Through biking, walking, running, and more, our
people raised over $1.2 million in 2009 for a variety of
worthwhile causes:
• Team In Training – In response to the large number of
Deloitte professionals interested in training for a
marathon or participating in some other fitness or
endurance event, we started a national Deloitte team for
the Leukemia & Lymphoma Society’s Team in Training®.
Participants have access to training plans, personal
fitness coaches, virtual training clinics, and online
fundraising tools and support to help turn
 their accomplishments into a way to give back.
In 2009, Deloitte participants raised over $151,000
for the Leukemia & Lymphoma Society.
• Team for Kids – Over 80 Deloitte participants took
part in the New York City marathon to raise more than
$330,000 for Team for Kids, a nonprofit organization
battling childhood obesity, bringing our cumulative total
for the last three years to more than $800,000.
• Biking and Walking to Find a Cure for Multiple
Sclerosis – Through bike tours and walks in 2009 alone,
we had 786 participants representing 22 offices and
raised over $440,000. In total, our professionals biked
over 60,000 miles and walked over 450 miles.
• American Heart Association Support – Through
a variety of fundraising, networking, and physical
activities, Deloitte professionals in over 25 offices raised
nearly $320,000 in 2009. These funds help support the
American Heart Association’s commitment to research
and education.
In addition to our focus on fitness, we offer a number
of ways to take care of mind and body such as flu shots,
cholesterol and glucose screenings, body fat analysis,
blood pressure screening, bone density screening, and
even chair massages at our health fairs. In total, more than
9,000 professionals participated in this year’s health fairs
and more than 9,400 professionals obtained flu shots.
But our efforts don’t end with just the everyday health
needs of our people. Recent occurrences, such as the
spread of the H1N1 virus, underscored the importance of
being ready for all eventualities. To prepare for the possi-
bility of catching flu during a severe pandemic outbreak
when critical medications are in short supply, we offered
our professionals access to Tamiflu – one of the antiviral
medications used in treating influenza. Conducted by
Affiliated Physicians, the program offered Deloitte profes-
sionals and their families subsidized onsite health care
screenings and the option to purchase Tamiflu. Nearly
2,600 professionals and approximately 1,200 family
members participated in the program.
16,000
Deloitte professionals
took advantage of the
Health & Fitness Subsidy
to stay mentally and
physically fit
Bill Pelster named Chief Received Points of Light
Learning Officer Institute’s Corporate
Engagement Award of
Excellence
Talent Annuity Report Health & Fitness 31
 Getting the word out
Whether it’s training to reach athletic goals or providing
access to basic screenings, we are committed to providing
a wide range of options to support the health and well-
being of all our people. And, just as importantly, we want
our people to know of the options available. Monthly
newsletters with tips on how to lead a healthy lifestyle,
as well as educational information about various medical
conditions, are complemented by tele-seminars on topics
such as career-life fit, stress management, and smart
nutrition. At the same time, professionals are encouraged
to share their own tips through our national Health &
Fitness blog.
“Being part of the Deloitte team helped us
realize that even 15 minutes of pedaling can
make a difference. We are already talking
about next year’s race.”
Todd Hjerpe, Principal,
Deloitte & Touche LLP
Team Participant in Bike MS
July 2009 Kicked off Future Hosted National Leadership
Leadership Apprenticeship Conference for high-
Program performing college
students
32
One of the best motivators is for our talent to see and
read about the results our colleagues achieve from their
commitment to health and fitness. This year’s “I Am Fit”
Campaign Challenge generated more than 200 personal
fitness stories from individuals across various levels, busi-
nesses, and regions. More than 2,500 votes were cast to
select the top 10, which included stories of a brand new
marathon runner who had never run more than a mile in
his life and a 41-year-old mother of two competing in her
first martial arts competition. Not only did these truly
inspirational stories touch hearts, but they spurred the
creation of additional personal goals.
Team Deloitte
Deloitte professionals and alumni formed Team
Deloitte, as part of the Leukemia & Lymphoma
Society’s Team in Training® to train for various
endurance events including:
• Nike Women’s Marathon & 1/2 Marathon
• Marine Corps Marathon
• University Medical Center’s El Tour de Tucson
“Mine is a story of one married couple’s
attempt to cure cancer and stay fit. My
wife and I have both been personally
affected by cancer. The Leukemia and
Lymphoma’s Team in Training program
is our weapon against cancer and our
motivation to stay fit.
In the course of only a couple of years,
we have raised over $10,000, swam
thousands of yards, cycled hundreds of
miles, and ran more miles than we can
count. To us, training and competing in
triathlons is not a weekend hobby but a
“We ‘tri’ because we love it.”
way of life. We ‘tri’ because we love it.”
Ernest Hunter, Senior Associate,
Deloitte Financial Advisory Services LLP

Kicked off “The Maverick” Recognized again on Invited to be focus of

talent contest in U.S. India Working Mother’s workplace innovation
Top Companies for public service video
Multicultural Women

Talent Annuity Report Health & Fitness 33

Year in Review:
Mass Career
Customization
One of the strongest external validations that we are a
market leader when it comes to career-life fit came when
we weren’t even looking. Through independent research,
“The Shriver Report” – jointly released in October, 2009
by Maria Shriver and the Center for American Progress –
named Deloitte as the model employer in conjunction with
the report. In specific, they cited Deloitte as “an excellent
example of an employer that has taken an aggressive
leadership position in protean career approaches” with
programs such as Mass Career Customization™ (MCC).
Customization: a part of our fabric
Initially launched as a pilot program in 2005, MCC
was based on our observation that the one-size-fits-all
“corporate ladder” was fitting fewer and fewer. Since
that time, we have made steady progress toward both
completing the initial rollout of MCC to all our busi-
nesses and services – including our India operations – and
weaving it into the fabric of our culture. As of March,
2010, 100% of our people – from partners, principals,
and directors to client service professionals and staff in our
enabling areas – had collaborated with their managers on
the development of their initial MCC profiles. These profiles
record each individual’s current career-life choices and
become a basis for conversations as career and life
circumstances change over time.
MCC creates customizable options that provide our people
with choices about what is important to them in their
work experience. One of MCC’s greatest benefits is the
option value it creates. While approximately 10% may be
dialing in a non-common direction at any point in time,
August 2009
34
“The workforce of the future requires a
re-envisioned workplace, one that brings out
the best in our individual talent. This is why
MCC is so important. It reveals the many
different paths to success in our corporate
lattice organization and enables us to
uncover the art of the possible.”
Chet Wood, CEO, Deloitte Tax LLP
Today’s workplace: What’s changed?
A number of trends are converging, resulting in
a workforce that is diverse in terms of its back-
grounds, personal circumstances, and aspirations,
including:
• Dual-income and nontraditional families make
up most of the working population.
• Technology is multiplying the ways work can
get done.
• The roles and expectations of men and women
are evolving.
• Variations across generations are proliferating.
• Careers are taking nonlinear paths within
flattened hierarchies.
• Workers are more multicultural than ever before.
Released Talent IMO study
on managing in a down
economy
all our people have the comfort of knowing that there is a Percentage improvement in number of individuals who
process and structure in place to customize their careers as agree with the following statements:
priorities change. Over time, we expect that closer to 90%
I am satisfied
of our people will have dialed up or down at some point in
with my current +12%
their careers.
career-life fit

MCC continues to steadily move the needle. Results from I am confident that
multiple internal and external measures show that the my future career-life +11%
career-life fit of our people has trended upward from fit will work for me

pre-MCC baselines until now. Moreover, asking our people

about their experiences with MCC has confirmed the My counselor/manager offers me
+24%
impact of certain cultural characteristics and practices on helpful career-life fit advice
our people’s career-life fit. Among the factors with the
greatest influence are:
My counselor/manager describes clearly the
• the belief that varying MCC profiles are respected +33%
trade-offs associated with my choices
options at Deloitte
• the perception that leaders support MCC
• the quality of career conversations that occur
• assignment of projects in line with people’s career-life
choices
“Recognizing that full-scale transformation takes time,
Over the past year, we experienced a nearly 24%
improvement in the number of individuals agreeing that
we continue to demonstrate strong commitment to
their counselors/managers offer helpful advice about further enhancing MCC and improving the consistency
career-life fit and a 33% improvement in those agreeing of the MCC experience across Deloitte.”
that their counselors/managers effectively communicate
trade-offs. In addition, those groups that participated Amy Titus, National Director, Mass Career
in our first wave of rollouts in FY08 have demonstrated Customization, Deloitte Services LP
the longer-term sustainability of these results, showing
improvements of 26% and 19%, respectively, since their
pre-MCC baseline surveys.

Launched Antiviral
Medication Access
Program

Talent Annuity Report Mass Career Customization 35

 Since our initial introduction of MCC, we have seen
continued progress in our people’s satisfaction levels with
career-life fit. Overall, satisfaction with current career-life
fit improved 12%, and an overall 11% improvement was
seen in our professionals’ confidence in their future
career-life fit.
And results further confirmed that our people are already
experiencing a high degree of flexibility in how they do
their jobs. More than 88% now report having flexibility
around when they work, and 89% report flexibility around
where they work.
While we are pleased with the progress made to date
and the quantifiable results achieved, we are mindful
that there is still work to be done to embed MCC more
deeply into our organizational culture and introduce key
enhancements to support our people’s career-life choices.
Leadership, starting at the top with CEO Barry Salzberg and
the CEOs of each of our businesses, is committed to MCC’s
success and has set goals for continued improvement,
including additional gains in career-life satisfaction,
improved definition and communication of career-life
options, and improved quality of career counseling
conversations.
September 2009 Celebrated Hispanic
Heritage Month
36
Continuing to push the envelope
We are proud to say that Deloitte was the first to fully
acknowledge and craft a solution to the increasing
misalignment between today’s workplace and the needs of
its workforce. We continue to provide leadership and build
external eminence in a wide variety of forums:
• Mass Career Customization: Aligning the Workplace
with Today’s Nontraditional Workforce, by Cathy Benko
and Anne Weisberg, continues as a Harvard Business
Press best-selling book
• An invitation by the United States Senate’s Working
Group on Workplace Flexibility to testify on MCC and
an invitation to join the National Advisory Commission
on Workplace Flexibility 2010, which has been advising
the Administration on these issues
• The TIME magazine cover story, “We’re Getting Off the
Ladder” that describes how Deloitte is using MCC as the
model for how careers are built.
• A New York Times Sunday Business Section byline article
titled “Up the ladder? How dated, how linear” that
highlights our shift from ladder to lattice, along with
more than 100 other media mentions
• Citations in a variety of best-selling business books,
including Womenomics; Talent: Making People Your
Competitive Advantage; and The Inclusion Paradox
• An invitation to the popular Authors@Google series to
discuss the book Mass Career Customization: Aligning
the Workplace with Today’s Nontraditional Workforce
with thousands of downloads requested, as well as more
than 40 client meetings and workshops
• Numerous workshops and additional project-based
work requested by our clients to address their workforce-
workplace dilemma, as well as interest by dozens of our
clients to better understand what we are doing and how
they can adopt similar programs
• More than 100 external speaking engagements
completed across a broad set of audiences including
talks at prominent venues such as the World Economic
Forum in Davos and the Conference Board’s Work-life
Conference
• Recognition with the 2009 Global Diversity Innovation
Award from the World Diversity Leadership Summit for
our “innovation around MCC and its impact around
the world“
Ranked #1 on
BusinessWeek’s Best Places
to Launch a Career World’s Most Powerful
“I’ve been here five months now and I’ve found
the management to be more than helpful when
I need assistance. It seems that they are very
focused on making sure that everything is going
well in your business life and your personal life.
They really seem to care.”
Kelly, Audit Senior, Deloitte & Touche LLP
And we’re continuing to push the envelope in 2010. At
the urging of prominent business book publisher, Harvard
Business Press, we’re now putting the finishing touches
on The Corporate Lattice: Achieving High Performance in
the Changing World of WorkTM, by Cathy Benko and Molly
Anderson. Scheduled for a Summer 2010 release, the book
delves into the shift toward a corporate lattice structure,
fully exploring its contours and applying it to real-life
practice. It’s another in a series of thought leadership
contributions that Deloitte is making to continue to move
the needle for our own organization and for the market-
place as a whole.
Interested in learning more? Visit
www.masscareercustomization.com or
www.corporatelattice.com for more information.
Chairman Sharon Allen
recognized on Forbes’
Women
Talent Annuity Report Mass Career Customization 37
Year in Review:
Our Inclusive
Environment
This was a historic year in strengthening Deloitte’s inclusive
environment. We exceeded the 1,000 women partner,
principal, and director mark; minorities now serve as CEO
for two out of our four businesses; and we continued to
gain prestigious external recognition such as DiversityInc’s
“Top 50 Companies for Diversity” and – most recently
– the 2010 Catalyst Award. Together, these milestones
and achievements stand as testament to our unrelenting
commitment to celebrate and harness strength from
diversity of all kinds – backgrounds, experiences, and
perspectives – to the benefit of our clients and ourselves.
Our progress is driven through three interconnected
All Inclusive areas – Diversity & Inclusion, the Women’s
Initiative, and our communities. Together they work to
attract, retain, develop, and advance the broadest range of
talent. And our people are eager to get involved. Demand
for a recent online regional town hall – which featured
updates from all three All Inclusive leaders – was so strong
that additional “seats” were added well beyond the initial
thousand available.
Strengthening our inclusive environment is a priority that
cascades throughout our organization. Each of the three
All Inclusive areas is represented by regional, functional,
channel, and industry leaders who work with teams of
colleagues to drive our efforts. For example, a national
partner, principal, or director champion leads each of our
Business Resource Groups (BRGs) – nationally sponsored
communities that align with our business objectives. And
they are backed by the leaders and members of our more
than 100 local chapters.
Our talent is truly at the heart of our All Inclusive efforts,
serving to guide and shape our actions through their
counsel and dedication.
But we also know that internal responsibility, while vital,
is not the same as being held accountable. That’s why
Deloitte has created the WIN and Diversity External
Advisory Councils, made up of respected business,
academic, and community leaders. The members of these
councils not only challenge our efforts, but provide a
bridge to best practices from within their respective fields.

“It’s no secret that diversity of thought

and experience greatly increases our value
proposition in the marketplace. In fact, our
future success will be determined in large
part by our ability to maintain an inclusive
environment – one that allows us to attract,
develop, and retain the best talent.”
David Williams, CEO,
Deloitte Financial Advisory Services LLP

September 2009 Maritza Montiel named

Managing Partner, Deloitte
University, Leadership
Development, and
Succession
38
More than a “nice to have,” continuing to strengthen our
inclusive environment makes good business sense. First, it
marks us as an employer of choice in attracting new talent
with the broadest variety of skills. When asked to evaluate
the organization, our people put inclusion at the top. In
fact, inclusion ranks higher at Deloitte than in our industry
overall. Second, it allows us to win new business by differ-
entiating ourselves in the marketplace. And perhaps most
importantly, it enables us to generate high-performing
teams with a combined value that’s greater than the sum
of their parts.

