Subscribe to Job Alert
Join our happy subscribers
Never pay for any CBT, test or assessment as part of any recruitment process. When in doubt, contact us
Deloitte is one of the country's leading professional services firms in Southern Africa, and is dedicated to assisting companies succeed in the business environment- whether it be through our tax, audit, consulting or financial advisory services. At Deloitte, we understand that solutions are not just a static one dimensional report, but rather, an integrated...
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.
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
Build your CV for free. Download in different templates.
Join our happy subscribers