Creating value through diversity. Be yourself. Be different.
Bringing together the perspectives of individuals of all backgrounds, life experiences, preferences and beliefs to create better outcomes for our clients, our people, and our communities.
Women are more confident and ambitious than ever across the globe, and here in Singapore women have strong leadership aspirations with 73% of women saying it is important to them that they get to the top of their chosen career. Women are also proactively pursuing their career goals by negotiating for raises, promotions and seeking out the experiences seen as critical to advancing their career. While positive, we are not yet seeing this confidence and ambition translate, based on the current rates of female progress. There is a lot that employers in Singapore can and should do to ensure they are getting the most from the highly-skilled, experienced, and ambitious female talent pool.
To solve important problems we need diverse talent. So at PwC, we employ people with a vast array of backgrounds and experiences – meaning they think differently from one another and apply varying approaches to problem-solving. And we’re committed to helping every one of them build a rewarding career and achieve their full potential.
Our global diversity journey began ten years ago, when the PwC network of firms first began to focus on a globally consistent approach to diversity as a business imperative and enabler to our international business strategy. Initially, gender diversity was the priority, however this focus was later expanded, putting inclusion front of mind and expanding our dimensions of difference beyond just gender. Our diversity journey was further accelerated as we reframed our strategy including our network diversity priorities, governance and leadership structure.
We adopt a ‘2+1’ minimum standard approach to tackling the many different dimensions of diversity. PwC has over 208,000 people in 756 locations across 157 countries; 67% of our revenues come from international clients and 50% of our talent is female. These demographics presented a clear proposition for us to identify gender and valuing differences as our two global priority diversity dimensions. Our focus is on creating strategies that focus on these dimensions of diversity, in addition to at least one further dimension of diversity, which is of high local priority.
As one of the 100 BoardAgender and an SG50 Champion of Change supporter, our Executive Chairman, Yeoh Oon Jin, highlights PwC Singapore’s commitment to diversity and inclusion. Read about his sharing here as he talks about the representation and pivotal roles women play within the PwC network.
Every person in PwC is unique and different. Our diversity allows us to create value for our clients and stakeholders. The ability to work well with people who are different from us is one of the most important business skills today and in the foreseeable future. For us to remain as the #1 professional services firm in Singapore, we need to be inclusive and make the most of the very best talent in the world.
The 100 BoardAgender Champion Campaign applauds 100 leaders and their organisations in Singapore that recognise the contribution of female talent in the workplace, and the advancement of women into highflying careers and senior leadership roles.
With the aim to inform, empower and inspire professional women, The Glass Hammer is an online community designed for women executives in financial services, law and business, with a focus on issues that matter to build their careers.
In PwC Singapore, we are proud to have talented female leaders who have proven to be positive role models in managing career and personal life. Read to find out more about our female partners as they share their experiences and insights on The Glass Hammer’s Voice of Experience.