93% of respondents in a recent survey

of Fortune 500 companies indicate
that diversity is a key business driver

1,000+ women are now partners,

principals, and directors

50% of our business CEOs are

minorities

Nearly 50% of Fortune 100 companies

have asked for Deloitte’s counsel on
launching or improving their women’s
initiatives

By the
Numbers

Recognized in Top 10 on
Working Mother’s 100 Best
Companies

Talent Annuity Report Our Inclusive Environment 39

Year in Review:
Diversity &
Inclusion
After 16 years, our diversity efforts continue to gain top
recognition: DiversityInc’s Top 50 Companies for Diversity;
Working Mother‘s Best Companies for Multicultural
Women; 100% rating on the Human Rights Campaign
(HRC) Corporate Equality Index; Black Collegian’s Top 100
Employers of the Class of 2009; and several others. We
are proud of these honors, but we believe that bringing
together people with varied backgrounds, skills, experi-
ences, and perspectives, while providing them opportuni-
ties to grow, is a business imperative.
The makeup of today’s workforce is changing, and our
ability to change with it will determine our ongoing
success. The growth of three talent segments – Asians,
Blacks, and Hispanics/Latinos – is projected to signifi-
cantly outpace other groups between now and 2016.
If this increase is compared to the U.S. labor force’s
expected growth of less than 1%, it is clear that attraction,
retention, and development of the professionals in these
segments will be increasingly vital to the future of our
organization.
Deloitte makes strong showing at Ascend national convention
September 2009 Featured by NBC Nightly
News for family-friendly
culture
40
And it’s not just the workforce that is changing. Our clients
and the marketplace as a whole are putting diversity at the
forefront as well. In a recent Harris Interactive survey of
Fortune 500 companies commissioned by Capital H Group,
95% of respondents said that senior management views
creating a diverse workforce as a major goal.
And 93% said that diversity is treated as a key business
driver, impacting business goals, strategies, and results at
their organizations. This shows that not only is diversity
important to our clients within their own organizations,
but that it is also a major factor in selecting the teams with
whom they choose to do business.
In response to the changing environment, we’ve taken
bold steps focused primarily on targeted segments. While
some of our efforts concentrate on improving acquisition,
perhaps our most important program – which provides
career-building opportunities through key client assign-
ments and career sponsorship – is a draw for both current
and new talent alike. And our efforts are paying off with
minorities making up 34% of 2009 staff promotions and
17% of new partner and principal admissions and director
promotions. We’re also proud to say that 50% of our
business CEO roles are now held by minorities.
Engaging top talent
A key goal of Diversity & Inclusion is to improve our acqui-
sition among target segments by widening our recruiting
sources through close ties with historically Black and
Hispanic colleges and universities. However, by previously
focusing exclusively on four-year schools, we were missing
out on an opportunity to connect with talented minority
candidates, i.e., those who attend community colleges
before transferring to a four-year school. We therefore
launched our Community College Initiative. A key part
of our early identification efforts, this initiative aims
to reach potential candidates earlier in the process.
Our Diversity & Inclusion Mission
For each of six targeted community colleges, we have
named partner/principal champions and invited students
Deloitte will be recognized as the leading
from these schools to participate in Deloitte’s National
professional services organization with
Leadership Conference, an annual meeting for high-poten-
diversity at all levels contributing a variety of
tial college students.
perspectives to achieve our vision to be
the standard of excellence.
We also continue to support a number of external
programs that attract new minority talent not only to
Deloitte, but to our profession in general. Through our
new relationship with the Leadership Education and While our relationships with these educational
Development Program for Business (LEAD) – a national institutions help us recruit a diverse group of campus hires,
association of top U.S. corporations and graduate business they’re only part of the equation. To identify a broad set
schools, which encourages talented students from diverse of qualified experienced-hire candidates, we maintain
backgrounds to pursue careers in business – Deloitte our multi-year sponsorship and significant involvement
sponsored 30 high-performing minority high school juniors in organizations such as the National Association of
to participate in a four-week intensive program at the Black Accountants (NABA), the Association of Latino
University of Illinois. Using a curriculum co-developed by Professionals in Finance and Accounting (ALPFA), and
Deloitte, students were given a real world view of the Ascend, an association of Asian professionals in finance
professional services industry, and Deloitte in particular. and accounting, among others.
Using the case study method, students tackled real
business problems and gained insight into the dilemmas
of major corporations. More importantly, they experienced
their first glimpse inside a professional environment.
“Diversity is at the center of our competitive business
We are also proud of the continuing success of programs advantage. It paves the way to achieving our vision of
such as our Future Leaders Apprenticeship Program (FLAP),
which welcomed 61 new members in 2009. FLAP focuses becoming the standard of excellence. Our unwavering
on college juniors and seniors working toward a degree in commitment to attracting, retaining, and developing
accounting or other degrees commensurate with careers the very best talent in the marketplace responds to our
at Deloitte. Select candidates receive scholarships to
assist with tuition and, upon graduation, enter a two-year clients’ demands for high performing teams with diverse
professional leadership development program as full-time perspectives that provide innovative solutions.”
employees of Deloitte.
John Zamora, Chief Diversity Officer, Deloitte LLP

Viewed D Street profiles

more than 93,000 times –
single month high

Talent Annuity Report Diversity & Inclusion 41


Deloitte sponsors Working Mother Multicultural Conference
An External Perspective
Our Diversity External Advisory Council connects
Deloitte with respected business, academic,
and community leaders. The members of these
councils not only challenge our efforts, but provide
a bridge to best practices from within their
respective fields:
• Manny Espinoza, CEO, Association of Latino
Professionals in Finance and Accounting (ALPFA)
• Richard Macedonia, CEO emeritus, Sodexho, Inc.
• Ric Ramsey, President & CEO, Leadership
Education and Development Program (LEAD)
• David Thomas, PhD, Senior Associate Dean,
Director of Faculty Recruiting, and H. Naylor
Fitzhugh Professor of Business Administration,
Harvard Graduate School of Business
Administration
• Alice Young, Partner and Chair, Asia Pacific
Practice, Kaye Scholer LLP
And a special thanks to our outgoing members
who have provided us a wealth of advice and
counsel throughout their terms:
• Weldon H. Latham, Partner and Chair,
Corporate Diversity Counseling Group,
Jackson Lewis LLP
• Jewell Jackson McCabe, Founder and Chair,
National Coalition of 100 Black Women
• Omar Wasow, Co-founder, BlackPlanet.com
October 2009
42
Enriching experiences for all
Attracting minority talent is not the only piece of the
puzzle. We want all of our talent to have experiences
that enrich their careers, which is achieved through our
mentoring culture, assignment to top client projects, and
leadership development programs.
A key ingredient to career success is having someone
show an interest in one’s career. Although Deloitte has
a strong mentoring culture, research shows that finding
this guidance can prove more difficult for some than for
others. We therefore offer a variety of career sponsor and
coaching opportunities to assist our people in accessing
the guidance they need to succeed.
These sponsorship and coaching relationships help our
rising leaders navigate the pathways of Deloitte, and their
own careers. They help forge personal relationships that
can be useful as their careers progress. Specifically, the
programs aid participants in developing leadership skills,
building effective networks, improving access to different
types of assignments, and being prepared to reach the
next level.
Career sponsor and coaching programs are offered
through our businesses and enabling areas. The many
options include assistance with building and executing
plans to prepare for leadership positions, exposure
to senior leadership, and additional opportunities for
guidance and mentoring. Here are some examples of
our efforts:
• Deloitte & Touche and Deloitte Tax managers and senior
managers are assigned career sponsors who help find
appropriate assignments, develop the skills they need to
succeed, build informal networks, and gain exposure to
senior leaders
Celebrated Disability
Employment Awareness
Month
• Deloitte Consulting partners, principals, and directors
receive support in building and executing a career plan
that assists in preparing them for leadership positions
• Deloitte FAS top senior managers are provided with
exposure to executive committee members
But while guidance is critical, we know that the clients our
people serve and the roles they play on assignments can
have a significant career impact as well. One of the keys to
a successful Deloitte career is often exposure to top client
projects and the chance to build valuable relationships –
with both the Deloitte leaders who manage these projects
and their influential client counterparts. That’s why all
of our functions now conduct periodic client assign-
ment reviews to confirm that staffing on top accounts is
equitable for all our people. We also emphasize a client
deployment approach that enhances career advancement
opportunities for people of all backgrounds. For example,
all first-year Deloitte & Touche practitioners are assigned
to at least one of that entity’s largest clients during their
first year.
A cornerstone of Diversity & Inclusion, Emerging
Leaders Development Program (ELDP), successor to the
Breakthrough Leadership Program (BLP), was designed
to help prepare high-performing minority managers and
senior managers for the next stage in their careers. In this
eight-month program, participants work with an external
professional coach to define goals, create career plans,
and develop strategies to execute those plans. Through
an intensive learning curriculum, participants explore a
variety of topics including effective development strategies,
risk-taking, and building professional networks. In 2009,
an additional 88 professionals participated in the ELDP,
bringing our total to more than 440 since the program’s
2005 inception.
CEO Barry Salzberg invited
by FORTUNE to blog on
volunteerism
ELDP participants have the opportunity to develop their
leadership skills by serving on CEO Barry Salzberg’s Think
Tank where they act as a sounding board and provide
strategic guidance on key issues. In 2009, 16 new
members joined to focus on topics such as enhancing
talent acquisition strategies and attracting and retaining
top minority talent.
The results? ELDP and Think Tank participants are
advancing in their careers. In fact, 66% were promoted
to senior manager, and 29 of our ELDP alumni are now
partners, principals, or directors.
Building a Diverse Future
Collaborating with organizations that share our
dedication to promoting an inclusive environment
provides us with opportunities to attract new
talent. A sample of these organizations includes:
• Ascend and Women of Ascend
• ALPFA and Women of ALPFA – Association of
Latino Professionals in Finance and Accounting
• Catalina Magazine
• Corporate Voices for Working Families
• Forté Foundation
• GLAAD – Gay and Lesbian Alliance Against
Defamation
• NABA and Women of NABA – National
Association of Black Accountants
• NBMBAA – National Black MBA Association
• NSHMBA – National Society of Hispanic MBAs
• Out & Equal Workplace Advocates
• The Center for Work Life Policy’s Hidden Brain
Drain Task Force
Achieved 100 percent on
HRC’s Corporate Equality
Index for LGBT equality
Talent Annuity Report Diversity & Inclusion 43
Year in Review:
Women’s
Initiative
This was a momentous year for our Women’s Initiative
(WIN). Not only did we receive the 2010 Catalyst Award
– an honor for innovative organizational approaches that
address the recruitment, development, and advancement
of all women – but we now have more than 1,000
women partners, principals, and directors. This milestone
is especially noteworthy when compared to the fewer
than 100 women who served as P/P/Ds when we estab-
lished our Women’s Initiative in 1993. This year was also
noteworthy as Deloitte was cited as the nation’s model
employer in conjunction with The Shriver Report: A
Woman’s Nation Changes Everything. But our commitment
to WIN is not about the external recognition we receive;
we believe that WIN is a business imperative, one that is
crucial to our growth.
Holding Us Accountable
We created the WIN External Advisory Council to
hold ourselves accountable to the marketplace.
These respected business, government, academic,
and community leaders challenge our efforts and
connect us with best practices from a wide variety
of disciplines.
• Dr. Sally Ride, Chairman and CEO, Sally Ride
Science; first American woman to fly in space
• Shelly Lazarus, Chairman and CEO, Ogilvy &
Mather Worldwide
• Pamela Gann, President, Claremont
McKenna College
• The Honorable Jane Swift, Founder, WNP
Consulting, LLC; former Massachusetts governor
• Myra Hart, Professor emeritus, Harvard Business
School; Co-Founder, Staples, the Office
Superstore
October 2009 Released study on
The Journey to CFO:
Perspectives from
Women Leaders
44
We cannot grow unless we attract and retain women
at Deloitte, plain and simple. Women now receive more
than half of all bachelor and master degrees and account
for half of the workforce. But more than just essential to
growth, gender diversity is something our clients demand
– clients that include an increasing proportion of women
decision makers. And now, diverse teams have been
shown to have a positive impact on profitability. A
recently-released Catalyst study, “The Bottom Line:
Corporate Performance and Women’s Representation
on Boards,” concluded that organizations with the
highest representation of women board directors attained,
on average, significantly higher financial performance
than those with the lowest representation of women
board directors.
Developing our people
Reaching the 1,000+ P/P/D mark took much more than
attracting talented, motivated women. Opportunities to
grow and develop were just as essential in providing the
skills needed for success, and we offer a wide variety of
opportunities. Our award-winning development programs
have expanded greatly over the years, evolving to meet
ever-changing needs. Today we offer customizable
options fitted to each professional’s level, skill set,
and development needs.
Through WINning Career Strategies and WINning New
Business, we offered nearly 260 high-potential managers
and senior managers coaching on skills needed to become
future leaders. Through Leading to WIN, we provided 21
women Deloitte Tax P/P/Ds access to an executive coach
to guide and support them as they develop senior leader-
ship skills. And the results? High retention, promotion,
and admission rates for participants. For example, 73% of
active Deloitte & Touche WINning New Business alumni are
now partners, principals, or directors.
Kicked off United Way
campaign in U.S. and for
first time in U.S. India

