Our Culture

To Matau Ahurea

We might be about professional services, but it’s our down-to-earth, Kiwi culture that makes us stand out

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Our values are our culture

Ko o matau Matapono to matau Ahurea

Our Deloitte values inform and guide our wider collective behaviour as Deloitte member firms and unite us around the entire Deloitte network. They drive consistency in the way we behave, make decisions and go to market as we aim to make an impact that matters with our clients, our people and our wider communities.

Be respected

Kia kauanuanuhia

You can only be your best when you can be yourself. You are welcome here. And more importantly, you’re welcome to stay true to yourself here. Because when our people get the respect they deserve, they get the chance to really make an impact. Respected employees are happier and more productive. We think it’s also the right way to do business. We work and think on the international level. Diversity is in our DNA. And we are proud of it. At Deloitte, we cherish and value everyone’s individuality and we strive for an open and inclusive culture.

We view diversity and inclusion as central to our ability to execute on strategy. Through our extensive research conducted by our Human Capital Consulting business, we know that at the intersection of diversity and inclusion lies an area rich with fresh, innovative ideas and creativity – which drives a better employee experience and ultimately – better outcomes.

We believe that creating and maintaining a culture of inclusion is the responsibility of all of us – “inclusion with us at the centre” – each of us brings something to diversity and equally, we all have a role to play in inclusion.

Respect and inclusion are core values at Deloitte and these are the responsibility of all our people from our CEO to our graduates.

Be curious

Kia Mahirahira

At Deloitte, we have the tools to challenge conventions and explore new horizons. This is where we think and work together. We stay curious and look for innovative ideas. We ask every question and look deeper at complex matters. We change our perspective on things and embrace the unexpected. We are eager and we always keep striving for a higher level. We look at things from every angle to find the best solution. Are you ready to break the status quo and make an impact?

More Flex and enhanced shared care options

He whiringa ngawari atu ano e pai ake ai

Deloitte is committed to supporting our people and we recognise the importance of flexibility. Whether it be to support family, volunteer, study, pursue sporting or other personal goals – the reason for wanting to work flexibly is different for each of us and likely to change as our personal circumstances do. Our ‘Lifestyle leave’ policy* helps support our people achieve balance in their lives by allowing people to purchase additional annual leave of up to 12 weeks a year to spend more time on the things important to them outside of work.

We appreciate the key to a family friendly workplace is a modern parental leave policy* which recognised the realities of parenting today and encourages and supports shared care, along with flexibility. This is in addition to our paid primary caregiver leave of 14 weeks. We aim to foster a more inclusive workplace by providing a generous paid partner leave entitlement of 8 weeks across a 2 year period so both parents have the opportunity to take time off with the arrival of child into the family. The policy recognises the role that the firm has to play, along with government and wider society, in reducing potential barriers to shared care.

Read what our Chairman, Thomas Pippos says.

*eligibility criteria applies

Women in leadership

Te Haututanga o te Wahine

Advancing women at all levels is a firmwide priority for Deloitte. We are taking a number of short and medium term positive actions to ensure that women are able to fulfil their potential and career goals. Our aims include: to increase the number of women at all levels through purposeful recruitment (from students to partners); to increase the pipeline of women for leadership positions through targeted development; to build an inclusive culture within which success is measured and lack of success is addressed.

To help support all our staff we:

  • Are actively addressing the gender pay-gap.
  • Review performance every 6 months, as well as when on primary caregivers leave
  • Provide 20 weeks paid primary caregivers leave
  • Provide eight weeks Partner leave to encourage shared care
  • Provide flexible working arrangements for our people
  • Offer Lifestyle Leave which is an opportunity to purchase 6-12 weeks leave annually
  • Offer Women in Leadership workshops & mentoring across the business
  • Are sponsors of ShadowTech & TechWomen
  • Are members of Global Women, providing mentors and mentoring
  • We are part of the Champions for Change and report on our Diversity

Deloitte has been awarded the 2020 Empowerment Award at the Diversity Works NZ Diversity Awards, in recognition of the commitment we’ve made to empower more woman in leadership positions.

