Diversity & Inclusion

Every day, all our people will feel valued for what they bring, thrive and inspire others.

At PwC, we respect and value differences because we know when people from different backgrounds and with different points of view work together, we create the most value – for our clients, our people and society.

That’s why one of our strategic goals is a diverse and inclusive culture. A diverse culture where our people reflect the diversity of our clients and the Australian community. And an inclusive culture which expects and rewards behaviours that support all our people to reach their full potential.

Our chief diversity & inclusion officer is Julie McKay, who commenced in June 2017 in a dual role taking responsibility for PwC’s diversity and inclusion advisory business, as well as the firm’s own diversity and inclusion strategies and targets.

We have a diversity and inclusion plan which builds on the great progress we’ve already made and details how we will embed the right behaviours and build a truly diverse and inclusive culture.

The aim of our diversity and inclusion plan is simple; to create a workplace where every day, all our people feel valued for what they bring, will thrive and will inspire others. Our plan is based on a comprehensive review of our firm’s culture, which considered both quantitative data and qualitative experiences of our people and includes a series of interventions grouped under three focus areas - behaviours; targets and transparency; and leadership accountability and role models.

PwC has made a strong, public stance on diversity and inclusion and is a market leader when it comes to the targets and policies we have put in place.

In addition to setting targets, PwC has:

  • Launched one of Australia’s best parental leave policies, which acknowledges parenting can take many forms through birth, adoption, surrogacy, foster care and kinship care, and provides 18 weeks paid leave including superannuation contributions (taken in a way that best suits our people - whether it be all in one block, or working part time for a period of time). We also provide 3 weeks of co-parent leave.
  • Adopted an ‘All Roles Flex’ policy which means we are open to discussing and implementing a flexible approach to all roles across the firm.
  • Launched a family and domestic violence policy including 10 days paid leave to support any employee who comes forward and discloses they are in need of support during a period of family or domestic violence.
  • Focussed heavily on equity in remuneration, through conducting gender pay gap audits, adding inclusion consciences in performance moderations, and reviewing performance ratings, pay, incentives and promotion for equity
  • Conducted periodic surveys of our people to understand our progress towards a diverse and inclusive culture, and to track the diversity demographics of our people
  • Provided training for our people to raise awareness and lift the standard of behaviour, including inclusive leadership workshops, Open Minds learning, Sticks and Stones (LGBTI awareness), cultural awareness sessions, Indigenous cultural awareness, and disability confidence workshops.
  • Launched our third Reconciliation Action Plan (Stretch RAP) and currently producing a fourth RAP (Elevate RAP) which focuses efforts on developing valued relationships and cultural awareness, building understanding through sharing skills and developing employment initiatives.
  • Prepared and lodged an Access and Inclusion plan with the Australian Human Rights Commission, as our commitment to creating a workplace that enables our people with disability, and those who care for someone with disability, to succeed.

PwC is working actively to address inequality in our workplace. While efforts have been made to ensure that women, people from a diverse cultural background and other groups have equal access to opportunities to reach their full potential at work, we know there is more to do - so we have a targeted interventions to address this.

At PwC, we have the following targets in place:

  • From 1 July 2015, a minimum of 40 per cent women and 40 per cent men will make up PwC’s future partner admissions. The remaining 20 per cent can be any gender identity.
  • By 2020, at least 30 per cent of our partner admissions will have a diverse cultural background.
  • From 1 July 2018, at least 50 per cent of experienced hire appointments at a director level will be women

These targets will help achieve PwC’s aspiration to have a minimum of 40% women and 30% of people having with a diverse cultural background in the overall partnership.

2018 WGEA Employer of Choice for Gender Equality

2018 CEO of the Year in the Australian Workplace Equality Index awards for LGBTI inclusion

2018 Executive Leadership Award in the Australian Workplace Equality Index awards for LGBTI inclusion

Member of the Victorian Chapter of the Male Champions of Change

Gold member with the Australian Network on Disability

Member of the Leadership Council on Cultural Diversity

“We are committed to ensuring that diversity and inclusion remains at the center of our strategy to enable all our people to live our values, be themselves and feel empowered to reach their full potential.”

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

“Diversity and inclusion is fundamentally about our people’s wellbeing and sense of psychological safety and belonging. It’s about our people feeling their contributions are valued and being comfortable raising ideas and concerns, to bring out the best, most productive versions of themselves.”

Julie McKay, Chief Diversity & Inclusion Officer

Our Diversity Advisory Board

PwC has an external Diversity Advisory Board comprised of four leading diversity experts to help hold us accountable:

Paul Zahra

Global Retail Advisor and former CEO of David Jones

Karen Mundine

CEO of Reconciliation Australia

Tim Soutphommasane

Former Australian Race Discrimination Commissioner

Alastair McEwin

Australian Disability Discrimination Commissioner

Inclusion@PwC logo

Inclusion@PwC - our employee-led networks

Nurturing grassroots, employee-led networks is an important way in which we raise awareness and promote diversity and inclusion at PwC. Our employee networks are open for all of our people to join, attend events and engage in the conversation around each diversity pillar.

  • Symmetry@PwC - Symmetry aims to facilitate the development of both men and women through opportunities that connect, inspire and empower.
  • Be@PwC - Be provides an avenue for advice and support, in addition to celebrating cultural differences and increasing levels of awareness across the firm.
  • GLEE@PwC- GLEE strengthens our presence in the LGBTI community, increases awareness among our people, and offers information, support, and networking opportunities.
  • Ability@PwC - Ability is a place for people in the firm with a disability; together with carers of people with a disability and people interested in building a more inclusive workplace, to go for advice, information and support.

Contact us

Julie McKay
Chief Diversity & Inclusion Officer, PwC Australia
Tel: +61 7 3257 5436
Email

Victoria Park
Diversity & Inclusion Director, PwC Australia
Tel: +61 2 8266 7404
Email

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