Our Women’s Initiative Mission
To drive marketplace growth and create a culture
where the best women and men choose to be
One of our most popular and prestigious programs –
more than 170 applications were submitted for 24 spots
this year – the Ellen Gabriel Fellows program provides an
opportunity for high-performing women and men senior
managers to increase their understanding of our busi-
nesses, while strengthening client service and leadership
skills. In 2009, Fellows spent five months evaluating how
to better execute and deploy the “One Deloitte” strategic
initiative and developing recommendations to present to
CEO Barry Salzberg. Fifty of our Ellen Gabriel Fellows are
now partners, principals, or directors.
An additional group of women and men had the oppor-
tunity to sharpen their leadership skills, build relationships
across the organization, and play a key role in shaping
WIN strategy through participation in the Women’s
Initiative Manager Action Committee (WIMAC) and the
Women’s Initiative Senior Manager Advisory Council
(WISMAC). While WIMAC investigated ways to connect
our Generation Y talent to WIN, WISMAC looked into
differences along the paths to partner/principal and
director.
To increase our pipeline of women leaders, we developed
Leading Edge in collaboration with the Simmons School
of Management. This program provides high-performing
women P/P/Ds with invaluable insight into their leader-
ship capabilities, opportunities to strengthen negotiation
and networking skills, and preparation to take on senior
Honored with BEST Award
by American Society for
Training & Development
leadership positions. Of the nearly 300 women who have
completed the program since its inception, 100 of its
graduates now hold senior leadership positions including
three members of the Deloitte LLP U.S. board of directors.
At the local level, regions, offices, and functions continued
to host a variety of WIN events. In 2009, there were
more than 400 professional development, networking,
and mentoring events providing a wide range of learning
opportunities and enhancing our sense of community.
We also work to provide our women with career coaching
and growth opportunities through the programs that
you learned about in the Diversity & Inclusion section
of this report. Through our career sponsor programs,
top-performing women are connected with mentors to
help navigate their careers, build new skills, and prepare
to take on leadership positions. Through periodic client
assignment reviews and a careful approach to client
deployment, we confirm that all our people – women
and men – are staffed equitably on top accounts and
provided with the right opportunities to grow and
advance in their careers.
“It is extremely rewarding to see the progress we have
made since launching our Women’s Initiative in 1993.
Over the past 17 years, we have seen how having a
diverse group of women leaders inspires new thinking
and approaches to business, which in turn helps us
provide the best possible solutions to our clients’
toughest problems.”
Barbara Adachi, National Managing Principal,
Initiative for the Retention and Advancement
of Women, Deloitte LLP
Talent Annuity Report Women’s Initiative 45
 Growing our business
When it comes to growth, WIN focuses not only on devel-
oping our people, but on expanding our business through
a better understanding of today’s changing marketplace.
In response to the growing number of women client
decision makers, we launched the Women as Buyers
workshops to give both men and women a deeper
understanding of women executives’ decision-making
style. Since its pilot in 2007, more than 500 P/P/Ds have
completed the workshop. Participants report increased
confidence and success in selling to women executives, as
well as a better appreciation for the value that WIN brings
to our business. And word is spreading. Based on the
success of Women as Buyers, we’ve received requests to
host workshops for clients and Deloitte Touche Tohmatsu
member firms across the world.
Ellen Gabriel Fellows
October 2009 Launched “Faces of Welcomed new partners,
Excellence” to recognize principals, and directors
exceptional talent
46
When it comes to our Women’s Initiative, requests from
our clients for advice and counsel are nothing new. In fact,
we’ve consulted with 46% of the Fortune 100 companies
on launching or improving their own Women’s Initiatives.
And we’re continuing to build relationships. Through
our innovative WIN Champion Program, a WIN leader
is assigned to each major client in the Northeast region,
responsible for establishing new connections with women
executives. Only one year since launch, the initiative has
already led to a large financial services engagement, an
invitation to speak at a national healthcare meeting, and
the strengthening of relationships with many key clients.
Shaping our world
WIN also continues to play a major role in transforming
the workplace outside Deloitte. Through thought leader-
ship, conference sponsorships, speaking engagements,
published articles, and our widely read WIN blog, we
continue to set workplace trends and build the Deloitte
brand.
For example, in a recently released study, “The Journey to
CFO: Perspectives from Women Leaders,” WIN teamed
with Deloitte’s U.S. CFO Program to learn how successful
women navigate to the top. Today, there are large
numbers of women in the finance functions of major
corporations but disproportionately few women CFOs.
To help close the gap, we set out to learn how successful
women CFOs navigated to the top spot. The study
concluded that there is no single path to leadership, but
rather an interplay of key personal traits and values, pivotal
moments throughout the journey, relationships, and
specific skills that are essential to becoming a top leader.
 We’re also proud of Deloitte’s continuing commitment to
ground-breaking research, as reflected in our relationship
A Standard of Excellence with the Center for Work Life Policy’s Hidden Brain Drain
Task Force. Together we are exploring potential barriers
to advancement experienced by Asian professionals in
corporate America. And in 2010, we will participate in a
new research study that will explore the impact of career
sponsors on women’s advancement.

“WIN continues to be a 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 K. Ride

President & CEO, Sally Ride Science
Chair, Deloitte WIN External Advisory Council

Recognized as the model

employer by The Shriver
Report

Talent Annuity Report Women’s Initiative 47

Year in Review:
Communities
In a large, complex organization, making connections and
building a sense of community can feel like a daunting
task. But not for the people of Deloitte. Our talent form
strong bonds with each other in many ways: through
their offices, functions, industries, and the client teams on
which they work. And to further expand their networks
and connect with those who share similar interests, many
of our people belong to one or more special interest
communities. A way to make the Deloitte world feel a
bit smaller, these communities range from the Deloitte
Parents Network, to DHogs – a group of Harley motor-
cycle enthusiasts – to dPosse – a community dedicated to
supporting the nonprofit Posse Foundation which focuses
on the success of talented youth. It could even be said that
WIN was our first of these communities with its multitude
of networking events across the country.
“At Deloitte, we long ago recognized the
importance of creating an inclusive
environment that encourages ALL our
professionals to bring their complete selves
to work. And in that spirit, our GLOBE &
Allies BRG has worked closely with Deloitte
leaders, from the chairman to line P/P/Ds, to
raise visibility and address the unique needs
of lesbian, gay, bisexual, and transgender
professionals at Deloitte, as well as in
the marketplace.”
Orlan Boston, Principal and National
GLOBE & Allies BRG Leader,
Deloitte Consulting LLP
October 2009 Selected inaugural class
of Pro Bono Fellows
48
Connecting through our communities
In addition to the various special interest communities
and WIN committees, there are more than 100 chapters
of seven nationally-sponsored Business Resource Groups
(BRGs) that are closely aligned with our business objectives:
• Ability First (Ability BRG)
• Armed Forces BRG
• Asian-American Alliance (ABRG)
• Black Employee Network (BEN)
• Gay, Lesbian, Bisexual, Transgender Employees and
Allies (GLOBE & Allies BRG)
• Hispanic/Latino(a) Employee Network (HNet)
• International Business Resource Group (IBRG)
Each BRG provides a forum for talent with similar interests
and/or experiences to network with colleagues, grow
through professional development opportunities, partici-
pate in recruiting activities, build relationships with local
communities outside Deloitte, and provide feedback to
Deloitte leadership on issues of concern. Here are just a
few of this year’s BRG highlights:
• The Deloitte Endowed Scholarship at Chicago’s
DePaul University: The Midwest chapter of Ability First
worked to establish a new scholarship for students
with disabilities at Chicago’s DePaul University College
of Commerce. One of the first professional services
organizations to develop this type of scholarship,
Deloitte will endow $100,000 over the next five years
to qualified students.
• Emotional Intelligence Coaching Workshop:
The Pacific Southwest chapter of the ABRG presented
a one-day workshop on how to increase emotional
intelligence. More than 60 participants worked to
improve their leadership competencies, communication
skills, and overall effectiveness.

• Fireside Chats: The Houston chapter of BEN hosted
a series of fireside chats giving up to 30 professionals per
session the opportunity to hear from senior leaders in
an informal, intimate setting on a variety of topics from
mentorship to successful career development. The
fireside chats gave participants exposure to and an
opportunity to seek career advice from our leaders.
• GLBT Corporate Roundtable: The Pittsburgh chapter
of the GLOBE & Allies BRG was the founding member of
the Pittsburgh GLBT Corporate Roundtable. The
Roundtable works to assist and educate Pittsburgh area
workplaces on creating an environment where all
employees can reach their full personal and career
potential, regardless of sexual orientation, gender
identity, or other characteristics.
• Brown Bag Speaker Series: In an effort to pay it
forward, the Houston chapter of HNet started a series
that invites alumni of our ELDP (successor to the BLP)
and Think Tank leadership development programs to
share their knowledge and insights with colleagues in
their office. Based on the success of the first two events,
“Principles of Networking and Building Relationships”
and “Selling and Client Retention – How Understanding
Diversity & Inclusion Can Make a Difference on the
Bottom Line,” planning for additional topics is
already underway.
• The Next Generation of Climate Change Policy:
In anticipation of the Copenhagen United Nations (UN)
Climate Change Conference, the New York chapter of
the IBRG chapter hosted a panel of top UN officials and
Deloitte subject matter experts. Participants discussed
issues slated to be addressed during the conference,
as well as their implications for communities and
businesses around the world. Following this standing-
room-only event, the audience joined in a post-event
networking session.
Broke ground on
Deloitte University site
Army green and Deloitte blue
Making a difference
In addition to the local events and initiatives hosted by our
BRG chapters, we look to raise the visibility and celebrate
the faces of our inclusive environment at the national level.
In our online History & Heritage Month Series, our people
share their experiences and why they see themselves at
Deloitte. In 2009, these took on a new form with the
introduction of videos and the interactive “Who am I?
Mystery Series.”
We are proud of the many accomplishments our
organization and our communities have achieved.
And we are especially pleased to be recognized among
the Top 100 Military Friendly Employers by G.I. Jobs
magazine. We are also proud to share that, for the fourth
consecutive year, Deloitte earned a 100% rating on the
Human Rights Campaign Corporate Equality Index, which
ranks businesses on their lesbian, gay, bisexual, and trans-
gender workplace policies and benefits. Building on these
successes, we will continue to strengthen our environment
so that it remains truly inclusive of everyone.
“Deloitte’s BRGs provide a wide array of
benefits to our professionals, including
networking and career development
opportunities. Members have access to people
at all levels in each of Deloitte’s business areas,
as well as externally through marketplace
activities. The professional development
opportunities are limitless; it’s a great forum
for developing leadership skills and
accelerating your career.”
Matt Law, Principal and National
ABRG Leader, Deloitte Consulting LLP
Talent Annuity Report Communities 49
Year in Review:
Talent Specialties
Although the Talent Specialties name may be unfamiliar,
the programs and resources delivered under the Talent
Specialties umbrella are well-known. From rewards and
recognition for a job well done to that extra motivation
to stay fit in body and mind, the efforts of our combined
Talent Specialties team enhance the experience of all our
people.
While we continued to strengthen our Total Rewards and
Health & Fitness offerings – which you’ll learn more about
in their respective sections of this report – the challenges
posed during 2009 required tremendous sensitivity and
specialized skill sets. Outbreaks of the H1N1 virus brought
renewed focus to our need to quickly contact and provide
information to our people, while increased demands for
global delivery combined with a challenging housing
market tested our ability to move our people to client
locations, and provide them with a place to live once
they were there.
“We are committed to supporting our talent through
competitive programs and processes. Whether it’s in
times of celebration, times of crisis, or part of our normal
cycle of activities, we demonstrate who we are at Deloitte
every day. We don’t talk, we act.”
Stephanie Aeder, National Director, Talent Specialties,
Deloitte Services LP
November 2009
50
When it matters most
We are committed to reaching our people and supporting
them and their families in the event of an emergency, so
we’ve put in place a communications system that allows
us to contact our people and make sure they are safe. To
further support our people and make sure they quickly
land on their feet, Deloitte administers the Disaster Relief
Fund. Through this fund, we provide immediate economic
assistance to our people who have suffered a significant
loss due to a natural disaster and have no other source of
cash to begin putting their lives back together.
Relocations in a challenging economy
Relocations have long been an important part of how
we serve our clients and how we offer our professionals
unique growth and development opportunities. But the
difficulties in the 2009 housing and financial markets
posed a whole new set of challenges for our Relocation
Services team and the individuals they supported. While
finding creative ways to sell homes and assist our profes-
sionals has always been a high priority, this past year called
for even greater ingenuity. Nevertheless, we successfully
facilitated moves for more than 370 Deloitte professionals
in 2009.
John Zamora named Chief
Diversity Officer

“I am so thankful to Deloitte for the help
we received when we experienced severe
flooding in the Atlanta area – we lost our
car, needed to replace our roof, and had
significant damage to our basement. I
certainly didn’t expect Deloitte to step
in and help us, but I couldn’t be more
grateful for the assistance. While our
difficulties were only financial (we still
had our safety and our home), the finan-
cial burden was significant and Deloitte
really made a difference for my family.”
Megan Vanderver,
Manager, Deloitte Services LP
Recognized on G.I. Jobs
magazine’s Top 100
Military Friendly Employers
Providing global opportunities for our people
In alignment with the demands of today’s marketplace, we
are significantly enhancing our global culture, our ability
to serve multinational clients, and the global development
of our future leaders. Through implementation of our DTT
Select Deployment Programs, we have expanded oppor-
tunities for our professionals and those of other Deloitte
Touche Tohmatsu member firms to enhance their skills and
gain increasingly important global experience.
The Global Mobility and Immigration team provides
advisory services to our global assignees and enables
movement around the globe with supporting mechanisms,
tools, and surrounding infrastructure. We team across
Talent and with the businesses to enable a seamless and
efficient deployment strategy.
In 2009, our people engaged in nearly 250 outbound
assignments – U.S.-based professionals working with DTT
member firms outside the U.S. – and we welcomed more
than 300 inbound assignments – professionals from other
DTT member firms working on projects within the U.S.
Embracing the unique opportunities of a global assignment
Talent Annuity Report Talent Specialties 51
Year in Review:
Total Rewards
Recognizing, rewarding, and supporting our talent
encompasses much more than the traditional view of
compensation and benefits. It takes many forms from
showing appreciation through a well-placed note, to
acknowledging performance through a well-timed
Applause Award, to fostering the physical, emotional, and
financial health of all our people. This is the total view we
take of Total Rewards – a key reason why prestigious
organizations such as FORTUNE magazine have named
Deloitte as one of the “100 Best Companies to Work For”
again in 2009 (and now in 2010).
As varied as our people are in the many backgrounds,
opinions, and perspectives they bring to serve our clients,
they are equally diverse in the rewards they value and the
support they need for their families and themselves. We
therefore continually evaluate our programs, gathering
internal and marketplace feedback, and upgrading our
offerings to evolve and align with the “tone” of our talent.
As you’ve seen throughout many sections of this report,
we aim to provide a broad range of customizable solutions
that allow our people to “find their fit.”
November 2009 Selected members of
WIN manager and senior
manager advisory councils
52
Recognizing proven performance
There are many ways to recognize our professionals’
exceptional work. Even in challenging economic times, we
acted upon the belief that competitive salaries and perfor-
mance bonuses are foundational. While our competi-
tors implemented pay freezes, slashed bonuses, and
cut salaries, we awarded more than $142 million to our
highest performers in 2009 as merit increases and annual
incentives. In addition, Outstanding Performance and
Applause Awards – a total of nearly $7.5 million – were
again used to acknowledge significant accomplishments
throughout the year.
We also saw many organizations shut down defined
benefit plans this year, while others withheld 401(k)
matches deeming these unaffordable extras in a difficult
economy. Deloitte is proud to have contributed the full
25% match to the 401(k) accounts of our people in 2009.
We also added a Roth 401(k) feature this year, another
way in which we support our professionals with options to
adapt to each individual’s financial planning time horizon.
To complement the introduction of new financial tools, we
launched communication and educational efforts aimed
at increasing our professionals’ financial fitness. Through
a series of online DeloitteNet articles, we explored topics
such as “Creating an investment mix that’s right for you”
and “Understanding Money Market Funds.” As part of
our Roth 401(k) launch, we offered live e-meetings – and
continue to offer on-demand meetings – to help our
people understand and evaluate the new option. And,
in association with Vanguard, we kicked off our Life
Segments series, focusing on investment strategies and
recommended actions for different career-life stages.
Yes, financial remuneration and incentives make up an
important part of how we recognize our people, but
recent research suggests that today’s workforce values
growth opportunities and the ability to take on challenging
new work just as much as monetary compensation. That’s
why we reward individuals with proven track records with
additional opportunities to excel. For example, serving as
a prestigious Ellen Gabriel Fellow or as part of the CEO
Think Tank connects top performers with senior leadership
and allows them to play a part in shaping our collective
future. In other cases, stretch assignments on projects
provide “dial up” opportunities for accelerated growth and
development, enabling high performers to gain additional
opportunities to expand their skillsets, extend their experi-
ences, and broaden their networks.
Support for the everyday
Another essential component in our panoramic view of
Total Rewards is the support we provide to handle the
everyday. And perhaps nowhere is offering a broad range
of options more critical than in addressing the everyday
needs of our people. In 2009, we increased the levels of
benefits coverage available for many of our plans:
• Medical and dental saw the addition of free in-network
annual wellness visits and up to three dental cleanings
per year.
• Life and accident insurance was increased to equal
the amount of one’s annual base salary (with a cap of
$750,000).
• Long-term disability was enhanced at no cost to provide
40% of salary after the initial 26 weeks of absence.
• Annual prescription drug limits were eliminated for our
prescription drug plans.
To make it easier for our people to exercise their benefits,
we introduced a new Health Care Flexible Spending
Account Debit Card option, allowing more convenient
and immediate access to Health Care Account funds. We
also offered High Deductible Health Plan participants the
chance to enroll in a new Health Savings Account (HSA)
directly through our program administrator.
And we continued this past year to address the evolving
needs of our talent by adding new options to existing
plans. For instance, many of our professionals find them-
selves in the “sandwich generation” caring for aging
parents while supporting their own children and the
demands of a challenging career. With this in mind, we
increased our Emergency Backup Dependent Care to
cover not only children, but all dependents including adult
family members who are now eligible for center-based or
in-home care at subsidized rates.
“A Total Rewards program is only as good as it is
meaningful to its recipients. That’s why we continue
to look for unique ways to include more choice in our
offerings, providing greater opportunity for our
professionals to find their fit here at Deloitte.”
Maureen Vaughan, National Director, Total Rewards,
Deloitte Services LP
Launched Catalyst
development program for
U.S. India senior managers
Talent Annuity Report Total Rewards 53
 Time well spent
In addition to recognizing our talent for their hard work “I took a sabbatical to go commercial fishing
and providing challenging opportunities to grow and
off the coast of Alaska with my kid brother. I
develop, we also understand that our people need time to
unplug and recharge. That’s why we offer one of the most remember one moment after a particularly long
generous paid time off policies in the business with an day’s catch when the two of us were sitting
average of 35 total days off for holidays, vacation, illness,
watching the sunset, and it struck me: ‘This
etc. And this year we added the option to carry over up to
one year’s accrued days. is exactly where I want to be at this moment.’
It’s a moment I’ll never forget.”
For times when desired career-life fit calls for even greater
flexibility, we offer a number of options to “dial down,” Chris Larson, Manager,
including options for extended leaves. For example, our Deloitte & Touche LLP
new Voluntary Sabbatical Program, rolled out this past
June, enables participants to customize their careers by
taking off one month to refresh and renew, or three to six
months to explore and achieve personal or professional
goals outside of Deloitte. Though only months since its
rollout, participants have already taken sabbaticals to,
explore the ancient wonders of Machu Picchu, launch a
support group for disabled teens and adults, or spend
time teaching their little ones how to ride a bike. As of
December, 2009, 46 professionals had taken advantage of
the Sabbatical Program.

