Finding more effective and creative ways to attract, engage and retain the best people is central to Deloitte's strategy of People leadership. In doing so, Deloitte is implementing an innovative talent management model that accommodates and leverages the non-linearity of careers, thus changing the workplace to enable the changing workforce.

One of the underlying trends of recent years has been the growing demand for greater alternatives to the 'all-or-nothing' approach to the corporate ladder that predominantly exists. However, companies often struggle to offer their highly valued employees a sufficiently wide range of options for them to customise career paths and achieve a workable career-life fit.

Deloitte's Mass Career Customisation (MCC)(r) offers a structured and consistent approach to working flexibly that engages employees and their managers in the right way. The initiative, which was first pioneered by Deloitte's talent officer in the United States, is being rolled out successfully at Deloitte in the Netherlands. In the future, MCC will be made available to clients as well.

"There are a wide range of reasons why people require flexibility in the workplace at different times of their lives," explains Vanessa Borchers, HR partner. "It often has to do with family responsibilities, but increasingly it's also about wanting to do an MBA, have more free time for charity work or even to climb Mount Everest! Whatever the reason, employees are seeking a non-linear and diverse approach to their careers, which companies must provide if they wish to remain competitive."

Flexibility offered in a structured way encourages people to give their best, feel loyal to their companies and be highly engaged, says Borchers, so there are benefits for employers who manage the process well. For Willeke Versluis, Deloitte Senior consultant, one of the earliest MCC examples, the programme offered the opportunity to devote more time to her African children's charity - SchoolChild Africa - while remaining engaged in her professional life.

"I enjoy and take pride in my work at Deloitte; however, I also wanted to devote time to my charitable foundation. Through the programme I was able to reach a career/life arrangement that fits both these needs," she explains. "MCC is a vehicle for the right level of conversation I needed to have with my manager, not just about work, but about my career, personal goals and how these fit together. The programme is integrated into our performance management cycle, so it provides complete transparency to me and to Deloitte."