Diversity & Inclusion Consulting
PwC’s D&I consulting practice works with organisations to help realise the benefits of D&I.
Every day, all our people will feel valued for what they bring, thrive and inspire others.
of our people are women (partners 26%)
of our people have a non-Anglo-Celtic ethnicity
of our people believe PwC is an inclusive work environment
of our people currently use one or more types of flexibility
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:
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:
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
PwC has an external Diversity Advisory Board comprised of four leading diversity experts to help hold us accountable:
Global Retail Advisor and former CEO of David Jones
CEO of Reconciliation Australia
Former Australian Race Discrimination Commissioner
Australian Disability Discrimination Commissioner
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.
Concealing a person’s gender or sexuality is a hidden cost for LGBTI employees, the organisations they work for, and the Australian economy. For the last three years, PwC has published a Workplace Inclusion Report that provides a pulse check on LGBTI Inclusion in Australia and arms workplaces with evidence-based strategies to improve LGBTI inclusion.
GLEE@PwC have partnered with Pride In Diversity on a piece of groundbreaking research Where are all the Women? to explore what might be driving this trend. Read the findings of our survey of 1,270 same-sex attracted Australian women, including the five key areas workplaces should focus on to improve their participation and sense of belonging and connection at work.
What do high potential LGBT+ employees want from employers? Are businesses delivering? What more should organisations do.
A new PwC and PwC Indigenous Consulting (PIC) report released today measures, for the first time, the contribution Indigenous business makes to Australia’s economy.