Other times, our people need additional flexibility or time

off to adjust to the new responsibilities and dynamics
of a growing family. In 2009, we significantly expanded
our parental leave program, making it one of the most
generous policies among our competitors. Under the new
guidelines, primary caregivers – both mothers and fathers
– are now eligible for up to eight weeks of paid leave
within the first year following the birth or adoption of
a child.
On sabbatical

December 2009 Announced new class of

Ellen Gabriel Fellows

54
And then there are times when changing career-life fit
needs require more than just a short-term leave or added
Personal Pursuits in Action
flexibility. Our Personal Pursuits program recognizes
David Joe, Audit Senior, Deloitte & Touche LLP,
that some people may be compelled to opt out of the
had always had a desire to go to China to learn
workforce altogether at points in their career and acknowl-
about his heritage. Personal Pursuits allowed him
edges that re-entering the workforce after a year or more
to do just that. This August, after a year-long stint
away can prove difficult. Personal Pursuits therefore allows
teaching English in a Chinese middle school along
our people to leave Deloitte without cutting ties or losing
with his wife, David returned from China and –
the skills and networks they’ll need when they’re ready to
after finding a place to live and buying two new
re-enter the workforce. For up to five years, participants
cars – he returned to the familiar surroundings
are provided with a host of resources including assignment
of Deloitte.
of a mentor and a career coach, access to networking
events, subsidized training, and a reimbursement program
While away, David stayed in close contact through
to keep professional licenses up to date.
monthly touchpoints with his counselor, and
took advantage of eLearning and CPA license
reimbursement offered through Personal Pursuits.
“When I came back, it couldn’t have been any
smoother as I basically picked up at the exact point
where I left off,” said David. “This program let
me do something I had always dreamed of doing
and it allowed my wife and me to do it when we
wanted to, rather than waiting 30 or 40 years until
retirement. It definitely reinforces that Deloitte is a
place where you have control over your career.”

Selected participants Cosponsored United Way’s

for the Emerging Leaders Virtual Team Challenge for
Development Program High Schools
(successor to the Breakthrough
Leadership Program)

Talent Annuity Report Total Rewards 55

Year in Review:
Workplace of
Tomorrow
In a recent case study on social networking best practices,
the Gartner Group named Deloitte as a “leader in the
field.” And while we’re honored to receive this external
recognition, our commitment to leveraging new tech-
nologies to continually enhance our virtual workplace is
nothing short of a business imperative for Deloitte. Initially launched in 2008, this year saw the number of
professionals with personalized D Street profiles climb to
Connecting across Deloitte more than 22,000; the number of visitors rise to more
The need for options in where and when we work has than 15,000 professionals per month; and the number
long been a part of our culture. For years, our people have of active blogs grow to more than 1,900. One of the
travelled to remote client locations while connecting with newest uses for D Street included the creation of an advice
colleagues around the world to address our clients’ needs. sharing community for our colleagues who joined our
So to further these connections and to make our large organization last May from BearingPoint. More than 800
organization seem smaller, we launched D Street. visited this forum to check out advice from BearingPoint
alums who had joined Deloitte previously. In addition, our
A Facebook-like internal networking site, D Street is about Business Resource Groups (BRGs) have leveraged D Street
fostering connections throughout our organization in two to set up communities and establish an online presence. In
primary ways. First, D Street acts as a personal storefront 2009, more than 4,100 professionals added membership
for our people – enabling them to build their personal in one of these BRG communities to their D Street profile,
brands through their individual D Street “profiles” and creating connections to fellow members across
connect with teams looking for their unique skills. For the country.
example, Dave Witkowski, Manager, Deloitte Consulting
LLP, used his profile to indicate his specialization in
Organizational Network Analysis (ONA). When Naomi
Leventhal, Director, Deloitte Consulting LLP, needed to find
an ONA specialist for a proposal she was completing, she
was able to quickly locate Dave on D Street.

D Street also serves a second important function, that of

connecting communities across the regions and functions
and expanding the way our people participate in our
organization. By the end of 2009, participants had created
more than 10,000 affiliations to business resource groups,
such as the Black Employee Network, communities of
practice such as the “Go Green” initiative, and other
communities based on personal interests, such as “DHogs”
– our Harley-Davidson enthusiasts.

December 2009 Selected members of CEO

Think Tank

56

As an early adopter of enterprise social networking,
Deloitte has leveraged D Street to not only connect
our people and help build their brands internally, but
to promote the Deloitte brand in the marketplace. In
addition to the Gartner Group case study mentioned
earlier, D Street was featured in Computerworld magazine,
presented at a number of external conferences – it was
one of five topics presented, which were selected out of
450 submissions at the prestigious Enterprise 2.0
conference – and is slated to be highlighted in the
upcoming e-Learning book Workplace Learning:
Delivering Online Learning Solutions That Produce
Business Results, among other venues.
Halfway around the world without leaving home
Complementing our advances on the virtual networking
front, we also made a number of facilities enhancements
that allow our people to connect across our organization
and further expand the career-life fit options available. For
example, we rolled out nearly 80 additional videoconfer-
ence systems in 2009 to increase our capacity for virtual
meetings, thereby reducing the need for long-distance
travel. As a result, we now have one or more videoconfer-
ence systems in nearly 80% of our offices in the U.S. and
India. Going forward, these will be augmented by laptop
webcams to create an integrated video conferencing capa-
bility, allowing teams to connect whenever and wherever
they need.
Ranked #1 on
BusinessWeek’s Best
Places to Intern New Year’s Eve holiday
State-of-the Art TeleClassrooms
These conferencing facilities, combined with online
collaboration tools such as Live Meeting, also played a key
role this year in supporting our learning and development
efforts. Going forward, we will be expanding this capability
by investing in a number of dedicated TeleClassrooms,
facilities across the U.S. and India, which leverage our
existing TeleSuite technology, but are physically config-
ured to best support collaborative learning. And once we
open the doors of Deloitte University, these integrated
TeleClassrooms will greatly expand the reach of each
learning opportunity.
But conferencing facilities weren’t the only advances this
year that allowed our people to work in ways that best
fit their needs. A new voicemail system implemented in
2009 allows professionals to forward their work number
to their home or cell phones, and seamlessly access their
voicemails through their e-mail boxes. In addition, we’ve
expanded our PDA program to provide additional options
to customize their selections – including the popular
iPhone. And to fully leverage this new technology, we
started introducing mobile apps, such as the ability to
quickly access the Deloitte Client Experience while on
the go.
“In the recent past, the business cycle was measured in
days or weeks. But now we can get instant feedback from
countless sources such as blogs, wikis, communities,
and online surveys. It has really transformed our
organization.”
Patricia Romeo, D Street National Leader,
Deloitte Services LP
Thanked our talent
with additional
Talent Annuity Report Workplace of Tomorrow 57
In the Marketplace

Our collective hard work continued to gain notice in the

marketplace, thereby furthering the distinction of our
Talent reputation. From #1 rankings by BusinessWeek as
the best place to launch a career and the best place to
intern to more than 160 million media impressions
from Talent-related stories, this was certainly a year
to remember.

More than just a source of pride, these prestigious

recognitions and media hits provide independent valida-
tion that we are indeed a leader in the talent marketplace.
Potential and existing clients alike are seeking out Deloitte’s
counsel, engaging us to advise them on various aspects of
enhancing their Talent value proposition. And top talent
seek out positions at Deloitte because they see us as a
place where they can grow and excel.

But even as a recognized leader, there is still much work

to be done – another area where external survey results
prove valuable. Trend analysis across a portfolio of both
external and internal surveys provides invaluable feedback
and informs us on opportunities to both strengthen the
Deloitte experience and increase the level of consistency
with which our people experience our talent proposition.

58 In the Marketplace

58
 Contents

In the Marketplace
60 Rankings & Recognitions
62 Awards & Achievements
66 Media Mentions

“Our widespread recognition from both media outlets

and external evaluators shows that we continue to move
in the right direction. And it strengthens our conviction
to continue making bold plays in the Talent arena such
as renewing our investment in learning and development
with a focus on leadership.”
Maritza Montiel, Managing Partner,
Deloitte University, Leadership Development,
and Succession, Deloitte LLP
In the Marketplace
Rankings &
Recognitions
To get a quick measure of where our Talent brand is in the marketplace and how we stack
up against the competition, we turn to an array of independent, external survey results.

Deloitte
Recognition
Ranking

Cited as the nation’s Model Employer Accounting Today: 2009 Top 100 Firms 1
in conjunction with The Shriver Report

BusinessWeek: 2009 Best Places to Launch a Career 1

Honored – for the second time – with

the Catalyst Award for innovation and
BusinessWeek: 2009 Best Places to Intern 1
measurable results in advancing women
in business

DiversityInc: 2009 Top 50 Companies for Diversity 33

Awarded the Alfred P. Sloan Award

for Business Excellence in Workplace DiversityInc: 2009 Top 10 Companies for Global Diversity 6
Flexibility in 12 communities across
the U.S.
DiversityInc: 2009 Top 10 Companies for Asian Americans 9

Forte Foundation: 2008 Top 5 MBA Hiring Companies 1

FORTUNE: 100 Best Companies to Work For in 2010 70

60
Here are some of the most prominent rankings and recognitions over the past year.

Deloitte
Recognition
Ranking

FORTUNE: 2009 Top 100 MBA Employers 16 Received the Global Diversity Innovation
Award from the World Diversity Leadership
Public Accounting Report: 2008
Summit for the joint submission of Mass Career
1 Customization in the US, France, the Nether-
Accounting Professors Survey
lands, and India
Public Accounting Report: 2008 Survey
2
of Women in Public Accounting
Inducted into Training magazine’s Top Ten
Universum: World’s Top 50 Most Attractive Employers
Training Hall of Fame
10

Vault.com: 2010 Top Accounting Firms to Work For 3 Recognized as a Best Place to Work for LGBT
Equality by the Human Rights Campaign

