At PwC, we embrace diversity and inclusion in every form – be it background, gender, sexuality, nationality, religion, or disability. Our goal is to cultivate a workplace where everyone can thrive, feel valued, and contribute their unique perspectives.
In a world of constant change, our inclusion first strategy prioritises the daily experiences of our diverse workforce. We tackle challenges in recruitment, career development, and progression, empowering our community to deliver meaningful outcomes for our stakeholders.
Our Inclusion First strategy
At the heart of our strategy is a commitment to deliver on our purpose through our people. We recognise that by hiring, nurturing, and developing diverse and multidisciplinary teams, we empower our people to tackle significant challenges alongside clients, and achieve lasting impact. This mission aligns seamlessly with our network strategy, which emphasises that, as a community that unites expertise with the right technology, we stand together in building trust and delivering sustained outcomes.
Every individual in our community brings a unique set of experiences, perspectives, and skills. An 'inclusion first' approach actively fosters a culture where everyone feels valued, respected, and empowered to bring their authentic selves to work, and where individuals think, act, and lead inclusively. This culture of belonging fuels creativity, innovation, and collaboration, driving both individual and organisational success.
Our five drivers of change:
| Gender equity | Cross-border inclusion | LGBT+ inclusion | Disability | Social inclusion |
rely on insights and Key Performance Indicators (KPIs) to take decisive action on issues important to our workforce. We ensure that leadership commitment, internal systems, and behaviours align with our inclusion first strategy, pursuing fair and impartial outcomes. We take pride in the trust and engagement our people show in various inclusion and diversity initiatives and are committed to transparency in advancing equality.
Inclusion first
- Gender equity
- Cross-border inclusion
- LGBT+ inclusion
- Social inclusion
- Disability
Gender equity
Our strategy focuses on offering equal opportunities irrespective of gender. We periodically analyse gender-related data to identify areas for improvement, including career progression, succession planning, representation at senior positions, and inclusion indices from our Global People Survey. This analysis forms the basis of our strategy and action plans to achieve our targets.
Cross-border inclusion
Our firm embraces 46 different nationalities, representing various ethnicities, educational backgrounds, gender identities, languages, cultures, and beliefs. We aim to create an inclusive environment where everyone feels valued and respected.
LGBT+ inclusion
We are committed to creating a workplace where everyone can bring their authentic selves to work. Our strategy includes initiatives to promote awareness, understanding, and acceptance of diverse sexual orientations and gender identities.
Social inclusion
We recognise our responsibility to support the community we operate in and through our Corporate Social Responsibility (CSR) programme, we support minority groups such as individuals with disabilities, the homeless, cancer patients, and those in palliative care. We aim to provide financial support, volunteers, and pro-bono work, while also partnering with NGOs to address societal inequalities and raise awareness for various causes.
Disability
We prioritise disability and are committed to inclusive recruitment, collaborations, and creating an accommodating workplace. Apart from fostering leadership commitment and accountability, we seek to build a culture of awareness and understanding, internally and externally through accessible communications and self-education, as well as building a community where people feel comfortable talking openly about disabilities and related support needed.
What we’ve done
We celebrated the EMEA International Gender Balance Week in 2025 by inviting our staff to attend several global online webinars during the first week of March.
Two of our female partners also facilitated a women empowerment circle on the topic of making key career decisions in the workplace, with the aim of guiding women through pivotal moments in their professional journeys. The session encouraged open dialogue, shared lived experiences, and offered practical strategies for navigating career progression with confidence and clarity.
As part of our ongoing efforts to promote, raise awareness, and encourage the sharing of knowledge on diversity and inclusion, we are proud that PwC Malta became a signatory of the Malta Diversity & Inclusion Charter in March 2025. This Charter serves as Malta’s official representative on the European Platform of Diversity & Inclusion Charters.
We hosted a vibrant celebration of the cultural richness within our firm. The event brought together colleagues from across the different cultures to showcase their heritage through traditional food, music, crafts, and attire. It served as a powerful platform for cultural exchange, encouraging teams to share stories, customs, and experiences that reflect their unique backgrounds. The initiative fostered a deeper sense of connection and belonging, highlighting the value of diversity in shaping our collective identity.
We renewed our collaboration with Lino Spiteri Foundation, reinforcing our dedication to fostering a more equitable and accessible workplace.
Additionally, in recognition of International Diabetes Day, we held an internal awareness talk featuring an external speaker specialising in diabetes education. This session aimed to deepen understanding of chronic health conditions and promote inclusive wellbeing practices across our organisation.
During FY25, we celebrated the June and September pride months both internally and externally, using these as a platform to raise further awareness of the LGBT+ community, related successes and challenges, as well as social injustice.
Initiatives and benefits
We offer personalised flexible arrangements tailored to each individual's needs, aiming to promote a work-life balance that suits them. These customised options vary, allowing team members to adjust their working hours, reduce their schedules, modify their work scope, or incorporate more remote work into their routines.
We understand the importance of accommodating diverse lifestyles and preferences within our workforce, recognising that a one-size-fits-all approach may not be effective. We work together to create flexible arrangements that enhance our employees' overall wellbeing and productivity.
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