Quotes from Cathy Engelbert

Each year on Impact Day, I love seeing our people fill classrooms, parks, and training centers to make a difference in communities across the country.

Impact Day is just one part of the hundreds of thousands of volunteer, pro bono, and professional training hours Deloitte offers to nonprofit organizations nationwide throughout the year. It's a day to celebrate all we do to make an impact that matters in the communities where we live and work.

The biggest barrier for women is the thought that they can't have it all.

That is the culture at Deloitte: To make sure we are all maximizing the capabilities that we have.

I didn't aspire to be the CEO of Deloitte, but I aspired to be a leader in Deloitte.

A large part of my career achievements are due to having the courage to ask for what I needed, whether in a professional or personal context.

You don't have to be the biggest, the strongest, or the most talented player to be successful, but you do need to be a step ahead of the competition.

There is a premium on innovation and commercializing new ideas.

Deloitte Catalyst is enabling Deloitte and our clients to more easily tap the power of innovation.

To be sure, technology will change what we do. Tasks that are highly manual, routine, and predictable will be automated. But jobs are made up of many tasks. So the nature of existing jobs will change, and new careers will be created.

I prioritize people over tasks.

When people are your greatest asset, like at Deloitte, investments in human capital should be considered in the same way other companies might invest significantly in product R&D.

I'm deeply honored to lead Deloitte. I look forward to collaborating with all our people to continue to lead our profession in quality and innovation. Together, we make an impact that matters every day for our clients, the capital markets, communities, and society.

The digital economy is impacting us in a big way.

Technological advances are changing what clients need, the services we provide, and how we interact with them.

As companies deal with the impact of technology and the incredible pace of change, they are fundamentally rethinking talent and family leave programs.

Young professionals shouldn't have to let a fear of failure hold them back; they should feel emboldened to take on challenges in creative ways.

I've been fortunate in life to benefit from family, educators, work colleagues, and a set of mentors and sponsors, all of whom did not hesitate to offer and support me with every opportunity to achieve what I set out to do.

My becoming the CEO is a testament to our long commitment to diversity inclusion. And I intend to really focus and really pay that forward for our future diverse leaders at Deloitte.

By adding support for eldercare, spousal care, and children beyond the birth stage, Deloitte's family leave program provides our people with the time they need to focus on their families in important times of need.

We can't afford to let high performing talent just walk away from our companies without providing an opportunity to work through family needs.

My path has been, I think, a path a lot of women can foresee themselves taking.

Leaking tunnels, congested roads, rusting bridges, and aging railways often mean one thing: lost opportunity from delays and cancellations.

I joined a very male-dominated profession back in 1986. I wanted to work with big multinational Fortune 500 companies, but you don't come into the firm and automatically get those. So, quite frankly, a key to my success was that I found male mentors and male sponsors. I think some women are afraid to say that.