PwC Australia narrows the employee gender pay gap, implementing ‘Inclusion 2030 Strategy’ to build on progress

Tuesday, 3 March 2026

In the year to 2025, PwC Australia made further progress on closing the mean employee gender pay gap to 6%, according to the latest Workplace Gender Equality Agency (WGEA) data. The result, which is an improvement of 1% from last year, reflects the firm’s commitment to policies and initiatives designed to address structural barriers and promote pay equity. It comes as the firm outlines the next steps for its ‘Inclusion 2030 strategy’.  

PwC Australia’s Chief People Officer Karen Lonergan said the progress is encouraging but there is more to do. 

“These metrics sharpen our focus on removing the structural barriers that still exist and boost our drive to bring the gender pay gap down. Our people are our greatest asset, and we must keep aiming for a future where everyone is equal.”

Commitment to flexible workplace drives down pay gap

PwC Australia’s inclusive policies, including 26 weeks of gender-neutral paid parental leave and flexible working arrangements, have been pivotal in helping to close the gender pay gap. In 2025, 93% of employees who accessed parental leave stayed with the firm for at least 12 months, and uptake of parental leave among men reached 51%. PwC Australia also offers paid leave and financial support to those experiencing domestic and family violence, as well as miscarriage leave, supporting staff through a range of life events.

In addition, the firm’s ‘Work Well, Stay Well’ initiative supports our people to achieve a sustainable high-performance working life, while the ‘Together Anywhere’ program enables employees to combine work with travel, to spend time with family and friends in certain territories.

“Flexibility is one of our superpowers and a reason many people join – and stay – at our firm. We’ve been deliberate about building an environment where people feel valued and supported, and that’s reflected in our ability to attract and retain women at the most senior levels of the firm, said Karen Lonergan. 

Inclusion 2030: PwC’s strategy to drive change 

PwC Australia’s new ‘Inclusion 2030 Strategy’ sets out three clear priorities:

• Building an inclusive culture where everyone feels respected and valued

• Recognising and nurturing talent to help all employees reach their potential

• Assembling diverse teams to drive better outcomes for clients and the firm

This approach is supported by investments in pay equity, leadership development, inclusive succession planning, and flexible work opportunities. The strategy is backed by measurable targets, including the firm’s goal of having women make up 40% of the partnership by 2030, an increase from the current benchmark of 33%. The firm also seeks to raise the representation of partners from diverse cultural background from 21% to 25% by 2030.

“Representation at senior level directly influences our pay gaps, which is why diversity is essential. To drive the systemic change that’s needed, we need robust strategies and targets that include and support our people and inspire them to grow. That’s how we help them build meaningful, successful careers,” Ms Lonergan said. 

Read more about the 2024 - 2025 Gender Pay Gap Employer Statement here.