Diversity enhances our perspective, our point of view, and our ability to provide our clients with the highest level of service. Our diversity initiatives and strategies are designed to attract, develop, and advance the most talented individuals regardless of their race, sexual orientation, religion, age, gender, or any other dimension of diversity. Our distinctive approach to diversity is based on a belief that we each have a personal accountability for success in this area. We provide our people with training and tools to help increase their awareness and understanding of differences and why they matter, so their actions can contribute to our inclusive workplace culture.
Our Diverse Communities: At PricewaterhouseCoopers (PwC), our focus on diversity and inclusion is about making PwC a great place to work for all of our people. We focus on diversity because it's the right thing to do and it's good for our business. Doing the right thing is how we best serve our clients, so it only makes sense that it should be applied to our own people strategy. You can see and feel our commitment from the top down. Diversity is embedded in our People Strategy. It's embedded in the way we think about business.
Our Circles: PwC's Minority Circles, Women's Networking Circles, Parenting Circles, and Gay, Lesbian, Bisexual and Transgender (GLBT) Circles are designed as professional forums to help women, ethnic minorities, parents, and gay and lesbian professionals connect with one another and provide mentoring and learning opportunities. They also give staff access to role models that could help them develop and advance. In addition, our annual Diversity in Business Leadership Conference, a critically renowned three-day forum, is designed to help high-performing staff develop their leadership skills.
Commitment to Women's Advancement and Retention: As a 2007 Catalyst Award winner, PwC understands that gender differences do matter. In fact, our Unique People Experience, the Firm's award-winning initiative, is a philosophical approach to developing talent. Instead of treating everyone the same, we have a customized approach to fit the diversity of our people to create a culture of inclusion. To date, our efforts have paid-off. More than half of the Firm's new hires each year are women and their representation at the partner level increased by 30 percent from 2001 to 2006.
Support for Gay Professionals: PwC actively supports
gay professionals through its GLBT Circles and internal communications. In fact, in 2006, we were the recipient of Out & Equal's Significant Achievement Award for advancing workplace equality for GLBT employees, and scored 100% on HRC's Corporate Equality Index.
Supplier Diversity: We believe that a strong supplier diversity program is a key element to a successful diversity program. At PwC, we support organizations and programs that certify, train, and develop diverse suppliers. We know that our diversity efforts have a positive economic impact on the communities where we do business. Our goal is to partner with diverse companies that can provide innovation and competitive solutions to our supply chain. If you are interested in partnering with PwC, tell us about yourself by sending information about your company to
supplier.diversity@us.pwc.com.
