Diversity and Inclusion

Creating value through diversity. Be yourself. Be different.

Our commitment to diversity

At PwC, we respect and value differences. We know that when people from different backgrounds and with different points of view work together, we create the most value – for our clients, our people and society.

Our diversity initiatives and strategies are designed to attract, develop, and advance the most talented individuals regardless of their race, religion, age, gender, disability status or any other dimension of diversity.

It’s easy to say that our personal lives, background and experiences shouldn’t affect our work. But in reality, it’s not that simple.

Who you are and how you're able to interact with others has a direct relationship on your performance. An inclusive work environment where you can be open and honest about who you are enables all of us to perform at our best.

At PwC, we are committed to creating the kind of environment where everyone can feel comfortable and confident being themselves.

 

Diversity in action

Sustainability spokesperson and a hands-on dad

Andrew leads the Consulting practice in Malaysia and Sustainability & Climate Change practice for PwC’s South East Asian Consulting services.

He is also a father of two young boys. In 2012, his wife had the opportunity to further her studies in a prestigious university abroad. He made a difficult decision to give up his role and the partnership for a year, take care of his young family and support his wife's ambition. PwC's leaders stood by his decision and welcomed him back to the firm once he was ready to return.

Graphic designer with a passion for fashion

Jean is one of our graphic designers and she 'creates beautiful things'. She's a person of short stature but full of life - nothing gets her down.

She volunteers on our Corporate Responsibility programmes, loves fashion, networking and is active on Instagram.

An auditor on FWA and a supermom

Johanna is one of our Senior Managers in Assurance. She is also a mother of a toddler and on a Flexible Working Arrangement (FWA).

She says “A number of nay-sayers have the impression that this arrangement is not realistic for client facing staff but I ensure that my portfolio of clients is able to fit a three day work week and that the people I work with are aware of my work arrangement. However, given that I’m in client service, there will be days when I’ll need to work on my off days. In such situations, I’m happy to compromise and reschedule my off days”.

Markets Leader and native mandarin speaker

Nurul is the Markets Leader at PwC Malaysia. She's also trilingual - speaks and writes Mandarin, English, Malay - and is a mother to four children.

She had a two year stint in the London office of PwC UK from September 2000 to August 2002 where she worked on an account with a new global client. She's worked with some of the largest public listed companies in Malaysia on audit and business advisory matters.

Tax pro and footbal ace

Taariq is one of our firm's football players. He's also a father of two young children and a Managing Consultant in our Tax practice. 

One day, Taariq was asked to help with his family business. He took advantage of the Flexible Work Arrangement (FWA) of three days a week to balance work and family responsibilities. He came back to work full time after the short FWA stint. This year, he was featured in the media several times, speaking about taxation and economic issues.

 

Our initiatives

  • FlexMobile – allowance for calls and data to enable managers and above to work off-site.
  • FlexWear – dress down on Fridays with jeans, polo t-shirt and your favourite sneakers.
  • Compassionate leave – not just for one's own unfortunate circumstance, but also to care for a sick child, parent of a partner.
  • Performance based culture – we're not about clocking in and out but delivering value and achieving tangible outcomes for our clients and people.
  • Flexible Work Arrangements (FWA) – where our people can choose to work a shorter work week, from two and a half to four days a week. This allows our people to spend time on things that are meaningful to them, whether it's spending more time with their children or getting an MBA.
  • Back2work programme – enabling people who've taken leave from work (<3 years) to return by providing training and FWA.
  • FlexSpace – where our people (Managers & above) can choose where to work (when the situation calls for it) from as long as they remain connected and contactable.
  • Time out – Plan in advance for time off beyond annual leave entitlement 
    Career Break – Our people can opt to take a stretched time off, from one to three months.
  • (W)omentum – mentoring for women key talents
  • Parent's network
  • Nursing room
  • 3 month maternity leave
  • 3 days adoption leave
  • 3 days paternity leave
    Reserved parking lots for pregnant ladies

 

Media Coverage

 

 

Contact us

Florence Tan
Corporate Responsibility Leader
Tel: +60 (3) 2173 0334
Email

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