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In a diverse and competitive world, we need to make sure that we can bring the best talent to our clients, regardless of characteristics such as race, gender or social background.
We have continued to focus on embedding diversity in our business and make sure that we have measures in place to track our progress. For instance our business leaders are accountable for setting and delivering gender and ethnicity targets and we have a target of a minimum of 30% female partner admits each year which reflects the director talent pool from which they are drawn. We have focused on improving gender diversity in ‘hot’ areas for example 40% of our Financial Services Risk and Regulation recruits in FY15 were female and 29% of our student hires are Black and Minority Ethnic Our Diversity Data Explorer allows you to compare our diversity performance on gender, age, ethnicity and working pattern by employment grade.
We believe that to unleash human potential you need to have an #OpenMind. This helps us to attract, develop and retain the high performing, diverse people that we need to provide value to our clients.
You can read more about our diversity performance in our 2015 Annual Report.
We’ve launched a long term behavioural change programme “Open Mind” which aims to address the cultural barriers to diversity. It focuses on tackling the unconscious biases that limit our ability to build an inclusive workplace; a reminder of the business case for diversity; and supports our business leaders in setting local metrics to measure the impact of the actions we take. We have produced a series of films to support this overall change programme
This sets out the case for change. It emphasises the need for all us to take personal responsibility and take action to be more open minded.
This film encourages you to have a more open minded, meaningful conversation by being curious and asking questions, techniques that are critical to being inclusive and appreciative of difference.
This is a series of featuring four scenarios covering issues such as pregnancy, cultural awareness, sexual orientation and disability.
We continue to enhance the diversity of our firm with targeted activities to increase the diversity of our talent pipeline, including;
Diversity Awareness Campaigns
Previously we’ve run UK-wide sustained diversity awareness and engagement campaigns, where business unit leaders have encouraged all our people to take part in initiatives led by our thirteen people networks and have arranged local activities in offices and across teams, to highlight the value of difference. Examples include a debate on the difference faith brings to the workplace, speed networking events, photograph competitions and multi-culturalfood festivals.
We know networking contributes to personal and professional fulfilment and success. That's why our firm is home to thirteen people diversity networks. Each network has specific objectives tailored to its membership. But all of them share the aim of providing a sense of community, inspiring and supporting diverse talent and raising awareness of diversity within our firm.
As well as the personal development and support aspects of the networks, they have a focus on identifying new business opportunities for the firm, supporting our strategy to be a leader in each of our chosen markets.
Our networks are:
Find out about diversity in our supply chain.