We’re an organisation that leads with the heart and we prioritise our people. This is why we’re focused on fostering a culture of belonging and equity where a diverse community of solvers can thrive and feel like they truly belong. We do this by acting as a voice and an accelerator for Inclusion & Diversity (I&D) change in each of our member firms, across the PwC network, for our clients and in the wider societies in which we operate.
We are at our best when we bring together diverse experiences and perspectives. To leverage the benefits of our diverse community of solvers, we embrace and encourage differences and help our people actively develop the skills to work and lead inclusively. The breadth of our skills and abilities enable us to deliver unexpected insights and solve the most complex challenges facing business and society, all while building trust with our people, our clients, our stakeholders and our world.
Our global Inclusion First strategy is centred on:
The mission of our Inclusion First I&D strategy is to be a critical enabler of PwC's The New Equation business strategy.
To build a community of solvers who deliver human-led, tech-powered solutions, we draw from a multidisciplinary talent pool with a diverse set of skills, experiences and perspectives. Helping our people develop the skills needed to value diversity and think, act and lead inclusively allows us to realise the full potential of this incredible community, while fostering a stronger culture of belonging for our people.
"The launch of our global Inclusion First strategy signals our commitment to affect more I&D change both within and beyond PwC. We know that the success of The New Equation hinges upon our ability to bring together diverse talent, skillsets and perspectives so that we can continue to build trust and deliver sustained outcomes for our clients."
We are advancing progress across five global drivers for change. In each of these areas, we are defining and implementing a strategy to guide our journey. We are also identifying key initiatives and programmes, collaborations and Key Performance Indicators (KPIs) that help us to measure and report on our development. On a territory level, these drivers for change are both reinforced and expanded upon through our member firms’ efforts.
To scale our global commitment to I&D in a locally sensitive way, we have created a flexible framework that allows each member firm to align with our global Inclusion First strategy in a way that makes sense for the dynamics of their country or region and respects where each territory is on its I&D journey.
Our fluid network-to-territory approach recognises this, putting inclusion not just at the heart of our global I&D strategy, but also in the veins of how we execute on this strategy across the PwC network. This nuanced approach means we can shape the change that is most needed at both a global and local level.
The principles of approach:
PwC Australia’s LGBTIQ+ Authentic Leaders Programme is empowering LGBTIQ+ talent to unleash their full potential and put themselves forward for new opportunities.
Dion Shango, CEO of PwC Africa Central and Southern Africa, shares his insight into building a lasting legacy -- one that turns the opportunities afforded to him into opportunities for others.
PwC China’s Deals Reverse Mentoring programme is overcoming generational differences by pairing senior and junior staff to open their minds, build new skills and foster greater inclusion.