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Sharon Thorne

Throughout her career Sharon has championed D&I across all levels and industries, and has long advocated for Deloitte’s ambition to achieve higher representation of women in leadership globally. In 2019 she launched an internal sponsorship initiative designed to give women the experience, exposure, and advocacy needed to accelerate their careers, and in 2020, she increased the representation of women on the Deloitte Global Board to 33%. Sharon recently convened a group of senior women Chairs and Executives to share best practice and further the representation of women in leadership across industries. During her tenure as Deloitte UK’s Talent Partner, she established a number of diversity networks including the Gender Balance network. Sharon speaks openly about her experiences with imposter syndrome, and she mentors several future women leaders. She is a member of the 30% Club, the A4S Advisory Council, the Social Progress Imperative Board of Directors, and the WEF Stewardship Board for the Future of Equality and Inclusion.

David Sproul

As part of David’s ongoing focus on ensuring Deloitte provides a truly inclusive culture, he has rolled out innovative agile working and return-to-work initiatives, targeted career development training, and reviewed all recruitment processes to ensure they are free from bias. Deloitte has also created development programmes for high-potential female practitioners; including each member of the Executive team sponsoring a female senior manager. David has taken personal ownership of progress towards achieving the target of having 25% female partners by 2020 in the UK, rising to 40% by 2030. He has also been a keen advocate of increasing pay gap transparency: Deloitte was one of the first large companies to voluntarily report their gender pay gap in the UK in 2015 before it was mandatory, and has reported it annually ever since. In order to further increase transparency, David was passionate about voluntarily calculating Deloitte’s ‘total earnings gap’ which they have now committed to publishing each year. Externally, he is an active supporter of the Women’s Business Council and was included in its Agents for Change list last year. Over the last few months, David has given interviews to national media and written about the importance of committing to changing cultures in organisations, generating significant media coverage. He uses platforms outside Deloitte including CBI and London First but also schools and other groups to argue the case for a truly inclusive workplace and for gender equality in the workplace.

Shilpa Shah

Shilpa leads Deloitte’s Alternative Delivery Models agenda and programme and is passionate about Respect and Inclusion. She leads the award winning Women in Technology (WiT) network at Deloitte and is an active member and supporter of the Multi-Cultural Network (MCN). Shilpa has spoken at many WiT and MCN events to inspire members and clients and those from ethnic minority backgrounds to reach their full potential. Shilpa has mentored over 100 individuals within Deloitte and externally. She also mentors and speaks with students, including 100 women from India sponsored by the UK British Council to undertake their Masters at UK universities. Shilpa has appeared on BBC Radio London and Radio 4’s Women’s Hour discussing diversity and will be speaking at the upcoming Alpbach forum on ‘Unleashing Europe’s Digital Potential’. She is a Board member of the Institute of Coding’s Industry Advisory Board, focussed on widening participation and improving the industry relevance of computer science degrees. To inspire future BAME STEM talent she has sponsored and driven Deloitte’s participation in ‘Your Future, Your Ambition’ at the Emirates Stadium for six years. She has delivered ‘People Like Me’ training to inspire young girls to consider Physics A Level and has worked with CoderDojo to help children to learn coding skills.

Sheree Atcheson

Sheree is listed as one of the UK’s Top Most Influential Women in Tech and is an international multi-award winner for her services to Diversity & Inclusion in the Tech industry. She is the UK Technology Respect & Inclusion Manager at Deloitte, founder of I Am Lanka, a board-appointed Global Ambassador for Women Who Code and a contributor to Forbes. Leading the Respect, Diversity & Inclusion strategy in the Consulting practice at Deloitte, Sheree has rolled out sponsorship programmes for senior women in the firm, created internal and external partnerships which shift the dial in gender diversity through showcasing the need for women in industry and supporting those organisations which are readily making a difference, delivering specific training to underrepresented groups in the firm to ensure all are aware of the need for their voice being heard and more. She has spent time across Deloitte North West Europe with many member firms, helping senior leaders develop their diversity and inclusion strategies. Externally, Sheree is a global tech outreach leader and, as a passionate advocate for gaining/retaining women in the tech industry,  launched and led the award-winning UK expansion of Women Who Code. She has spoken at many global events, conferences and leadership sessions, and has built her network from nothing to over 9,000 women across the UK.

Sharon Thorne

In 2006, Sharon was the first woman to join Deloitte’s UK executive and since then her energy and passion for making the workplace more welcoming for women has grown. She is the first woman to be appointed as Chair to the Deloitte Global Board of Directors. Sharon is a passionate advocate for inclusion with a focus on gender. In 2007, Sharon established Deloitte UK’s diversity networks including the Women’s Network. She also established a ‘Women in Leadership’ group which comprised some of the most senior male and female partners in the organisation with the aim of increasing the number of women in leadership through tangible actions such as identifying the pipeline of women, mentoring and sponsoring. She also introduced flexible working arrangements, childcare support and maternity coaching. Since 2008, the number of women in Deloitte UK’s top 100 leaders has trebled. Sharon champions and speaks at firm-wide development programmes, such as the Female Manager Development Programme and Women’s Network events, in addition to participating in external engagements and conducting media interviews. She mentors women across the organisation, many of whom are now in senior roles, and is a senior sponsor to Deloitte’s LGBT+ network. Sharon speaks publicly about gender inclusion at events around the world, including in the Middle East, Asia and Europe. She speaks openly about her experience of imposter syndrome. Sharon established a cross-organisation Women’s Network in Manchester in 2008 and recently joined the Board of Directors of the Social Progress Imperative.

