Reference no: EM133163656

Deloitte Consulting GTA: The Deloitte Dads Initiatives Case Study

Kindly answer the following questions basing it on the case study mentioned above:

1. How could it be ensured that the Deloitte Dads was not just a phase and instead became embedded long-term in the culture of the consulting practice at the firm? Was this a realistic goal? How could this metric possibly measured?

2. Could Deloitte Dads be rolled out into other Deloitte service lines, which included the audit and assurance, tax and advisory?

3. Should human resources take the lead for this initiative in order to take the workload off Hamer and his team?

4. Could this initiative be scaled in order for an eventual rollout in other Deloitte practices across the country and/or around the world? (Interest from Deloitte's China and Japan offices had already been noted.)

5. How could Deloitte Dads be integrated with the firm's other diversity initiatives?

6. How could the flexibility advocated by Deloitte Dads be integrated into discussions of performance management?

7. Could the program join with Career Moms to create one "Deloitte Parents" program?