2024 - 2025 Gender Pay Gap Employer Statement

Our Commitment to closing the Gender Pay Gap 

At PwC Australia, our people are our greatest asset. We are committed to fostering an inclusive culture, where all our talented people thrive, have equal opportunities and can build a career they are proud of. Over the past decade, we have published our gender pay gap (GPG) data because we believe that transparency drives accountability, and meaningful inclusion requires both evidence-based decision making and unwavering commitment to improvement. 

For the WGEA reporting period 2024-25, our mean gender pay gap (GPG) has narrowed by 1 percentage point to 6% and the median GPG was 2%. Both are significantly below the professional services industry comparison group average of 11.3%, and while we are proud of this progress, we recognise that closing the GPG remains an ongoing priority and we are dedicated to taking meaningful steps to reach this goal. 

We recognise that gender representation at senior levels directly influences our pay gaps, but representation alone is not sufficient. We're equally committed to cultivating an inclusive culture at every level of our organisation. Leaders who value difference and actively create space for everyone to grow and develop are critical to our success.  

Our recently refreshed Inclusion & Diversity (I&D) Strategy builds on a decade of I&D initiatives, embedding equitable principles, including gender equality, across every stage of the employee journey. Key initiatives under this strategy that contribute to addressing our GPG include: 

• Regularly reviewing and challenging gender biases across our people policies and processes, including recruitment, performance, and reward to remove barriers to full and equal participation for all. 
• Integrating I&D principles into succession planning to ensure fair and equitable opportunities for all people to thrive. 
• Providing mentoring and sponsorship programs focused on professional development and career advancement. 
• Ensuring equal access to learning and development, including those focused on new AI-driven skills, to support their career growth and advancement into leadership roles. 
• Integrating sustainable work design to support flexible working arrangements across roles and levels, enabling equitable access to opportunities and career progression. 
• Continuing to support and champion our nine employee-led People Networks, including Symmetry, which aims to connect, inspire, and empower all women at PwC through collaboration, education, advocacy, and targeted stakeholder engagement. 

Our work on gender equality is ongoing, and we welcome feedback from our people and stakeholders as we progress. For more information on our I&D initiatives, see our Annual Report: https://www.pwc.com.au/about-us/annual-report.html