Internal Client Services - Associate Director: Diversity & Inclusion at Deloitte

Job Description

Main Purpose of Job

• The Diversity & Inclusion (D&I) Leader works with the Deloitte Africa Leadership team to design, develop, implement and monitor the firm's Transformation and D&I strategies in alignment with the firm’s global D&I strategy and the Africa business strategy. This role is responsible for developing and implementing the D&I strategy across East, West and Southern Africa and drives locally relevant, leading-edge diversity and inclusion initiatives that:

• Strengthen our inclusive culture

• Increase and support women in leadership

• Work toward diverse representation in our workforce

• The D&I leader partners with champions across the organization to enhance our D&I vision and provide advisory support to the business on internal and external best practices, principles and processes

• This role is also responsible for ensuring compliance and optimal performance against the Employment Equity legislative requirements and B-BBEE Scorecard in South Africa

Differentiators for this specific role

• Develops, implements and monitors the firm's B-BBEE, Diversity & Inclusion and Transformation strategy (including EEA) - hereafter referred to as the Transformation strategy - taking into consideration the requirements of the B-BBEE Act, EEA, Global Member Firm standard requirements, unique cultural and demographic challenges of each region and the firm’s black and female ownership targets.

• Ensures optimal scores against the B-BBEE scorecard to maintain our brand positioning as the undisputed leader in this space.

• Works with business to achieve the firm’s ownership targets.

• Develops, implements and monitors the firm's B-BBEE, Diversity & Inclusion and Transformation strategy (including EEA) - hereafter referred to as the Transformation strategy - taking into consideration the requirements of the B-BBEE Act, EEA, Global Member Firm standard requirements, unique cultural and demographic challenges of each region and the firm’s black and female ownership targets.

• Ensures alignment of the Transformation strategy and policies with the firm’s broader Talent strategies.

• Facilitates the attraction, development and retention of black and female professionals through development of focused Talent strategies.

• Supports the business to ensure a robust pipeline of talent is available to meet the firm’s targets

• Communicates internally and externally to all relevant stakeholders on the firm’s Transformation strategy, goals and successes 

• Support the firm's proposals process by providing strategic insights into the firm's Transformation goals, B-BBEE strategies and successes

• Analysis, reporting and advising EXCO of progress and challenges against the Transformation strategy and the black and female partnership pipeline

• Ensures that all legislative and reporting requirements are met with regards to EEA and B-BBEE.

• Drives the Firms BEE scorecard

• Drives the Firms ESD strategy 

• Ensure alignment to the firm’s societal impact programme, WorldClass.  

• Managing the B-BBEE Committee, comprising of stakeholders from Ownership, Skills Development, Procurement and Audit Graduate Recruitment and sets the plan for them on what the firm needs to achieve.

• Provides the D&I Steerco with an update on Transformation and D&I. Supporting role to the Managing Partner of People & Purpose 

D&I (Africa)

• Acts as a Diversity and EE advisor to the Ethics Officer.  

• Assigned high risk Speak-up cases by the Ethics Officer

• Advisory and monitoring role with the business leaders and Talent partners on D&I

• Member of the Global D&I Advisory committee 

• Serves as an inclusion advocate - with a passion for the space, subject matter experience and expertise and a clear understanding of the business imperative for inclusion

• Provides oversight for key action areas including scorecard updates, ALL IN assessments.

• Aligns with global guidance, leveraging resources made available through Global Talent

• Builds internal and external eminence and brand through Deloitte's D&I vision

• Develops and drives the D&I strategy focused on attracting, retaining and advancing a diverse workforce (including but not limited to under-represented minorities and women) and strengthening our inclusive culture

• Conducts member firm assessment of diversity and inclusion progress and gaps (ALL IN and/or Global Talent standards D&I assessments) and monitors progress on closing gaps

• Collaborates with key stakeholders in the firm to ensure diversity and inclusion support and proposed solutions are relevant to different regions and geographies

• Designs, develops and maintains solutions to address the firm’s D&I needs e.g. Respect & Inclusion engagement sessions

• Works with key stakeholders to support the seamless delivery of inclusive leadership programs and to identify and reduce unconscious bias in all talent and business processes

• Listening to, and advising on innovative solutions for, diversity and inclusion challenges as they arise, being cognizant of the evolving expectations of today's workforce

• Forms and oversees an Inclusion committee to bring together various lines of business or focus areas to execute against annual priorities

Employment Equity Manager S24 of EEA55 of 1998
(Delegated Authority)

• Develops the EE report for the Firm, and monitors the EE plan through:

• Elimination of discriminatory activities and rectification of imbalances in the composition of the workforce, specifically regarding race, gender and disabilities.

• The implementation of affirmative action measures to eliminate barriers to employment equity and to ensure that previously disadvantaged individuals are able to access and advance employment within the company.

• The monitoring and progress towards reflecting the demographic profile of the country in all occupational levels within the company.

• Establish fair and equitable employment opportunities and conditions of service for all staff members.

• The retention and development of employees, including job applicants, who have been disadvantaged on the grounds of race, gender, and disabilities.

• Implementation of a performance oriented culture within the company that promotes equality in performance contract definition, measurements, development and remuneration.

