Annual report 2016: Our people

Empowering our people

Our Head of People, Laura Hinton, looks at the ways we are improving the diversity of our firm and empowering our people to be the best they can be.

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How diverse is our workforce?
We believe in being transparent about our progress towards becoming a fully diverse and inclusive organisation. Our Diversity Data Explorer allows you to compare our diversity performance on gender, age, ethnicity and working pattern by employment grade, with our overall firmwide performance as a benchmark.
Select a grade below to compare our diversity data
Partners
938
Gender
Female
144
Male
711
Age
Age <29
0
Age 30-39
75
Age 40-49
458
Age 50+
322
Ethnicity
BME
48
Non-BME
692
No Data 115
Working flexibly
Full time
48
Part time
692
Total UK employees
19358
Gender
Female
144
Male
711
Age
Age <29
0
Age 30-39
75
Age 40-49
458
Age 50+
322
Ethnicity
BME
48
Non-BME
692
No Data 115
Working flexibly
Full time
48
Part time
692
Giving everyone a chance

As a major UK employer, we’re genuinely committed to broadening access to a career in professional services and being a part of creating a workforce for the future.

In 2015, we removed UCAS points as entry criteria for the majority of our graduate jobs in a move that we hoped could drive radical changes in the social mobility and diversity of the professional services’ industry, and how companies access potential more broadly.

We’ve seen immediate results in the numbers of applicants from more diverse backgrounds:
38%
The proportion of applicants who are first generation graduates
73%
The proportion who attended a state rather than private school
14%
The proportion coming from homes eligible for income support
9%
The proportion who were eligible for free school meals
Our talent strategy
Awareness
We’ve expanded our marketing campaign to a wider range of schools and universities to attract a more diverse group of applicants.
Aspiration
We provide those from under represented backgrounds with an insight into professional services careers through our work experience and mentoring programmes.
Access
Our School and College Leaver programmes are designed to give students real alternatives to university. These are designed to help students develop their business skills, while completing their qualifications.

My PwC

In this video, our people give you an insight into their daily lives at PwC – all filmed on their iPhones.

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Tackling diversity

This year, as well as our gender pay gap we're also publishing our senior management gender and ethnicity targets by grade, as well as how we're currently performing against those targets.

These targets are to be achieved by 1 July 2020 and are supported by local action plans. Progress against them is reported to our Executive Board on a quarterly basis.

We were the first professional services firm to publish our gender pay gap externally and this will be our third year of doing so. This shows our commitment to being open and transparent about our progress towards becoming a fully diverse and inclusive organisation.

You can view our 'Women in Finance' charter targets, ethnicity targets and gender pay gap by clicking through the pages of this carousel.

Find out more
WIF Charter Mark
Our gender pay gap

We review pay and bonus by gender, ethnicity and different working patterns (full time to part time).

We continue to take action to address any gaps and to make sure our policies and practices are fair. This includes actively reviewing decisions on out of cycle payments, pay for new hires and our annual pay and bonus rounds.

We also report our gender pay gap adjusted for the different gender demographic across the grades, as we have more men than women at our most senior grades.

Our gender pay gap 2016

15.2%

2015: 15.3%

Adjusted by grade

2.6%

2015: 2.8%
Our grade pool targets: gender

Our grade pool targets provide direction and drive the recruitment, promotion and retention activities that underpin them.

As a result of our strategic and measurable approach we were proud to sign up to the HM treasury Women in Finance Charter this year.

Select a grade from the drop down to see our gender 2020 targets and how we're currently performing against them

2020 Target
2020 Target
12%
Actual
12%

July 2016

Our grade pool targets: ethnicity

Our grade pool targets provide direction and drive the recruitment, promotion and retention activities that underpin them.

Select a grade from the drop down to see our black and ethnic minority 2020 targets and how we're currently performing against them

2020 Target

July 2016

What we are doing to improve

We have a number of programmes to improve diversity at all levels of our business and ensure we have a strong diverse and sustainable pipeline of future leaders.

Talent Watch

A programme for high potential female and/or black and ethnic minority directors and senior managers. It aims to support some of our best people to progress their careers and fulfil their potential.

Back to Business

A paid 16 week return to work programme to help bring senior professional women back into the workplace after an extended career absence. It offers people the chance to work on client projects, upgrade their skills and broaden their professional network. At the end of the 16 weeks there is the opportunity to apply for a permanent role.

Women in Technology

Our Women in Technology network has launched its Change the Ratio campaign which aims to make technology a more attractive and inclusive working environment for women.

Contact us

Corporate communications

Tel: +44 (0)20 7213 1768
Email

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