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Celebrating International Women's Day
"At PwC we are committed to celebrating International Women's Day because gender equality is an economic and social imperative. To shape the debate, and help accelerate change, both at PwC and in business at large, we release a seminal piece of ground-breaking thought leadership on International Women's Day each year. This year’s global research publication ‘Time to talk: What has to change for women at work’ focuses on three critical elements that business leaders must focus on to help women realise their full potential."
Sharmila Karve
PwC Global Diversity Leader, PwC India
Insights on Gender Diversity
What has to change for women at work
The collective voice of women, speaking up about their experiences in the workplace, has never been stronger. There is a new fearlessness and urgency to address the challenges women face: including, but not limited to the slow progress in bridging the gender gap. This report highlights three critical strategies leaders must focus on to advance gender equality and help women’s career advancement.
View the report findings
How to gain the diversity edge through inclusive recruitment
In an effort to close the corporate gender gap, leaders are turning their energies towards attracting higher numbers of female talent. But what are the precise methods that employers are using to rise to this challenge? Is this approach having an impact? And – more generally – what are the diversity experiences and expectations of the modern workforce?
View the report findings
Female demand for international mobility is at an all-time high
71% of female millennials want to work outside their home country during their career, but only 20% of the current internationally mobile population are women. Faced with today’s fast-changing workforce demographics, global mobility strategies that do not fully include women will simply not deliver to their full potential.
Read more about creating gender inclusive global mobility
A new era of talent
Organisations looking to address the gender leadership gap must drive parallel efforts that tackle enhanced leadership diversity in conjunction with systemic change efforts targeting their workforce from day one. But to get this right, first, organisations must better understand how to attract, develop, engage and retain female millennial talent.
Learn more about the female millennial
Harness the full potential of the female workforce
Significant gains have been made across the OECD to improve female economic empowerment. However, the gender pay gap remains unacceptably wide and underemployment remains a pressing issue. This report combines key indicators of female economic empowerment into a single comparable index for 33 OECD countries.
Discover more with our Women in Work Index
PwC a UN Women HeForShe Corporate Impact Champion
Commit. Learn. Act
The UN has turned to key government, corporate and educational authorities to drive gender equality globally. As a corporate impact champion, PwC is committed to promoting gender equality in our network and the societies in which we operate.
- Commit - We’re aspiring to leverage our network to engage no less than 80,000 PwC men in HeForShe in the next three years.
- Learn - PwC and the United Nations Women launched the 'Building Gender IQ' online course. The course educates people around the world on the barriers to global gender equality and encourages them to take action for a more equal world.
- Act – Create change with five simple actions for gender equality
Women at PwC
We are completely – and boldly – confident of one fact about PwC: to solve important problems we need diverse talent. That’s why we employ people from a vast array of backgrounds and with an equally wide range of experiences. This means they each think differently from one another, and apply varying approaches to problem solving. And we’re committed to helping every one of our people build a rewarding career and achieve their full potential. And with 48% of our workplace female, we are committed to gender as a priority diversity dimension across the PwC network.
To-date women represent:
- 50% of our global graduate intake
- 50% of our global leadership team
- 19% of our global partners
- 27% of global partner admissions
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Aoife Flood
Anne Freer