StandOUT - Deloitte's LGBTTI Rainbow Community

Te Hapori Moe Whakaeneene o Deloitte

This is our Gay, lesbian, bisexual, transgender, takataapui, intersex (LGBTTI) leadership forum and member community. Our Rainbow Community activities support our overall goal of building an environment in which all our people feel they can be themselves. We demonstrate our commitment to this community a number of ways;

  • A Sexual Diversity policy including gender transitioning
  • Dedicated intranet site for support and information
  • Pro-bono work for rainbow support groups; We had a team facilitate the first of a series of hui on behalf of Rainbow Youth, bringing together several organisations who work with LGTBI+ youth around New Zealand to share learnings and explore areas for future collaboration
  • We are a UN signatory for standards of Business supporting LGBTI


Hourua Pae Rau and Pås Peau


To support and encourage our people in their cultural identities.

Our objective

We want to encourage people to be confident in their identity and to ‘take pride in their stride’. We want to do our bit to support the firm to be confident in its engagement with Maori and Pacific communities and customs. We want to bring new perspectives to the business and to help increase cultural competency. We want to create a support network for people and to encourage them to feel comfortable in their identities.

A place for wellbeing

The right culture

Te ahurea tika

You could be part of a culture that promotes collaboration, leadership, and great results, made by awesome, smart people who don’t just come to work to earn a paycheck – they come to make an impact.

At Deloitte I feel excited to be part of a team of similar minded professionals where everyone is working to a larger common purpose. Deloitte invests in your professional development. You have the opportunity to do work in several industries with Partners on proposals, ideas, client presentations, and final report deliverables which makes the work very interesting and fulfilling.

Liza Van Der Merwe, Director, Deloitte Access Economics

Flexible working at Deloitte

When our people told us that they value the ability to balance the demands of work and home, we listened.  We created a flexible working culture to help our people build the career and life they want. We know that finding balance in your personal and professional life is what helps you to be at your best, and stay at your best.

Kiri Atkin, Consultant, Tax & Private

I am a NZ triathlete competing on the International Triathlon circuit at a Continental Cup and World Cup level. As such, I have significant training commitments outside of work ( approx. 15-25 hours per week).

At Deloitte I have been fortunate enough to be able to flex my working hours in order to fulfil both my training and work commitments. Having this flexibility has allowed me to continue to train and compete at a high level in triathlon whilst also progressing and developing my career.

Jane Fitzgerald, Partner, Consulting

I’ve been with Deloitte for more than 7 years now, with four of these in a flexible working arrangement as I had my two children. This has meant two maternity breaks, and variations to my flexible working contract as I changed from two, to three, then to four days per week. During this time I was promoted. My flexible working has definitely not impacted my career trajectory.

My Coach and Service Area Lead were fantastic, they gave me the flexibility to choose how much I did and when. Resulting in what I have now, which is working four days and leaving the office in the afternoon to have quality time at home with my kids.

Ollie Newton, Associate Director, Tax & Private

I am a cricket player for the Wellington Firebirds. As this is a professional sporting environment, the training and playing commitments are significant.

I decreased my work to part-time, with the hours worked flexibly around my cricket schedule. I had the flexibility to work from the office, home (or on the road) in order to complete my work commitments.

Top tips

  • Be upfront about your interests. It is amazing how flexible Deloitte can be in terms of your working arrangements.
  • Time management is crucial. Cricket takes 25-30 hours a week so it’s vital to plan my work commitments.
  • Communication. I can’t stress this point enough! Open and honest communication means my Flexible Working Arrangement works well.

Anne Molineux, Associate Director, Consulting.

In early 2016 I suffered concussion while cross-country skiing in Alaska. I was off work for 3 months, and have had a graduated return to work since May 2016. I currently work around 30 hours a week, being mornings until 2pm, and again in the early evening.

I try to keep regular hours, which means people know when they can expect to get hold of me, and we can plan in advance how many hours of my time can be sold to clients. I’ve found the flexibility works best when it goes both ways – the firm is flexible to meet my needs, but I’m also flexible to meet theirs.

It helps that my Partner, team and main client all know the reason why I don’t work full time. My Partner and I have a shared expectation of what the firm can expect from me and what I can expect from the firm. She is the first one to tell me to go home if I’m still at work after 2pm!

My top tips

  • Be clear about what people can expect from you and when you will be available.
  • Be prepared to flex your arrangement when required (but no more than 10% of the time!).
  • Don’t belittle the importance of your flexible work arrangement – if you don’t value it and stand up for it, others won’t either.