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.