Vault.com: 2010 Top 50 Management Strategy

5
and Consulting Firms

Working Mother: 2009 100 Best Companies for

Top 10 Hall of Fame
Working Mothers

Working Mother: 2009 20 Best Companies for

Top 20
Multicultural Women

Talent Annuity Report Rankings & Recognitions 61

In the Marketplace
Awards &
Achievements
We can all take pride in the prestigious recognitions we received this year from a wide variety of leading organizations.
Standards of Excellence
Ranked #1 on the Top 100 Firms
list, Accounting Today
Catalyst Award, Catalyst
Top 100 MBA Employers,
FORTUNE
Top Internships, Jungle Campus
magazine
Supplier Excellence Award, Life
Technologies
A Top M&A Deal Maker of the
Year in Upper Middle-Market
and Professionals Services/B-to-B
focus, M&A Advisor
Ranked as one of the largest
firms in the 2009 Accounting
Professors Survey, Public
Accounting Report
Largest Corporate Philanthropists,
Puget Sound Business Journal
Largest Accounting Firms, Puget
Sound Business Journal
BEST Award, American Society
for Training & Development
Top Ten Hall of Fame, Top 125
Companies, Training Magazine
Ranked #10 on the World’s Top
50 Most Attractive Employers list,
Universum
Ranked #5 on the 2010 Top
50 Management and Strategy
Consulting Firms list, Vault.com
Ranked #3 on the 2010 Top
Accounting Firms to Work For
list, Vault.com
Bean Counter Award, Walsh
College
62
Community Involvement
Outstanding Corporate Grant
Maker, Association of Fundraising
Professionals
Largest Corporate Charitable
Contributors, Boston Business
Journal
Corporate Citizenship Award
(Milwaukee office), Corporate
Report Wisconsin
Leader in Green Operations
(Minneapolis office), Hines
Highest number of volunteer
work hours, Limca Book of
Records
Corporate Engagement Award
of Excellence, Points of Light
Institute
Largest Corporate Philanthropists,
Portland Business Journal Book
of Lists
Event Sponsor of the Year,
Project Homeless Connect
Largest Corporate Philanthropists,
Sacramento Business Journal
Book of Lists
Largest Corporate Philanthropists
in the Bay Area, San Francisco
Business Times Book of Lists
Largest Corporate Philanthropists,
Silicon Valley Business Journal
Book of Lists
Corporate Partner Award,
Treehouse
Top Company and Gold Award,
United Way of Grand Rapids
Most Significant Increase, United
Way of King County
Outstanding Community
Support Award, United Way of
Sacramento
Corporate Lattice
World Diversity Leadership
Summit (WDLS), Global Diversity
Innovation Award
National Alfred P. Sloan Award
for Business Excellence in
Workplace Flexibility, Families and
Work Institute
Model Employer Partner for
The Shriver Report
Our Inclusive Environment
Community Ally Award (Atlanta
GLOBE), Atlanta Gay & Lesbian
Chamber of Commerce
Top 50 Gen Y Employers in
Chicago, Bill Street
Top 25 Employers, Black
Collegian
Top 50 Employers for Gen Y,
Brazencareerist.com
Top Three Employer,
Connect-Ability
Top Employer for Inclusion,
Detroit Free Press
America’s Top Organizations
for Multicultural Business
Opportunities, Diversity Business
Top 50 Companies for Diversity,
Top 10 Companies for Global
Diversity, Top 10 Companies for
Asian Americans, DiversityInc
Patriot Award, Employer Support
of the Guard and Reserve
Top 100 Military Friendly
Employers, G.I. Jobs
Best Places to Work for LGBT
Equality, Human Rights
Campaign Corporate
Equality Index
Top 100 Women Employers,
Jungle Campus magazine
Survey of Women in Public
Accounting, Public Accounting
Report
Mother-Baby Friendly Workplace
Award, The California Task
Force on Youth and Workplace
Wellness
Top Ten Hall of Fame - 100 Best
Companies for Working Mothers,
Top 20 Companies
for Multicultural Women,
Working Mother
Global Diversity Innovation
Award, World Diversity
Leadership Summit
Best Places to Work
Best Companies to Work For
(Houston, D/FW, Austin offices),
Best Companies to Work For in
Texas
100 Top Places to Work, Boston
Globe
Ranked #1 2009 Best Places
to Launch a Career and #1
2009 Best Places to Intern,
BusinessWeek
Best Firms to Work For,
Consulting Magazine
Best Places to Work in Dallas-Fort
Worth, Dallas Business Journal
Top Workplaces 2010, Detroit
Free Press
100 Best Companies to Work For,
FORTUNE
Best Places to Work in New
Jersey, NJBiz
Great Places to Work, Northeast
Ohio
Top 10 Employers for Global
Business Undergrads, Universum
World’s Top 50 Most Attractive
Employers, MarketWatch.com
Both collectively and individually we make a significant impact on the world around us. Here is just a sample of the many
achievements, accomplishments, and awards received by our people.
Exceptional Achievements
Beth Adkins, Cincinnati Chamber
of Commerce WE Lead
Carl Allegretti, Who’s Who in
Chicago Business
Sharon Allen, Beta Gamma Sigma
International Honoree 100 Most
Influential People in Corporate
Governance
Teresa Briggs, Silicon Valley-San
Jose Business Journal Who’s Who
in Silicon Valley
Tony Buzzelli, Children Affected
by AIDS Foundation Ribbon of
Dreams Award
Deb DeHaas, Gerald J. Roper
Business Professional of the
Year Award, Harold Washington
College and the Chicagoland
Chamber of Commerce; Who’s
Who in Chicago Business; City
Year’s Ripple of Hope Award
Laura Distefano, TSCPA Houston
Chapter Young CPA of the Year
Maggie Doire, National Multiple
Sclerosis Society Best Rookie NTC
Team Captain
Bob Duckworth, University of
Missouri Trulaske College of
Business Alumni Citation of Merit
Mark Edmunds, Volunteer Center
of San Francisco & San Mateo
Counties Corporate Champion
Award
Susan Esper, Greater Boston
Chamber of Commerce Emerging
Executive Pinnacle Award
Jane Griffin, SAP Business Objects
Global Alliance Partner of the
Year
Angela Hernandez, Junior
Achievement Dory Award
Ones to Watch
Robert Hill, Japanese Services Women & Industry Award Jeff Benesch, Silicon Valley
Group Keydel/Campbell Award Angela Vargo, Junior Business Journal 40 Under Forty
Trina Huelsman, Susan G. Komen Achievement Apple Society John Boettiger, Houston Business
for the Cure Memphis-MidSouth Award Journal 40 Under Forty
Affiliate Ron Olson Volunteerism Don Wagner, McCombs School Atanu Chaudhuri, Society of
Award of Business Outstanding Operations Management 20
Bill Kacal, Halliburton Hometown Corporate Champion Award Young Research Scholars
Hero Award Tifphani White, New Jersey State Walter Gomez, Boston Business
Tonie Leatherberry, Savoy Proclamation for her work at Journal and El Planeta 20 On the
Magazine Top 100 Blacks in Deloitte and in the community, Move in the Hispanic community
Corporate America list Mayor of Union City and the Frank Milano, Hartford Business
Jack Lutz, National Committee Board of Commissioners Journal 40 Under Forty
for Employer Support of the Sheila Williams, NABA San Kristen Sullivan, Fairfield County
Guard and Reserve (ESGR) Patriot Francisco Bay Area Chapter Business Journal 40 Under Forty
Award Diversity of the Year Award Aditi Taylor, Boston Business
John McEwan, SmartBusiness Journal 40 Under Forty
Power 100 List Tom Tehan, Rochester Business
Kevin McFarlane, Harlem Journal 40 Under Forty
YMCA National Salute to Black Tony Torres, Ingram’s Magazine
Achievers (Kansas City) 40 Under Forty
Roger Nanney, United Way Jason Wainstein, Philadelphia
J. Erik Jonsson Award for Business Journal 40 Under Forty
Volunteerism John Zamora, South Florida
SV Nathan, Hyderabad Business Journal 40 Under Forty
Management Association HR
Manager of the Year; Asia-
Pacific HR Congress Global HR
Excellence award
Kay Pitman, Catholic Charities
Outstanding Community
Organization award
Ken Porello, Northwestern
University Distinguished Alumnus
Award
Tiah Reppas, San Diego County
YWCA annual Tribute to Women
& Industry Award
Cathy Terrigno, Catholic Charities
Outstanding Community
Organization award
Kimberly Tiernan, San Diego
County YWCA’s annual Tribute to
Talent Annuity Report Awards & Achievements 63
 Women Topping the Charts
Barbara Adachi, San Francisco
Business Times Bay Area’s
100 Most Influential Women;
Women Lawyers Association
of Los Angeles Myra Bradwell
Award; Asian Women in Business
Corporate Leadership Award
Sharon Allen, Forbes 100 Most
Powerful Women in the World;
National Council for Research
on Women Making a Difference
for Women Award; Crain’s NY
Business Most Powerful Business
Women in New York
Rebecca Amoroso, Business
Insurance Magazine 25 Women
to Watch in the Insurance
Industry
Cathy Benko, YWCA of Silicon
Valley Tribute to Women Award
Daphne Branch, Dallas Business
Journal Top 25 Women to Watch
Teresa Briggs, San Jose Business
Journal Woman of Influence;
YWCA Tribute to Women Award
Lilly Chung, San Francisco
Business Times Bay Area’s 100
Most Influential Women
Diane Davies, Business Insurance
Women to Watch
Krissy Davis, Massachusetts
Society of CPAs Women to
Watch
Susan Esper, Girls Scouts of
Eastern Massachusetts Leading
Woman Award
Cheila Fernandez, Working
Mother Magazine 30 Working
Mothers of the Year
Carin Giuliante, Long Island
Business News 50 Most
Influential Women on Long
Island
64
Michelle Kerrick, AZ Magazine
Woman of the Year
Toni Leatherberry, Profiles in
Diversity Journal Women
Worth Watching; Pennsylvania
Department of Community &
Economic Development Top 50
Women in Business
Phebe Neely, Women in
Corporate America Leadership
Conference Woman of the Year
Stacey Sandler, Minneapolis/St.
Paul Business Journal Women
Industry Leader
Champions of Inclusion
Andres Baquerizo, NSHMBA
Houston board treasurer
Reese Blair, NABA Philadelphia
Chapter immediate past
president
Jose Campos, Southern California
INROADS board member of the
year
Ray Gonzalez, INROADS Houston
chapter board member
Debbie Hassan, Women’s
Business Development Center
board member
Nancy Molina, ALPFA Houston
chapter board member
Jesse Rhodes, NABA Philadelphia
Chapter marketing director
Erik Ringoen, Ascend Greater
Philadelphia Chapter executive
vice president
Jan Pierre Santiago, ALPFA
Houston board vice president
Marcos Rodriguez, ALPFA
Houston chapter treasurer
Donielle Smith, NABA
Philadelphia Chapter Eastern
Region compliance officer
Alexandra Tune, Alliance of
Professional Women president
elect
Lori Ward, Women’s Energy
Network Dallas/Fort Worth
chapter president
Community Impact
Scott Angel, Silicon Valley
Chapter of the Financial
Executives Institute board
member
James Atwell, Santa Clara board
of fellows
Melody Ayeli, DFW International
Community Alliance board
member
Brian Baer, Silicon Valley
Chamber of Commerce Tax and
Regulatory Committee
Jeffrey Belden, Russian Ballet
board member
Dennis Bianucci, American
Diabetes Association corporate
fundraising chair, REACH
Foundation board member
Jessica Blume, City Year board
member
Teresa Briggs, 1stACT leader-
ship advisory council member;
Leukemia & Lymphoma Society
board member; University
of Arizona Eller College of
Management board of advisors
Doreen Cadieux, InnVision board
member
Robert Call, Brigham Young
University National Advisory
Committee member
Lilly Chung, Monte Jade board
member; American Heart
Association Go Red Campaign
San Francisco Bay Area executive
committee member
David Couture, Cal Poly SLO
Industry & Manufacturing
advisory board member
Deb DeHaas, World Business
Chicago board of directors
Steve Delaney, Business
Leadership Organized for
Catholic Schools (BLOCS) board
member
Robert Dickinson, Boy Scouts of
America Denver Area Council
training chairman; Camp Sawmill
Alumni Scholarship Endowment
advisory board member; Denver
Eagle Scouts steering committee
Mark Edmunds, Volunteer Center
of San Francisco and San Mateo
Counties corporate community
champion
Tracey Edwards, Golden Gate
University board of trustees
Nancy Evetts, Catholic Charities,
Houston chapter board member
Farah Faruqui, Institute of
Internal Auditors, San Jose
Chapter board member
Eileen Fernandes, San Jose
Museum of Art board member
Joanne Gallagher, March of
Dimes, Austin Chapter board
member
Oscar Garza, Association for
the Advancement of Mexican
Americans Houston chapter
chairman of the board
Angela Hernandez, Young
Leaders Council board member;
United Way of Greater Houston
board member, Corporate
Community Relations Council of
Houston at-large board member
Edwin Hormozian, YWCA of
Silicon Valley audit committee
Alana Hoskin Smith, Project
Management Institute board
member
Mark Jensen, Joint Venture
Silicon Valley board member;
American Leadership Forum;
National Association of
Corporate Directors Silicon Valley
Chapter board member
Vicki Keiser, The Seniors Place
Houston board member
John Kelm, Second Harvest Food
Bank board member
Melinda Litherland, Ronald
McDonald House board member
Christopher (Kit) Maxwell,
Advocates for Children treasurer
and executive committee
member
Joe Maglione, Santa Clara
University accounting advisory
board
Marshall Mathison, Junior
Achievement of Southern
California vice chairman
Michael Murphy, National
Multiple Sclerosis Society Lone
Star Chapter director; Child
Study Center vice-chairman and
treasurer
Roger Nanney, United Way of
America board of governors
Michael Pallas, Ascent
Foundation board member
Brady Panatopoulos, Idaho State
Board of Accountancy
Walter Porter, Kansas City Friends
of Alvin Ailey treasurer
Daniel Provencio, California
Science Center board of directors
Kurtis Randall, Northglenn Youth
Football Association treasurer
Troy Reisner, Dwight H. Ferguson
Foundation chairman
David Rooney, Mile High United
Way board member, past
secretary, and treasurer
Sandy Rothe, Denver Metro
Economic Development
Council board member; Boy Steven Yaroch, University of
Scouts of America Denver Area Colorado Denver Business School
Council board member; Junior board member; University of
Achievement board member; Wisconsin Mile High Alumni
Colorado State University Global Club event planning committee
Leadership Council board member
member
Chris Schmidt, Denver Scores
board member
Kathy Schwerdtfeger, Junior
Achievement San Antonio
board member
Michael Shepard, Cradles to
Crayons advisory board member
Mark Silverstein, the Epona
Project board member
Gregory Spiers, Golden Junior
Baseball Association treasurer
Greg Staszko, Minnesota State
University Alumni Foundation
board member
Anne Taylor, Junior
Achievement of Southeast
Texas board member; House
Symphony board member;
United Way of Greater Houston
board member
Alexandra Tune, College
Summit (Denver) board
member; Women’s Initiative Mile
High United Way ambassador
Mark Wehrle, Denver Art
Museum Design Council board
member
Tara Weiner, Second Mile
Southeastern PA chapter board
member; Philadelphia City
Science Center board member;
Tech Museum of Innovation
board member
Dale Willman, Young Life in the
Former Soviet Union committee
member
Talent Annuity Report Awards & Achievements 65
In the Marketplace
Media Mentions

Deloitte is a recognized leader when it comes to today’s talent as shown by the number of media hits throughout 2009.
Last year, stories about talent at Deloitte generated more than 160,000,000 impressions.

Accounting Age Councilonfoundations.org GlobeSt.com KIRO Radio

Accountingsmartpros.com Crain’s Chicago Business Harrisburg Patriot News KLAS-TV
Accountingtomorrow.com Crain’s Detroit Business Hartford Courant KLBJ-TV
Accountingweb.com Crain’s NY Business Harvard Business Review KLKN-TV
American Banker Crosswalk.com HBR.org KMEG
Arizona Republic Online Daily Herald Hispanicbusiness.com KPTH-TV
Asian Reporter Dallas Business Journal Houston Business Journal KRNV-TV
Associated Press Dallas Morning News Houston Chronicle KTBC-TV
Atlanta Business Chronicle Denver Business Journal HR Executive magazine KTIV-TV
Atlanta Journal Constitution Detroit Free Press HR News KTTC-TV
Austin Business Journal Diversity Edge HR.com KTUL-TV
Benefits News Diversity Executive HRWeek.com KTVN-TV
Birmingham News Diversity Journal Ignites KVVE-TV
Bisnow on Business DiversityInc In Business Las Vegas KWQC-TV
Boston.com Earthtimes.org Indianapolis Business Journal KXLT-TV
Business Insurance magazine Employee Benefits News Inside Edge Newsletter Lakeland Florida Register
Business New Mexico Ethics Newsline Inside Indian Business.com LATINA Style
BusinessWeek Evansville Courier Insight - Illinois CPA Society LEADERS magazine
Central Penn Business Journal Fairfield County Business Journal Instituteforglobalethics.com Lifeworks.com
Chief Learning Officer Familiesandworkinsitute.org International Accounting Bulletin Louisville Courier Journal
China Daily Fins.com Japan Times Marie Claire
Chinese Daily News Forbes.com Jobsinthemoney.com Marketingtrends blog
Cincinnati Enquirer Forbeswoman.com Jungle Campus Marketwatch.com
CKWI-TV Fort Worth Star-Telegram Kansas City Star Miami Business Journal
Columbus Business First Fortefoundation.org KCAU-TV Midland News
Commercial Property News Forth Worth Business Press KDSK Milwaukee Business Journal
Computerworld.com FORTUNE KFUO Radio Milwaukee Business Times
Consultantnews.com Fortune.com KGO-TV Minneapolis/St. Paul Business
Consulting Magazine Foxbusinessnews.com KHON-TV Journal
Consultingnews.com Glasshammer.com Kiplingers

