How Deloitte Is Rethinking Diversity Groups

The video discusses Deloitte's shift from traditional employee resource groups to inclusion councils, driven by the need to engage all employees, including white men, and the influence of millennials who prefer integrated approaches. Deloitte aims to address diverse employee needs and business cases while maintaining focus on important topics. The change is unique, with some internal resistance, but aims to create a more inclusive and business-oriented environment.

What percentage of companies have employee resource groups according to the transcript?

• 10%

• 25%

• 20%

• 15%

What is the primary goal of Deloitte's inclusion councils?

• To eliminate diversity discussions

• To focus solely on women's issues

• To centralize all employee concerns in one location

• To replace traditional employee resource groups with a more inclusive approach

How do inclusion councils differ from traditional employee resource groups?

• They operate only in major cities

• They are location-based and responsive to specific needs

• They exclude certain demographics

• They focus on a single issue

What was a significant factor in Deloitte's decision to move away from affinity groups?

• Government regulations

• A decrease in company profits

• Feedback from millennial employees

• Pressure from competitors

How did some long-term employees react to the changes in Deloitte's approach?

• They were indifferent

• They were supportive

• They immediately embraced the changes

• They were concerned about losing important groups