People – Dignity and equality
Gender and age diversity data for 2024 is outlined below as it relates to our employee and governance categories.
| Senior leadership type | Women | Men | Grand total |
|---|---|---|---|
| Grand total | 59.0% | 40.7% | 100.0% |
| Client-facing | 52.7% | 47.0% | 100.0% |
| Partner | 29.0% | 70.2% | 100.0% |
| Director | 44.7% | 55.3% | 100.0% |
| Senior Manager | 53.1% | 46.7% | 100.0% |
| Manager | 51.9% | 47.4% | 100.0% |
| Non-management staff | 57.9% | 42.0% | 100.0% |
| Non-client-facing | 79.1% | 20.5% | 100.0% |
| Partner | 37.5% | 62.5% | 100.0% |
| Director | 68.8% | 28.1% | 100.0% |
| Senior Manager | 69.1% | 29.8% | 100.0% |
| Manager | 76.6% | 23.4% | 100.0% |
| Non-management staff | 64.3% | 35.5% | 100.0% |
| Administration | 93.6% | 5.9% | 100.0% |
| Board | 20.0% | 70.0% | 100.0% |
| Executive Leadership Team | 44.4% | 55.6% | 100.0% |
| Senior Leadership Team | 26.5% | 70.6% | 100.0% |
| Employee type | Under 30 years | 30 to 50 years | Over 50 years | Grand total |
|---|---|---|---|---|
| Workforce* | 30.0% | 49.1% | 20.9% | 100.0% |
| Client-facing** | 34.1% | 47.2% | 18.6% | 100.0% |
| Partner | 0.0% | 55.2% | 44.6% | 100.0% |
| Director | 1.2% | 38.8% | 60.0% | 100.0% |
| Senior Manager | 1.7% | 75.4% | 22.8% | 100.0% |
| Manager | 22.7% | 64.3% | 13.0% | 100.0% |
| Non-management staff*** | 52.7% | 34.8% | 12.5% | 100.0% |
| Non-client-facing**** | 16.6% | 55.1% | 28.3% | 100.0% |
| Partner | 0.0% | 50.0% | 50.0% | 100.0% |
| Director | 0.0% | 62.5% | 37.5% | 100.0% |
| Senior Manager | 0.0% | 77.7% | 22.3% | 100.0% |
| Manager | 4.7% | 64.9% | 30.4% | 100.0% |
| Non-management staff | 22.0% | 57.7% | 20.3% | 100.0% |
| Administration | 20.2% | 46.5% | 33.2% | 100.0% |
| Board | 0% | 50.0% | 40.0% | 100.0% |
| Executive Leadership Team | 0% | 44.4% | 55.6% | 100.0% |
| Senior Leadership Team | 0% | 58.8% | 41.2% | 100.0% |
*Workforce includes the full set of individuals who contribute to BDO encompassing all type of employment relationships (full-time, part-time, fixed-term contracts and co-ops), however, it excludes contingent workers.
**Client-facing roles are described as those with more than 40% billable time.
***Non-management roles include seniors, specialists, intermediates, juniors, and co-ops.
****Non-client-facing roles are described as those with less than 40% billable time. Non-client-facing staff include our firm-wide services teams.