66
Minnesota Star-Tribune Public Accounting Report The Trophy Kids Grow Up WLS-TV
Monster.com Remodeling Motherhood The Wall Street Journal WMT-TV
MSN Money.com Resource magazine The Yale Daily News WNBC New York
MSNBC Andrea Mitchell Show Reuters Thebig4blog.com Nightly News
MSNBC Morning Joe Reuters.com TheBrazenCareerist.com WOI-TV
msnbc.com Richmond Dispatch Thehuffingtonpost.com Womenomics
Multicultural Marketing News Rochester Business Journal TIME magazine WOOD Radio
Myrtle Beach News San Antonio Business Journal Total Picture Radio Workandparentingblog.com
Nashville Business Journal San Diego Business Journal Training magazine Workforce Management
Nashville Eastwood Neighbor San Diego Metro Tribune Media Services Working Mother
News San Francisco Chronicle United Way Newsletter WorkSpan
National Underwriters SHRM.org Vault.com WQAD-TV
NBC News Meet the Press Sing Tao Daily News Villagesoup.com WRGT-TV
New Haven Register Smart Business Houston WAMU-FM WTHR-TV
New York Daily News Smartmoney.com Washington Business Journal WXOW-TV
New York Law Journal South Florida Business Journal Washington Times WZZM-TV
Newsday St. Louis Business Journal Washingtonbusinessjournal.com Yahoo.com
NHK Japan Television Star Ledger WBAY-TV Yahoofinance.com
Nichei Bei Times Tallahassee Chronicle WBBR Radio Yoursabbatical.com
Omaho World Herald Targeted News Service WBEZ-TV Youtube.com
Orange County Register Tempe in Motion WCM-TV
Oregonlive.com Texas Lawyer WebCPA.com
Parma Sun Post The American Lawyer Westlake First News
PBWC.org The Boston Globe WFX-TV
Philadelphia Business Journal The Boston Herald WGBA-TV
Philanthropy Journal The Chicago Sun-Times WGBH
Philanthropy News Digest The Chicago Tribune WHBF-TV More than

160 mil
Philly.com The Financial Times WHO-TV
Phoenix Business Journal The Los Angeles Times WHTM-TV
Pinkmagazine.com The Miami Herald Wichita Eagle
Pittsburgh Tribune Review The New York Post Windy City Times
Portland Tribune The New York Times WKBW-TV
impressions
Postcardsblog.fortune.com The New York Times magazine WKEF-TV
Poughkeepsie Journal The Ragan Newsletter WKNBC
Profiles in Diversity Journal The Stamford Advocate WKN-TV

Talent Annuity Report Media Mentions 67

Summary

Our high performance culture is driven by our Talent.

Our marketplace success is fueled by the continual growth

and development of our Talent.

Our commitment to career-life fit recognizes and supports

the diverse facets of our Talent as individuals.

Talent provides brand distinction.

Talent is how we collectively deliver on The Deloitte Client

Experience and The Deloitte Talent Experience.

Talent is about harnessing the power of Deloitte – our

collective backgrounds, experiences, and perspectives.

Talent is our opportunity to reach new heights and

accomplish new feats together.

Talent is how we uphold our standard of excellence.

Talent is you. Talent is us.

68 Summary

68
Talent Serving Talent

Bringing the Deloitte Talent Experience to life and delivering on our commitment to our
people requires the collective efforts of our entire Talent team. So here’s a special thanks Leadership
to each of you who do so much for so many.
Barbara Adachi, National Managing Principal,
Jill Abbott, Gini Abraham, Subi Abraham, Nita Pravin Acharya, Neelimanjani Achyutha, Ariana Adams, Johnny Initiative for the Advancement and Retention of
Adams, Michelle Adams, Amy Aezen, Gouthami Satish Advani, Stephanie Aeder, Women, Deloitte LLP

Anvesh Rao Adi, Tarini Agarwal, Sumit Aggarwal, Syed Ahmad, Rehana Ahmed, Kristi Ailes, Santosh Akella,
Keturah Akida, Sheen Akkara, Kavitha Akula, Nagaraja Akurathi, Nicole Albert, Jane Albright, Charmaine Cathy Benko, Chief Talent Officer, Deloitte LLP

Dawn Savina Albuquerque, Susan Alexander, Dehfaf Ali, Mangeshwari Reddy Alivelu, Margaret Allain,
Monica Allen, Jyothi Alluri, Melissa Alridge, Nadine Alvarez, Sam Amose, Kalpana Anand, Farooq Mohammed Yvonne Craver, Chief Talent Officer – FAS,
Deloitte Financial Advisory Services LLP
Anantapur Shaik, Molly Anderson, Kimberly Anderson, Lisa Anderson, Mary Andrade, Theresa
Andrews, Geeta Ankarboyna, Swathi Ankati, Krishna Annam, Ara Anoshiravani, Gabriel
Rick Harrison, Chief Talent Officer – Consulting,
Anthony, Avinash Dariel Anthony, Christine Antogiovanni, Aditya Babu Anugandula, Michael Arana, Ann
Deloitte Consulting LLP
Arellano, Michelle Arndts, Allison Arnold, Meenu Arora, Anju Arora, Maliha Arshad, Bonnie
Arthur, Rebecca Ashburn, Patricia Ashley, Archana Shakuntala Rao Asirvadam, Anita Asirvadam, Vignesh
James Jaeger, Managing Partner, Talent, Deloitte LLP
Athipathy, Lucyann Attner, Omprakash Gopuram Avanachandu, Ayswarya Aviyoor Vasudevan,
Berendra Prasad Awasthi, Kanchan Vinod Kumar Awasthi, Asha Ayeetha, Uppala Vikram Babu, Nandini Babu,
Maritza Montiel, Managing Partner,
Kimberly Bachman, Brent Bachus, Preyanka Badruka, Jennifer Bagares, Maribeth Bailey, Deloitte University, Leadership Development,
Siddharth Baishya, Kelli Bakopanos, Anitha Balagopal, Shibu Balakrishnan, Suresh Babu Balan, Cynthia and Succession, Deloitte LLP

Balbuena, Vineeta Bhadresh Baldev, Valerie Baldwin, Seema Bali, Srivalli Balijepalli, Manasa Rao Bandari,
Amrita Banerjee, Seethal Som Banerjee, Bidhan Banerjee, Tiya Banerjee, Saritha Bangari, Barbara Banhidi, Jim Orr, Managing Partner, Partner Matters,
Deloitte LLP
Rafath Banu, Uday Barla, Harika Rao Barmavath, Mark Barnaba, James Barnes, Dorothy Baronda, Lisa Barson,
Joanne Bartucca, Jubi Baruah, Kimberly Basmajian, Chandra Sree Bathina, Sai Deepak Bathoju, Deborah
Mike Preston, Chief Talent Officer – Tax, Deloitte
Baumann, Adam Baumstarck, Aileen Baxter, Renae Beatty, Jennifer Becker, Samantha Becker, Nashone
Tax LLP
Becton, Vikram Bector, Tripurambika Beerelli, Shaheen Begum, Shaheen Begum, Falguni Kumar Behera,
Krystle Behrman, Alissa Bell, Carissa Bell, Saritha Bellapu, Caroline Bellizzi, Jeffrey Bennett, Charlotte Bennett,
Rick Rayson, Chief Talent Officer – AERS, Deloitte &
Bryan Bentlin, Elizabeth Berey, Edda Bergman, Igor Berin, Wendy Berk, Tony Hendricks Bernard, Leslie Berry, Touche LLP
Elizabeth Besanceney, Anupama Bethamcharla, Krista Beymer, Nitin Bhadur, Govindaswamy Bhaskaran, Brinda
Bhattacharjee, Supratik Bhattacharya, Shilpa Bheemisetty, Sukeshini Bhimsetty, Patrick Bianconi, Terry Bickham, John Zamora, Chief Diversity Officer, Deloitte LLP
Mary Beth Bielewicz, Jeffrey Bierer, Purnima Bijibilla, Kimberly Bilgere, Shwetha Biranthbail, Steven Bjerke,
Gretchen Bladek, Stephanie Blaufuss, Courtney Bock, Sandeepti Bodapati, Uday Bodapati, Sari
Bodmann, Elizabeth Boerner, Radhika Rani Boggarapu, Alyson Boggs, Linda Bohnert, Shweta Boishyo, Giridhar
Bolisetty, Latha Bollampalli, Shyam Sunder Reddy Bompalli, Julia Bonarrigo, Suzanne Boorujy-Rummler, Priya Borana, Diane Borhani, Courtney Bort, Gary Bottfeld,
Baji Koteswara Rao Boyanapalli, Rashmi Boyi, Janet Brady, Marisa Branton, Kelly Brastrom, Amy Braunstein Nurnberg, Mairin Bravo, Dana Briggs, Sripriya Brindavanam,
Franco Brindisi, Devon Brodhead, David Brookman, Colleen Brophy, Monique Brown Mercado, Shelby Broyles, Swapna Brungi, Maria Bruno, Mary Lou Bruno, Alisa Brussel,
Shaun Budnik, Milga Buehlmann, Stephanie Buescher, Angela Bullock, Ravikanth Bulusu, Michael Sailsbury Bunyan, Sandra Burke, Linda Burstein, Kiersten Burstiner, Brigette
Bustos, Jennifer Butchen, Janet Butchko, Joeann Calabrese, Nathalie Calero, Jane Callahan, Catherine Cannell, Alicia Carberry, Amabelle Cardenas, Ruby Ann Carlos, Debra Carlson, Jennifer
Carmody, Jennifer Carnes, Chad Carr, Margaret Carroll, Robert Carter, Shweta Carvalho, Leah Cascia, Heather Castelbuono, Melissa Castelluccio, Dana Catania, Lila Causevic,

