jobs board
select employer
choose an employer

Featured job positions

job title
view all available jobs >


    Deloitte Australia has close to 6000 people located in 16 offices across the country, providing a broad range of audit, tax, consulting and financial advisory services to public and private clients.

    Deloitte Australia has close to 6000 people located in 16 offices across the country, providing a broad range of audit, tax, consulting and financial advisory services to public and private clients.

    One of the critical success factors to our growth is embracing gender diversity to win the war for talent in this country. At Deloitte we recognise that equal opportunity for women is a key driver to our sustainability and our ability to attract and retain talent.

    Our Inspiring Women initiative supports our vision of remaining the professional services firm of choice for talented women. We are committed to building the leadership capability of our women, leveraging our learnings to help our clients and driving a performance culture.

    The Inspiring Women's initiative is about ‘getting our unfair share of female talent’. It is not simply about increasing the number of women we recruit. It is a planned program that has been running for nine years, focusing on supporting and developing women across the entire span of their career.

    Social media

    Deloitte is increasingly recognised as a leader in the use of social media. Our approach to social media – a pragmatic, professional and adventurous approach – was built on the brand values we all share, in particular empower and trust.

    There are many ways we have pioneered social media channels as a firm:

    • Externally through recruitment, with our clients, at events, conferences, on Twitter, Facebook and in the media and blogs.

    • Internally, on our own Deloitte Innovation Academy, on our micro blogging tool, Yammer, which has several groups promoting inclusion, such as:

    a) Lesbian Gay Bisexual Transgender Intersex (LGBTI) Employees and Allies

    b) Inspiring Women

    c) Diversity at Deloitte

    d) IDentity champions


    We have empowered our staff to delve deeply into the online world. We have supported them and watched as our trust in their abilities has been rewarded. Suggestions such as “We should create a Yammer group for this” or “We should use Twitter for that” are now commonplace.


    For available positions, check out careers at Deloitte.


    Life at Deloitte

    Partner Content

    Step up and be counted in the workplace

    June 29, 2015

    Confidence is one thing, but having a strategy, seeking the right advice and even getting more education can help you secure the career you want.

    Knowing one’s worth can be an underlying struggle in any professional’s career. In particular, women can feel they lack the seniority, expertise or contacts to apply for a promotion or pay rise. Others might feel qualified for a new role, but seem to be consistently overlooked by management.

    According to the Australian Bureau of Statistics, the national gender pay gap is currently at 18.8% with men coming out on top. The source of the discrepancy is complex, but gaining confidence and recognition in the workplace can be an important step for women hoping to maximise their pay potential.

    Louise Harvey-Wills, Executive General Manager, People at NAB, says even in egalitarian workplaces women can do more to leverage their skills.

    “You can be working somewhere with the best policies, programs and practices that give both men and women the same career opportunities, but if you don’t believe in yourself and take advantage of the career opportunities then you may be compromising your personal value.”

    Those career opportunities might not be immediately obvious. With women often feeling as though they need to be overqualified for a position, Harvey-Wills says they should be proactive and try to push their own boundaries.

    “To get noticed we should all take chances and step out of our comfort zones to make this happen. Don’t wait for opportunities to come to you.”

    That same proactive solution can apply to women who feel undervalued in the workplace. Harvey-Wills advises women to communicate directly with their senior managers, raising constructive solutions, not just complaints.

    Don’t just wing it

    Taking control over one’s career requires not just confidence, but also time and research.

    “One tip I have for women to improve and gain more confidence around financial matters and their careers is to ensure they invest the adequate time in themselves,” says Harvey-Wills. “Talk to people who have the knowledge and skills that you’re after.”

    She also recommends women thoroughly research both global and local trends in their industries and other markets.

    “And leverage your networks to test your thinking and your reasoning to give you the confidence you need.”

    The importance of role models, sponsors and mentors – one’s personal board of directors – should not be underestimated, notes Harvey-Wills.

    “Your sponsors are integral in your career progression and development, so use them.”

    The professional networks gained in the course of a woman’s career can help expand her skills and consolidate her expertise.

    For those looking to gain new skills or change the direction of their career, education can also be a valuable source of confidence. Study, says Harvey-Wills, can give professionals new ways of utilising their existing skills, and challenge their thinking.

    However, she advises women think carefully about what they hope to gain from study before embarking on a new course.

    “When determining if study is right for you, be clear on what you want to achieve from it and how it relates to your career aspirations,” she says.

    “Technical skills and experience are important and can often be achieved learning on the job or from a secondment opportunity.”

    Success lies in your attitude

    Ultimately, Harvey-Wills says, having the right attitude can be one of the biggest assets in a woman’s career.

    “You need to have the confidence and self-belief to back yourself, whatever your age or experience. If you believe you can do something and present it confidently, then you minimise the chance of underselling your true skills and the value you can bring,” she explains.

    “Be authentic to your values. If you are true to yourself, your ambitions and your priorities, it can only strengthen your earning potential.”

