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Diversity and inclusion
We strive to be representative of the demographics of our country but our diversity and inclusion programme challenges us to go beyond basic representation.
Transformation is critical to the sustainability of our firm and we know that in order for true transformation to take place within PwC, multiculturalism and gender representation need to be embraced and enhanced.
We strive to be representative of the demographics of our country but our diversity and inclusion programme challenges us to go beyond basic representation. This cutting-edge programme wants to see diversity translate into authentic inclusion within the business.
Diversity is all the ways in which people are unique. Inclusion is about how we act. It's about recognising, respecting, valuing and leveraging diversity in a way that enhances our perspective.
An inclusive culture is one where we all feel we can bring our whole selves to work and where we can express our ideas openly. By strengthening the representation of diversity in our firm, we do more than just create an opportunity for individuals; we also harness great talent and great potential.
The creation, sharing and application of knowledge are central to everything we do. But knowledge doesn't grow on its own. It's created and nurtured by people coming together to share their individual ideas. This is further enriched by variety – especially by the unlimited abundance of experience and cultural diversity in PwC.
Real diversity and inclusivity not only benefit the firm, but also clients, staff and the communities we serve. Through effective transformation we can truly begin to lead the pack in creating a more inclusive business environment.
Women in business
At PwC we strive to be considered a great place to work for both men and women. To succeed in our business, we are committed to attracting and retaining the best talent, both male and female.
While 50% of our intake each year is female, this percentage decreases significantly at senior leadership levels in the firm. This decrease is linked to specific reasons that the firm is proactively addressing to ensure our best women stay with PwC.
Specifically our leadership team has endorsed a high level-working group to focus on core priority areas that we believe will contribute towards the retention of our talented female staff. These areas include flexibility and work-life balance, understanding reasons why women leave and do not return, prejudices and networking, coaching and mentoring.
Ultimately, we believe that attraction, retention, advancement and empowerment of high-performing women relates to the profitability, sustainability and future growth of our organisation.
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HeForShe
We recognize that ensuring a gender-balanced work environment and enabling women to succeed in their careers is a broader issue than just within our own walls. Our commitment to furthering our own efforts is reflected in our work with HeForShe At PwC, we have committed to three key actions in support of the HeForShe mission.
These efforts include empowering both men and women to act as gender equality advocates through educational programs, leveraging the global PwC Network to drive awareness among our teams, clients and communities and through helping female talent reach leadership positions with the PwC Global Inclusion Index – our internal global evaluation of leadership with a focus on women. These efforts will provide the foundation for building equal work environments for anyone who joins the PwC Network and act as inspiration to other firms, our clients and communities to endeavour to participate in HeForShe or gender equality initiatives as well.
Read more about our gender equality initiatives.
Women in business
At PwC we strive to be considered a great place to work for both men and women. To succeed in our business, we are committed to attracting and retaining the best talent, both male and female.
While 50% of our intake each year is female, this percentage decreases significantly at senior leadership levels in the firm. This decrease is linked to specific reasons that the firm is proactively addressing to ensure our best women stay with PwC.
Specifically our leadership team has endorsed a high level-working group to focus on core priority areas that we believe will contribute towards the retention of our talented female staff. These areas include flexibility and work-life balance, understanding reasons why women leave and do not return, prejudices and networking, coaching and mentoring.
Ultimately, we believe that attraction, retention, advancement and empowerment of high-performing women relates to the profitability, sustainability and future growth of our organisation.
HeForShe
We recognize that ensuring a gender-balanced work environment and enabling women to succeed in their careers is a broader issue than just within our own walls. Our commitment to furthering our own efforts is reflected in our work with HeForShe At PwC, we have committed to three key actions in support of the HeForShe mission.
These efforts include empowering both men and women to act as gender equality advocates through educational programs, leveraging the global PwC Network to drive awareness among our teams, clients and communities and through helping female talent reach leadership positions with the PwC Global Inclusion Index – our internal global evaluation of leadership with a focus on women. These efforts will provide the foundation for building equal work environments for anyone who joins the PwC Network and act as inspiration to other firms, our clients and communities to endeavour to participate in HeForShe or gender equality initiatives as well.
Read more about our gender equality initiatives.
Women in business
At PwC we strive to be considered a great place to work for both men and women. To succeed in our business, we are committed to attracting and retaining the best talent, both male and female.
While 50% of our intake each year is female, this percentage decreases significantly at senior leadership levels in the firm. This decrease is linked to specific reasons that the firm is proactively addressing to ensure our best women stay with PwC.
Specifically our leadership team has endorsed a high level-working group to focus on core priority areas that we believe will contribute towards the retention of our talented female staff. These areas include flexibility and work-life balance, understanding reasons why women leave and do not return, prejudices and networking, coaching and mentoring.
Ultimately, we believe that attraction, retention, advancement and empowerment of high-performing women relates to the profitability, sustainability and future growth of our organisation.
HeForShe
We recognize that ensuring a gender-balanced work environment and enabling women to succeed in their careers is a broader issue than just within our own walls. Our commitment to furthering our own efforts is reflected in our work with HeForShe At PwC, we have committed to three key actions in support of the HeForShe mission.
These efforts include empowering both men and women to act as gender equality advocates through educational programs, leveraging the global PwC Network to drive awareness among our teams, clients and communities and through helping female talent reach leadership positions with the PwC Global Inclusion Index – our internal global evaluation of leadership with a focus on women. These efforts will provide the foundation for building equal work environments for anyone who joins the PwC Network and act as inspiration to other firms, our clients and communities to endeavour to participate in HeForShe or gender equality initiatives as well.
Read more about our gender equality initiatives.
Global Mobility
One of the benefits of joining a large international firm is the opportunity to gain exposure to some of the best minds from across the world.
Thanks to our international perspective and the knowledge of our team you will have the chance to engage with and learn from people across the globe. Importantly, we translate this into real value for our clients by offering tailor-made solutions that draw on the best resources internationally and offer solutions that are relevant, both locally and globally.
In addition to this global perspective we have a well-established global mobility programme that offers our people exciting opportunities for personal growth through short-term and long-term international postings.
Through effective transformation we can truly begin to lead the pack in creating a more inclusive business environment.
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