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Chandrakanth Celamkoti, Daniel Centracchio, Laura Cerria, Christine Chaguaceda, Kalyan Chakravarthy, Tanusree Chakravorty, Madhavi Chalamalasetti, Lavanya Chalasani, Pavan Kumar
Challa, Sukumar Reddy Challa, Julieth Chambers-Osman, Clare Chami, Anna Chan, Haritha Deepthi Chandaluru, Vinod Chandramouli, Vicky Chang, Madhuri Chanuvala, Lisa Chartier,
Aretha Chatman, Kanchan Chaturvedi, Anshu Chaudhari, Pradeep Chennam, Jyothi Chennamadhava, Kristina Chernick, Angela Cherry, Tanuja Cherukupalli, Roberta Chew, Naveen
Chandra Chilla, Bhasker Rao Chiluka, Lakshmi Padmaja Chilukuri, Haritha Chintagunta, Chaitanya Krishna Chintaluri, Shashi Rekha Chinthapatla, Jo Chmura, Amy Christensen, Mary Ellen
Ciafardini, Ana Maria Clarke, Caroline Clements, Staceyann Cloutier, Kathryn Coates, Laura Cockrell, Jana Cohen, David Cohen, Lorien Colleran, Therese Collins,
Jessica Colmerauer, Angela Colten, Donna Comerford, Michael Conaghan, Jenny Cones, Dinakar Conjeevaram, Kelly Connelly, Mary Connolly, Ron Cooper, Natalie Cooper,
Tonya Corley, Taimyra Correa, Melisa Cortes, Debra Ann Cortez, Angela Cottrell, Jodie Cottrell, Scott Couchman, Dewann Courville, Elizabeth Covino, Michael Cowan, Cathy Craven Miller,
Natalie Crawford, Barbara Creagh, Susan Crifo, Carrie Crockett, Peter Cross, Elaine Cudney, Nicole Culotta, Marie Cumbest, Alberta Cummings, Erin Cunningham, Katherine Curtis, Mark
Curtis, Michelle Cusick, Agnieszka Czekajewski, Deborah Dacres-Laing, Leah Dagher, Aravinda Krishnamurthy Dahiya, Anne Dahlgren, Sheela Dalal, Meredith Dallas, Amy Daly, Carolyn
D’Amico, Grace D’Amore, Sharon Daniel, Sarah D’Anna, Adriana D’Arco, Peter Dardzinski, Jean Darlington, Rani Chittaranjan Das, Evan Davidson, John Davis, Rachel Davis, Alexandra
Davis, James Davis, Mark Day, Melissa Deabrunzzo, Patricia Deanda, Katherine T Deane, Laura Decker, Sangeetha Deenadayalan, Michele Defazio, Ellen Defendis, Tom Dekar,
Gina Dektor, Joanne Delia, Peter Demartin, Emily Demich, Anna Dempsey, Kathryn Dentinger, Neha Desai, Viswanatha Syam Prasad Devarakonda, Valerie Dexter,
Allison Deyenno, Chandana Dhandu, Suman Babu Dhulipalla, Linda Diaz, Jennifer Dicesare, Melinda Dickmyer, Karen Digenova, Eric Dingler, Carla Diogo, Martha Dirksen,
Kilambi Divya, Saveena Marina Dlima, Bernard Anthony Dmonte, Robin Dodge, John Doerge, Karen Doherty, Janelle Donaldson, Susan Donatelli, John Donato, Molly Donnellon, Donna
Donnelly, Rhonda Douglas, Dana Dovel, Gerald Dow, Tiffany Drake, Julie Drengberg, Fanny Drimonis, Sally Drohan, Neil Ernest D’Souza, Lizelle Felicia D’Souza, Saiprema Dubagunta,
Satyajeet Dubey, Amaravathi Dudala, Melissa Dugas, Sanjay Kumar Duhoon, Marybeth Dulle, Manjusha Durbhakula, Sudha Duruvasula, Barsha Dutta, Venkata Santosh Kumar Duvvuri,
Demetra Dyer, Denise Dyni, Mallet Easow, Stephanie Easton, Steven Ebeling, Karen Eber, Courtney Edde, Siddhartha Dev Edla, Melissa Ehlert, Jennifer Eichenberger, Jennifer Eimer,
Uttam Devkanth Ellandula, Kevin Ellerbrock, Victoria Ellis, Barbara Ellis, Kimberly Ellis, Holly Elsasser, James Elwood, Shilpa Ennala, Chandra Sekhar Erra, Hema Leena Errampally,
Amanda Esposito, Audrey Etheredge, Nhu Fabros, Kathleen Factor, Sloane Falcione, Audra Falk, Bilquis Fatima, Debra Faulkner, Lee Fazzi, Phyllis Fearncombe, Karen Feeney,
Firoz Fidai, Monica Figlewski, Kimberly Fine, Elizabeth Finer, Elizabeth Fingleton, Joanne Fink, Michael Fishkin, Kathleen Fitzgerald, Megan Flad, Cindy Flanagan, Alberto Flores, Megan
Florio, Jane Flowers, Angelia Floyd, Joy Foley, Gina Foody, Christine Forrester, Elaine Foss, Jacqueline Fountain, Michelle Fox, Bryony Frame, Sandra Francis, Annette Franklin, Stephanie
Freeman, Teresa Freeman, Michael Fuchs, Sally Fulkert, Cathleen Fullan, Jennifer Fuller, Mary Funkhouser, Sheila Gaarder, Kathleen Gabbart, Steven Gabriel, Beulah Gaddala, Monali
Deepak Gade, Lauren Galan, Jessica Gallo, Srilatha Gambhir, Srinivasulu Gandam, Neethi Susan Gandham, Kulbir Singh Gandhi, Raghavendra Prasad Ganesna, Jagan Mohan Gangiredla,
Deneen Gannuscio, Venkata Ratnam Sanjay Ganti, Rajesh Ganti, Maria Garcia Vilorio, Roy Garde, Michael Gardere, Jennifer Gardner, Katherine Garren, Kevin Garrett, Rajesh
Gatla, Walter Gavula, Susan Gawley, Jane Gay, Wendy Gayda, Megan Gayle, Douglas Gee, Julie Geiger, Kishor Gembali, Elise Geske, Pavan Kumar Ghosh, Ananya Ghosh, Jennifer
Giacomini, Mary Giannini, Gina Giannitelli, Allison Gier, Craig Gill, Nicholas Gillies, Dirk Glaubke, Carie Glazer-Casey, Janice Glazner, Amy Gleisner, Khalen Gloeckner, Nateesh
Goel, Danielle Gold, Melissa Goldkopf, Rachel Goldstein, Carlos Gomez, Subba Rao Gonella, Maria Gonzalez, Geri Gonzalez, Ashley Goodall, Rachel Gordon, Denise Gordon, Bhargavi
Gorthy, Angela Goss, Vamsi Mohan Gotam, Melissa Gottlieb Ackerman, Shivani Goud, Lydia Govada, Arun Gowtham, Caroline Grady, David Grant, Trace-Ann Green, Vera Gregory, Erica
Greiss, Sarah Gretczko, Julia Griffith, Monica Griggs, Elizabeth Grinnell Jones, Leslie Griswold, Danielle Gronefeld, Krishnaveni Guda, Marcia Guevara, Lisa Guillemot, Varija Guntiwar,
Anish Kumar Gupta, Srishti Gupta, Shailendra Gupta, Deepak Gupta, Vikas Gupta, Ram Guru, Nora Gutierrez, Diana Gutman, Nana Gyesie, Susan Habermann, Terrence Hackett,
Heather Hadfield, Peter Hadley, Melinda Haffey, Johnny Haines, Kathryn Hall, Courtney Hall, Jacqueline Halusek, Kara Halvorsen, Sandra Hambalek, Andrea Hampton, Whitney Hanlon,
Alicia Hanna, Christopher Hanusek, Robert Harman, George Harmon, Colby Harpool, Megan Harris, Wayne Harrison, Vardhan Amit Harsh, William Hassain, Marcia Haugstad, Deborah
Hayden, Anjanette Haynes, Honora Heavey, Soumya Hegde, Marsha Helm, Shannon Hennessy, Dana Henry, Tamara Hernke, Dawn Hilbrich, Matthew Hilleary, Christopher Hinkle, Bonnie
Hinrichs, Jana Hirn, Uyen Hoang-Vu, Evan Hochberg, Mark Hoffmeyer, Lisa Hogan, Alyssa Holcomb-White, Nicole Holliman, Tracy Hollingsworth, Andrea Holmes, Shenequa
Honablew, Yvette Honaker, Kathryn Hood, Jennifer Horsley, Deborah Horton, Rebecca Horton, Mary Houghton, Douglas Hoving, Kathleen Hoyng, Emmie Hughes, Sandra Hughes,
Shirley Hundley, Danielle Hundley, Lisa Hunt, Nancy Hunt, Tamseel Amina Husaini, Carli Hyatt, Hanumanth Indirala, Bruce Inghram, Harish Inturu, Rodrigo Iriarte, Hana Irie,
Michelle Ivey, Lyndor Jackson, Ellen Jackson, Smitha Rachel Jacob, Laquenta Jacobs, Beverly Jacobson, Anitha Reddy Jaddu, Manisha Jadhav, Radha Krishna Raju Jagadabhi, Neha Jain,
Pavan Kumar Jamalapuram, Christine James, Fran James, Lakshmi Jandhyala, Raymond Jannson, Lori Jansma, Arjun Jayaraman, Ladonna Jenkins, Christopher Jenkins, Shivani Jerath,
Emily Jett, Harikrishnan Chandran Joghee, Shelley Jogunoori, Dawn John, Jacintha Mary John, Billy Johnson, Jennifer Johnson, Anna Johnson, Katherine Johnson, Katherine
Johnson, Erin Johnson, Michael Johnson, Michele Johnson, Susan Johnson, Deborah Johnson, Julie Jones, Monica Jones, Mary Ann Joseph, Heather Jossem, Theodore Joyce, Melissa Junk,
Kristin Jureczki, Tanya Juskalian, Shanti K C, Marianne Kaczmarczyk, Kailash Kadiravan, Siva Rama Prasad Kadiyala, Anand Kailas, Parikshith Reddy Kaithi, Mohit Kakkar, Pavan Kalakanti,
Rachel Kalangi, Joel Joseph Kalengi, Kiran Kumar Kaleru, Ravi Kiran Kalive, Lori Kamauf, Sri Prakash Kamble, Shiva Prasad Kamini, Sirisha Kamireddipalli, Archana Kamrah, Nandu Kumar
Kanaganti, Pandu Ranga Kumar Kandikonda, Eliza Kang-Barron, Swetha Kaparthi, Phyllis Kapelus, Upasna Kapoor, Archana Kapoor, Pramila Karan, Amita Kasbekar, Mani Maheshwari
Katnala, Satyanarayana Ravikanth Kattula, Jessica Katz, Robin Kaufman, Rajwinder Kaur, Roxanne Kaur, Rohini Kaveti, Chandrakala Kawle, Sharon Kay, Kelly Keeler, Karen Keezel, Kimberly
Keller, Katherine Kelley, Meghan Kelly, Alaina Kelly, Leanna Kemble, Diana Kennedy, Christine Kenworthy, Catherine Keracik, Sowjanya Kesapragada, Sai Shyam Sunder Kesavan, Shiva
Kumar Keshavan, Meredith Ketter, Karina Khadaran, Shafeeq Khadri, Khushal Das Khajuria, Mohammed Khan, Ozma Khan, Cheryl Khan, Hyder Ali Khan, Mohammed Rafi Khan, Gaurav
Khandelwal, Prabhjot Khandooja, Anand Khanna, Deeksha Khanna, Sakeena Khatoon, Aakanksha Khosla, Maria Kichler, Christina Kiernan, Soung Kim, Erika Bogar King,

70
Marian King, Andre King, Lisa Kinsman, Jackie Kirby, Courtney Kirk, Aaron Kleinman, Kristine Klemm, Megan Knapp, Richard Knapp, Stefanie Knieriemen, Judy Ko, Sri Lakshmi Kodali,
Jyothi Kodte, Tirumala Reddy Koduri, Teresa Kolb, Abel Rajeev Kolli, Lorelei Komery, Rupesh Komma, Roopa Kommanapally, Praveen Kumar Konakondla, Omkar Chandramouli Konchur,
Kimberly Kondak, Lauren Kondo, Shiridi Sai Raj Kondoji, Chandra Sekhar Konduru, Sai Krishna Korivi, Deborah Kornhaus, Michelle Kosmin, Venkata Naga Kota, Sakthivel Kothandapani,
Rakshit Kothapalli, Manisha Kothari, Grishma Kothari, Sunil Kothwal, Padmavathi Kotla, Tracy Krause, Julia Kremer, Sowmya Krishnan, Geetha Krishnan, Srikanth Krovvidi, Ravi Varma
Kuchampudi, Sunil Kumar Kuchulakanti, Bhavi Kuckian, Shilpa Kuderu, Girish Anil Kulkarni, Adarsh Kumar, Praveen Kumar, Jayanthi Sampath Kumar, Renjith Kumar, Sowmya Kumar,
Ramavathi Kumari, Savita Kumari, Priti Kumari, Archana Kumari, Nidhi Kumaria, Kathleen Kunitz, Linda Kuo, Erin Kupsco, Savitha Kutty, Jodie Kyle, Julie Labounty, Rochelle Laderberg,
Jayesh Ladwa, Aaron Lafrenz, Michelle Lai, Karen Lai, Ramesh Lakavat, Nayana Lakkaraju, Atluri Lakshmikanth, Sangeeta Lalwani, Jennifer Lambiase, Elizabeth Lamplugh, Kelly
Lankwarden, Krista Lapunzina, Tara Large, Justin Larsen, Jane Larson, Susan Latimer, Lindy Laurence, Vincenza Lavanco, Elizabeth Lawrence, Christine Lazzar, Cecilia Leblanc, Nicole Lee,
Jennie Lee, Mary Lee, Edward Legate, Elizabeth Legg, Mallory Leib, Henry Lemien, Kathleen Lemley, Paul Lemmon, Krista Leofanti, Cathy Leonard, Alice Lerman, Christine Leser, Anna
Letsos, Nidhi Levesque, Pranesh Levi, Margaret Levine, Frances Levine, Melissa Levine, Treacy Lewald, Cheryl Lewandowski, Misty Lewis, Amber Lewis, Gail Lewis-Kelley, Jessica Liberman,
Larin Limones, Jennifer Livengood, Katrina Livengood, Tammy Livingston, Kailash Kumar Locharam, Venkat Kapil Reddy Loka, Kristen Longo, Meredith Longo, Erica Lopez, Jessica Lopez,
Patrice Loughlin, Jeannine Louie, Dawn Lowery, Kevin Ludwig, Jane Luety, James Luna, Dawn Lundgren, Julie Lykins, Virginia Lyon, Lynn Lyons, Tracy Macchione, Karen Macfee, Creah
Macglashan, Kristine Mackey, Suzanne Mackiewicz, Lavanya Madala, Jayanthi Maddala, Vinay Kumar Maddukuri, Medha Madhavan, Swapnil Madhekar, David Madhu, Lakshmi Soujanya
Madudula, Girish Kumar Madurai, Oleta Magnan, Atul Magoon, Diane Magri, Pardha Maguluri, Sasmita Mahapatro, Brighid Maher, Semanti Majumdar, Karteek Makena, Vartika Makhija,
Vineel Makineni, Pushyami Mallampati, Valerie Mamalis, Padmaja Mamiddi, Antony Mampilly, Revecca Manavis, Caroline Mancini, Suresh Kumar Mandapati, Bessie Mandes Airey, Swathi
Mandumula, Eddie Mangahas, Joyce Manger, Pavan Kumar Mangu, Kelly Manieri, Karen Mank, Alia Manly, Veena Mansani, Sarada Mantrala, Ramesh Kumar Marachi Venkata, Sailaja
Maradapu, Swetha Marapaka, Tracy Marcelli, Rani Marda, Swarna Latha Mareddy, Lakshmi Priya Marella, Hari Krishna Margana, Heidi Marijczyn, Paul Marinaccio, Dina
Marinello, Jennifer Markovic, Gloretta Maroon, Jennifer Marquis, Denise Martin, Priya Martin, Kristin Martinez, Kelly Marx, Maneesha Maslekar, Christine Massa, Tejal Master, Julie
Master, Nicholas Mastropasqua, Rajesh Masurkar, Ananth Raghav Mateti, Rebecca Mathys, Annette Mattice, Christopher Mattoni, Michelle Mauder, Brian Maxwell, Kelli May, Barbara
Mayfield, Lisa Maynard, Douglas Mazanec, Corina Mcaleenan, Sibyl Mccarley, Kathleen Mccoy, Meagan Mccoy, Jessica Mcdonald, Peggy Mceachen, Mary Mcgarvey, Melissa Mcglauflin,
Terrence Mcgoldrick, Michael Mcgowan, Michelle Mcgregor, Steven Mckinley, Jennifer Mckirdie, Marsha Mclaughlin, Douglas Mclaughlin, Hanna Mcmorrow, Peggy Mcnamara, Scott
Mcquillan, Constance Mcree, Tracy Mcshane Wilson, Erin Mcwilliams, Pooja Medakker, Suvarna Reddy Medapati, Deepthi Medicherla, Amjad Mehnaz, Varun Mehrotra, Carla Meiner,
Ilana Meirovitch, Tiffany Melcher, Rhonda Meleski, Heather Melzer, Aadila Memon, Gajendra Menon, Smitha Menon, Tiffany Mercer, Suma Ramanakumar Mereti, Michelle
Merjanian, Venkat Subhash Meruga, Bernadette Metrano, Ashley Meyer, Martha Meyer, Laura Meyer, Aileen Meyer, Marilyn Meyer, Deepa Thomas Micah, Richard Michael, Monique
Mignon, Melissa Miller, Lisa Miller, Lucille Miller, Terri Milton, Lisa Minei, Marcia Mireles, Debasis Mishra, Deborah Mistina, Nicole Mitchell, Tracy Mitchell, Gretchen Mitchell, Gunjan
Mittal, Jennifer Miu, Jennifer Moats, Kaplan Mobray, Nicole Moffett, Mujeebuddin Mohammed, Raj Kumar Mohan, Muneeruddin Mohd, Kajal Mohindra, Jessica Mohn, Syeda Nabeela
Moinuddin, Sally Molin, Nancy Molina, Jaimie Monahan, Milita Mondol, Stacey Montague, Vamsi Moola, Stacy Moore, Katharine Moore, Jennifer Moore, Fabricio Moraes, Elizabeth
Moran, Vivian Moreno, Kayla Morgan, Erin Morris, Michelle Morrison, Mary Mosley, Sridhar Motha, Tonya Motter, Gretchen Moxcey, Vajjha Sri Naga Mrudula, Melissa
Mueller, Jessica Muhlenberg, Nibedita Mukherjee, Kelly Mullen, Indu Murali, Rajesh Chirayil Muralidharan, Karyn Murphy, Karissa Murphy, Christine Murphy, Sandra Murtagh, Saikumar
Murugan, Dinesh Kumar Murugesan, Padmaja Mushini, Shanthi Mutcherla, Shelley Myer, Robin Myers, Kumar Nachiketa, Sivaramakrishna Nadakuduty, Swathichitra Nadimetla, Prathyusha
Nagaram, Vinay Nagavelly, Kirandeep Kaur Nagra, Jyotsna Mahendra Naidu, Swathi Ramesh Naidu, P Rishikesh Naidu, Preeti Naik, Rohini Nair, Anitha Nalla, Swathi Namburi, Bryan
Nance, Alaka Nanda, Srinivasa Ramanujam Nanduri, Ramesh Nandyala, Priyanka Nanga, Ranganayakalakshmi Naraharisetty, Nagaswathi Naralasetty, Mahesh Naram, Santhoshi Nareen,
SV Nathan, Narendra Singh Nathawat, Salini Sankar Nellikkayil, Hillery Nelson, Rupa Kiran Nerella, Elissa Newman, Elizabeth Nguyen, Lisa Nichols, William Nickey,
Lorin Niedbala, Shweta Nigam, John Nigro, Jennifer Nines, Pabbaraju Roja Nirmala, Kimberly Noah, Robin Nodsle, Lara Nolen, Nancy Nonne, Lisa Noveck, Hima Pravalika
Nullka, Dina Nusser, Kathleen Nyhan, Kelly Oakes, Jacqueline O’Connor, Jamie Ocwieja, Kristina Oderinde, Lyndy Olinger, Juliana Oliver, Ernest Oliveros, Lacey Olsen, Marcella
Omo, Praveen Omprakash, Jessica Oms, Ogechi Onyewuotu, Jeffrey Orlando, Danielle O’Shea, Preeti Pachapurkar, Melanie Paggioli, Siva Ratnakar Paidisetty, Narmatha Pakkam
Balasubramaniam, Nicole Palagonia, Kiran Kumar Palli, Allison Palmer, Preethi Panasa, Kamini Pandey, Maya Pandey, Gautam Pandey, Aruna Pandiri, Gurjeet Kaur Panglia, Venkatesh
Panja, Kristin Pantle, Marcia Papalas, Himanshu Parida, Pankaj Jitendra Parikh, Neharika Parimi, Jennifer Park, Amy Park, Amita Lucas Parkhe, Sara Parsons, Jyothi Paruchuri, Spandana
Pasupuleti, Sonal Patel, Swati Patel, Pallavi Raj Pathi, Aruna Patibandla, Venkat Ramana Reddy Patlolla, Megan Pattie, Sumana Paturi, Antonina Pavlinova, Lora Pawlowski, Cindy Pechal,
Balamani Pedda, Jodi Peduzzi, Janine Peek, Ravi Varma Pehmetcha, William Pelster, Leslie Pena, Arun Kumar Pentapati, Keerthi Chandra Penumutchu, Matthew Percia,
Adeline Catherine Pereira, Moses Pradeep Pereji, Pnina Perelmuter, Ilango Periapoilan, Naveen Periembiti, Theresa Perkin, Sathish Perumahanti, Sandeep Peter, Kim Peterson, Brianne
Petricone, Yashaswini Peyyeti, Sheetal Philips, Kathy Picard, Allandro Pierre, Sanjay Pingali, Lyndonjohn Pinheiro, Susan Pino, Cheryl Pinter-Veal, Kathryn Pisciotta, Todd
Pistilli, Indira Satya Kusuma Pitchikala, Sreelakshmi Pitla, Prathima Pitta, Jennifer Plant, Michelle Pletkin, Katelyn Pniak, Leeanna Pochyly, Betty Gnana Prabha Podapati, Patricia Pogemiller,
Chandra Shekar Pologoni, Pranitha Polsani, Sudha Latha Ponnala, Naveen Kumar Ponnuru, Amy Ponto, Beth Popler, Prakash Pothumudi, Jennifer Powell, Linus Deepak
Prakasham, Rashi Prasad, Maruthi Prasad, Janani Pratheb, Konuthula Sarada Pratibha, Sherri Price, Darcy Price, Sharon Prisco, Niraja Priyadarshini, Colleen Ptak, Chitralekha Pulavarthy,
Lakshmi Anupama Pullabhatla, Smitha Punukollu, Niveditha Rao Puppala, Swathi Putigampu, Joan Quigley, Leslie Quinn, Ellen Quint, Saba Sadat Qureshi, Kathryn Rado,
Sounderya Raghav, Deepika Raghavan, Rengan Raghavendran, Arun Kumar Raghunathan, Belinda Raguindin-Hasal, Nagarajan Ragupathy, Yashlok Bhutia Rai, Debra Rainwater,

