Diversity & Inclusion

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

A community where all of our people feel valued for what they bring, thrive and inspire others

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.

“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, PwC Australia and Vice Chairman, PwC Asia

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Creating a culture that supports you

We’ve created an environment to encourage and support all of our people in unleashing their potential. However, we get it. Every unique difference you might hold also comes with a unique set of needs and demands to be met, either professionally or personally. This is why we’ve implemented a firm-wide strategy that removes barriers through progressive programs and policies that are designed to enable and inspire.

Our policies to support you:

All Roles Flex - Flexible working options mean having the freedom to choose how, when and where you work to best suit your day. We trust you to work around your individual needs and we provide you with the tools and movement to be able to truly do it. Whether that means you flex the hours in your day or choose to work remotely, we empower you to work smarter and in a way that suits you.

Employee-led diversity networks - Strengthening our ties with each other remains at our core. We’re proud of our employee-led diversity networks that promote cultural, disability, LGBTI and gender equality, and we encourage our people to be the champions of change starting from within our own community.

Leading Parental Leave - Designed for mums, dads, foster carers and parents of stillbirth, we’ve implemented a progressive 18 week Parental Leave policy that includes superannuation contributions and can be used in one block or flexibly to suit your needs (with no minimum service requirements!).

Wellness platform - Our ‘Be Well’ platform is an online hub the supports our people in achieving their wellness goals. It provides regular wellness checks to track progress, offers wellbeing programs and information, and provides opportunities to participate in team and firmwide wellbeing challenges. We also provide support via a wellness benefit - a financial incentive to be used towards wellness activities.

Diversity & Inclusion programs - We provide regular, mandatory equal opportunity training for all of our people (including Partners) so that we can all share in our passion and vision of continuing to create an inclusive firm.

Asking our people - We implement periodic diversity and inclusion and people feedback surveys. By taking regular pulses of our people and culture we’re able to really understand how they are feeling, what we’re doing well and what we can improve on.

Find out more about our Culture and Benefits.

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Our diversity targets

We have publically announced the following targets:

  • 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 be from a diverse cultural background.
  • From 1 July 2018, a 50 percent gender target for experienced hire appointments at a Director level.

Our diversity targets

We have publically announced the following targets:

  • 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 be from a diverse cultural background.
  • From 1 July 2018, a 50 percent gender target for experienced hire appointments at a Director level.
  •  

Our diversity targets

We have publically announced the following targets:

  • 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 be from a diverse cultural background.
  • From 1 July 2018, a 50 percent gender target for experienced hire appointments at a Director level.
  •  

Our diversity targets

We have publically announced the following targets:

  • 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 be from a diverse cultural background.
  • From 1 July 2018, a 50 percent gender target for experienced hire appointments at a Director level.

Our diversity targets

We have publically announced the following targets:

  • 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 be from a diverse cultural background.
  • From 1 July 2018, a 50 percent gender target for experienced hire appointments at a Director level.

Our diversity targets

We have publically announced the following targets:

  • 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 be from a diverse cultural background.
  • From 1 July 2018, a 50 percent gender target for experienced hire appointments at a Director level.
  •  

Our diversity targets

We have publically announced the following targets:

  • 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 be from a diverse cultural background.
  • From 1 July 2018, a 50 percent gender target for experienced hire appointments at a Director level.
  •  

Diversity & Inclusion

Our Chief Diversity & Inclusion Officer is Julie McKay, who commenced in June 2017. One of Australia’s leading advocates for the social and economic empowerment of women, Julie spent 10 years as the Executive Director of UN Women Australia and was the Gender Advisor to the Chief of the Defence Force.

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 inspire others. 

Contact us

PwC Careers
PwC Australia, PwC Australia
Email

PwC Student Careers
PwC Australia, PwC Australia
Email

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