Being an inclusive employer is an essential part of FTI Consulting’s growth strategy. We recognize that our future success depends on our ability to provide definitive and diverse expertise to our clients, which can be achieved only if we foster a culture of diversity among our talent pool.
As FTI Consulting dismantles barriers to opportunity for all our people, we remain dedicated to being transparent with employees, our clients and other stakeholders. We hold ourselves fully accountable for consistently driving change throughout our global organization. To do so, we aim to capture data that allows our people to reflect the various dimensions of their identity. This data on our hiring practices will help us identify areas where we can continue to improve our tactics and attract a diverse slate of applicants.
Our hiring data shows that we are making progress towards attracting and developing more diverse talent as we continue to invest behind recruiting and talent development initiatives, as well as introduce programs and policies that promote a more diverse and inclusive workplace.
Increase in hiring Black employees in the United States compared to 2019
Increase in women Senior Managing Directors since 2018
Increase in hiring of Asian employees in the United States compared to 2019
Increase in women in management positions since 2018
Increase in hiring of Black employees in the United Kingdom compared to 2019
Achieved 50/50 gender balance in hiring for campus and graduate hires in 2020
Working Towards Gender Equality
Similar to other professional services firms, we have more work to do to reshape our pipelines in order to attract and retain top female talent.
We recognize this as an area of opportunity to improve through hiring, development and retention initiatives, and to support our aspirations we have introduced the following programs and policies:
Our Executive Committee has committed to building three-year pipelines of potential female Senior Managing Director candidates so that we have a strong pool of talent for promotion.
Succession planning and hiring for Executive Committee roles must include qualified female candidates on the interview slate.
We ensure that there is female representation while interviewing candidates at the Director level and above.
We offer talent development opportunities to increase the percentage of women in senior roles, such as our Senior Managing Director readiness program; FTI Consulting’s Women’s Initiative Managing Director Transformational Leadership Program.
We commit to 50/50 gender balance in campus and university hiring.
We partner with leading professional services groups that support women, such as Women’s White Collar Defense, Dress for Success and New Women New Yorkers.
We enhanced parental leave policies and introduced flexible work programs.
Creating a Diverse Pipeline of Talent
While we have made tangible progress with our gender initiatives, we have much more work to do to increase the percentage of underrepresented minorities at FTI Consulting.
To meet our bold ambitions, we have turbocharged our hiring, development and retention initiatives by introducing the following programs and policies:
Succession planning and hiring for Executive Committee roles must include qualified diverse candidates on the interview slate.
We launched a one-year rotational program to attract top diverse talent at the experienced-hire Consultant level, with cross-segment experiences through a variety of practices.
We expanded campus engagement with top-tier Historically Black Colleges and Universities (“HBCUs”) and Hispanic-Serving Institutions (“HSIs”).
Candidate names are removed from resumes to address the potential for unconscious biases.
We require all third-party agencies to bring a diverse candidate slate for all roles.
We use targeted recruitment platforms focused on diverse groups to expand our talent search pool.
*As of December 31, 2020
Global Workforce: Underrepresented Ethnic Percentage
Diversity Reporting at FTI Consulting
FTI Consulting invites applicants and employees to self-identify their personal demographic information. Providing this information is voluntary and all information is treated confidentially and only reported in aggregate. FTI Consulting will continue to engage our people in honest conversations to build trust and awareness of the importance of accurate demographic information.
FTI Consulting’s Approach to Gender
All employees are asked their gender during onboarding, and all regular employees are included in gender reporting. FTI Consulting understands that not all people’s gender identity matches their sex assigned at birth and the company will continue to broaden our surveys to reflect that.
FTI Consulting’s Approach to Race and Ethnicity
Racial/ethnic diversity data collection is limited due to laws and restrictions in certain countries. The way ethnicity is reported varies from one country to the next, and FTI Consulting continues to expand our understanding of how best to tailor our surveys to capture the most comprehensive data.
We survey our employees based on the legal framework of local countries and benchmark our data to local demographics. Many local jurisdictions do not allow employers to collect information about ethnicity; thus, FTI Consulting’s racial and ethnicity information only includes our workforce in the United States, Canada, the United Kingdom, South Africa and Australia. These five countries represent 77% of the company’s regular employees as of December 31, 2020. Employees who self-identify in traditionally underrepresented groups in their countries are considered part of this underrepresented ethnic group.