Talent Annuity Report Talent Serving Talent 71

Naresh Raj, Sobia Raja, Aravind Rajagopalan, Venkatasubramanian Rajagopalan, Srividya Rajan, Aditya Rajan, Thirumavalavan Veeranathevar Rajaram, Prabhu Shankar Rajendran, Dinesh
Kumar Ramakrishnan, Suresh Raman, Raj Pancham Ramdas Adaikal, Andrea Ramer, Shilpa Ramesh, Preethi Ramnarayan, Rajani Rangu, Victoria Rani, Francesca Ranieri, Girish Koppal Rao,
Niranjan Rao, Nischala Rao, Rajendra Rao, Vishwanath Rao, Bhanu Prasad Rasala, Laura Ratcliff, Michelle Ratcliffe, Rupa Rathod, Prabakar Ravichandran, Yogitha Nakka Ravindra, Vasudha
Ravuri, Venkata Subhash Rayaprolu, Farhana Raza, Melissa Reck, Albert Redding, Jyotsna Madapati Reddy, Palla Sreedhar Reddy, Mangala Redkar, Aliya Redmond, Shannon Redmond,
Joshua Reed, Nikki Reed-Ziehr, Stefanie Reese, Kim Renaud, Christin Rentzel, Krishna Repaka, Santina Repetto, Michele Reyes, Thomas Reynolds, Bonnie Richardson, Carter Ricks, Jade
Riley, David Riley, Kerry Riley, Cynthia Rippetoe, Harbir Singh Rissam, Elizabeth Rizzo, Elizabeth Roberts, Angela Roberts, Andrea Roberts, Laura Robinson, Robert Roden,
Kellene Rodgers, Jonathan Rodriguez, Anadelia Rodriguez, Carolyn Rodriguez, Meredith Rog, Joanna Rohde, Patricia Romeo, Tabitha Francis Rompicherala, Ashley Roos, Sonja Rosario,
James Rose, Sheila Rosenfeld, Glen Rosenthal, Julie Ross, Nicole Rossi Pavone, Nicole Rotem, Rochelle Roth, Lora Rothe, Angela Rothe, Denise Rousseau, Chandan
Roy, Robyn Rudeen, Casey Rudey, Cybil Ruh, Kendy Rusiewski, Sheri Ryan-Soderlund, Nisha Sabbithi, Diane Sabella, Greesha Sabnekar, Emanuela Sacca, Elizabeth Saed, Swetha Sagar,
Pendyam Prashanti Sagar, Monica Sagrario, Sipra Sahu, Freddie Sainz, Rocio Saldana, Kumar Reddy Salvindla Velangani, Mary Sammann, Ranjitha Samudrala, Vanita Urmila Samuel, Deepa
Sandeep Kanth, Rick Sanders, Allison Sandford, Robin Sanger, Simran Kaur Sanghera, Zdenka Santorelli, Simmi Sarna, Mohammed Ali Sattar, Rajamandri Satyam, Elizabeth Saul,
Melodie Saunders, Rachana Savadathi, Andrea Savage, Sathiaseelan Savari Dass, Sudhakar R Sawant, Anusha Saxena, Kanchan Saxena, Rebecca Scanlan, Denise Schaaf-Moralishvili, Lara
Schecter, Denise Schimmoeller, Neda Schlictman, Christina Schneider, Lisette Schnieders, Allison Schuler, Amy Scott, Crystal Scott, Pamela Seats, Jane Sebok, Sherise Selvey,
Arpita Sen, Rolly Senapati, Smita Senguptadas, Kirsten Sequeira, Colleen Serrano, Kalyan Kumar Seshadri, Steven Severin, Marlene Sevilla, Martha Seymour, Katie Sguazzin,
Jill Shabelman, Janeen Shaffer, Mohnish Shah, Kavita Shah, Raihan Shahzada, Mehjabeen Shalam, Anne Shannon, Bhavna Sharma, Neha Sharma, Meghna Sharma, Mamta Sharma,
Karan Sharma, Prajita Sharma, Gagan Sharma, Elizabeth Sheils, Barbara Sherretz, Kristen Shibayama, Janet Shim, Rhonda Shively, Sujatha Shivsankar, Alice Shoemaker, Susan Shons,
Kathleen Shoztic, Preethi Shree, Harshita Shrinagesh, Pragya Singh Shrinet, Susan Shuler, Terri Shuman, Swapna Sidantham, Sweta Madan Siddamsetty, Humaira Siddiqua,
Feroz Siddique, Carolyn Siemens, Amanda Sigmund, Jill Silverstein, Geetha Simha, Keesha Simmons, Kimberly Simmons, Jenifer Simon, Monica Simon, Sedrick Simpson, Nazila Sina,
Anurag Sindhu, Vasavi Priya Singampalli, Pankaj Singh, Swati Singh, Pujitha Singh, Kamal Preet Singh, Smita Singh, Abhilasha Singh, Bipin Singh, Ekta Singh, Rohan Singhai, Dipti Singhal,
Meghana Singh-Upadhyay, Angalena Singletary, Avantika Sinha, Pamela Sinnott, Anil Sistala, Sridevi Sistla, Katherine Sitter, Swathi Sivalanka, Lalita Sivaraman, Sriganesh Sivasubramanian,
Anil Kumar Sk, Brenda Skaritka, Karine Skidmore, Rebecca Slattery, Kevin Slogick, Daniel Slowinski, Shannon Smith, J.C. Smith, Timothy Smith, Heather Smith, Tamala Smith, Laura Smith,
Sydney Snyder, Robert Sobiech, Heather Sohocki, Loni Solomon, Heidi Soltis-Berner, Anurag Som, Holly Sommer, Michele Sommer, Julie Sonner,
Konatham Soundarya, Josephine Spadaro, Melissa Spagnolo, Susan Sparkman, Charles Spaziani, Rebecca Spiros, Deepak Sridhar, Jagan Mohan Srinivas, Deepika Sripada, Ravi Rama
Krishna Sripada, Durgesh Srivastava, Annia St Hilaire, Kristine St Martin, Michael Stahl, Amy Stanchak, Sandra Stanfield, Sandra Stangeby, Leslie Stanton, Mollie Stark, Susan Steele,
Lisa Steele, Janice Steffen, Simon Toney Stephen, Lani Stern, Gina Stewart, Stacy Stewart, Sharon Stilwell, Anne Stoehr, Laura Stokker, Patricia Stone, Jennifer Straccia, Alison
Stracke, Angie Strawmyer, Gina Striffler, Andrea Stripling, Renee Sturm, Sarah Stysiack, Rahul Subhedar, Blair Sullivan, Jennifer Sullivan, Tracy Sullivan, Kerry Sullivan, Maria Sullivan, Patricia
Sullivant, Gousiya Sultana, Nasreen Sulthana, Kelly Sunderbruch, Revathi Sunkara, Rakesh Surendran, Vedagiri Suresh, Swathi Surya, Kathleen Suryan, Margaret Sutton, Gordon Svoboda,
Jennifer Swagler, Jennifer Sweet, Marc Swetlitz, Kaitlin Swett, Abu Syed, Ravindra Kumar T N Siddineni, Navya Tadepalli, Avanthi Tadepalli, Mary Sujatha Tadi, Deepak Taduru, Lalitha
Padmaja Tangirala, Nisha Tanna, Lisa Tannenbaum, Abhishake Tanniru, Archana Rav Tatipalli, Amy Telisman, Sumit Kumar Temley, Monica Terranova, Nisha Lata Thakur, Vinay Nareshsingh
Thakur, Satyanarayan Singh Thakur, Nakkeeran Thangiah, Theres Thienpont, Amy Thomas, Sundeep Manikprabhu Thorlikonda, Leslie Tice, Courtney Tillotson, Lyndsay Tincher, Sonya
Tinsley, Amy Titus, Pratul Tiwari, Nicole Tobin, Beth Torrens, Allison Trecker, Lynn Trondle, Elisabeth Troop-Pollack, Frank Tuccillo, Sukeshni Bai Tulasi, Jenny Tullier, Dennis
Tully, Gowtam Tulugu, Leigh Tummelson, Jamie Twersky, Syed Abrar Ul Haque, Leigh Underwood, Sahithya Lakshmi Pavani Uppaluri, Shrividhya Uppuluri, Jill Upshaw, Ladonna Upshaw,
Ramakanth Utpala, Tom Uy, Sunny Vadepalli, Srihari Vadlamudi, Veena Vaidyanathan, Nicohle Vainner, Swetha Vajapeyayajula, Zahan Vakeel, Aatif Ahamed Valai Razack, Amulya Savithri
Valluri, Barbara Van Bogart, Brienne Van Conant, Leslie Van Sant, April Van Vlaardingen, Brittainy Van Zandt, Lavan Kumar Vangapandu, Ravi Kishore Vangapandu, Kalyan Varanasi,
Melissa Varkoly, Eesh Dev Varma, Lailo Varsa, Aarthi Vasant Kumar, Anitha Vaska, Maureen Vaughan, Vinod Kumar Vayalamkuzhi, Poornima Arcot Vedhachalam, Vinay
Kumar Veeragoni, Suganya Veeraraghavan, Satya Sairam Velagaleti, Rahul Reddy Velakacharla, Abraham Alexander Velloor, Deepthi Pushpa Velpula, Preethy Veluthuru, Venkat Ram Kumar
Vempati, Pooja Vemuganti, Pavankumar Vemuri, Ramakrishnan Venkataramanan, Sai Poornima Venkatesh, Brielle Ventura, Suzanne Vickberg, Nishant Vijaikumar, Tulsidhar Vijay Kumar,
Vishnu Vinjarapu, Sandeep Virmani, Vasupriya Vishwanath, Ramaswamy Vishwanathan, Divya Viswanath, Donthi Kasi Viswanath, Naveen Kumar Vittal, Debbie Vogel, Praneeti Vohra,
Deepthi Vorem, Archana Ramu Voruganti, Tammy Vrahopoulos, Narasimhan Vuruputoor, Kalyani Swamy Vyakarnam, Emily Wadsworth, Anne Walder, Kimberly Walker, Amy Walker,
Cheryl Ward, Melissa Ward, Robert Warmkessel, Eliza Warring, Mary Waryga, Megan Waters, Leigh Watkins, Tamara Watson, Heather Weaver, Kristine Webb, Charlie Webb, Arianne
Weeks, Meegan Weiland, Anne Weisberg, Katherine Weiser, Karleen Westermeyer, Deborah Wetzel, Jennifer Weymouth, Shanon Wheeler, Kevin Whirity, Stacey Whitaker,
Michelle White, Tracie White, Catherine Whitman, Kathryn Wilburn, Gina Willbanks, Lisa Williams, Meredith Williams, Susan Williams, Sheila Williams, Marina Mary Williams, Amy
Willmert, Amanda Willott, Rebecca Wiltgen, Leslie Wingate, Stephanie Winkel, David Winston, Jennifer Wiseman, Kathryn Wittenbraker, Melissa Witthoft, Renee Wolfe, Michael Wolfe,
Kiersten Wolf-Petrucci, Shira Wood, Shari Wood, Michael Woodworth, Colleen Wright, Chiara Wrocinski, Brandon Wynne, Mudike Swapna Yadav, Sarala Yarasani, Ramani Yarlagadda,
Kishore Goud Yerra, Sathish Yerroju, Rajasekhara Reddy Yeturi, Amy Yeung, Anupama Yohan, Kellie Young, Alison Youngquist, Joseph Zakierski, Marjan Zamani, Beth Zellers, Melanie
Zentner, Jennifer Zierden, Mark Zoeller, Melissa Zoon, Mike Zychinski

72
Let’s see how you did...

Percentage of U.S. Number of Deloitte

and India offices with alumni using AlumNet
videoconferencing facilities

80 55,000+ Here are answers to the Talent by the numbers quiz

found on the front inside cover.

Number of our Percentage of our

people who hold nonprofit people who report flexibility
board positions around where they work

2,000+ 89
Average total days
earned for holidays, Resumes received for
vacation, illness, etc. positions at Deloitte

35 315,000

Number of our people who
volunteered on IMPACT Day
32,000
Number of women
partners, principals,
and directors -
a milestone in our history
1,000+

Percentage of new hire Average number of

offers accepted monthly visitors to D Street

88 10,000

Number of learning Number of acres in

hours logged by our people Deloitte University campus

2.4 mil 107

 Copyright © 2010 Deloitte Development LLC. All rights reserved.
Publication #100006 Member of Deloitte Touche Tohmatsu