Deloitte Birmingham leads on regional partner promotions

The Birmingham office of business advisory firm Deloitte, has topped its regional partner list for the second year running as the firm announced its new UK partners and directors for 2018.

Across the UK there were 54 partners promoted, 13 of which are from the firm’s regional practices and five from the Birmingham office. Deloitte in Birmingham also saw 10 of its people promoted to director.

Based in Brindleyplace, Deloitte Midlands’ new partners include Liz May, Paul Cadwallader (both Risk Advisory), Rhys Cartledge, Lindsay Buckenham (both tax) and Andy Fern (audit and assurance).

Pauline Biddle, managing partner for regions and practice senior partner for Deloitte Midlands, says:

“One of the most satisfying aspects of my role is watching people achieve their aspirations. As we continue to grow, so does the scope of opportunity for our people and I’m delighted to see so many success stories this year.

“The strength of our business will always be our people, and the depth of the expertise we now have in the Midlands is second-to-none.”

Birmingham’s director appointments are: Emre Saka, Gurminder Khaira, Kenny Wong, Ian Waters, Richard Evans, Andy Moody, James Hunt, Lubna Amin, Jeroen Basten and Louise Clamp.

Nationally, of the 54 partners promoted by Deloitte in the UK this year, 11 (20%) were women meaning that overall, 19% of Deloitte’s partners are women, an increase from 14% in 2014. This year 9% of new partners are BAME, compared with 5% of all Deloitte partners. The number of UK partners overall now standing at 1,034.

Emma Codd, managing partner for talent of Deloitte UK and Deloitte North West Europe, concludes:

“We continue to prioritise the recruitment, development and retention of senior women, but we recognise that we still have some way to go.

“In 2012, we set a clear target that by 2020, 25% of our partners will be female, and we have since agreed a longer term target of 40% female partners by 2030. Since setting our target, and introducing our gender balance action plan, female representation at partner level has increased from 14% in 2014 to 19% today.

“In line with the Parker Review, we have also committed that by 2021, 10% of our partners will be BAME – rising from around 5% today. In order to achieve our aims on both gender and ethnicity we are continuing to focus on ensuring that we continue to provide a truly modernised workplace and inclusive culture, underpinned at all times by respect. We are clear that this continued focus on culture – along with specific targeted actions aimed at various points in our career lifecycle – will enable us to achieve our diversity aims.”

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