"We have put diversity and inclusion at centre of our strategy."

Luke Sayers, CEO, PwC Australia and Vice Chairman, PwC Asia

The world of work is changing. Technology, globalisation, generational shifts and people’s expectations all shape the workplace of today.

At PwC we foster an inclusive culture which embraces differences – one that allows us to live our values every day, be ourselves and to feel empowered to realise and discover our potential. Because we know that when people from different backgrounds and different points of view work together they create the greatest value – for our business, our clients and society.

Our strategy

Enhancing our diversity and inclusion is a critical part of PwC Australia’s vision, values and strategy. We believe that fostering inclusion, promoting broad perspectives and driving diverse career opportunities for our people will enable us to create a distinctive experience for our clients and create better outcomes for society.

Diversity is one of our CEO’s seven key priorities. In July 2014 we appointed the firm’s first Chief Diversity and Inclusion Officer, a position that sits on the PwC Australia’s Executive Board. We also have an external Diversity Advisory Board comprised of six leading diversity experts from the marketplace, as well as our CEO and Chief Diversity and Inclusion Officer.

Our diversity targets

We have publically announced two targets:

  • from 1 July 2015, a minimum of 40% women and 40% men making up our future partner admits. The remaining 20% can be either men or women.
  • by 2016, at least of 20% of our partner admits will be from a diverse cultural background, rising to 30% by 2020.

Our actions

We are constantly reviewing our policies and practices to find ways to enhance diversity and inclusion at PwC, such as:

  • adopting an ‘all roles flex’ approach.
  • an ‘inclusion moderator’ attending every performance moderation.
  • applying for accreditation with and/or awards offered by highly regarded specialist diversity organisations.
  • a strategy to improve the inclusiveness of and opportunities for people with a disability, including a partnership with the Australian Network On Disability.
  • conducting periodic pay and promotion equity reviews.
  • maintaining market-leading policies and competitive benefits.
  • signature ‘Inclusive Leadership’ and ‘Open Minds’ learning programs.
  • employee-led diversity networks (including cultural, disability, LGBTI and gender equality networks).
  • memberships with highly regarded diversity bodies and networks.
  • regular, mandatory equal opportunity training for all employees and partners.
  • adopting a reconciliation action plan.
  • periodic diversity and inclusion and people feedback surveys.
  • providing best-in-class parental and spousal leave.

Our results

We are proud of our record on diversity and inclusion, however we are also the first to acknowledge there is much more work to do. Our notable achievements include:

  • 82% of our people believe PwC is an inclusive work environment where individual differences are respected and valued (FY15 Global People Survey).
  • 64% of our people currently use one or more types of flexibility (FY15 Diversity & Inclusion Survey).
  • 45% of our managers and above are females.
  • 42% of our people come from a diverse cultural background.
  • twice named Australia's top LGBTI employer by Pride In Diversity.
  • one of the first private sector organisations to sign a letter of support for marriage equality in Australia.
  • our CEO is a WGEA pay equity ambassador and member of the Victorian Chapter of the Male Champions of Change.
  • Platinum Partner to the Australian branch of UN Women for International Women's Day.

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