Emma Codd

In her previous role as Managing Partner for Talent, Emma’s activities internally focused on changing the culture of the workplace, the gender pay gap, increasing the number of female partners and creating an inclusive atmosphere for all. Since being appointed to the UK Executive Committee, she has driven significant change within the firm on gender parity. Emma led the design and implementation of Deloitte’s approach to agile working, including the award-winning Time Out programme and the firm’s gender balance action plan. She also launched the industry-leading ‘Return To Work’ internship programme which to date has enabled almost 50 women to re-enter the workplace after a career break. Emma established Deloitte’s approach to Respect & Inclusion, including devising and commissioning the multi-award winning film Ask Yourself… She also created the Respect & Inclusion Advisor role, a group of 39 senior leaders from across the firm who provide all employees with a safe space to confidentially raise concerns and call out inappropriate behaviour. Emma acts as a formal and informal mentor and sponsor to many women, both within and outside the firm. Externally, Emma is a regular speaker at events around gender diversity, the gender pay gap, and social mobility. She sits on the Business in the Community Gender Equality Leadership Committee, and has been recognised as Ambassador of the Year at the Women in Finance Awards 2018. Since judging, Emma has become Deloitte’s Global Special Advisor on Inclusion.

Emma Codd

Emma’s activities internally focus on changing the culture of the workplace, the gender pay gap, increasing the number of female partners and creating an inclusive atmosphere for all. Since being appointed to the UK Executive Committee, she has driven significant change within the firm on gender parity. During her tenure, senior female appointments, promotions and retention rates have all increased, and the most recent engagement survey showed women as 2% more engaged than their male counterparts. She also launched the industry-leading ‘Return To Work’ internship programme which to date has enabled 37 women to re-enter the workplace after a career break. Emma is a vocal advocate of gender pay gap reporting; she led Deloitte’s approach to voluntarily reporting its gender pay gap in 2015, and championed the firm’s involvement in the GEO ‘Trailblazing Transparency’ report in 2016. She also acts as a formal and informal mentor and sponsor to many women, both within and outside the firm. Externally, Emma is a regular speaker at events around gender diversity, the gender pay gap, and social mobility. She is a member of the Patron Group for Access Accountancy and also sits on the Business in the Community Gender Equality Leadership committee.

David Sproul

As part of David’s ongoing focus on ensuring Deloitte provide a truly inclusive culture, he has rolled out innovative agile working and return-to-work initiatives, targeted career development training, and reviewed all recruitment processes to ensure they are free from bias. They have also created development programmes for high-potential female practitioners; including each member of his Executive team sponsoring a female senior manager. David has taken personal ownership of progress towards achieving the target of having 25% female partners by 2020 in the UK, rising to 40% by 2030. He has also been a keen advocate of increasing pay gap transparency: Deloitte was one of the first large companies to voluntarily report their gender pay gap in the UK in 2015 before it was mandatory, and has reported it annually ever since. Externally, he is an active supporter of the Women’s Business Council and was included in its Agents for Change list earlier this year. Two years ago he also received the United Nations 2016 Women’s Empowerment Principles award for his commitment to gender equality.

Emma Codd

Since becoming Managing Partner for Talent in 2013, Emma has led significant change on culture and gender diversity at the firm. She designed and implemented an action plan against which Deloitte measures progress – focusing on culture and targeted interventions designed to address key challenges. Their relentless focus on culture has included embedding agile working (including the design and implementation of their award winning ‘Time Out’ programme) and ensuring that the workplace is truly inclusive. Specific interventions have included a female manager development programme and a Return to Work internship. Externally, Emma regularly speaks publicly and to clients about Deloitte’s focus on gender diversity, including being an advocate for gender pay gap reporting. She regularly comments on these topics in the national press and broadcast media. She championed the early, voluntary reporting of Deloitte’s gender pay gap in 2015 and was a private sector representative spokesperson for the GEO during the recent gender pay gap legislation launch in April 2017. In addition, she has been on the Business in the Community Gender Equality Leadership team since 2016. In 2015, Emma was named Woman of Achievement by Women in the City.

David Sproul

In his role of Senior Partner and Chief Executive, David has made the establishment of a truly inclusive culture one of his priorities for Deloitte. As part of this focus, David has put gender equality at the forefront of UK firm’s agenda, and set the ambitious target of achieving 25% female partners by 2020. In the last few years Deloitte UK has launched various programmes to support senior women in the workplace, such as their WorkAgility strategy, and the launch of Deloitte’s Return to Work and Working Parents Transition programmes. In 2015, Deloitte was one of the first large firms to publish its gender pay gap voluntarily. David is an active supporter of the Women’s Business Council and was included in its ‘Male Agents of Change’ list. He also received the United Nations 2016 Women’s Empowerment Principles award for his commitment to gender equality.