Diversity and inclusion

Across the world, we employ people from diverse cultures and backgrounds and with a wide range of experiences. When we bring together people with different points of view, we get the best outcomes. It’s this diversity of talent that allows us to help our clients build trust and solve complex problems.

Creating an inclusive environment – where all of our people can reach their full potential and be their best selves – is critical for us. We want all PwC member firms to be inclusive environments where all differences are valued.

One way we track progress is with our Global Inclusion Index, an innovative framework that provides a clear picture of diversity progress in our leadership pipeline at PwC, including where we need to take action.

Man smiling
Three women chatting

Based on a combination of quantitative and qualitative measures, the Index calculates a score of 1-100 for each of PwC’s 21 largest firms.

Based on the results of the Inclusion Index, PwC firms each create and implement annual diversity plans with the full support of that firm’s senior partner. At the end of every year, each senior partner is responsible for reporting on progress made towards the annual diversity plan, and held accountable for that progress.

The Global Inclusion Index* has significantly increased awareness and driven leadership commitment and accountability for diversity and inclusion at PwC.

We also use findings from our Global People Survey to understand how our people experience diversity and inclusion at PwC. This year, 69% of our people told us the people they work for make the effort to get to know them and what they uniquely bring to PwC. When asked whether they are satisfied with the actions leadership is taking to build a diverse and inclusive work environment, 63% agreed. This is an area we will continue to actively focus on in the year ahead.


Women at PwC

We are seeing some good results in the area of gender diversity:

  • Globally, PwC firms’ female partner admissions across the PwC network have increased from 23% in 2013 to 30% in 2018.
  • Female representation in the partnerships has gradually increased from 13% in 2006 to 20% in 2018.
  • This year, 51% of campus hires and 46% of experienced hires globally were female.
  • In 2017, we reached gender balance on our Global Leadership Team for the first time, however we still have much to do to reach gender balance across our Network Leadership Team and Strategy Council (which is composed of the senior partners of our 21 largest firms)


Female representation in our global workforce

  FY18 FY17 FY13
Global Leadership team FY18 - 47% FY17 - 50% FY13 - 0%
Network Leadership team FY18 - 0% FY17 - 0% FY13 - 0%
Global Board FY18 - 33% FY17 - 33% FY13 - 11%
Strategy Council FY18 - 0% FY17 - 5% FY13 - 0%
Partners FY18 - 20% FY17 - 19% FY13 - 17%
Managing directors / directors FY18 - 34% FY17 - 33% FY13 - 31%
Senior managers FY18 - 41% FY17 - 40% FY13 - 38%
Managers FY18 - 46% FY17 - 46% FY13 - 47%
Senior associates FY18 - 50% FY17 - 49% FY13 - 49%
Associates FY18 - 53% FY17 - 52% FY13 - 51%

To achieve true gender diversity, everyone needs to play a part – women and men. Four years ago, PwC was one of the first 10 businesses to become a HeForShe IMPACT champion. A programme run by UN Women, HeForShe aims to mobilise one billion men and boys in support of gender equality. Since then, we have taken action to engage all of our people. To date, over 46,500 PwC men have made the HeForShe pledge.

Pay equity

The PwC network is committed to pay equity. One example of this commitment is gender pay equity reviews in which network firms regularly conduct comprehensive reviews of compensation data to understand any differences between and among staff, and make adjustments as appropriate. Some network firms may choose to add additional types of pay equity reviews, such as compensation differences among partners, or an analysis along racial/ethnic lines.

The decision to publish any pay information is a local one that is taken by individual member firms based on their own local circumstances and regulatory environments.

Focusing on all dimensions of diversity

Our commitment to diversity goes beyond gender to include all dimensions of diversity, including ethnic, LGBT+, generational, disability and thought and skills diversity.

For example, 16 PwC firms around the world have networks in place to support LGBT+ people, up from 12 in 2017. These include PwC firms in Australia, Austria, Brazil, Canada, France, Germany, Hong Kong, Ireland, Japan, Mexico, The Netherlands, South Africa, Switzerland, the UK, the US and Vietnam. And in June 2019, to coincide with World Pride New York City 2019, we will be inviting PwC people from member firms around the world to attend the first PwC global LGBT+ summit.

Looking ahead

PwC supports a range of programmes across the world that encourage diversity and the benefits that a fully diverse workforce brings. For more information, please see The PwC diversity journey or our most recent piece of research, Time to Talk.

When it comes to diversity and inclusion, we’ve set the bar high. And while we know we won’t get there overnight, we’re making steady progress and we want to progress more quickly. To find out more about our approach to diversity and inclusion, take a look at The PwC diversity journey.

Contact us

Mike Davies

Director, Global Communications, PwC United Kingdom

Tel: +44 7803 974136

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