| Senior leadership type | Indigenous | Not Racialized | Not responded | Prefer not to say | Racialized | Grand Total |
|---|---|---|---|---|---|---|
| Grand Total | 1.2% | 50.0% | 6.1% | 5.0% | 37.5% | 100.0% |
| Client-facing | 1.1% | 48.5% | 6.5% | 5.1% | 38.7% | 100.0% |
| Partner | 1.4% | 64.1% | 10.5% | 7.5% | 16.5% | 100.0% |
| Director | 1.2% | 63.5% | 4.7% | 5.9% | 24.7% | 100.0% |
| Senior Manager | 1.0% | 58.4% | 6.3% | 6.6% | 27.7% | 100.0% |
| Manager | 0.8% | 49.2% | 5.6% | 7.6% | 36.8% | 100.0% |
| Non-management staff | 1.1% | 42.4% | 6.1% | 3.7% | 46.8% | 100.0% |
| Non-client-facing | 1.7% | 54.9% | 4.9% | 4.7% | 33.7% | 100.0% |
| Partner | 0.0% | 75.0% | 0.0% | 6.3% | 18.8% | 100.0% |
| Director | 0.0% | 59.4% | 9.4% | 9.4% | 21.9% | 100.0% |
| Senior Manager | 2.1% | 56.4% | 2.1% | 4.3% | 35.1% | 100.0% |
| Manager | 1.8% | 64.3% | 4.1% | 7.0% | 22.8% | 100.0% |
| Non-management staff | 1.4% | 40.4% | 4.0% | 6.1% | 48.0% | 100.0% |
| Administration | 2.0% | 61.6% | 6.1% | 2.9% | 27.5% | 100.0% |
| Board | 10.0% | 40.0% | 40.0% | 10.0% | 0.0% | 100.0% |
| Executive Leadership Team | 0.0% | 66.7% | 0.0% | 11.1% | 22.2% | 100.0% |
| Senior Leadership Team | 0.0% | 67.6% | 14.7% | 5.9% | 11.8% | 100.0% |
Prosperity - Employment and wealth generation
Employment data for 2024 is outlined below.
| Senior leadership type | Women | Men | Not declared | Grand total |
|---|---|---|---|---|
| Hires* | 54.2% | 45.5% | 0.3% | 100.0% |
| Client-facing | 48.0% | 51.8% | 0.2% | 100.0% |
| Non-client-facing | 77.3% | 22.4% | 0.3% | 100.0% |
| Senior leadership type | Under 30 years | 30 to 50 years | Over 50 years | Not declared | Grand total |
|---|---|---|---|---|---|
| Hires* | 65.7% | 27.4% | 6.8% | 0.1% | 100.0% |
| Client-facing | 72.0% | 22.8% | 5.1% | 0.1% | 100.0% |
| Non-client-facing | 42.1% | 44.5% | 13.3% | 0.0% | 100.0% |
*Hires refers to the number of hires under each diversity category, relative to the total number of hires.
Turnover
| Senior leadership type | Women | Men | Grand total |
|---|---|---|---|
| Turnover* | 7.71% | 4.87% | 12.59% |
| Client-facing | 5.68% | 4.55% | 10.23% |
| Non-client-facing | 2.03% | 0.32% | 2.35% |
| Senior leadership type | Under 30 years | 30 to 50 years | Over 50 years | Total |
|---|---|---|---|---|
| Turnover* | 5.01% | 5.95% | 1.62% | 12.59% |
| Client-facing | 4.43% | 4.79% | 1.02% | 10.23% |
| Non-client-facing | 0.59% | 1.16% | 0.61% | 2.35% |
| Senior leadership type | Women | Men | Grand total |
|---|---|---|---|
| Turnover* | 7.15% | 5.63% | 12.80% |
| Client-facing | 5.45% | 5.30% | 10.77% |
| Non-client-facing | 1.71% | 0.33% | 2.03% |
| Senior leadership type | Under 30 years | 30 to 50 years | Over 50 years | Total |
|---|---|---|---|---|
| Turnover* | 4.49% | 6.38% | 1.93% | 12.80% |
| Client-facing | 3.92% | 5.41% | 1.44% | 10.77% |
| Non-client-facing | 0.57% | 0.98% | 0.49% | 2.03% |
*Turnover refers to the number of voluntary departures relative to the employee count, categorized by diversity categories. This does not include contingent workers, contractors (fixed term) or co-ops.
Promotions
| Senior leadership type | Women | Men | Not declared | Grand total |
|---|---|---|---|---|
| Promotions* | 59.7% | 40.0% | 0.3% | 100.0% |
| Client-facing | 56.4% | 43.2% | 0.4% | 100.0% |
| Non-client-facing | 79.5% | 20.5% | 0.0% | 100.0% |
| Senior leadership type | Under 30 years | 30 to 50 years | Over 50 years | Not declared | Grand total |
|---|---|---|---|---|---|
| Promotions* | 56.6% | 38.0% | 5.3% | 0.1% | 100.0% |
| Client-facing | 62.1% | 34.1% | 3.6% | 0.1% | 100.0% |
| Non-client-facing | 22.8% | 61.4% | 15.7% | 0.0% | 100.0% |
*Promotions refers to the number of new promotions under each diversity category, relative to the total number of promotions.