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