    For more information on NAB’s Start Counting program visit:

    Written by: Jessie Richardson

    What's on offer at Deloitte

    Partner Content

    In order to qualify as a Select Employer, we ask employers to address at least 60% of the ten items on the Select Employer criteria list including:

    Senior leadership

    The employer has a rising number of women in senior positions and a pipeline of female talent.

    Flexible careers

    The employer can demonstrate where flexible working arrangements have led to promotions.

    Deloitte’s flexible work practices include telecommuting, career breaks, purchasing additional annual leave, flexible hours, paid parental leave and childcare support for part-time employees. The key to our success in building a flexible culture is getting the balance right – ensuring our people have a supportive partner and counselling manager, a like-minded mentor and that the flexibility we offer can be tailored to meet individual needs.

    Supported by the CEO, Giam Swiegers, we want women to know that they can grow their careers and have a family. Deloitte has promoted a number of women while they have been on maternity leave.

    International travel

    The employer offers opportunities for employees to gain experience in international markets.

    Parental Leave

    The employer offers paid parental leave.

    Leadership Training

    The employer offers leadership training programs to staff, either internally or externally.

    Deloitte is committed to developing a culture where the capabilities of all our people are fully harnessed and developed. We offer a number of development opportunities including:

    • Inclusive Leadership Program: Launched in 2012, this is for all partners to ensure our leaders have an understanding and appreciation of the importance of Deloitte’s diversity strategy and how to best manage and leverage diverse talent.

    • Business Skills Development workshops: Development opportunities that have been provided to over 200 women to help them gain various business skills such as creating succinct and quality presentations and facilitating quality conversations with clients.

    • Xplore Career Resiliency program: Rolled out for the last three years, Xplore programs have been provided to our most talented senior analysts, senior consultants and managers.

    Women on the board

    At least 20% of the employer’s board positions are occupied by women.

    At Deloitte our executive committee is made up of 11 members (excluding the chair).

    As at FY13, 27 per cent of our board is comprised by women.

    Women on shortlists

    The employer has a demonstrated policy of ensuring women are always shortlisted for positions.

    In 2009 we recognised that the small portion of women at the senior level of the professional services talent market meant our gender-blind recruitment processes were not enough to hire the talent that we wanted to attract. We have since launched a program called Getting Our Unfair Share of Female Talent (GOUSOFT) to improve how we identify, engage with and track talented women to hire.

    Mentoring and sponsoring

    The employer offers mentoring and/or sponsorship programs to women.

    Developed by the Deloitte Business Women Council, which involves our top 22 female talents, Mentoring@Deloitte was launched nationally in 2010. Designed to engage and retain both women and men across Deloitte, more than 1000 people signed up to be mentees and more than 700 to be mentors.

    In 2012, Deloitte invested in a new tool and technology to enable measurement, visibility and the identification of high potential, talented directors, providing a more strategic approach to talent identification. To compliment this process, all high potential, talented directors were assigned with mentors and sponsors to support them individually.

    Diversity Program

    The employer boasts a wide-ranging diversity program that has the buy-in of key senior leaders.

    Deloitte is all about celebrating the diversity and culture of our people. We have many programs to foster talent from all walks of life and to ensure a fair environment where opportunities for growth are open to all. Two key initiatives are the Inspiring Women and Cultural Diversity programs.

    Inspiring Women program

    Our Inspiring Women initiative supports our vision of becoming the professional services firm of choice for talented women. We are committed to building the leadership capability of our women.

    And the program works. Since 2001, we’ve been recognised by the Office for Equal Opportunity for Women in the Workplace as a leading ‘Employer of Choice for Women’. In 2008 we were named the 'Leading Organisation for the Advancement of Women' (>500 employees).

    Cultural diversity program

    Our cultural diversity program is all about recognising our cultural differences, celebrating them together, and tapping into the different things that make our people perform best.

    Deloitte CEO, Giam Swiegers, is a key proponent of the firm’s cultural diversity initiative.

    "Cultural Diversity is about the hard facts. Deloitte is changing. The market is changing. And all of Australia is changing. We have to understand these changes, set procedures in place and where necessary, alter perceptions and behaviours within the firm, in order to have a strong organisation that understands and nurtures all of its talented people."

    Gender Targets

    The employer publicises and actively works to achieve gender targets across different levels.

    Deloitte’s Inspiring Women initiative, which has an aspirational goal of 25 per cent female partners by 2015, is about “getting our unfair share of female talent” within the marketplace. To do this we need to ensure we attract, develop, profile and retain our female talent.

    The Inspiring Women program has become a key Deloitte business priority with its goals built into our performance metrics, which are reported on quarterly. Business segments are measured on statistics such as the number of female leaders and retention. This is also a standing agenda item for all business reviews with the CEO, board and executive committee, ensuring a focus at both an organisation-wide and granular level.

    Stay Smart, Get Savvy

    Must-know news for Professional Women

    Stay Smart, Get Savvy!

    Must-know news for Professional Women