DieDEI.co

Exposing Anti-White Harassment + Discrimination in US Media Companies


DieDEI.co seeks to start a conversation about DEI policies at US advertising, media, hiring/HR, and PR firms and nonprofits. EMPLOYEES: Submit internal DEI materials (emails, videos, PDFs, manuals, etc.) to info@DieDEI.co. Information is from public sources unless noted; verify with company announcements. This site offers general public info and AI opinions, not legal advice or statements—consult an attorney for legal guidance. Your support is appreciated.

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Deloitte


FAIL


deloitte.com 
TYPE: Global Professional Services Network
INSTITUTIONAL INVESTORS:
OWNER: Members of Deloitte Touche Tohmatsu Limited (DTTL)
SUBSIDIARIES:
2023 REVENUE: $64.9 billion  
2024 HEADCOUNT: 457,000  

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This is a summary of Deloitte’s DEI initiatives, compiled from publicly available records using AI, with any opinions expressed being those of the AI analysis; this is not legal advice.

Deloitte US’s Diversity, Equity, and Inclusion (DEI) initiatives are led by Chief People Officer Doug Beaudoin and supported by entities like the Deloitte DEI Institute (whose webpage has been taken down). Deloitte has actively positioned itself as a thought leader in the DEI space, advising clients to integrate DEI principles deeply into their business strategies and operations. Historically, Deloitte’s DEI framework, detailed in its 2021 DEI Transparency Report sought to increase Black and Hispanic/Latinx professionals by 50%, achieve 48% overall racial and ethnic diversity, raise female representation to 45%, and boost racially and ethnically diverse and female PPMD representation by 25% each. It also implemented “anti-racism” education and talent lifecycle evaluations, which could implicitly prioritize certain racial groups over White employees in hiring, promotions, and retention. Setting racial or gender quotas in employment is generally illegal in New York under both the Equal Employment Opportunity Commission (EEOC) guidelines, which enforce federal anti-discrimination laws like Title VII of the Civil Rights Act of 1964, and the New York State Human Rights Law (NYSHRL). DEI racial equity training could be perceived as harassing White employees under the lens of thDe EEOC and NYSHRL (§ 296) if it creates a hostile work environment or implicitly targets them based on race. Such training often emphasizes systemic racism, unconscious bias, and the need for racial equity, which may include discussions framing Whites as inherently privileged or complicit in perpetuating inequality. Kimberly Betts is Deloitte's Global Consumer Industry DEI leader, leading and executing large scale initiatives internally and externally. The firm’s early 2025 rollback of Deloitte’s DEI initiatives—discontinuing diversity goals, ending the DEI Transparency Report, and halting unspecified DEI programming, as reported in response to government contractor compliance pressures—does not fully mitigate these concerns, as remaining programs like National Communities and Heritage Month events could still foster environments where White employees feel excluded. This shift, driven by Beaudoin and influenced by federal contract dependencies ($3.2 billion annually), suggests a compliance-focused approach that may fail to address ongoing disparities in treatment, potentially exposing Deloitte to litigation risks under federal and New York anti-discrimination laws for both past and continuing practices.

This information is based on publicly available information, including websites, case studies, and news articles from a recent period. To ensure you have the most accurate and current information, please refer to the company's official announcements. The information provided on this website is for general informational purposes only and does not constitute legal advice; consult a licensed attorney for specific legal guidance.

Deloitte instructs companies on DEI practices.

DieDEI.co is waiting on internal materials for a fuller picture of Deloitte’s DEI program. Follow us on social and subscribe to our newsletter for updates. Deloitte is a major US federal contractor (receiving approximately $3.2 billion in federal funds in the prior fiscal year)

CLIENTS INCLUDE:  Affin Bank, Apollo Global Management, Apple, Berkshire Hathaway, Boeing, Bristol-Myers Squibb, BYD, Cadent Gas, DCC Energy, Deutsche Bank, Diageo, Essentra, Federal National Mortgage Association, General Electric, GlaxoSmithKline, GM, Goldman Sachs, HP, IBM, ING Group, Lam Dong Province, Lockheed Martin, Macquarie, Metlife, Microsoft, Morgan Stanley, National Gas, Northrop Grumman, Notpla, Palantir, Pepsico, Pfizer, Procter & Gamble, Rolls Royce, San Beda University, Shell, SGN, Sotheby’s, SSEN Transmission, Starbucks, Telstra Health, TG Therapeutics, Thames Water, UEM Edgenta, UPS, Wells Fargo, WWF, etc.

Deloitte serves a vast and diverse range of clients across nearly all industries. Compiling an exhaustive, current list is impractical without internal data. Deloitte's clients span a wide range of industries, including Aerospace & Defense, Automotive, Banking & Capital Markets, Chemicals, Consumer Products, Energy & Resources, Financial Services, Government & Public Services, Health Care, Higher Education, Industrial Products & Construction, Insurance, Life Sciences, Media & Entertainment, Mining & Metals, Oil & Gas, Power & Utilities, Private Equity, Real Estate, Retail, Wholesale & Distribution, Technology, Telecommunications, and Transportation, Hospitality & Services. Deloitte audits 21% of S&P 500 companies and 28% of the financial sector.

NOTE: Client lists are subject to change. This information is based on publicly available information, including websites, case studies, and news articles from a recent period. To ensure you have the most accurate and current information, please refer to the company's official announcements.