• The creation of a culture that will support and encourage employees to respect diversity.

• The promotion of compliance with the B-BBEE policy of the company

• Responsible for the Employment Equity Forum for the Firm as assigned manager

• Assisting the Reward Team with Pay Parity – equal work for equal pay for the Firm.  

• Ensures through the D&I Steerco that we are aligned to Equity requirements  

Board Participation

• Subject matter expert for the D&I Steerco

• Prepares D&I content for Board meeting

• Drives and chairs the Firm’s National Employment Equity Forum

Change Management

• Stakeholder engagements with the DTI for the codes and the DOL for Employment Equity. 

• Represents the Firm on the Global Inclusion Community of Practice

Qualifications

Minimum Qualifications: 

• Honours Degree

Desired Qualifications: 

• Postgraduate qualification (relevant to Service Area / Business Management, etc.)

Minimum Experience

• 12+ years’ working experience of which 8 should be at senior manager level with at least 2 year’s focusing on BEE Codes/Employment Equity

Desired Experience

• 4+ years in a senior management role 

• Extensive experience and expertise in B-BBEE, EEA and driving organisational change

Additional Information

Key Performance Areas: 
Strategic Impact:

• Gives significant input into the development of Service Line strategy  in relation to specific area of expertise 

• Directs implementation of strategy within area of expertise through detailed plan including:

  • Identification of change initiatives that support the Firm's and Service Line specific strategic objectives

  • Approval of team's implementation plans with timelines, actions and measures for success

  • People plan to deliver on set goals

  • Communication plan in terms of vision and delivery of strategy related to own Service Area 

  • Defined reporting requirements for tracking of plans 

• Supports leadership in achievement of overall Firm’s strategic objectives

• Works with own Service Line leadership team to deliver on EXCO mandate to own functional area

• Establishes and maintains external business relationships within area of expertise to collaborate on, share and implement best practice

• Builds strong professional relationships across Deloitte Service Line leadership levels to understand varying needs of different areas 

Client Impact: External / Internal

• Oversees delivery of a significant area of a Service Line within area of expertise with close collaboration with other specialised areas across Service Lines

• Provides support to Service Line leadership, contemporaries and teams on strategic / complex technical issues

• Acts as sounding board to teams on business decisions and direction as needed

• Develops thought leadership within area of expertise and shares knowledge through internal/external presentations, and to team for delivery improvement

Operational Effectiveness

• Maintains high level oversight of all change initiatives, implementation of projects, quality and timeliness of team delivery 

• Provides teams with expert advice, direction and recognition 

• Provides own Service Line leadership with status of delivery across the business for reporting purposes

• Oversees risk issues within area of responsibility and address non-compliance as a matter of urgency 

• Drives Deloitte values of exceptional service to internal clients, growing the firm’s brand and talent development

Development/Growth of Team

• Identifies, recruits, mentors and develops managerial Service Area team members

• Acts as counsellor to Senior Manager/ Manager employees within Service Line ensuring effective coaching and guidance in development and career growth (May act as counsellor to employees from other Service Lines)

• Develops effective relationships with key talent and ensure they are well supported in their career growth

• Maintains robust succession plan for all senior/critical resource, depending on the profile / need expertise

• Empowers existing senior managers / managers through effective delegation

• Provides consistent recognition and encouragement to teams and lead by example

• Demonstrates commitment to transformation agenda of the firm

Budgets / Profitability

• Provides annual budget for service area in line with Service Line targets and margins

• Manages Service Area budget ensuring no overruns and approving overall expenses and costs

Technical Competencies

• Authority in field with in-depth functional and business knowledge

• Excellent leadership skills

• Proven ability to develop strategy for area of expertise

• Experienced in successful oversight and execution of complex projects

• Recognised as a skilled presenter in internal and external for a

• Excellent report writing skills

• Excellent financial knowledge

Behavioural Competencies 

• Exceptional communication skills, both written and verbal

• Dynamic interpersonal and relationship building skills

• Superior mentorship and coaching ability with desire to develop self and others 

• Robust client delivery focus

• Highly adaptable, managing change and ambiguity with ease

• Focus on quality and risk

• Comprehensive complex problem-solving ability

• Exceptional business acumen

Associate Talent Standards      
Living our Purpose - Fosters broad commitment to our purpose and values; inspires peers and teams to make an impact that matters
Competitive Edge - Anticipates market and competitor trends to develop and deliver bold and innovative solutions that differentiate Deloitte with clients
Influence - Builds long-term, trust-based relationships with senior stakeholders and influencers, and uses highly developed influencing skills to drive impact, often in complex situations
Performance drive - Builds a high-performance culture by cultivating individual and team strengths; drives outstanding client service, often through large cross-business and/or cross-border teams
Strategic direction - Sets & communicates strategic direction, excites people around the vision and goals and aligns diverse, cross-functional and cross-border teams to achieve success
Talent development - Manages the development of a strong pipeline of talent for current/ future success; owns and drives a talent experience that differentiates Deloitte
Inspirational Leadership - Leads from the front, acting as an exemplary role model for leaders at all levels; promotes a strong sense of loyalty and followership and energizes others to act