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    Deloitte Dads Assignment

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    sara
    Deloitte supports diversity initiatives like developing women in business. Hamer wants to launch Deloitte Dads to support working fathers. After studying Career Moms, Hamer developed a presentation on the benefits of Deloitte Dads. He gained support from senior managers and co-founders of Career Moms. To ensure long-term success, Hamer recruited other practitioners to lead, created communications to promote initial events, and established ongoing mentorship, resources and support through Deloitte Dads. While initial feedback was positive, some founding executives left the firm, so sustainability remains a challenge.

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    Deloitte Dads Assignment

    Uploaded by

    sara
    196 views2 pages
    Deloitte supports diversity initiatives like developing women in business. Hamer wants to launch Deloitte Dads to support working fathers. After studying Career Moms, Hamer developed a presentation on the benefits of Deloitte Dads. He gained support from senior managers and co-founders of Career Moms. To ensure long-term success, Hamer recruited other practitioners to lead, created communications to promote initial events, and established ongoing mentorship, resources and support through Deloitte Dads. While initial feedback was positive, some founding executives left the firm, so sustainability remains a challenge.

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    Deloitte supports diversity initiatives like developing women in business. Hamer wants to launch Deloitte Dads to support working fathers. After studying Career Moms, Hamer developed a presentation on the benefits of Deloitte Dads. He gained support from senior managers and co-founders of Career Moms. To ensure long-term success, Hamer recruited other practitioners to lead, created communications to promote initial events, and established ongoing mentorship, resources and support through Deloitte Dads. While initial feedback was positive, some founding executives left the firm, so sustainability remains a challenge.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    196 views2 pages

    Deloitte Dads Assignment

    Uploaded by

    sara
    Deloitte supports diversity initiatives like developing women in business. Hamer wants to launch Deloitte Dads to support working fathers. After studying Career Moms, Hamer developed a presentation on the benefits of Deloitte Dads. He gained support from senior managers and co-founders of Career Moms. To ensure long-term success, Hamer recruited other practitioners to lead, created communications to promote initial events, and established ongoing mentorship, resources and support through Deloitte Dads. While initial feedback was positive, some founding executives left the firm, so sustainability remains a challenge.

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    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    of 2

    1. Does Deloitte need Deloitte Dads?

    What are the benefits and costs to Deloitte in


    pursuing the Deloitte Dads Initiative?
    Deloitte supports many diversity initiatives included developing women in
    business, supporting new Canadians and encouraging the development of
    “People’s Network” to give employees the opportunity of sharing and connecting
    with similar issues. As a giving back to the community and respect towards the
    hardworking fathers Deloitte needs Deloitte Dads program.
    Deloitte Dad’s support working fathers of firm in four different categories
    including fun, education, philanthropy, and advancing the mission. The initiative
    would be aligned with 4 quadrants of Deloitte’s score card
    1. Quality: One Deloitte one person
    2. Talent: High performance and Career life fit
    3. Marketplace: Living the Deloitte brand
    4. Financial: Well coached players win
    Deloitte’s dad’s initiative cost Deloitte to plan events, guest speakers and develop
    a resource library

    2. What are the strengths and weaknesses of Harmer's approach to creating


    Deloitte Dads?
    On May 24,2010, Hamer’s wife Danielle announced that she was pregnant. Hamer
    is bothered that he travels all the week by leaving his pregnant wife at home. In
    effort to calm his nerves, Hamer turned to his trusted senior manager, Rob for
    advice. Career Moms had been successful in expanding beyond the GTA to include
    four chapters across Canada. Galaski emphasized the fact that due to Hamer’s
    position at the consultant level within the organization, it would be ideal to launch
    the program as a grassroots initiative. After reaching out to Alison Weyland and
    Anushka Grant, the co-founders of Deloitte’s Career Moms, and studying the
    preparatory materials and process they developed to launch their initiative, Hamer
    became more focused in his own efforts to launch Deloitte Dads. In order to build
    momentum for the project, it would be best to acquire market research regarding
    fathers balancing careers and family life and to present this data in a concise
    PowerPoint presentation (as any good consultant would do). He hoped that through
    this initial development of his pitch he could address the questions: Why? Who?
    What? and How?
    3. How can Hamer ensure that Deloitte Dads is not just a short-lives project and
    instead becomes embedded in the long-term culture of the consulting practice
    at the firm? Is this a realistic goal? What metrics could be used to measure this
    outcome? 
    After receiving top-level buy-in and sponsorship, Hamer realized that the group had
    become “top heavy” and reached out to fellow practitioners to become executive
    members of Deloitte Dads. The team created a pamphlet and communication plan to
    solicit participation for the kickoff event. Planned for September 2010, this event
    was a way to build awareness and a membership base and to introduce the idea of
    Deloitte Dads within the consulting practice. Hamer wondered how he could best
    position the launch as a way to get people interested.
    Four elements that Deloitte Dads tried to continue through its initial phases
    included:

    1. A firm-sponsored employee program,


    2. A mentorship network,
    3. Straight talk resources, and
    4. A support system
    The launch was followed by events such as a “fireside chat” in November, which
    gave staff-level consultants the chance to chat with partners in a candid
    environment on the challenges of being a father and a top performer at the firm.
    Deloitte Dads is another evolution in the way the firm is trying to manage talent.
    In professional services, our business is our people. For Managing Partner
    Christmann, the initial success of Deloitte Dads in the GTA could be attributed to
    how the idea was received at the staff level and that it wasn’t driven from a top-
    down approach. However, despite the positive feedback Hamer received about
    Deloitte Dads, two of his founding executives on the team had left the firm by
    early 2013.

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